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Pengaruh Beban Kerja dan Burnout terhadap Kepuasan Kerja pada Pegawai Fakultas Ekonomi dan Bisnis Universitas Negeri Padang Asma Lidya; Afriyeni Afriyeni
ARZUSIN Vol 5 No 4 (2025): AGUSTUS
Publisher : Lembaga Yasin AlSys

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58578/arzusin.v5i4.6269

The main issue addressed in this study is the low level of employee job satisfaction at the Faculty of Economics and Business, Universitas Negeri Padang, which is suspected to be caused by high workload and increased burnout levels. This research aims to examine the effects of workload and burnout on employee job satisfaction. A quantitative approach with a survey technique was employed. Primary data were collected through questionnaires distributed to the entire population of 37 employees using total sampling. Data analysis was conducted using SPSS through validity and reliability tests, classical assumption tests, multiple regression analysis, and hypothesis testing. The results indicate that workload (X₁) and burnout (X₂) have a significant negative effect on job satisfaction (Y), meaning that higher workload and burnout levels correspond to lower employee job satisfaction. The study concludes that management plays a crucial role in managing workload and reducing burnout to create a healthier and more supportive work environment. Practical implications include the need for organizational policies that balance workload and prioritize employee well-being to sustainably enhance job satisfaction and productivity.

Pengaruh Beban Kerja dan Motivasi Kerja terhadap Kepuasan Kerja pada Pegawai Fakultas Ilmu Sosial Universitas Negeri Padang Vivi Andriani; Afriyeni Afriyeni
ARZUSIN Vol 5 No 6 (2025): DESEMBER
Publisher : Lembaga Yasin AlSys

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58578/arzusin.v5i6.7965

Research on job satisfaction has been widely conducted, yet studies that specifically analyze the relationship between workload and work motivation in the context of public university employees remain relatively limited, particularly at the Faculty of Social Sciences, Universitas Negeri Padang. This study aims to analyze the effects of workload and work motivation on the job satisfaction of employees at the Faculty of Social Sciences, Universitas Negeri Padang. A quantitative survey design was employed, involving 36 employees selected using a total sampling technique. Data were collected through a Likert-scale questionnaire and analyzed using multiple linear regression with SPSS. The results show that workload has a negative and significant effect on job satisfaction, whereas work motivation has a positive and significant effect on employees’ job satisfaction. These findings contribute to strengthening organizational behavior theory and broaden understanding of the determinants of job satisfaction in the context of higher education institutions. The study concludes that managing workload proportionally and optimizing motivational factors are key aspects in enhancing employees’ job satisfaction, thereby requiring institutions to implement supportive policies based on reward systems, work facilities, and competency development. Theoretically, this study enriches the human resource management literature, while practically it provides a reference for policymakers in higher education institutions and opens avenues for further research exploring mediating or moderating variables in the relationships among the examined constructs.

Pengaruh Kompensasi Work Life Balance, dan Lingkungan Kerja terhadap Turnover Intention PT. Bina Pratama Sakato Jaya Kab. Solok-Selatan Lara Yurma Putri; Afriyeni Afriyeni
ARZUSIN Vol 6 No 3 (2026): JUNI
Publisher : Lembaga Yasin AlSys

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58578/arzusin.v6i3.9718

Studies on employee turnover intention have been widely conducted, but discussions that specifically link compensation, work-life balance, and the work environment in the context of production/factory employees remain limited. This study aims to analyze the effect of compensation, work-life balance, and the work environment on the turnover intention of employees at PT Bina Pratama Sakato Jaya, South Solok Regency. This study employed a quantitative approach with a survey design, involving 50 respondents selected through the total sampling technique. Data were collected using a Likert-scale questionnaire and analyzed through multiple linear regression using SPSS. The results show that compensation has a positive and significant effect on turnover intention, whereas work-life balance and the work environment have negative and significant effects on turnover intention. Simultaneously, the three variables have a significant effect on employee turnover intention. These findings strengthen the study of human resource management, particularly regarding the factors that influence employees’ intention to leave a company. The conclusion of the study emphasizes the importance of properly managing compensation, work-life balance, and the work environment as a strategy to reduce turnover intention among production employees.

Pengaruh Kompensasi, Kepuasan Kerja dan Pengembangan Karir terhadap Retensi Karyawan pada PT. Sarana Sumatera Barat Ventura Yulia Fanisa; Afriyeni Afriyeni
ARZUSIN Vol 6 No 4 (2026): AGUSTUS
Publisher : Lembaga Yasin AlSys

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58578/arzusin.v6i4.9890

Studies on employee retention have been widely conducted, yet research that specifically discusses the effects of compensation, job satisfaction, and career development on employee retention at PT Sarana Sumatera Barat Ventura remains limited. This study aims to analyze the effects of compensation, job satisfaction, and career development on employee retention at PT Sarana Sumatera Barat Ventura. This study used a quantitative approach with a survey design. The research respondents consisted of 34 employees determined using total sampling. Data were collected through questionnaires and then analyzed through validity testing, reliability testing, classical assumption testing, multiple linear regression analysis, and hypothesis testing with the assistance of SPSS. The results show that compensation has no significant effect on employee retention. Job satisfaction has a positive and significant effect on employee retention, whereas career development has no significant effect on employee retention. This finding broadens understanding of the factors that influence employee retention in the context of a regional financial company. The conclusion of this study emphasizes that job satisfaction is an important factor in increasing employee retention at PT Sarana Sumatera Barat Ventura. The practical implications of this study indicate the need for the company to prioritize improving job satisfaction as the main strategy for retaining employees and supporting human resource stability.

Pengaruh Kualitas Sosialisasi dan Pelatihan terhadap Minat Bekerja ke Luar Negeri bagi Peserta Program SIPERANTAU (Studi Kasus BP3MI Sumatera Barat) Sri Muhajir; Afriyeni Afriyeni
YASIN Vol 6 No 2 (2026): APRIL
Publisher : Lembaga Yasin AlSys

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58578/yasin.v6i2.9832

The high interest among the people of West Sumatra in working abroad is influenced by economic motives and the cultural value of merantau, while studies on the influence of dissemination quality and training on interest in working abroad through the SIPERANTAU Program remain limited. This study aimed to analyze the influence of dissemination quality and training on interest in working abroad among participants of the SIPERANTAU Program at BP3MI West Sumatra, both partially and simultaneously. This study used a quantitative approach with an associative survey design. The research sample consisted of 154 respondents selected through purposive sampling. Data were collected through questionnaires and analyzed using multiple linear regression with the assistance of SPSS. The results showed that dissemination quality had a positive and significant effect on interest in working abroad, with a t-statistic of 10.988 and a significance value of 0.000. Training also had a positive and significant effect, with a t-statistic of 3.870 and a significance value of 0.000. Simultaneously, dissemination quality and training had a significant effect on interest in working abroad, with an F-statistic of 84.865 and a significance value of 0.000. The Adjusted R Square value of 0.523 indicates that the two variables contributed 52.3%. The conclusion of this study confirms that dissemination quality and training play an important role in increasing SIPERANTAU Program participants’ interest in working abroad. The implications of this study emphasize the importance of synergy between information and training in promoting legal, competent, and protected labor migration.

The Influence of Work-Life Balance and Career Development on Generation Z Employee Retention in Islamic Education Institutions Riko Onki Putra; Afriyeni Afriyeni; Rani Iqasari
CAKRAWALA : Management Science Journal Vol. 3 No. 1 (2026): Cakrawala: Management Science Journal - Mei
Publisher : Yayasan Edukasi Cakrawala Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63541/b72jd347

The high turnover rate of Generation Z employees at Perguruan Islam Arrisalah averaging 9.97% per year constitutes a strategic challenge that necessitates empirical investigation into retention determinants. This study aims to analyze the effect of work-life balance and career development on Generation Z employee retention. A quantitative approach was employed, distributing questionnaires to 100 Generation Z employees via total sampling. Multiple linear regression analysis was conducted using IBM SPSS version 26. Results indicate that both work-life balance (β = 0.268; sig. = 0.019) and career development (β = 0.151; sig. = 0.037) exert a positive and significant effect on employee retention. Together, the two variables account for 32.7% of retention variance (R² = 0.327; F = 23.517; sig. = 0.000). The novelty of this study lies in its simultaneous integration of both variables within the context of a value-based Islamic educational institution—a setting that remains underexplored in human resource management literature. These findings underscore the urgency of adaptive work-life balance policies and structured career development pathways as Generation Z retention strategies in educational organizations.

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