The Effect of Job Stress and Job Environment on Job Satisfaction

Cooperative of Farming Business and Fisherman Nunukan

Harianti and Herlina

Business Administration, Politeknik Negeri Nunukan, Nunukan, Kalimantan Utara, Indonesia

Keywords: Work Stress, Work Environment, Job Satisfaction.

Abstract: The purpose of this study was to identify and analyze the effect of work stress and work environment on job

satisfaction in the Nunukan Farming-Fishermen Multi-Business Cooperative (KSU TN), Nunukan Regency.

Respondents consisted of 40 employees and the sample used in this study was a saturated sample. This

research method is quantitative, while data collection is done by distributing questionnaires. Data analysis

used multiple linear regression analysis using SPSS version 25 software. This study shows that work stress

partially has a positive effect on employee job satisfaction. Meanwhile, work stress and work environment

simultaneously affect employee job satisfaction at the Multipurpose Farmers and Fishermen Cooperatives

(KSU TN).

1 INTRODUCTION

One of the Multipurpose Cooperatives (KSU) in

Nunukan is the Multipurpose Farmers and Fishermen

Cooperatives (KSU TN), namely cooperatives whose

business activities are engaged in various aspects of

the economy, such as in the fields of production,

consumption, and services aimed at welfare.

community. Member of Multipurpose Farmers

Cooperative. and Fishermen (KSU TN) in particular

and farming and fishing communities in general,

bearing in mind that in Nunukan Regency the income

that the community gets comes from agricultural and

fishery products. The purpose of the Multipurpose

Farmers and Fishermen's Cooperative (KSU TN) is to

build and develop the potential economic capabilities

of members in particular and society in general to

improve their economic and social welfare, actively

participate in efforts to increase the resilience of the

Nunukan Community Economic district and provide

convenience and convenience for its members. and

the surrounding community.

Based on the observations of researchers at the

Multipurpose Farmers and Fishermen Cooperatives

(KSU TN) there is a buildup of work due to an

imbalance in the number of employees with work

piling up the completion of work with predetermined

deadlines. by superiors. Hard to fulfill; moreover,

employees often get extra assignment of work that

must be completed first so that other work piles up

and becomes a burden for employees.

In addition, it can also be seen from the working

environment conditions that in general the physical

condition of the Multipurpose Farmers-Fishermen's

Cooperative (KSU TN) can be said to be still

inadequate, where there are still some unfavorable

work spaces. , for example the size of the office space

that is not too big and narrow. Limited employee

movement, and lighting conditions also do not match

the employee's vision; this can be seen from the lack

of bright lights in the room, poor ventilation of the

room causing the room temperature to feel less

extraordinary, sometimes even feeling stuffy.

Another thing can be seen from the use of several

office equipment which are still used interchangeably

so that many documents and files pile up around the

desk and can slow down employee work. This causes

work stress which then affects employee job

satisfaction. Papers will form part of conference

proceedings; therefore, we ask authors to follow the

guidelines described in this example and the

«FormatContentsForAuthors.pdf» file also on the zip

file, in order to achieve the highest quality possible.

Please note that papers in technically inappropriate

forms will be returned for retyping. Upon return, the

script should be modified accordingly.

884

Harianti, . and Herlina, .

The Effect of Job Stress and Job Environment on Job Satisfaction Cooperative of Farming Business and Fisherman Nunukan.

DOI: 10.5220/0011906400003575

In Proceedings of the 5th International Conference on Applied Science and Technology on Engineering Science (iCAST-ES 2022), pages 884-890

ISBN: 978-989-758-619-4; ISSN: 2975-8246

2 LITERATURE REVIEW

Work stress and work environment are factors that

can affect employee job satisfaction depending on

how the company's employees work and how the

company can solve the problems it faces.

2.1 Definition of Job Stress

Job stress is a person's state of being depressed about

the work being done, while job stress is a person's

tension and fear with the work environment and will

result in excessive psychological and physical

disturbances because this will affect job satisfaction.

Stress can arise due to pressure or tension that comes

from misalignment between a person and his work

environment, the stress experienced by employees

due to the environment they face will affect their

performance and job satisfaction, so management

needs to improve the quality of the organizational

environment for employees (Noviansyah and

Zunaidah, 2010).

2.2 Definition of Work Environment

The work environment in a company needs to be

considered; this is because the work environment has

a direct influence on employees. A conducive work

environment can improve employee performance,

and vice versa; an inadequate work environment can

reduce employee performance. The condition of the

work environment is said to be good if humans can

carry out activities optimally, healthy, safe, and

comfortable.

2.3 Definition of Job Satisfaction

Job satisfaction is an individual thing. Each

individual has a different level of satisfaction

according to the values that apply to a person. More

aspects that are fulfilled by the wishes and

expectations of the individual, the higher the

satisfaction a person feels. On the contrary, fewer

aspects are fulfilled by an individual's wishes and

expectations, lowering the satisfaction felt by a

person.

2.4 Relationship Between Job Stress

and Job Satisfaction

Job stress is one of the serious problems that afflicts

every employee at work (Tunjungsari, 2011). Stress

can arise as a result of pressure or tension that comes

from misalignment between a person and his work

environment, the stress experienced by employees

due to the environment they face will affect their

performance and job satisfaction, so management

needs to improve the quality of their work. work.

organizational environment for employees

(Noviansyah and Zunaidah, 2010).

The impact of stress experienced by a person

depends on how long the stress was experienced.

Stress levels that reach the optimal point will result in

good performance. However, if it is too heavy, stress

will actually put the person in various obstacles or fail

to meet demands, resulting in decreased performance.

At a very high stress level, employee satisfaction is

low. Stress that is not handled properly usually results

in a person's inability to interact positively with his

environment, both in terms of the work environment

and outside the work environment.

2.5 Relationship Between Work

Environment and Job Satisfaction

According to Mangkunegara in (Sedarmayanti, 2009)

the intended work environment includes clear job

descriptions, challenging work targets, effective work

communication patterns, work climate and relatively

adequate work facilities.

According to Handoko in the book (Edy Sutrisno,

2009), job satisfaction is an emotional state that is

pleasant or unpleasant for employees to view their

work. Job satisfaction reflects a person's feelings

towards his job. This can be seen from the positive

attitude of employees towards work and everything

that is encountered in the work environment.

The atmosphere of a workspace often influences

an employee's mindset and growth. Employees

working in a positive work environment may feel

more motivated to produce high-quality work

consistently. Specific satisfaction with task variety,

colleagues, working conditions, and workload were

positively related to overall job satisfaction, as were

career perspectives and job autonomy. In the

workplace, it is often assumed that employees who

are more satisfied with the physical environment are

more likely to produce better work outcomes.

Temperature, air quality, lighting and noise

conditions in the office affect the work concentration

and productivity.

2.6 Relationship Between Job Stress

and Job Satisfaction

Job stress is a condition in which an employee feels

tense and depressed about the work. While job

satisfaction is a pleasant emotional state in which

The Effect of Job Stress and Job Environment on Job Satisfaction Cooperative of Farming Business and Fisherman Nunukan

885

employees view their work and feel satisfied with the

work. The two are interconnected as has been

explained that one of the causes of job stress is the

perceived workload is too heavy.

Job stress For many people, low to moderate

amounts of stress allow them to do better work as it

allows them to increase their work intensity,

alertness, and interaction skills, whereas prolonged

high or even moderate levels of stress will eventually

lead to a significant decline in performance

significant and drastic. The affect individual health

and have a negative impact on organizational

behavior. Employees who experience stress will

easily lose their jobs, quit their jobs, and suffer from

serious illnesses.

The Job environment is everything that is around

employees at work, both physical and non-physical

that can affect employees at work. If the work

environment is conducive then employees can be

safe, comfortable and vice versa. The work

environment is reflected in the work atmosphere,

relationships with colleagues, availability of work

facilities, lighting, air circulation, noise, unpleasant

odors, security. A good job environment will affect

employee job satisfaction for the better, but if in a

good work environment there is high work stress it

will reduce employee job satisfaction. Conversely, if

an organization or company has a low level of work

stress, it will create job satisfaction for the employees

themselves.

Multipurpose Farmers and Fishermen

Cooperative (KSU TN) has problems in employee job

satisfaction. Factors indicated by employee job

satisfaction are job stress and work environment. The

level of work stress at KSU TN is still high and this

causes employee job satisfaction to not be achieved.

Coupled with the employee work environment which

is still relatively narrow or not broad, it has an impact

on job satisfaction of KSU TN employees in Central

Nunukan.

2.7 Framework

The figure 1 below show varianble independent and

the dependent. Based on the figure 1, it can be seen

that the independent variable (X) consists of Job

Stress (X1), Work Environment (X2) while the

dependent variable (Y) is Employee Job Satisfaction,

which means that work stress and work environment

affect employee job satisfaction at Multipurpose

Cooperatives. Farmers and Fishermen (KSU TN) in

Central Nunukan.

Figure 1: Framework the relationship between the

hypothesis.

2.8 Hypothesis

A hypothesis is a temporary assumption that may be

true or false so that it can be considered as a

temporary conclusion, while the rejection or

acceptance of a hypothesis depends on the results of

research on the factors collected so that a conclusion

can be drawn.

The hypotheses of this study are:

1. Hypothesis 1: Job stress has a significant and

significant effect on employee job satisfaction

2. Hypothesis 2: Work Environment has a

significant and significant effect on Employee

Job Satisfaction

3. Hypothesis 3: Work Stress and Work

Environment simultaneously have a significant

and significant effect on Employee Job

Satisfaction

3 RESEARCH METHOD

The design used in this study was experimental. This

research used is quantitative research. There are

variable independent and dependen. The independent

variables are Job Stress (X1) and Work Environment

(X2) and the dependent variable is Job Satisfaction

(Y). The research conducted in Nunukan, North

Kalimantan, with the object of research being the

Farmers and Fishermen Business Cooperative (KSU

TN), Jl. Prince Antasari RT. 021 Central Nunukan

District, North Kalimantan, Indonesia. This research

was conducted 2 month from 1 juny- 30 july. The

population used in this study were employees of KSU

Tani and Fishermen of Central Nunukan, Nunukan

iCAST-ES 2022 - International Conference on Applied Science and Technology on Engineering Science

886

Regency, totaling 40 (forty) employees.Sampling in

this study is to use a saturated sample. Saturated

sampling technique is done when the number of

population members is relatively small. The sample

of this research is the employees of KSU Farmers and

Fishermen, totaling 40 employees.

Data were collected using the saturated sample

technique by distributing questionnaires to

respondents generated by several variables such as

Job Stress, Job Environment, and Job Satisfaction.

All variables consist of several indicators such as Job

Stress with indicators of Workload that is felt to be

excessive at work, Inadequate equipment and

working time, Leadership Attitude, Work Conflict,

Low remuneration and not by the Workload given,

Family problems that can interfere with employee

work concentration. Job environment with indicators

of Lighting at work, at KSU TN, the Lighting is

perfect and by the eyes of employees, Air circulation

in the workplace, Air temperature according to the

condition of the employee's body so that employees

feel comfortable working. KSU TN employees are

very concerned about the relationship between

employees and noise in the workplace; for job

satisfaction with indicators Job Content, Supervision

(Supervision, Organization, and Management,

Opportunities for Advancement, Colleagues. The

following steps are testing the validity and reliability

of the instrument by using the SPSS 21 version to

ensure that all of the items of questions are

appropriate.

4 RESULT AND DISCUSSION

4.1 Validity Test Results

This study uses questionnaire data as primary data, so

it is necessary to test whether the statement is feasible

or not to be used as a statement in the questionnaire.

This test is used by research in regulating the validity

or suitability of the questionnaire used to test in

organizing and obtaining research data from

participant respondents. Research questionnaires are

said to be of high quality if their validity and

reliability have been proven.

The basis for making decisions on the validity test

are:

By comparing the value of rcount with rtable

where if the value of rcount>rtable then the

statement is said to be valid. On the other hand,

if the value of rcount<rtable, then the statement

is said to be invalid. The way to find the rtable

value is N-2 at 5% significance, then the rtable

value is 0.3120

By looking at the significance value (sig) where

if the significance value <0.05 then the

statement is said to be valid. Conversely, if the

significance value (sig) > 0.05 then the

statement is said to be invalid.

Table 1: Output Validity Test Results.

No Variables/indicators r

count

Table

Sign

value

Description

Job Stress

(

)

1 workloa

0,669 0,312 0,05 0,000 Vali

ment and time 0,711 0,312 0,05 0,000 Vali

3Leadershi

attitude 0,584 0,312 0,05 0,000 Vali

4 Work conflict 0,718 0,312 0,05 0,000 Vali

5 remuneration 0,511 0,312 0,05 0,001 Vali

6Famil

roble

0,697 0,312 0,05 0,000 Vali

Job Environtment

(

)

1 Lighting at work

0,786 0,312 0,05 0,000 Valid

2 Air circulation at

wor

0,774 0,312 0,05 0,000 Valid

3 Smells at work

0,784 0,312 0,05 0,000 Valid

4 Safety at work

0,713 0,312 0,05 0,000 Valid

5 Relationships

etween co-workers

0,568 0,312 0,05 0,000 Valid

6 Noise at work

0,699 0,312 0,05 0,000 Valid

Job Statisfaction

(

)

1 Job content 0,786 0,312 0,05 0,000 Vali

2 Supervision

(

ervision

)

0,793 0,312 0,05 0,000 Valid

3 Organization and

mana

ement

0,795 0,312 0,05 0,000 Valid

4 Opportunity to

advance

0,550 0,312 0,05 0,000 Valid

5 Work collea

ue 0,863 0,312 0,05 0,000 Vali

Based on table 1 above, it can be seen that the r count

of each statement shows that r count > r table and the

significance value of each statement indicator is <

0.05 so it can be concluded that all indicators are said

to be valid and significant.

4.2 Reliability Test

There are several basic Cronbach alpha reliability

tests, namely:

Research questionnaires are said to be of high

quality if their validity and reliability have been

proven

The reliability test was carried out after the

questionnaire items were declared valid.

The reliability test aims to see whether the

questionnaire has consistency if the measurement

is carried out with the questionnaire repeatedly

Reliability test can be done jointly on the

questionnaire items in a research variable.

The basis for making decisions on reliability testing

according to Wiratna Sujarweni (2014), the

questionnaire is said to be reliable if Cronbach's alpha

value is > 0.60.

The Effect of Job Stress and Job Environment on Job Satisfaction Cooperative of Farming Business and Fisherman Nunukan

887

Table 2: Reliable Test Output Results.

Variable Indicators

Cronbach’s

Alpha value

Cronbach

Alpha

Description

Job stress

)

Workload

0,663 0,60

Reliable

Equipment

and time

0,649 0,60

Leadership

attitude

0,692 0,60

Work conflict 0,647 0,60

remuneration 0,734 0,60

Family

roble

0,678 0,60

Job

Environtment

)

Lighting at

wor

0,773 0,60

Reliable

Air circulation

at wor

0,773 0,60

Smells at

wor

0,770 0,60

Safety at work

0,789 0,60

Relationships

between co-

workers

0,820 0,60

Noise at work

0,800 0,60

Job

Satisfaction

(Y)

Job Content

0,770 0,60

Reliable

Supervision

(

ervision

)

0,769 0,60

Organization

and

Mana

ement

0,766 0,60

Opportunity to

advance

0,843 0,60

Work

collea

0,748 0,60

Table III shows that all indicators measured in this

study have Cronbach's Alpha values greater than 0.60

so it can be said that all indicators are reliable.

Table 3: Reliable Outputs.

Variable

Nilai

cronbach’s

alpha

Cronbach’s

alpha

Description

Jon stress (X

) 0,717 0,60 Reliable

Job Environtmen

) 0,817 0,60 Reliable

Job satisfaction (Y) 0,818 0,60 Reliable

5 DISCUSSION

The analysis that has been carried out on the research

data, it can be explained that the testing of the

research instrument, namely the validity and

reliability test, shows that all the instruments used are

valid and reliable.

Then based on the results of the descriptive

analysis test it can be seen that the level of work stress

increases and employee job satisfaction also increases

because the descriptive analysis based on age can be

seen that most of the respondents are 36-45 years old

and based on gender, it can be seen that most of the

respondents are male. where at the age level of 36-45

years, men have a high level of work stress because

at that age employees are required to do a lot of work

and it is a challenge for male employees to learn and

get job satisfaction.

Based on the results of hypothesis testing

conducted by researchers, it can be seen that partial

testing shows that work stress affects employee job

satisfaction at the Multipurpose Farmer and

Fisherman Cooperative (KSU TN). This is evidenced

by the partial test of the first hypothesis of the work

stress variable (X1) where the results of the partial

test (t) show a significance value of 0.000 <0.05 and

a t count value of 8.293 > t table 2.0261, while the

work environment also affects job satisfaction.

employees in aquaculture and fisheries cooperative

(KSU TN). This is evidenced by the partial test of the

second hypothesis of the Work Environment variable

(X2) where the results of the partial test (t) show a

significance value of 0.046 <0.05 and a t-count value

of 2.068 > t-table 2.0261.

Simultaneous hypothesis test results indicate that

work stress and work environment affect employee

job satisfaction in agricultural and fishery

cooperatives (KSU TN). It can be seen from the

results of the F test output that after seeing the

significance value or comparing the calculated F

value with the F table, a significant value is obtained

for the effect of Work Stress (X1) and Work

Environment (X2) simultaneously. on Employee Job

Satisfaction (Y) of 0.000 <0.05 and the value of F

arithmetic 132.480 > F table 3.24 so it can be

concluded that there is a significant influence

between work stress and work environment

simultaneously on employee job satisfaction at

Multipurpose Farmers and Fishermen Cooperatives

(KSU TN).

Based on the results of the R2 test, it can be

explained that work stress and work environment

affect employee job satisfaction at the Multipurpose

Farmers and Fishermen Cooperative (KSU TN)

simultaneously and can be shown in the form of the

percentage of Adjusted R Square results, which is

0.871 (87.1%) in the Cooperative. . Multipurpose

Farmers and Fishermen (KSU TN) and 12.9 percent

were not studied by researchers.

In addition to the results of the tests carried out, it

can also be seen that the employees of the

Multipurpose Farmer and Fisherman Cooperative

(KSU TN) experience a buildup of work so that work

with deadlines is difficult to fulfill, especially because

employees often get additional tasks that must be

completed first so that other jobs pile up. Not only

that, it can also be seen from the work environment in

the Multipurpose Farmers and Fishermen

iCAST-ES 2022 - International Conference on Applied Science and Technology on Engineering Science

888

Cooperative (KSU TN) where there is a work space

layout such as an office space that is still relatively

narrow which makes employee movement limited,

the ventilation air feels stuffy and there are some

office equipment used regularly. regular. alternately

so that it can slow down the work of employees.

Based on the above phenomenon, it can be seen that

work stress and work environment affect employee

job satisfaction. However, this does not make

employees feel work stress because KSU TN

employees continue to carry out their work and

complete their work according to the predetermined

target and feel happy with their work.

The results of research conducted by researchers

are different from the results of research conducted by

(Rudianto, 2019), regarding the Effect of Facilities,

Environment and Job Stress on Job Satisfaction

(Empirical Study on Department Stores &

Supermarkets in Magelang City. From this study it

can be concluded that partially facilities work has a

positive and significant effect on job satisfaction of

Gardena Department Store & Supermarket

employees in Magelang City, partially the work

environment variable has a positive and significant

effect on job satisfaction of Gardena Department

Store & Supermarket employees in Magelang City

work stress variable has a negative and partially

significant effect on job satisfaction Work The work

of Gardena Department Store & Supermarket

employees in Magelang City Simultaneously, the

variables of work facilities, work environment and

work stress have a significant effect on job

satisfaction of Gardena Department Store &

Supermarket Employees in Magelang City.

In addition, it can also be seen from the factors

that experience stress but are still satisfied with their

work. This is because the tasks they do are full of

challenges and fun and there is effective

communication between employees at KSU Tani and

Fishermen so that it can be said that the higher the

level of work stress, the higher the job satisfaction of

employees.

6 CONCLUSION

Based on the results of the analysis and discussion

conducted by researchers using SPSS tools, it can be

concluded as follows:

1. Job stress has a significant effect on employee job

satisfaction at the Multipurpose Farmers and

Fishermen Cooperative (KSU TN).

2. The work environment has a significant effect on

employee job satisfaction at the Multipurpose

Farmers and Fishermen Cooperative (KSU TN).

3. Work stress and work environment

simultaneously affect employee job satisfaction at

the Multipurpose Farmers and Fishermen

Cooperative (KSU TN).

The researcher's suggestion to increase employee job

satisfaction, the company is expected to pay attention

to the conditions of a conducive work environment so

that employees can work comfortably.

ACKNOWLEDGEMENTS

This research was supported/partially supported by

the Nunukan State Polytechnic. We thank our

colleagues the director of the Bandung

Manufacturing Polytechnic who supported assisted

our team in accomplishing this research.

We would also show our gratitude to:

1. Arkas Viddy, Ph.D as Director of the Nunukan

State Polytechnic who contributed in

stimulating this research.

2. Dr. Besse Asniwaty, SE, MSi, as Vice Director

1 of Nunukan State Polytechnic who contributed

in stimulating this research.

3. Dr. Rafiqoh, SE, MM as Vice Director 2 of

Nunukan State Polytechnic who allocated the

budget for this research.

We are also immensely grateful to all reviewers of

ICAST especially for all of their insights.

REFERENCES

Edy, Sutrisno. (2009). Human Resource Management. First

Edition, Rawamangun. Jakarta; Kencana Perdana

Media Group.

Kristen, Vinelia A. (2019). The Influence of Work Stress

and Rewards on Employee Performance at PT. Aseli

Dagadu Djokdja. Undergraduate Thesis-University of

Sanata Dharma. Yogyakarta.

Kombong, Agustina. (2019). The Influence of Work

Environment and Work Stress on Job Satisfaction of

FKIP Tadulako University employees. The Catological

Journal, Volume, 3. No, 10. pp. 137-144. ISSN: 2302-

2019

Makmuri, Muchlas. (2010). Organizational behavior

Jakarta: Earth Literacy

Mangkunegara, Anwar Prabu A.A. (2013). Company

Human Resources Management. Bandung: Rosdakarya

Teenagers.

The Effect of Job Stress and Job Environment on Job Satisfaction Cooperative of Farming Business and Fisherman Nunukan

889

Moorhead, Gregory, and Ricky W. Griffin. (2013).

Organizational Behavior: Human Resource

Management and Organization. Jakarta: Salemba

Empat

Priansa, Juni, Donni. (2014). Planning and Human

Resource Development. Alphabeta, Bandung.

Purwasari, Maya. (2017). The Influence of Job Stress and

Job Satisfaction on Employee Performance With

Organizational Commitment as an Intervening Variable

at PT. Intan Pariwara Klaten. Thesis S1-University

Muhammadiyah Yogyakarta. Yogyakarta

Grace. (2006). Factors Affecting Job Satisfaction of Civil

Servants at the Culture and Tourism Office of Gowa

Regency. Journal, ASSETS. Volume 6. No.1.

Rivai, Veithzal. (2004). Human Resource Management For

Companies From Practical Theory. Raja grafindo

Persada, Jakarta.

Robbins, Stephen P. (2008). Organizational Behavior.

Jakarta : Salemba Empat

Sedarmayanti. (2009). Human Resource Management.

Bandung. CV. Forward Mandar.

Sedarmayanti. (2011). Human Resource Management.

Bandung. CV. Forward Mandar.

Siagian, Sondang P. (2009). Human Resource Management

Jakarta: Earth Literacy

Suato Jemi Francis. (2016). December. Work Environment

Factors In Creating Employee Job Satisfaction At CU

Keling Kumang TP Putussibau, Management Study

Program STIE Widya Dharma Pontianak, Bisma

Journal, Volume, 1. No.8.

Sugandi. Masjaya. Muhammad, Agus, Rakhman. (2013).

Factors Affecting Employee Job Satisfaction at the

Transportation Service Office of East Kalimantan

Province. Administration Journal. Volume, 1. No, 1.

Sugiyono, (2014). Business Research Methods. CV Alfa

Beta, Bandung.

Sujarweni, V., Wiratna. (2015). Business & Economics

Research Methodology. Yogyakarta; New Press

Library.

Whetten, David A., and Kim S. Cameron. (2014).

Development of Management Skills. Jakarta: Index.

Noviansyah, N., & Zunaidah, Z. (2011). Pengaruh Stres

Kerja Dan Motivasi Kerja Terhadap Kinerja Karyawan

PT. Perkebunan Minanga Ogan Baturaja. Jurnal

Manajemen dan Bisnis Sriwijaya, 9(18), 71-86.

Tunjungsari, P. (2011). Pengaruh stres kerja terhadap

kepuasan kerja karyawan pada kantor pusat PT. Pos

Indonesia (Persero) Bandung. Jurnal Universitas

Komputer Indonesia, 1(1), 1-14.

Rudianto, D. (2019). Pengaruh Fasilitas, Lingkungan Dan

Stres Kerja Terhadap Kepuasan Kerja (Doctoral

dissertation, Skripsi, Universitas Muhammadiyah

Magelang).

iCAST-ES 2022 - International Conference on Applied Science and Technology on Engineering Science

890