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All Journal International Journal of Social and Education (INJOSEDU)
Maya Sari Dewi
Department of Management, Faculty of Economics and Business, Universitas Lambung Mangkurat, Banjarmasin, Indonesia

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JOB SATISFACTION AS A PSYCHOLOGICAL PATHWAY LINKING PERCEIVED OCCUPATIONAL HEALTH AND SAFETY TO INDIVIDUAL PERFORMANCE AMONG CONSTRUCTION WORKERS M. Zakie Mubarak; Maya Sari Dewi
INJOSEDU: International Journal of Social and Education Vol. 3 No. 7 (2026): International Journal of Social and Education (INJOSEDU)
Publisher : Adisam Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.23102933

Abstract

This study examines Job Satisfaction as a psychological pathway linking Perceived Occupational Health and Safety to Individual Performance among frontline construction workers in Indonesia. The study addresses inconsistent evidence regarding whether occupational health and safety is directly associated with employee performance by testing both direct and indirect relationships within a Job Demands–Resources perspective. A quantitative cross-sectional design was employed using data from 114 skilled construction workers involved in a subsidized housing project in Hulu Sungai Utara. Perceived Occupational Health and Safety and Job Satisfaction were reported by workers, while Individual Performance was rated by direct supervisors. Data were analyzed using PLS-SEM with SmartPLS 4. The results show that Perceived Occupational Health and Safety was positively associated with Job Satisfaction (β = 0.761, p < .001), but its direct relationship with Individual Performance was not statistically significant (β = 0.199, p = .106). Job Satisfaction was positively associated with Individual Performance (β = 0.454, p < .001) and significantly mediated the relationship between Perceived Occupational Health and Safety and Individual Performance (β = 0.346, p < .001). These findings highlight Job Satisfaction as an important psychological pathway connecting perceived safety-related working conditions with supervisor-rated performance.
THE INDIRECT PATH FROM WORKLOAD TO BURNOUT THROUGH WORK STRESS Ihsan Sholihin; Maya Sari Dewi
INJOSEDU: International Journal of Social and Education Vol. 3 No. 7 (2026): International Journal of Social and Education (INJOSEDU)
Publisher : Adisam Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.23102975

Abstract

This study examines whether workload influences burnout directly or primarily through work stress among site-based operational employees. Grounded in Job Demands–Resources theory, the study addresses the possibility that workload may not translate into burnout uniformly across occupational contexts and may instead operate through a more proximal psychological strain mechanism. A quantitative explanatory design was employed involving 80 site-based operational employees of PT Banjarmasin Bangkit in South Kalimantan, Indonesia. Data were collected through a structured questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4. The findings show that workload was positively and significantly associated with work stress, while work stress was positively and significantly associated with burnout. In contrast, the direct relationship between workload and burnout was not significant. The indirect effect of workload on burnout through work stress was significant, indicating an indirect-only mediation pattern. These findings suggest that workload becomes relevant to burnout primarily when it is translated into sustained psychological strain. The study highlights the importance of managing work stress alongside workload in site-based operational environments.
TWO PATHWAYS LINKING RECOGNITION AND FEEDBACK QUALITY TO AFFECTIVE COMMITMENT Erni Kurnia; Maya Sari Dewi
INJOSEDU: International Journal of Social and Education Vol. 3 No. 8 (2026): International Journal of Social and Education (INJOSEDU)
Publisher : Adisam Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.23904146

Abstract

This study examines whether recognition and feedback quality are associated with affective commitment both directly and indirectly through employee engagement among civil servants in a provincial government institution. The analysis addresses the limited integration of contribution-focused recognition and perceived feedback quality as distinct nonfinancial managerial resources within a single model. Using a quantitative, cross-sectional survey, data were collected from 120 nonstructural civil servants at the Communication and Informatics Office of South Kalimantan Province, Indonesia, and analyzed using partial least squares structural equation modeling (PLS-SEM) with SmartPLS 4. Recognition and feedback quality were positively associated with employee engagement (β = 0.526 and 0.358, respectively) and affective commitment (β = 0.331 and 0.221, respectively). Employee engagement was positively associated with affective commitment (β = 0.276) and statistically mediated the relationships between recognition and affective commitment (β = 0.145, p = .019) and between feedback quality and affective commitment (β = 0.099, p = .042). These findings support complementary partial mediation and highlight direct and engagement-mediated pathways linking two managerial resources to organizational attachment. The cross-sectional design precludes causal conclusions.
Co-Authors Erni Kurnia Ihsan Sholihin M. Zakie Mubarak