<![CDATA[Abstract. This study aims to examine the effect of job insecurity and job stress on job burnout among employees of PT Caladi 59 (C59) in Bandung City, a local clothing and fashion company that has experienced significant business contraction since the Covid-19 pandemic. The decline of the textile and garment industry, marked by branch closures and organizational restructuring, has created psychological uncertainty and work pressure that potentially trigger burnout among employees. This research uses a quantitative method with descriptive and verificative approaches. The population and sample consisted of 43 permanent employees, determined through saturated sampling. Data were collected through questionnaires using a five-point Likert scale, supported by interviews and document review, and analyzed using multiple linear regression with the assistance of SPSS version 25. The results show that job insecurity is in the moderate category (mean score 2.97), while job stress and job burnout are both in the high category (mean scores 3.72 and 3.50, respectively). Job insecurity partially has a positive and significant effect on job burnout (t = 12.556; R² = 0.794). Job stress partially has a positive and significant effect on job burnout (t = 14.292; R² = 0.833). Simultaneously, job insecurity and job stress have a positive and significant effect on job burnout (F = 124.237; R² = 0.861), explaining 86.1% of the variance in job burnout, with job stress contributing relatively more strongly than job insecurity. The company is advised to develop sustainable human resource policies addressing both job insecurity and job stress to minimize the risk of employee burnout. Abstrak. Penelitian ini bertujuan untuk mengetahui pengaruh job insecurity dan job stress terhadap job burnout pada karyawan PT Caladi 59 (C59) di Kota Bandung, sebuah perusahaan konveksi dan fashion lokal yang mengalami penyusutan bisnis signifikan sejak pandemi Covid-19. Penurunan kinerja industri tekstil, yang ditandai dengan penutupan sejumlah cabang dan perubahan struktur organisasi, menimbulkan ketidakpastian psikologis dan tekanan kerja yang berpotensi memicu burnout pada karyawan. Penelitian ini menggunakan metode kuantitatif dengan pendekatan deskriptif dan verifikatif. Populasi dan sampel berjumlah 43 karyawan tetap yang ditentukan melalui teknik sampling jenuh. Data dikumpulkan melalui kuesioner dengan skala Likert lima poin, didukung wawancara dan document review, kemudian dianalisis menggunakan regresi linear berganda dengan bantuan SPSS versi 25. Hasil penelitian menunjukkan bahwa job insecurity berada pada kategori sedang (skor rata-rata 2,97), sedangkan job stress dan job burnout berada pada kategori tinggi (skor rata-rata 3,72 dan 3,50). Job insecurity secara parsial berpengaruh positif dan signifikan terhadap job burnout (t = 12,556; R² = 0,794). Job stress secara parsial berpengaruh positif dan signifikan terhadap job burnout (t = 14,292; R² = 0,833). Secara simultan, job insecurity dan job stress berpengaruh positif dan signifikan terhadap job burnout (F = 124,237; R² = 0,861), yang menjelaskan 86,1% variasi job burnout, dengan job stress memberikan kontribusi lebih besar dibandingkan job insecurity. Perusahaan disarankan menyusun kebijakan sumber daya manusia yang berkesinambungan guna menekan job insecurity dan job stress sehingga risiko burnout karyawan dapat diminimalkan.]]>
