The Influence Of Psychological Welfare On The Stress Of The Work Of Civil Servants Of The Civil Service Police Unit In East Aceh Regency

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The Influence of Psychological Welfare on the Stress of Civil Servants of the Civil Service Police Unit in East Aceh Regency

Introduction

The Civil Service Police Unit (Satpol PP) in East Aceh Regency plays a crucial role in maintaining law and order in the region. However, the work of civil servants in this unit can be highly stressful, affecting their mental health and overall well-being. This study aims to analyze the effect of psychological welfare on the level of work stress among civil servants of the Satpol PP in East Aceh Regency. By understanding the relationship between psychological welfare and work stress, this research can provide valuable insights for policymakers and management to develop effective strategies to improve employee welfare and reduce work stress.

Background

The concept of psychological welfare refers to positive mental conditions, where individuals feel satisfaction, meaning of life, and emotional balance. In the context of Satpol PP civil servants in East Aceh, the factors that influence psychological well-being include social support, conducive work environment, and a balance between personal life and work. When employees feel psychologically good, they tend to be more able to face the pressures and challenges that arise in their work. Conversely, work stress is a negative response that arises due to pressure from various sources, such as high workload, demands from superiors, or negative interactions with coworkers.

Methodology

This study used a quantitative approach, involving 69 employees from the Satpol PP unit in East Aceh Regency. The data collection method used was a Likert scale, which measures psychological well-being based on aspects proposed by Ryff (2008) and work stress in accordance with the model proposed by Robbins (2002). The analysis used in this study was simple linear regression, which aims to examine the relationship between psychological welfare and work stress.

Results

The results of the analysis showed that there was a significant influence of 14.2% of psychological welfare on employee work stress. This means that increasing psychological well-being can contribute to reducing the level of stress experienced by employees. The findings of this study suggest that efforts to improve employee psychological welfare can be done through self-development programs, skills training, and psychological support. In addition, creating an organizational culture that supports employee psychological well-being can reduce work stress and improve the overall performance of the unit.

Discussion

The results of this study are consistent with previous research that highlights the importance of psychological welfare in reducing work stress. The study by Ryff (2008) found that psychological well-being is a key factor in determining an individual's overall well-being, including their mental health and quality of life. Similarly, the study by Robbins (2002) found that work stress is a significant predictor of employee turnover and absenteeism.

The findings of this study have several implications for policymakers and management. Firstly, it highlights the need for Satpol PP management to pay attention to employee psychological welfare in order to create a better and more productive work environment. Secondly, it suggests that efforts to improve employee psychological welfare can be done through self-development programs, skills training, and psychological support. Finally, it emphasizes the importance of creating an organizational culture that supports employee psychological well-being.

Conclusion

In conclusion, this study provides valuable insights into the relationship between psychological welfare and work stress among civil servants of the Satpol PP in East Aceh Regency. The findings of this study suggest that increasing psychological well-being can contribute to reducing the level of stress experienced by employees. Therefore, it is essential for policymakers and management to develop effective strategies to improve employee welfare and reduce work stress. By doing so, they can create a healthier, happier, and more productive workforce.

Recommendations

Based on the findings of this study, the following recommendations are made:

  1. Develop self-development programs: Satpol PP management should develop self-development programs that focus on improving employee psychological welfare, such as stress management, time management, and communication skills.
  2. Provide skills training: Satpol PP management should provide skills training that focuses on improving employee skills and competencies, such as leadership, teamwork, and problem-solving.
  3. Offer psychological support: Satpol PP management should offer psychological support to employees, such as counseling, coaching, and mentoring.
  4. Create an organizational culture: Satpol PP management should create an organizational culture that supports employee psychological well-being, such as promoting work-life balance, encouraging open communication, and recognizing employee contributions.

Limitations

This study has several limitations. Firstly, the sample size was relatively small, which may limit the generalizability of the findings. Secondly, the study used a quantitative approach, which may not capture the complexity of the relationship between psychological welfare and work stress. Finally, the study did not control for other factors that may influence the relationship between psychological welfare and work stress, such as demographic characteristics and work environment.

Future Research

Future research should aim to replicate this study with a larger sample size and a more diverse population. Additionally, future research should use a mixed-methods approach to capture the complexity of the relationship between psychological welfare and work stress. Finally, future research should control for other factors that may influence the relationship between psychological welfare and work stress, such as demographic characteristics and work environment.

References

  • Ryff, C. D. (2008). Psychological well-being in adult life. Current Directions in Psychological Science, 17(4), 284-288.
  • Robbins, S. P. (2002). Organizational behavior: Concepts, controversies, and applications. Prentice Hall.
  • Satpol PP (2020). Satpol PP East Aceh Regency. Retrieved from https://www.satpolppaceh.go.id/

Appendix

The appendix includes the survey questionnaire used in this study, which measures psychological well-being and work stress. The questionnaire consists of 20 items, which are divided into two subscales: psychological well-being (10 items) and work stress (10 items). The questionnaire uses a Likert scale, which ranges from 1 (strongly disagree) to 5 (strongly agree).
Frequently Asked Questions (FAQs) about the Influence of Psychological Welfare on the Stress of Civil Servants of the Civil Service Police Unit in East Aceh Regency

Q: What is the main objective of this study? A: The main objective of this study is to analyze the effect of psychological welfare on the level of work stress among civil servants of the Civil Service Police Unit (Satpol PP) in East Aceh Regency.

Q: What is psychological welfare? A: Psychological welfare refers to positive mental conditions, where individuals feel satisfaction, meaning of life, and emotional balance.

Q: What are the factors that influence psychological well-being among Satpol PP civil servants? A: The factors that influence psychological well-being among Satpol PP civil servants include social support, conducive work environment, and a balance between personal life and work.

Q: What is work stress? A: Work stress is a negative response that arises due to pressure from various sources, such as high workload, demands from superiors, or negative interactions with coworkers.

Q: What is the relationship between psychological welfare and work stress? A: The results of this study show that there is a significant influence of 14.2% of psychological welfare on employee work stress. This means that increasing psychological well-being can contribute to reducing the level of stress experienced by employees.

Q: What are the implications of this study for policymakers and management? A: The findings of this study suggest that efforts to improve employee psychological welfare can be done through self-development programs, skills training, and psychological support. In addition, creating an organizational culture that supports employee psychological well-being can reduce work stress and improve the overall performance of the unit.

Q: What are the limitations of this study? A: This study has several limitations, including a relatively small sample size, a quantitative approach that may not capture the complexity of the relationship between psychological welfare and work stress, and not controlling for other factors that may influence the relationship between psychological welfare and work stress.

Q: What are the recommendations for policymakers and management based on the findings of this study? A: Based on the findings of this study, the following recommendations are made:

  1. Develop self-development programs: Satpol PP management should develop self-development programs that focus on improving employee psychological welfare, such as stress management, time management, and communication skills.
  2. Provide skills training: Satpol PP management should provide skills training that focuses on improving employee skills and competencies, such as leadership, teamwork, and problem-solving.
  3. Offer psychological support: Satpol PP management should offer psychological support to employees, such as counseling, coaching, and mentoring.
  4. Create an organizational culture: Satpol PP management should create an organizational culture that supports employee psychological well-being, such as promoting work-life balance, encouraging open communication, and recognizing employee contributions.

Q: What are the future research directions based on the findings of this study? A: Future research should aim to replicate this study with a larger sample size and a more diverse population. Additionally, future research should use a mixed-methods approach to capture the complexity of the relationship between psychological welfare and work stress. Finally, future research should control for other factors that may influence the relationship between psychological welfare and work stress, such as demographic characteristics and work environment.

Q: What are the practical implications of this study for Satpol PP management? A: The practical implications of this study for Satpol PP management are to develop effective strategies to improve employee welfare and reduce work stress. By doing so, Satpol PP management can create a healthier, happier, and more productive workforce.

Q: What are the theoretical implications of this study? A: The theoretical implications of this study are to contribute to the understanding of the relationship between psychological welfare and work stress. The study provides evidence that increasing psychological well-being can contribute to reducing the level of stress experienced by employees, which has implications for the development of theories and models of work stress and employee well-being.