3, Maret 2021 95
ABSTRAK
Kelelahan kerja merupakan suatu masalah yang sering di temui di kalangan tenaga kerja. Stres kerja
adalah salah satu faktor yang menyebabkan kelelahan kerja. Stres kerja disebabkan oleh beberapa faktor
dorongan yaitu Perubahan pola kerja yang dialami dapat berupa peraturan kerja, deskripsi pekerjaan
yang tidak jelas dan kemajuan teknologi yang digunakan dalam pekerjaan. Kondisi kerja yang berulang-
ulang, membosankan, ketidakpastian tugas serta keterbatasan komunikasi dan umpan balik dapat
menyebabkan kebingungan, putus asa dan stres bagi individu. LLAJ merupakan Dinas Perhubungan
memiliki tugas dan fungsi untuk penetapan rencana umum lalu lintas dan angkutan jalan, manajemen
rekayasa lalu lintas, perizinan angkutan umum, pembinaan sumber daya manusia penyelenggara sarana
dan prasarana lalu lintas angkutan umum serta penyelidikan terhadap pelanggaran perizinan angkutan
umum. Berdasarkan hasil observasi awal Ada beberapa petugas yang mengalami keluhan dalam bekerja
seperti mudah emosi, nyeri punggung, panasnya terik matahari, kendaraan yang ramai, mengantuk,
kurang berkonsentrasi, dan merasa nyeri pada bagian punggung. Penelitian ini dilakukan untuk
mengetahui hubungan antara Stres kerja dengan Kelelahan Kerja pada Petugas LLAJ Dinas
Perhubungan Kota Manado. Jenis Penelitian menggunakan penelitian Observasional Analitik dengan
pendekatan studi potong lintang yang dilakukan pada bulan Juli - September 2020, dengan populasi dan
sampel yaitu Petugas LLAJ berjumlah 45 Petugas. Instrumen penelitian yaitu menggunakan kuesioner
yakni Alat ukur Perasaan Kelelahan Kerja (KAUPK2) dan Kuesioner Stres Kerja yang telah di uji
validitas dan reliabilitasnya. Analisis data menggunakan uji korelasi fischer exact. Hasil penelitian Stres
kerja dengan Kelelahan Kerja nilai rata-rata 11.11 dan nilai ρ= 0.049 (<0.05). Kesimpulan dari hasil
penelitian tersebut terdapat Stres kerja berpengaruh terhadap Kelelahan Kerja pada pekerja, dan
terdapat hubungan yang signifikan antara Stres Kerja dengan Kelelahan Kerja pada Petugas LLAJ
Dinas Perhubungan Kota Manado
ABSTRACK
Fatigue from work is a problem that is often encountered in the workforce. Job stress is one of the factors
that cause work fatigue. Job stress is caused by several encouraging factors, namely changes in work
patterns experienced in the form of work regulations, unclear job descriptions and advances in
technology used in work. Repetitive, tedious working conditions, uncertainty of tasks and limited
communication and feedback can cause confusion, hopelessness and stress for individuals. LLAJ is the
Department of Transportation which has the task and function of establishing a general plan for road
traffic and transportation, traffic engineering management, licensing for public transport, fostering
human resources for administering public transport traffic facilities and infrastructure as well as
investigating violations of public transport licensing. Based on the results of preliminary observations,
there are several officers who experience complaints at work such as emotional irritability, back pain, hot
sun, busy vehicles, drowsiness, lack of concentration, and feeling pain in the back. This research was
conducted to determine the relationship between work stress and work fatigue on road traffic officers at
the Manado City Transportation Agency. This type of research used Analytical Observational research
with a cross-sectional study approach which was carried out in July - September 2020, with a population
and sample of 45 LLAJ officers. The research instrument used a questionnaire, namely the Work Fatigue
Feeling Measurement Tool (KAUPK2) and the Job Stress Questionnaire which had been tested for
validity and reliability. Data analysis used fischer exact correlation test. The results of the research work
stress with Work Fatigue an average value of 11.11 and the value of ρ = 0.049 (<0.05). The conclusion
from the results of this study is that work stress has an effect on Work Fatigue in workers, and there is a
significant relationship between Job Stress and Work Fatigue in City Transportation Service Officers of
the City Transportation Service.
stress jika kemampuan dan sumber daya juga tingkattstress kerjaa yang dirasakan
yang dimiliki orang bersangkutan tidak oleh perawatt di tempat bekerja.
cukup untuk membantu dorongan harapan
untuk sukses. Berubahnya pola kerja yang METODE
dialami bisa meliputi aturan kerja, jobdes Jenis penelitian ini menggunakan
yang tidak jelas, dan kemajuan teknologi penelitian observasi analitik dengan
yang dipakai pada pekerjaan. Kerja yang menggunakan pendekatan studi potong
berlebih, tidak pastinya tugas yang diberi, lintang (cross sectional) untuk
serta terbatasnya alur koordinasi bisa mempelajari dinamika korelasi dengan
mengakibatkan kebingungan, putus asa, dan faktor resiko dan efek, Penelitian ini
stress bagi individu yang ikut di dalamnya. dilakukan pada petugas LLAJ di Dinas
Permasalan yang muncul dalam bekerja Perhubungan Kota Manado. Populasi
akibat seorang tidak ingin melaksanakan dalam penelitian ini adalah seluruh
suatu tugas atau bermasalah dengan petugas LLAJ yang berstatus ASN Dinas
individu lainnya, keluarga, dan sosial. Rasa Perhubungan Kota Manado dengan
tanggung jawab yang dimiliki dapat jumlah total petugas LLAJ adalah 45.
memicu stress. Hal tersebut diperlihatkan Jadi sampel dalam penelitian ini
dengan semakin besarnya tingkat menggunakan total sampling. Maka
tanggugng jawab yang ada pada individu, jumlah sampel penelitian sebanyak 45
maka semakin tinggi pula peluang stress petugas LLAJ berstatus ASN Dinas
pasti terjadi. (Tarwaka, 2010). Hasil Perhubungan Kota Manado.
pengamatan yang dilaksanakan oleh Undap
(2016) bahwa adanya kaitan antara HASIL DAN PEMBAHASAN
kelelahan kerja dengan stress kerja pada Karakteristik Responden
perawat unit gawat darurat (UGD) dan Tabel 1. Distribusi Responden Berdasarkan
intensive care unit (ICU) Rumah Sakit Jenis Kelamin
Umum Daerah Kota Blitung. Jenis Kelamin N %
Laki-laki 43 95,6
Hasilppenelitian yangg dilaksanakan Perempuan 2 4,4
Total 45 100
olehhWidyasari (2010) yyang
mengungkapkan bahwaa adanya kaitan Pada ttabel 1, Data dari hasil penelitian
antaraakelelahan bekerja dengannstress didapatkan kategori jenis kelamin pada
kerjaapada pperawat. Karena semakin
Petugas LLAJ di Dinas Perhubungan
beratt tingkat kelelahannyang dirasa atau Kota Manado responden laki-laki
dialamii oleh perawatt maka semakin tinggi sebanyak 43 respondenn (95.6%) ddan
Jurnal KESMAS, Vol. 10, No. 3, Maret 2021 98
Berdasarkan karakteristik umur responden bahwa kategori masa kerja > 10 tahun
ANALISIS BIVARIAT
Hubungan Antara Stres Kerja dengan Kelelahan Kerja
Tabel 7. Hubungan Antara Stres Kerja Dengan Kelelahan Kerja
Kelelahan Kerja
N % N % N %
Berdasarkan tabel 7, hasil uji korelasi itu bisa mungkinnterjadi akibat rresponden
antara stres kerja dengan kelelahan kerja bisa mengendalikannatau memanajemennst
pada Hasil uji Fischer Exact menunjukkan res.
nilai p = 0,049. Nilai p < 0,05 Hal ini Kelelahannkerja adalah sebuah
menunjukkan bahwa jika responden polaayang muncul ppada sebuah situasi
mengalami stres kerja maka potensi yyang secaraaumum tterjadi ppada tiap
mengalami kelelahan kerja juga akan oorang, yang sudah ttidak ssanggup llagi
meningkat.Stress yyang dirasakan ooleh untukk melaksanakan aktivitas.
seorang dipengaruhi olehhtekanan Stress kroniss berpengaruhh pada
internalddan eksternal. pperasaan kelelahannkerja pada uurutan
Contohnya, kondisiifisik, tingkah ppertama sedangkan ppengukuran
laku, llingkungan ffisik, waktuureaksi stress akutt berpengaruhh
karakteristikkpekerja, llingkungan ssosial kepada urutan ketiga serta stress
bbudaya, dll (Sedarmayanti, 2011). Stress kronisspada urutannkelima. Stress bisa
di tingkatan yyang normall biasa tterjadi berpengaruhh pada kelelahannkerja, tetapi
pada waktuubeberapa menit. Stresspada ttingkat pengaruhnyaatidak ssama untuk
ttingkat ringan biasa tterjadi beberapaajam, tiap pekerja (Sedarmayanti, 2011).
kondisi iini ttidak aakan memunculkan Perasaan lelah yang secara berulang
penyakit terkecuali apabila dihadapii terjadi bisa mengakibatkan individu
secaraa berulang. menghentikan tugasnya ataupun
Responden padaapenelitian iini mengambillwaktuuistirahat. Perasaan lelah
sebagian besar mengalamii tingkatt stress yyang dialami oleh responden
yanggnormal, dimana ttingkat stress menunjukkan menurunnya tenaga dalam
tersebut hhanya berlangsung ssesaat. Hall melaksanakan suatu pekerjaan.
Jurnal KESMAS, Vol. 10, No. 3, Maret 2021 102
Menurunnya tenaga untuk bbergerak dapat Timurjaya Dayatama Sonder dengan nilai p
mengurangi kinerja kerja yang dicapai yang = 0,002. Hasil penelitian ini menunjukkan
berakibat menurunnya produktivitas kerja. bahwa semakin pekerja merasa lelah
Kelelahah kerja juga bisa meningkatkan cenderung mempunyai produktivitas kerja
resiko terjadinya kkecelakaan kkerja yang kurang baik.Hasil penelitian yang
ssehingga bisa merugikanndiri tenaga kerja dilakukan oleh Jacobs, Brian (2015)
ataupun perusahaan. Hasil penelitian ini mendapatkan bahwa ada hubungan antara
sejalan dengan penelitian oleh Widyasari stres kerja dengan kelelahan kerja pada
(2010) dari uji kendall’s tau-b diperoleh karyawan bagian sumber daya manusia di
koefisien korelasi 0,742 dengan nilai asymp PT. Bank Sulut Cabang Manado dengan
sig 0,00 lebih kecil dari 0,01 yang berarti nilai p= 0,046. Dimana responden yang
ada hubungan antara kelelahan dengan stres mengalami stres kerja memiliki peluang 5
kerja Perawat Rumah Sakit Islam kali lebih besar untuk mendapatkan
Surakarta. Hasill penelitiann lainnya yyang kelelahan kerja, maka hipotesis H1 diterima
dilaksanakan olehh Mulfiyanti, dkk (2013) dan H0 ditolak yaitu terdapat hubungan
memperoleh dataabahwa adanya antara stres kerja dengan kelelahan kerja
hubungannyang signifikan aantara stres .
kerjaa dengann kelelahannkerja (p= 0,001) KESIMPULAN
padaaperawat di di RSUD Tenriawaru Berdasarkannhasil ppenelitian yyang
Kelas B Kabupaten Bone Tahun 2018. dilaksanakan padaa petugas LLAJ dii
Penelitiannyang dilaksanakan olehh Dinas Perhubungan Kota Manado maka
Devintha, dkk (2017) memperlihatkan disimpulkan:
bahwaa hasil uji statistik untuk mengetahui 1. Petugas LLAJ dinas perhubungan
hubungan antara stres kerja dan kelelahan Kota Manado yang mengalami stres
diperoleh nilai p = 0,000 dengan nilai α = kerja sebesar 11,1%.
0,05. Jadi nilai p lebih kecil dari nilai α (p < 2. Petugas LLAJ dinas perhubungan
α), dengan demikian menunjukkan bahwa Kota Manado yang mengalami
adanya hubungan yang bermakna antara kelelahan kerja sebesar 51.1%.
stres kerja dengan kelelahan pada perawat 3. Terdapatt hubungannyang
di Rumah Sakit Jiwa Menur Provinsi Jawa ssignifikan aantara stres
Timur. kerjaadengan kelelahannkerja ppada
Hasil penelitian yang dilakukan petugas LLAJ dinas perhubungan
Palar, dkk (2017) menunjukkan bahwa ada Kota Manado dengan nilai p = 0,020
hubungan antara kelelahan kerja dengan
produktivitas kerja pada pekerja PT.
Jurnal KESMAS, Vol. 10, No. 3, Maret 2021 103
Received: 11th June 2020; Revised: 30th June 2020; Accepted: 30th June 2020;
Available online: 30th June 2020; Published regularly: June 2020
ABSTRACT
510 minutes of work time a day with a break of 30 minutes is felt by employees of PT. Yogya Indo Global is too
heavy. This company, which is engaged in wood processing, has 4 work stations, namely the Plenner process
station, the Jointer process, Telthing and cutting parts. To reduce the physical workload in this study will be
determined the length of rest time using the Indirect Assessment Method with categories of physical
(physiological) workload, pulse (beats / minutes), classification% CVL (Cardiovasculair Load), calculating
energy consumption, and calculate the need for rest. The study was conducted at rest at 09.30 and at 15.00 WIB.
Pulse measurements are carried out using the 10 Pulse Method which then affects the amount of energy
consumption. Based on the research results, it is known that at the Plenner machine work station, the Jointer and
Telthing machines are in the classification of% CVL, the workload is due to the level of 30% -60%. Based on the
results of the calculations, the work station for the Plenner, Jointer, Telthing and cutting process needs to be
added by each time by 10 minutes, 5 minutes, 13 minutes and 10 minutes at 09.30 and the addition of 28 minutes,
25 minutes, 35 minutes and 15 at 3:00 p.m..
ABSTRAK
Waktu kerja 510 menit sehari dengan waktu istirahat 30 menit di dirasakan oleh karyawan PT. Yogya Indo
Global terlalu berat. Perusahaan yang bergerak dalam bidang pengolahan kayu ini mempunyai 4 stasiun kerja
yaitu stasiun proses Plenner, proses Jointer, Telthing dan potong belah. Untuk mengurangi beban kerja fisik
tersebut pada penelitian ini akan dilakukan penentuan lama waktu istirahat menggunakan Metode Penilaian
Tidak Langsung dengan kategori beban kerja fisik (fisiologis), Denyut Nadi (denyut/menit), klasifikasi %CVL
(Cardiovasculair Load), menghitung konsumsi energi, dan menghitung kebutuhan waktu istirahat. Penelitian
dilakukan pada waktu istirahat Pukul 09.30 dan Pukul 15.00 WIB. Pengukuran denyut Nadi dilakukan
menggunakan Metode 10 Denyut yang kemudian berpengaruh pada jumlah konsumsi energi. Berdasarkan hasil
penelitian diketahui bahwa pada stasiun kerja mesin Plenner, mesin Jointer dan dan Telthing berada dalam
klasifikasi % CVL beban kerja sedang hal ini dikarenakan berada pada level 30%-60%. Berdasarkan hasil dari
perhitungan maka pada stasiun kerja proses Plenner, Jointer, Telthing dan potong belah perlu dilakukan
penambahan waktu masing-masing sebesar 10 menit, 5 menit, 13 menit dan 10 menit pada pukul 09.30 dan
penambahan 28 menit, 25 menit, 35 menit dan 15 pada pukul 15.00.
Kata Kunci: Waktu Istirahat; Beban Kerja Fisiologis; %CVL; Konsumsi Energi
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tekanan yang mengakibatkan psikologis utama yang dijadikan tolak ukur penentu berat
terganggu. atau ringannya suatu pekerjaan
PT. Yogya Indo Global yang berlokasi di (Wignjosoebroto, 2003). Kerja fisik akan
Jalan Pleret KM 2.3 Potorono, Bantul, mengeluarkan energi yang berhubungan erat
Yogyakarta merupakan perusahaan pengolahan dengan konsumsi energi. Konsumsi energi pada
kayu. Perusahaan ini mempunyai empat stasiun waktu kerja biasanya ditentukan dengan cara
kerja yaitu stasiun kerja Plenner, Jointer, tidak langsung, yaitu dengan pengukuran
Telthing dan Potong Belah. Perusahaan ini kecepatan denyut jantung dan konsumsi energi.
memperkerjakan karyawan sebanyak 20 orang
2.1 Penilaian Beban Kerja Fisiologis
pekerja yang masing-masing setiap stasiun kerja
terdiri dari 5 orang. Metode Penilaian Tidak Langsung
Perusahaan ini beraktivitas mulai pukul (1). Hitung denyut nadi dengan metode 10
Pukul 07.00 sampai Pukul 16.00 dengan waktu denyut.
10 𝐷𝑒𝑛𝑦𝑢𝑡
istirahat selama 30 menit pada jam 12.00 WIB – Denyut/Menit = 𝑥 60 .. (1)
𝑊𝑎𝑘𝑡𝑢 𝑃𝑒𝑛𝑔ℎ𝑖𝑡𝑢𝑛𝑔𝑎𝑛
12.30 WIB. Dengan waktu istirahat selama 30
menit ini menyebabkan denyut nadi pekerja (2). Klasifikasi beban kerja
100 𝑥 (𝐷𝑁𝐾−𝐷𝑁𝐼)
berkisar antara 107,7 sampai 125,5 denyut % CVL = 𝐷𝑁𝑚𝑎𝑥−𝐷𝑁𝐼 ....................... (2)
permenit. Berdasarkan denyut nadi normal laki-
(3). Konsumsi Energi
laki dewasa adalah 60-80 denyut per menit. Efek
E = 1,80411 – 0,0229038 X + 4,71733
dari besarnya denyut nadi ini berpengaruh pada
x 10-4 X2 ...................................... (3)
jumlah Konsumsi Energi yang besar dan masuk
kedalam kategori beban kerja sedang (30%- 2.2 Penentuan Waktu Istirahat Berdasarkan
60%) yang menyebabkan terjadinya kelelahan Beban Kerja Fisiologis
sehingga perlu adanya perbaikan. Hasil perhitungan konsumsi energi dapat
Penelitian dilakukan dengan menentukan
dijadikan acuan untuk menghitung kebutuhan
lamanya waktu istirahat berdasarkan beban kerja
waktu istirahat dari kerja fisik yang
fisiologis sehingga diperoleh penentuan waktu
dikonversikan ke dalam kebutuhan waktu
istirahat untuk area kerja pemotongan kayu, istirahat dengan menggunakan persamaan
dengan hasil penelitian ini diharapkan dapat
Murrell:
mengevaluasi waktu istirahat guna (W-S)
meningkatkan produktivitas. R=T .......................................... (4)
W-0.3
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3.2 Menghitung jumlah konsumsi energi Hasil perhitungan waktu istirahat untuk 4
berdasarkan Denyut Nadi Kerja stasiun kerja ada disajikan pada Tabel 5.
menggunakan persamaan Regresi Kuadratis
3.5 Perbandingan konsumsi energi sebelum dan
Dari Tabel 3 diketahui ada tiga Stasiun
setelah penelitian
Kerja yang berada pada beban kerja sedang yaitu
Jika konsumsi energi diukur berdasarkan
Mesin Plenner, Jointer, Telthing dan Potong
waktu istirahat yang ditentukan oleh perusahaan
Belah dengan %CVL berada antara 30%-60%
yaitu mulai pukul 07.00 WIB hingga pukul
dan perlu adanya perbaikan pada waktu
12.00 WIB dengan total bekerja 5 jam terus
istirahatnya, untuk menghitung Konsumsi
menerus, maka jumlah konsumsi energi yang
Energi, dibuat persamaan hubungan antara
dikeluarkan selama bekerja dapat dibandingkan
Denyut Nadi dengan Konsumsi Energi
dengan konsumsi energi dari hasil pengukuran.
menggunakan persamaan Regresi Kuadratis,
Untuk menghitung konsumsi energi dapat
hasil perhitungan disajikan pada Tabel 4.
dilakukan dengan menggunakan Regresi
Kuadratis yang didapat dari kecepatan Denyut
3.4 Menghitung waktu istirahat
Nadi Kerja. Hasil pengukuran Denyut Nadi
Pengaturan waktu istirahat berdasarkan Kerja berdasarkan waktu istirahat yang
beban kerja fisiologis ditentukan oleh perusahaan dapat dilihat pada
Kebutuhan waktu istirahat pada mesin Plenner: Tabel 6.
a. Pada Pukul 09.30 WIB: Dari hasil pengukuran Denyut Nadi Kerja
(5,32 – 5) berdasarkan waktu istirahat yang ditentukan
R = 150 menit
5,32– 0.3
336 Kkal/menit perusahaan, selanjutnya dapat dihitung jumlah
R= konsumsi energi saat kerja yang dikeluarkan
5,4 Kkal
R = 9,56 menit ~ 10 menit oleh pekerja di Area Pemotongan Kayu.
b. Pada pukul 15.00 WIB: Perhitungan dilakukan dengan menggunakan
R = 150 menit
(6,11–5) Regresi Kuadratis (Konz, 1998). Berikut contoh
6,11– 0,3 perhitungan Konsumsi Energi berdasarkan
166,5 𝐾𝑘𝑎𝑙/𝑚𝑒𝑛𝑖𝑡
R= waktu istirahat yang ditentukan oleh perusahaan
5,81 𝐾𝑘𝑎𝑙
R = 28,65 menit ~ 29 menit
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Tabel 6. Hasil pengukuran denyut nadi kerja berdasarkan waktu kerja perusahaan
Setelah istirahat selama 30 menit, pekerja yang diterapkan oleh perusahaan, selanjutnya
melanjutkan pekerjaannya kembali hingga jam dapat dibandingkan dengan hasil pengukuran
kerja selesai. Kurangnya waktu istirahat ini berdasarkan beban kerja fisiologis yang dialami
dapat kembali meningkatkan konsumsi energi oleh para pekerja. Perbandingan hasil
hingga jam kerja perusahaan selesai pada pukul perhitungan konsumsi energi sebelum dan
16.00 WIB. Setelah dilakukan hasil perhitungan setelah pengukuran dapat dilihat pada Tabel 7
Konsumsi Energi berdasarkan waktu istirahat dan Tabel 8.
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Dari Tabel 7 telihat bahwa sejak pekerja selama 5 jam bekerja. Setelah istirahat selama 30
memulai pekerjaan pada pukul 07.00 WIB menit, pekerja melanjutkan pekerjaannya
terjadi peningkatan konsumsi energi secara terus kembali hingga jam kerja selesai. Kurangnya
menerus hingga pukul 12.00 WIB dimana pada waktu istirahat ini dapat kembali meningkatkan
jam ini pekerja beristirahat selama 30 menit. konsumsi energi hingga jam kerja perusahaan
Akan tetapi, waktu untuk beristirahat ini belum selesai pada pukul 16.00 WIB.
sepenuhnya memulihkan energi yang terjadi
Tabel 8. Konsumsi energi tiap jam setelah dilakukan perbaikan
Dari Tabel 8 terlihat bahwa jika waktu bekerja hingga jam istirahat siang Jam 12.00
istirahat ditambah di antara waktu kerja WIB. Peningkatan ini terus bertambah seiring
perusahaan pada shift pertama (Jam 09.30 WIB) dengan bertambah juga jam kerja selesai pada
dan kedua (Jam 15.00 WIB) maka jumlah pukul 16.00 WIB. Dengan adanya penyisipan
konsumsi energi tidak mengalami peningkatan waktu istirahat pada Jam 09.30 WIB maka
yang sangat tinggi. Penyisipan waktu istirahat kelelahan dapat sedikit diminimalisir sehingga
dengan cara ini telah banyak diterapkan oleh peningkatan konsumsi energi sampai jam
perusahaan-perusahaan yang memiliki pekerja istirahat siang tidak terlalu tinggi. Begitu juga
dengan tipe kerja yang mengandalkan kerja fisik selanjutnya hingga jam kerja selesai. Meskipun
sehingga dapat menjadi acuan oleh perusahaan tingkat konsumsi energi pada tiap stasiun kerja
untuk dapat menambah waktu istirahat bagi para berbeda-beda, dengan adanya penambahan jam
pekerjanya. istirahat maka jumlah konsumsi energi yang
Selanjutnya dari Tabel 7 dan Tabel 8 dapat dikeluarkan oleh pekerja menjadi sedikit
dibuat grafik perbandingan peningkatan berkurang dibandingkan dengan sebelum
Konsumsi Energi berdasarkan Waktu Istirahat dilakukannya perbaikan. Hal ini tentunya
Perusahaan dan Waktu Istirahat Penelitian, berpengaruh juga terhadap kelelahan yang
seperti pada Gambar 1 dirasakan oleh para pekerja.
Pada Gambar 2 terlihat bahwa adanya
peningkatan konsumsi energi sejak mulai
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6.2
5.9
5.6
5.3
5
Jam 07.00
Jam 08.00
Jam 09.30
Istirahat
Jam 11.00
Jam 12.00
Istirahat
Jam 14.00
Jam 15.00
Istirahat
Jam 16.00
Waktu
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Jurnal OPSI Vol 13 No.1 Juni 2020 ISSN 1693-2102 (print), 2686-2352 (online)
http://jurnal.upnyk.ac.id/index.php/opsi OPSI – Jurnal Optimasi Sistem Industri
Manuaba, A. (2005). Ergonomi dalam Industri. Sutalaksana, I.Z. (1979). Teknik Tata Cara
Universitas Udayana. Kerja. Bandung: ITB.
Nurmianto, E. (1996). Ergonomi Konsep Dasar Tarwaka, Solichul H.B, Lilik S. (2004).
dan Aplikasinya. Guna Widya, Institut Ergonomi untuk Keselamatan Kerja dan
Teknologi sepuluh November, Surabaya. Produktivitas. Surakarta: Uniba Press.
Rodahl, K. (1989). The Physiologi of Work. Wignjosoebroto, S. (2003). Ergonomi Studi
London: Taylor & Francis. Gerak dan Waktu. Edisi Pertama. Jakarta:
Sastrowinoto, S. (1985). Meningkatkan Guna Widya.
Produktifitas dengan Ergonomi, Jakarta:
Pustaka Binaman Pressindo.
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Jurnal Valtech (Jurnal Mahasiswa Teknik Industri)
Vol. 4 No. 2 (2021)
Abstrak, Home Industry Ganesa ialah industri skala rumah berada di daerah Claket, Mojokerto yang
memproduksi olahan ketela menjadi keripik. Permasalahan yang terjadi pada Home Industry Ganesa ialah keluhan
yang dirasakan oleh karyawan packaging pada saat melakukan pekerjaannya. Tujuan dari penelitian ini yakni
untuk menghitung dan mengklasifikasikan beban kerja fisiologis serta memberikan usulan perbaikan postur untuk
mengurangi beban kerja fisiologis pekerja packaging. Metode yang digunakan dalam penelitian ini adalah metode
fisiologis dimana penyelesaiannya dilakukan dengan perhitungan denyut nadi sebelum dan selama bekerja,
kebutuhan kalori, dan %HRR. Hasil penelitian menunjukkan bahwa perhitungan beban kerja berdasarkan denyut
nadi diketahui terdapat 1 pekerja yang termasuk dalam kategori ringan yakni Yuhar dengan DNK sebesar 86
denyut/menit. Sedangkan 5 pekerja lainnya termasuk dalam kategori sedang yaitu Mariati, Freal, Vani, Khalifah
dan Nila dengan masing-masing DNK sebesar 120 denyut/menit, 100 denyut/menit, 120 denyut/menit, 120
denyut/menit, 100 denyut/menit. Hasil perhitungan kebutuhan kalori 6 orang pekerja masuk dalam klasifikasi
ringan dengan rentang 1200-2400 kkal/8 jam kerja. Hasil perhitungan %HRR yang termasuk dalam klasifikasi
beban kerja fisik dilakukan perbaikan ialah Mariati, Vani, dan Khalifah dengan nilai sebesar 47,36%, 50,96%,
dan 51,13%. Sedangkan 3 pekerja lainnya masuk dalam klasifikasi beban kerja fisik tidak terjadi kelelahan yakni
Freal, Yuhar, dan Nila dengan nilai 15,05%, 21,66%, dan 15,55%. Usulan perbaikan untuk mengurangi beban
kerja fisiologis pekerja packaging yaitu usulan alat kerja berupa meja dengan rentang 40-60 cm dalam artian dapat
diatur tingkat ketinggian mejanya dan memberikan tambahan waktu setengah jam untuk beristirahat.
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Vol. 4 No. 2 (2021)
Keterangan :
DNI = Denyut Nadi Istirahat
DNK = Denyut Nadi Kerja
DN Maks = Denyut Nadi Maksimum
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Vol. 4 No. 2 (2021)
kelelahan, Vani 50,96 % termasuk Hasil Analisis Data
dilakukan perbaikan, Khalifah 51,13 % Hasil perhitungan beban kerja fisiologis secara
termasuk dilakukan perbaikan, Nila 15,55 % keseluruhan dari denyut nadi sebelum dan
termasuk tidak terjadi kelelahan. Klasifikasi selama bekerja, kebutuhan kalori, dan %HRR
%HRR tersebut bersumber dari Rizky terdapat tabel penilaian beban kerja fisiologis
Luthfian, R., dkk, (2018). pekerja packaging Home Industry Ganesa
sebagai berikut :
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Jurnal Valtech (Jurnal Mahasiswa Teknik Industri)
Vol. 4 No. 2 (2021)
Pengaruh Usia Dan Lama Kerja Rizky, Luthfian Ramadhan, S., dkk. 2018.
Terhadap Kelelahan Kerja Pada Pekerja Beban Kerja Fisik Pekerja Pengolah
Pembuat Batako Di Gorontalo. Seminar Emping Jagung di UKM Sofia Kota
Nasional Teknologi dan Rekayasa Malang. JurnaI Teknologi dan
(SENTRA), ISSN (Cetak) 2527-6042, Manajemen Agroindustri, 7(1):12-22.
eISSN (Online) 2527-6050. Sugiono, Wisnu W.P. dan Sylvie, Indah K.S.
Maharja, Rizky. 2015. Analisis Tingkat 2018. Ergonomi untuk Pemula: (Prinsip
Kelelahan Kerja Berdasarkan Beban Dasar & Aplikasinya). UB Press,
Kerja Fisik Perawat Di Instalasi Rawat Malang.
Inap RSU Haji Surabaya. The Surya, Roberta Zulfhi. 2017. Pemetaan Potensi
Indonesian Journal of Occupational Musculoskletal Disorders (Msds) Pada
Safety and Health, 4(1):93-102. Aktivitas Manual Material Handling
Purbasari, A, dan Purnomo A. J. 2019. (MMH) Kelapa Sawit. Journal of
Penilaian Beban Fisik Pada Proses Industrial Engineering and Management
Assembly Manual Menggunakan Metode Systems, 10(1):25-33.
Fisiologis. Sigma Teknika, 2(1):123- Susandi, Dony dan Rivialsha, Wikananda.
130. 2018. Analisis Beban Pada Olahraga
Rapiah, Sarfa, M. dan Sitnah, Aisyah, M. 2015. Panahan Dengan Menggunakan Metode
Analisis Beban Kerja Fisiologis Pada Fisiologi. Industrial Research Workshop
Pekerja Home Industry Pengasapan and National Seminar.
Ikan. Seminar Nasional Teknik Industri Ushada, Mirwan, Suryandono A. dan Khuriyati
(SNTI), Universitas Darussalam, 9-10 N. 2019. Kansei Engineering Untuk
November 2015. Agroindustri. Gajah Mada University
Press, Yogyakarta.
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Abstract
During the Covid-19 pandemic, production operators at PT. Riken Engineering Perkasa is
required to complete work on time, resulting in the operator working longer hours and less rest time.
PT. Riken Engineering Perkasa has a 6-day work system, has a working time of 9 hours/day with a
break of 1 hour/day, except for Saturdays when it is 5 hours/day. In this case, the operator may have a
work accident and do the same job repeatedly due to a defect in the product. Who conducted this
research on production operators in the Machining and Fabrication department of PT. Riken
Engineering Perkasa aims to analyze all production operators' work fatigue and mental workload during
the Covid-19 pandemic. This research was conducted using the NASA-TLX method and the Subjective
Self Rating Test. The mental workload of the very high indicator category was four operators, the high
indicator category value was eight operators, and the low indicator category value was one operator. As
for work fatigue, the average score for the medium category is eight operators, and the average value
for the standard type is five operators. It can be concluded from the mental workload and work fatigue
at PT. Riken Engineering Perkasa in the Machining and Fabrication department has a reasonably high
category score; the results of these studies can be used as a reference for actions taken by PT. Riken
Engineering Perkasa reduces mental workload and fatigue on operators by changing operator shifts and
increasing rest hours. So that these operators can achieve optimal productivity with the quality of the
products produced remains stable and maintained.
Analisis Kelelahan Kerja pada Departemen Machining dan Fabrikasi dengan NASA-TLX
dan Subjective Self Rating Test
Abstrak
Pada masa pandemi Covid-19, operator produksi di PT. Riken Engineering Perkasa dituntut
untuk menyelesaikan pekerjaan tepat waktu yang mengakibatkan operator tersebut bekerja dengan
waktu yang lebih lama dan waktu istirahat semakin sedikit. PT. Riken Engineering Perkasa memiliki
sistem kerja 6 hari, memiliki waktu kerja 9 jam/hari dengan waktu istirahat 1 jam/hari, kecuali hari
sabtu waktu kerja 5 jam/hari. Dalam hal ini, operator dapat mengalami kecelakaan kerja dan
melakukan pekerjaan yang sama berulang kali karena terjadi cacat pada produk. Penelitian ini
dilakukan pada operator produksi di departemen Machining dan Fabrikasi PT. Riken Engineering
Perkasa bertujuan untuk menganalisis kelelahan kerja dan beban kerja mental semua operator
produksi pada masa pandemi Covid-19. Penelitian ini dilakukan dengan menggunakan metode NASA-
TLX dan Subjective Self Rating Test, ditemukan bahwa beban kerja mental nilai rata-rata kategori
indikator sangat tinggi sebanyak empat operator, nilai kategori indikator tinggi sebanyak delapan
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operator, dan nilai kategori indikator rendah sebanyak satu operator. Sedangkan kelelahan kerja, nilai
rata-rata untuk kategori sedang adalah delapan operator, dan nilai rata-rata kategori rendah adalah
lima operator. Hal ini dapat disimpulkan dari tingkat beban kerja mental dan kelelahan kerja pada PT.
Riken Engineering Perkasa di departemen Machining dan Fabrikasi memiliki nilai kategori yang cukup
tinggi; dari hasil penelitian tersebut dapat digunakan sebagai acuan tindakan yang harus dilakukan
oleh PT. Riken Engineering Perkasa untuk mengurangi tingkat beban kerja mental dan kelelahan kerja
pada operator dengan melakukan pergantian shift operator dan menambah jam istirahat, sehingga
operator tersebut dapat mencapai produktivitas yang optimal dengan kualitas produk yang dihasilkan
tetap stabil dan terjaga.
Kata kunci: beban kerja mental, kelelahan kerja, NASA-TLX, subjective self-rating test
INTRODUCTION
Technological advances are increasingly helping all activities carried out by humans. The
level of comfort, sense of security, and reduction of the risk of disease or danger is one of the
processes that must consider increasing productivity at work. When the workload seems too
big from time to time, it can affect a person's performance, such as work fatigue. Work fatigue
is characteristic of a weakening of the workforce in carrying out their work or activities so that
errors in work will increase, which will result in work accidents and product defects (Budiono,
et al., 2003).
Ergonomics studies human aspects in the workplace regarding anatomy, physiology,
psychology, engineering, management, and design Ergonomics examines the interaction
between humans and machines and the factors that influence them. The goal is to improve
overall system performance (Bridger, 2009). In general, implementing ergonomics aims to
improve physical and mental well-being, improve social welfare, and create a rational balance
between various aspects (Tarwaka, 2014a). Ergonomic principles are guidelines for the
application of ergonomics in the workplace. There are 12 principles of ergonomics. Namely,
working in a normal position or posture, reducing excessive loads, keeping equipment within
reach at all times, reducing repetitive and excessive movements at body height, minimizing
static electricity, minimizing stress points, maintaining space, and creating a comfortable work
environment. Make movement, exercise, and stretch while working, make easy to understand
and examples to visualize, reduce stress (Baiduri, 2008).
Workloads are tasks assigned to workers or employees that must complete at a specific
time by using the skills and potential of the workforce (Munandar, 2014). Excessive stress
occurs because the load level is too high, resulting in excessive energy consumption; on the
other hand, stress occurs because the load intensity level is too low to seem bored or saturated
(Tarwaka, et al., 2004).
Factors that affect workload are internal factors that come from within the human body
due to reactions to external workloads such as age, gender, body posture, health condition
(somatic factors), motivation, satisfaction, desire, or response (psychic factor). In addition,
external factors come from outside the human body, including the work environment, work
organization, and tasks (Koesomowidjojo and Mar’ih, 2017).
A workload affects health problems such as the body's physiological systems, heart,
respiration, and body sense organs through working conditions (Munandar, 2014). Physical
work can detect changes in oxygen consumption, heart rate, pulmonary air circulation, body
temperature, blood lactate levels, the chemical composition of blood and urine, evaporation
rate, and others (Tarwaka, et al., 2004). Physiologically, mental activity is seen as a type of
light work so that the need for calories for mental activity is also lower. Whereas morally and
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responsibly, mental activity is heavier than physical activity because it involves more
brainwork than muscles (Tarwaka, et al., 2004).
Mental workload is the difference between the amount of work required to complete a
task and the maximum mental workload of a person in a motivated state (Jex, 1988). Excessive
mental workload causes work stress. Job stress is an event that poses a risk or threat, such as
fear, anxiety, guilt, anger, sadness, hopelessness, or boredom in connection with work in certain
conditions for a relatively long time (Fraser, 1992). Symptoms of excessive mental workload
include social or behavioral signs, physical symptoms, and psychological symptoms (Hancock
and Meshkati, 1988).
Subjective mental workload measurement can be done by several methods, namely
NASA-Task Load Index (TLX), Subjective Workload Assessment Technique (SWAT), and
Modified Cooper Harder Scaling (MCHS). Of these three methods, the most widely used and
proven to give good results are NASA-TLX and SWAT (Hancock and Meshkati, 1988).
Fatigue is a feeling of tiredness caused by spending too much energy. Fatigue can also
define as a variety of stresses, ranging from general fatigue to the appearance of a burning
sensation in one of the body's muscles due to work-related induction (Budiono, et al., 2003).
Individual factors such as age have a significant relationship with the onset of fatigue at work,
based on a study in Japan showing that workers between the ages of 40 and 50 will feel fatigued
more quickly than relatively young workers (Hidayat, 2003). The causes of fatigue include five
main factors: the work environment, monotony, physical and mental work intensity and load,
cognitive problems, and nutritional status (Suma’mur, 2009). Fatigue itself can be divided into
two groups: fatigue based on process, which includes muscle and general fatigue, and fatigue
based on time includes acute tiredness and chronic fatigue (Tarwaka, 2014b). The Subjective
Self Rating Test (SSRT) method from the Industrial Fatigue Research Committee (IFRC) Japan
is one of the questionnaires containing general symptoms of fatigue created in 1967 to measure
subjective fatigue levels, including psychological and physiological aspects as reduced work
capacity and endurance body.
Measurement of each mental workload and work fatigue did subjectively mental
workload using the NASA-TLX method. The NASA-TLX way measures mental workload by
considering six dimensions: physical needs, mental needs, time requirements, performance,
frustration levels, and exertion levels. This method assesses the cognitive load at work and does
not require much time and money, such as making a questionnaire and distributing it to
workers. In the NASA-TLX measurement, there are five parts: comparison of indicators,
evaluation, and calculation of indicator values, calculation of weighted workload (WWL), and
calculation of the average WWL.
In addition, work fatigue with the subjective self-assessment test method is a
measurement method consisting of 30 questions with ten separate questions, each covering
weakening activities, weakening motivation, and physical fatigue. This method is used to find
out the early symptoms of work fatigue experienced by workers and does not require much
time and money, such as making questionnaires and distributing them to workers. In the
measurement of the Subjective Self Rating Test, there are four categories of choices, namely
very often (VO) with a value of 4, often (O) with a value of 3, sometimes (S) with a value of
2, and never (N) with a value of 1.
PT. Riken Engineering Perkasa is a company engaged in five fields: fabrication,
machining, welding, civil, construction, and consulting engineering. In making products
related to the five fields above, companies need several production processes that tend to be
dangerous, especially those that cause work accidents, such as experiencing mental stress in
the production process and work fatigue.
Activities that cause mental workload and work fatigue are when Who must complete
the order received from the customer with the target has been determined by increasing working
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hours or overtime. In the production process, the operator performs activities such as cutting
iron for part of the customer order about 15 pcs of the gas station board and misting iron for
the inside of the petrashop of the customer's on-demand order of about seven pcs. In this case,
if not further evaluated about the mental workload and work fatigue on the fabrication and
machining section operator, it can directly affect the company's productivity, which results in
ineffective or inappropriate work processes and can cause work accidents.
Production processes that involve mental workload and labor fatigue include: turning raw
materials, cutting and grinding of raw materials, lifting of raw materials with tools, drilling of
raw materials, welding of raw materials, and others. The operator must be careful and not
carelessly carry out the production process in this case. If the operator makes a mistake in the
production process, he will experience mental stress and work fatigue due to repeating the same
thing during the production process.
METHOD
This research was conducted at PT. Riken Engineering Perkasa with a research period
from March to June 2021 for approximately three months with an actual observation period of
one month; the rest is time to conduct research and complete research data.
The subject in this study was PT. Riken Engineering Perkasa. The issues of this study
were mental workload and work fatigue in operators in the Machining and Fabrication
departments reviewed from the NASA-Task Load Index method and the Subjective Self Rating
Test method.
The object in this survey is an employee who works at PT. Riken Engineering Perkasa.
Based on 2021 data, the survey consists of 20 employees, seven office areas, and 13 operators.
PT. Riken Engineering Perkasa has a working system for six days, especially morning shifts.
The sample from the study was 13 operators from the Machining and Fabrication department.
The types of data for this survey are primary data and secondary data. Primary data
collection methods were carried out through observation and interviews. Secondary data were
obtained from several articles and journals for research analysis. Interviews were conducted to
obtain direct data from survey subjects, namely 13 operators in the Machining and Fabrication
department of PT. Riken Engineering Perkasa. Interviews were conducted to obtain data about
the aspects studied and further strengthened by the documentation results. What carried out the
documentation for data collection using closed questionnaires in the form of company
ownership documents, notes, reports, and a list of respondents and question tables.
Questionnaires are filled out by the operator based on responses from the research sample at
the time of the interview.
In this study, data processing was carried out qualitative and quantitative through
qualitative data processing, which analyzed rating values from 0 to 100 through documents and
interviews for each operator. On the other hand, quantitative data processing was carried to
investigate and calculate mental workload and worker fatigue in the Machining and Fabrication
department using the NASA-Task Load Index method and the Subjective Self Rating Test
method.
Several indicators are used in the analysis using the NASA-Task Load Index method,
ranging from physical needs, mental needs, time requirements, performance, frustration levels,
and exertion levels. Indicators are classified into different load categories ranging from low,
medium, high, and very high. While the analysis of the Subjective Self Rating Test uses the
types of fatigue, weakened motivation, and work fatigue with assessment categories ranging
from very often, often, sometimes, to never.
The mental workload measurement analysis in Table 1 was carried out on 13 operators
of different ages and work divisions because the research subjects were operators of the
production division in the Machining and Fabrication department. Of the 13 operators, various
indicators such as Physical Demand (KF), Mental Demand (MD), Temporal Demand (TD),
Performance (OP), Frustration Level (FR), Effort (EF) data were collected using. When
measuring mental workload using the NASA-Task Load Index method, first calculate the
comparative value for each indicator. The results of the index comparison are as on Table 1.
Table 1
Results of Comparison of Indicators
Indicator
Subject 1 Age (Years) Work Section
KF MD TD OP FR EF
Asep 47 Flanged Machine 1 2 3 4 0 5
Aji 47 Lathe Operator 1 0 2 3 5 4
Sukardi 45 Totem operator 2 2 1 3 2 5
Jayadi 41 Drill Operator 2 3 4 2 0 4
Roy 40 Operator Welding 1 1 3 4 5 1
Nandar 37 Welding 1 0 2 5 4 3
Kurniawan 35 Welding 1 2 4 2 3 3
Karyono 33 Lathe Operator 3 2 3 5 2 0
Akbar 33 Welding 1 5 3 2 2 2
Dian 24 Lathe Operator 1 0 2 3 5 4
Gugun 23 Milling Operator 4 4 2 1 0 4
Shaepul 23 Milling Operator 3 4 4 1 0 3
Tirta 23 Lathe Operator 2 3 4 1 0 5
Table 2
Rating Results for Each Indicator
Indicator
Subject 1 Age (Years) Work Section
KF MD TD OP FR EF
Asep 47 Flanged Machine 80 80 50 70 30 90
Aji 47 Lathe Operator 50 80 90 70 50 70
Sukardi 45 Totem operator 65 50 75 50 30 80
Jayadi 41 Drill Operator 50 60 70 60 80 70
Roy 40 Operator Welding 90 90 80 80 30 85
Nandar 37 Welding 90 90 95 90 50 90
Kurniawan 35 Welding 60 50 40 70 50 60
Karyono 33 Lathe Operator 70 50 70 100 70 70
Akbar 33 Welding 90 90 100 100 100 100
Dian 24 Lathe Operator 50 30 40 60 80 70
Gugun 23 Milling Operator 65 50 75 50 30 80
Shaepul 23 Milling Operator 80 80 80 80 80 80
Tirta 23 Lathe Operator 100 100 70 85 75 100
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Table 2 shows that the rating value of each indicator is data from the analysis of
interviews with each operator that have been carried out previously. The evaluation interval
used is a value between 1 and 100.
The next step is to calculate the value of this indicator by multiplying the evaluation
interval by a weight factor. Below are the results of the WWL calculation and a diagram of the
average WWL results (Figure 1).
Table 3
WWL Calculation Results
Indicator
Data Total Average Load Category
KF MD TD OP FR EF
1 80 160 150 280 0 450 1120 74,67 High
2 50 0 180 210 250 280 970 64,67 High
3 130 100 75 150 60 400 915 61,00 High
4 100 180 280 120 0 280 960 64,00 High
5 90 90 240 320 150 85 975 65,00 High
6 90 0 190 450 200 270 1200 80,00 Very High
7 60 100 160 140 150 180 790 52,67 Moderate
8 210 100 210 500 140 0 1160 77,33 High
9 90 450 300 200 200 200 1440 96,00 Very High
10 50 0 80 180 400 280 990 66,00 High
11 260 200 150 50 0 320 980 65,33 High
12 240 320 320 80 0 240 1200 80,00 Very High
13 200 300 280 85 0 500 1365 91,00 Very High
120,00
100,00
Average Total
80,00
60,00
40,00
20,00
0,00
Operator Names
From Table 3, it can be seen that the results of measuring the mental workload of 13
operators in the Machining and Fabrication department at PT. Riken Engineering Perkasa, four
operators, have very high category scores, namely Nandar and Shaepul with a score of 80,
Akbar with a score of 96, and Tirta with a 91. In this case, PT. Riken Engineering needs to
review the work system to reduce the mental workload on the four operators.
Then eight operators with high scores in the category, namely Asep with 74.67, Aji with
64.67, Sukardi with 61, Jayadi with 64, Roy with 65, Karyono with 77.33, Dian with 66, and
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Gugun with 65.33. Meanwhile, one operator has a moderate category value, namely
Kurniawan, with 52.6.
The average value for each parameter is calculated from the six categories of indicators.
The very high category is the Effort (EF) with a value of 83.69, and the high type is the
Performance (OP), with a value of 77.
Table 4
Work Fatigue Calculation Results
Work Fatigue
Data Weakening of Total Category
Activity Weakening Work Fatigue
Motivation
1 23 14 17 54 Moderate
2 19 21 20 60 Moderate
3 14 10 16 40 Low
4 16 15 17 48 Low
5 23 19 23 65 Moderate
6 21 18 15 54 Moderate
7 28 19 21 68 Moderate
8 22 19 22 63 Moderate
9 19 11 13 43 Low
10 25 24 24 73 Moderate
11 16 15 13 44 Low
12 20 18 17 55 Moderate
13 14 13 14 41 Low
From Table 4, it can be seen that the results of the work fatigue measurement of 13
operators in the Machining and Fabrication department at PT. Riken Engineering Perkasa, eight
operators, have an average work fatigue score, namely Asep with a score of 54, Aji with a score
of 60, Roy with a score of 65, Nandar with a score of 54, Kurniawan with a score of 68,
Karyono with a score of 63, Dian with a value of 73 and Shaepul with a score of 55. In this
case, PT. Riken Engineering continues to review the work system so that the work fatigue of 8
operators does not increase.
Then five operators have a low category score, namely Sukardi with a value of 40, Jayadi
with a value of 48, Akbar with a value of 43, Gugun with a value of 44, and Tirta with a value
of 41. Work fatigue calculated the average value in each category. A high category is 20 points,
which is a weakening of activity. The middle type is work fatigue, with a score of 17.85. The
low score is 16.62, which is a weakening of motivation.
Like the workload received by the operator in the production process of each piece of
work, the medium category score is eight operators for work fatigue, and the high category
value is eight operators for the mental workload. The framework requires accuracy and time,
especially when ordering from customers, such as making frames for petrashops. Operators
must complete orders within five days and work overtime to complete the order. When a defect
occurs in the production process, the operator is not satisfied with the results and repeats the
production process from the beginning. Things like that cause the operator’s physical and
mental activity to increase.
Recommendations for improvement to overcome the problem of high and very high
operator mental workloads are as follows:
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1. Increase the number of operators in each work section and cycle to reduce previous
workers' mental burden.
2. Extend workers' rest time to reduce worker fatigue.
3. Listening to music increases productivity and reduces the workload of workers.
CONCLUSION
The mental workload in the Machining and Fabrication department of PT. RIKEN
Engineering Perkasa can be seen from the average WWL, four operators in the very high
indicator category, eight operators in the high indicator category, and one operator in the low
indicator category. Most of the causes of mental workload are the Effort (EF) and the level of
performance (OP), with index values of 83.69 and 77, respectively.
Fatigue of Machining and Fabrication operators PT. Riken Engineering Perkasa, we can
see an average of eight operators for the medium fatigue category and five operators for the
low fatigue category. Most of the factors that cause work fatigue are the weakening of activities
and the weakening of work, with values of 20 and 17.85, respectively.
ACKNOWLEDGEMENT
Thanks to the company PT. Riken Engineering Perkasa has helped the data collection
process during practical work.
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142
Britain International of Exact Sciences (BIoEx) Journal
ISSN: 2686-1208 (Online), 2686-1216 (Print)
Vol. 2, No. 3, September 2020, Page: 609-614
Abstract:
Shift work is a method of allocating work time to different workgroups. Fatigue is defined as an
abnormal sensation of tiredness, sluggishness, or a lack of desire to engage in activities, which
results in stress, depression, or other negative emotions. In order to satisfy patients within 24
hours, hospitals must organize nurses by shift. The goal of this study at Muhammadiyah
Palembang Hospital was to see if there was a link between shift work and fatigue in pediatric
and internal ward nurses. This cross-sectional and analytic study entailed 26 respondents from
the total sampling method used. In this study, those who worked shifts included those who
worked in the morning (12 respondents (46.2 %), evening (8 respondents (30.8%), and night (6
respondents (23.1 %). Fatigue has been linked to 38% of RSMP's overworked pediatric ward
nurses and interna, with a p-value of 0.029. The hospital should provide rest periods for nurses,
especially those who work the last shift because they must adapt during the night.
Keywords:
night shift; nurses; tiredness; burnout
I. Introduction
Shift work is a regular feature in industry, hospitals and many other sectors and will be
inevitable as growth and development in the industry will continue (Selvi, Jayabharathi,
Minisha, Swratha, & Priya, 2021). Shift work has some advantages and disadvantages for
employers, employees and their families. The advantage for entrepreneurs is the optimal use
of energy, facilities, and other resources through an extension of the operating time of capital.
Benefits for employees include increased income, more free time for daily activities, and
saving time by avoiding rush hour traffic. Shift work is associated with short- and long-term
harm to physical and psychophysiological health. Short-term effects include fatigue and
trouble sleeping (Saleh et al., 2018).
Fatigue is applied to various conditions and outcomes of most job tasks due to a more
subtle psychophysiological process. Fatigue is an abnormal feeling of tiredness, sluggishness,
loss of drive and merging into several others, which are equally difficult to define, like stress,
and depression. This condition is subjective, behavioral and physiological. Poorly adapted
night workers experience a potentially progressive condition of chronic fatigue, manifest into
episodes of irritability, loss of drive, depression, loss of appetite, constipation and other
disorders (Fratissier, Gauberti, Morello, & Clin, 2021). In contrast to other agencies or
institutions, nurses in hospitals must serve until the patient is discharged or treated as an
outpatient. Nurses in hospitals must be managed according to work shifts to serve patients
within 24 hours (Chang & Peng, 2021).
_______________________________________________________
DOI: https://doi.org/10.33258/bioex.v3i3.490 -144-
Britain International of Exact Sciences (BIoEx) Journal
ISSN: 2686-1208 (Online), 2686-1216 (Print)
Vol. 3, No. 3, September 2021, Page: 144-150
Email: bioexjournal@gmail.com
Shift work is familiar in the industry, hospitals, and a variety of other essential sectors
today, and the impact of pitfalls will be unavoidable if the industry's current growth and
development continues at its current rate (Kang, Lee, & Jang, 2021). Palembang
Muhammadiyah Hospital (RSMP) is a class C hospital with a high referral volume, suggesting
that nurses are more prone to job fatigue. This study's specific goal is to determine the
relationship between shift work and fatigue in pediatric ward nurses and diseases in the RSMP
setting. Hospitals, health centers, and other institutions should minimize nurse fatigue and
thus improve patient care.
The goal of a hospital work shift is to continuously treat patients. The patient's health
must be checked frequently. The doctor then decides the next medical step based on the
patient's medical history. Monitoring the patient's health is difficult to accomplish due to
fatigue or a shortage of nurses. The working hours are split into three shifts: morning,
afternoon, and night (Min et al., 2020). The shift labor arrangement enables the firm to
respond to increased demand for manufactured products better. Work shifts have been shown
to have both a positive and negative effect on company productivity. The inability to adapt to
body rhythms may cause health issues such as sleep loss, fatigue, lack of appetite, and
gastrointestinal problems. Inability to interact with family and colleagues cause stress and
unhappiness (Fratissier et al., 2021).
2.2 Fatigue
Fatigue is the body's defense strategy for preventing further damage and allowing for
recovery after resting. The brain controls fatigue. Fatigue symptoms may vary from mild to
severe, causing you to be unable to work. Workers who are fatigued lose motivation, job
quality, make more errors, and have a decreased willingness to work, leading to workplace
accidents. Work-related tiredness is often seen as a reduction in performance efficiency and
physical strength or endurance (Brzozowski, Cho, Knudsen, & Steege, 2021).
www.biarjournal.com/index.php/bioex -145-
Fatigue and fatigue symptoms are physiological responses in the cerebral cortex, which
serve as the center of awareness. The thalamic inhibitory system influences both human
response time and drowsiness. The propulsion system is located in the reticular structure and
may activate different physiological activities such as labor, fighting, or escape. Workplace
tiredness may result in decreased motivation, poor performance, many blunders, low
productivity, workplace stress, poor job quality, occupational diseases, accidents, and fatalities.
Fatigue has an impact on both the body and the mind. Chronic fatigue is a state of constant
exhaustion. Consequently, there is less time to run to and from work without getting fatigued
or experiencing other physiological issues. Overwork creates exhaustion as well as
physiological issues such as cardiovascular disease (Woerkom, 2021).
This study is an observational cross-sectional design with total sampling. The study
was conducted from December 16th until 25th, 2020. The study included nurses from the
RSMP's pediatric and internal wards. Working shifts were investigated as an independent
variable and work-related fatigue as a dependent variable. For Indonesian workers, the
Kuesioner Alat Ukur Perasaan Kelelahan Kerja (KAUPK2) fatigue scale is used to evaluate
work weariness. KAUPK2 investigates workplace concerns. It has 17 questions that have been
tested and validated. Inactivity, motivation, and physical symptoms are all assigned up to 7
points. Each question has three possible answers: often, seldom, and never, each having a
point value of 2, 1, or 0.
Data for this study were collected directly during the study through respondent
interviews using a questionnaire completed with informed consent. These are presented in a
narrative format with frequency distribution tables for univariate analysis and Kolmogorov-
Smirnov format for bivariate analysis (Masturoh & T, 2018). The study obtained ethical
clearance No. 58/EC/KBHKI/FK-UMP/XI/2020 from the Bioethical, Humaniora, and
Islamic Medicine Committee of FK UM Palembang.
IV. Discussion
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completed regularly at a set time, whereas work shifts can be completed multiple times to
meet a 24-hour schedule. Another reason for shift work is community demand. Inpatient
hospitals must employ shift work patterns in order to offer adequate care to all of their
patients. Working hours have already been defined, and companies and healthcare institutions
must respect them. Aside from being open 24 hours a day, hospitals rely on nurses to provide
quality patient care.
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4.2 Relationship of Works Shifts and Fatigue in Nurses
A bivariate analysis of pediatric ward nurses and internal medicine residents was
performed to see if shift work and fatigue were related. The chi-square test was used for
bivariate analysis with a 95% level of significance. The Kolmogorov-Smirnov test is used
instead because some cells in the 2x3 tables have expected values less than five. Table 4 shows
that of the 12 respondents who worked the morning shift, 11 (91.6%) did not experience
fatigue, one (8.4%) did, and five (62.5%) did, of the eight respondents who worked the
afternoon shift. One statistical study discovered no statistically significant link between shift
work and fatigue (p = 0.683>0.05) (Ginting & Malinti, 2021). Researchers should include
controllable characteristics such as age, gender, and marital status, as well as other variables,
when assessing fatigue levels among departments.
Nurses' workplace fatigue differs according to whether they work morning, afternoon,
or night shifts. The night shift is 10 hours. The load on each ward varies according to patient
conditions. Since the nurse is constantly on call, she must resist fatigue (Ahmad & Amanatun,
2015). The brain manages cellular fatigue. In general, fatigue symptoms range from mild to
incapacitating. Fatigue workers have lower motivation, lower quality work, more errors, less
drive to work, and less ability to prevent workplace accidents. Due to the varying conditions
of the patients, the workload varies between wards. Even though the number of activities is
lower than on the morning shift, nurses must be exhausted due to being on call. After 1 a.m.,
nurses can only sleep alternately to ensure patient safety (Aini, 2018). Catabolism or energy
destruction and readiness to act during the day, for example, and anabolism or regeneration
and readiness to act during the night.
Lack of sleep combined with working at a physiologically low point in the body can
cause excessive fatigue and sleepiness, making quality work difficult and increasing the risk of
an accident. Unusual working conditions or fatigue reduce an operator's work capacity,
increasing the likelihood of a mistake (Susetyo, Oesman, & Sudharman, 2012). The human
body was designed to follow the natural world's cycles. Even when the body is resting in the
afternoon or at night, all parts are active. The body has an inbuilt timekeeper called a body
clock or circadian rhythm. This biological clock controls work, sleep, and food digestion.
Afternoon activity increases heart rate and blood pressure. During the night, all bodily
functions slow down, resulting in significant fatigue.
The natural conditions of day and night support this conclusion. It is difficult to
change one's physical condition. As a result, when the body is required to work at night,
adjustments and arrangements for the proper work schedule must be made (Jhonni Wahyudi,
Gerry Silaban, & Destanul Aulia, 2020). Moreover, good knowledge of occupational health
and safety regarding maintaining the body rhythm while working can play a role. Good
knowledge of occupational health and safety is related to unsafe acts (Jhonni Wahyudi et al.,
2020). Occupational fatigue among nurses could be unsafe conditions that will arise into
unsafe acts if the employees who work in the hospital ward were fatigued. This kind of
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knowledge should be socialized continuously by the employer or, in this case, the hospital.
Even if the nurse who got the information said the socialization was ineffective, this process
must be brought because this is an important point (Yulisnawati, Zulfendri, & Siti Saidah
Nasution, 2020). The employee perception toward occupational health and safety culture was
expected to make work safer, healthier, and more productive (Melda Sari Tarigan, Gerry
Silaba, & Zulfendri, 2020).
V. Conclusion
At Muhammadiyah Hospital Palembang, there were 46% respondents who worked the
morning shift, 30% who worked the evening shift, and 24% who worked the night shift.
61.5% participants were not fatigued, while 38.5% were. Fatigue has been linked to RSMP's
overworked pediatric ward nurses and interna, with a p-value of 0.029. Hospitals should
provide rest periods for nurses, especially those who work late shift, because they must adapt
during the night.
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