STRES DAN KONFLIK

NUR INAYAH ISMANIAR

P1802213402

KOSENTRASI ADMINISTRASI DAN KEBIJAKAN KESEHATAN

FAKULTAS KESEHATAN MASYARAKAT
PROGRAM PASCASARJANA
UNIVERSITAS HASANUDDIN

PENGERTIAN STRES

Robbins (2001: suatu

kondisi yang menekan
keadaan psikis
seseorang dalam
mencapai suatu
kesempatan dimana
untuk mencapai
kesempatan tersebut
terdapat batasan atau
penghalang.

Woolfolk dan Richardson

(1979): suatu persepsi
dari ancaaman atau dari
suatu bayangan akan
adanya
ketidaksenangan yang
menggerakkan,
menyiagakan atau
mambuat aktif
organisme.

Handoko (1997), stress

adalah suatu kondisi
ketegangan yang
mempengaruhi emosi,
proses berpikir dan
kondisi seseorang.
Stress yang terlalu besar
dapat mengancam
kemampuan seseorang
untuk menghadapi
lingkungannya.

BENTUK-BENTUK STRES

PENYEBAB STRES
STRESSOR EKSTRAORGANISASI:

Stressor ekstraorganisasi mencakup efek dan perasaan negatif

pada pekerjaan seperti:
1. Perubahan social/teknologi
2. Globalisasi,
3. Keluarga,
4. Relokasi,
5. Kondisi ekonomi dan keuangan,
6. Ras dan kelas
7. Serta kondisi tempat tinggal atau masyarakat.

PENYEBAB STRES
STRESSOR ORGANISASI

Meskipun organisasi terbentuk dari kelompok dan individu

terdapat dimensi
yang lebih makrolevel,
terdapat stressor di

khusus

pada

organisasi

yang

dalamnya. Stressor makrolevel dapat dikategorikan antara

lain :
1. Kebijakan dan strategi administrative
2. Struktur dan desain organasi
3. Proses organisasi
4. Kondisi kerja

PENYEBAB STRES

STRESSOR KELOMPOK

Stressor kelompok data dikategorikan

menjadi dua area :
1. Kurangnya kohevitas kelompok
2. Kurangnya dukungan social

STRESSOR INDIVIDU: PERANAN DISPOSISI

(KARAKTERISTIK TYPE A)
PROFIL TIPE A
-

Selalu bergerak
Beraktivitas cepat
Tidak Sabar
Melakukan 2 hal sekaligus
Tidak tahan dgn waktu senggang
Terobsesi dgn jumlah
Mengukur kesuksesan dgn kuantitas
Agresif
Kompetitif
Terus menerus dlm tekanan waktu

PROFIL TIPE B
-

Tidak Peduli dgn waktu

Sabar
Tidak mempunyai beban
Bermain untk kesenangan,
bukan untk kemenangan.
Santai tnp rasa bersalah
Tdk ada tekanan tenggat waktu
Berwatak lembut
Tdk pernah terburu-buru

STRESSOR INDIVIDU: KONTROL PERSONAL

Dalam hal kepuasan kerja, perasaan orang

mengenai kemampuan untuk mengontrol

situasi
merupakan
hal
penting
dalam
menentukan tingkat stres mereka.
Secara khusus, jika karyawan merasa bahwa
mereka mempunyai sedikit kontrol pada
lingkungan pekerjaan dan pekerjaan mereka
sendiri, maka mereka akan mengalami stres.
Jika karyawan diberi kontrol pada lingkungan
kerja, seperti diberi kesempatan untuk terlibat
dalam proses pengambilan keputusan yang
memengaruhi mereka, hal ini akan mengurangi
stres kerja.

STRESSOR INDIVIDUAL: KETIDAKBERDAYAAN YANG

DIPELAJARI
Berhubungan karakteristik pribadi mereka (berlawanan dgn
kekuatan lingkungan luar)
Sebagai hal yg stabil dan berlangsung terus-menerus (bukan
temporer)
Menjadi global dan universal (melibatkan banyak situasi, bukan
hanya satubagian kehidupannya)

STRESSOS INDIVIDUAL: DAYA TAHAN PSIKOLOGIS

KONFLIK INTRAINDIVIDU: TINGKAT KONFLIK DLM PERILAKU

ORGANISASI

MAKRO

MIKRO
KONFLIK

KONFLIK AKIBAT FRUSTASI

Motivasi terjadi saat dorongan yang termotivasi

terhalang sebelum orang mencapai tujuan yang

diinginkan. Rintangan dapat kelihatan dari luar
(lahiriaah atau fisik) atau tersembunyi (batiniah,
atau mental-sosiopsikologis)
Selain agresi dan kekerasan yang merupakan
reaksi terhadap frustasi, reaksi penarikan diri
karena
frustasi
mungkin
menjadi
penjelasanutama
atas
masalah
motivasi
karyawan.
Dalam
beberapa kasus, frustasi mungkin
menghasilkan dampak positif terhadap kinerja
individu dan tujuan organisasi.

KONFLIK TUJUAN
KONFLIK PENDEKATAN- Seseorang dimotivasi untuk mendekati dua
tujuan positif atau lebih, terutama tujuan
PENDEKATAN
ekslusif.
KONFLIK PENDEKATAN- Seseorang dimotivasi untuk mendekati
tujuan, pada saat bersamaan juga
PENGHINDARAN
dimotivasi untuk menghindarinya.
KONFLIK
PENGHINDARANPENGHINDARAN

Seseorang dimotivasi untuk menghindari

dua tujuan negatif atau lebih, terutama
tujuan ekslusif.

KONFLIK PERAN DAN AMBIGUITAS

KONFLIK INTERAKTIF: KONFLIK ANTARPRIBADI

PERBEDAAN
PERSONAL

DEFISIENSI
INFORMASI

TEKANAN
LINGKUNGAN

KETIDAKSESUAIA
N PERAN

PERILAKU DAN KONFLIK ANTARKELOMPOK

KESALIN
GTERGAN
TUNGA
N
TUGAS

KOMPET
ISI UTK
SUMBE
R DAYA
AMBIGUI
TAS
JURISDIK
SIONAL

PENGEJA
RAN
STATUS

PENGARUH STRES DAN KONFLIK

Pengaruh

disfungsional dari
tingkat stres dan konflik tinggi
perlu
diperhatikan
dalam
masyarakat
kontemporer
secara umum dan secara
khusus
dalam
manajemen
sumber daya manusia yang
efektif.
Masalah karena tingkat stres
dan konflik yang tinggi dapat
ditunjukkan
secara
fisik
psikologis,
atas
perilaku
indvidu.

MASALAH FISIK AKIBAT STRES DAN KONFLIK

MASALAH SISTEM KEKEBALAN TUBUH, seperti
sakit dan infeksi.
MASALAH SISTEM KARDIOVASKULAR, seperti
tekanan darah tinggi.
MSLH SISTEM MUSKULOSKELETAL (otot & rangka),
spt sakit kepala & punggung.
MSLH SISTEM GATROINTESTINNAL (perut), diare &
sembelit.

MASALAH
AKIBAT
STRES DAN KONFLIK
Tingkat PSIKOLOGIS
stres tinggi mungkin
disertai
dengan
kemarahan,
kecemasan,
depresi, gelisah, cepat marah, tegang
dan bosan.
Sebuah
studi menunjukkan bahwa
dampak stres yang paling kua adalah
pada tindakan agresif, seperti sabotase,
agresi antrpribadi, permusuhan dan
keluhan.
Jenis masalah psikologis akibat stres
tersebut relevan dengan kinerja yang
buruk, penghargaan diri yang rendah,
benci
pada
pengawasan,
ketidakmampuan untuk berkosentrasi

MASALAH PERILAKU AKIBAT STRES DAN

KONFLIK

Perilaku langsung yang menyertai tingkat stres yang tinggi

mencakup makan sedikit atau makan berlebihan, tidak

dapat tidur, merokok dan minum dan penyalahgunaan
obat-obatan.
Seperti masalah-masalah psikologis yang berasal dari
stres dan konflik, masalah perilaku sering tidak
dihubungkan dengan stres ole rekan kerja atau penyelia
sehingga mereka tidak bersimpati.
Tetapi, sepertigejala stresfisik dan psikologis, masalah
perilaku dapat dikendalikan, dikelola lebih efektif, dan
bahkan dicegahoelh individu dan organisasi. Strategi
mengatasi stres ini dibahas pada bagian selanjutnya.

STRATEGI MENGATASI STRES DAN KONFLIK:

STRATEGI INDIVIDU

OLAHRAGA

RELAKSASI

TERAPI
KOGNITIF

MENGENDALIK
AN PERILAKU

JARINGAN

STRATEGI ORGANISASI MENGATASI STRES

Dalam hal
kebijakan,
peninjauan &
rencana upah
akan
mendapatkan
perhatian yg
sama dan seadil

Dalam area
struktural,
tingkat
formalisasi dan
spesialisasi
yang tinggi
akan dikurangi.

Dalam area
kondisi fisik,
risiko
keamanan
dihilangkan &
cahaya, suara,
& suhu akan
ditingkatkan.

Proses fungsi,
misalnya
komunikasi &
penyebaran
informasi akan
ditingkatkan, dan
tujuan yg
ambigu/berkonflik
akan
diklarifikasi/dipec
ahkan.

CASE OF JURNAL

INTERNATIONAL JOURNAL OF SOCIAL SCIENCES AND HUMANITY

STUDIES VOL 3, NO 1, 2011 ISSN: 1309-8063

THE EFFECT OF PERSONORGANIZATION FIT ON JOB STRESS

AND CONFLICT: AN APPLICATION ON
EMPLOYEES OF BUSINESSES IN
DALAMAN INTERNATIONAL AIRPORT.

LATAR BELAKANG
The person, via organizations, has
understood that blocking to reach
most of their own goals, the most
important factor results from the
case of the unwillingness of
working with the others or nonworking (imek, 2010: 213-214).

Working with others needs person

and organization fit. There are
restlessness, stress and conflict in
working environment where there
are people who cant work with
each other in fit.

Organizations protect both the

members qualification of being
different person in the whole, and
try to quarantee their becoming
integrated with the whole within
the scope of the concept fit

INTERNATIONAL JOURNAL OF SOCIAL SCIENCES

AND HUMANITY STUDIES Vol 3, No 1, 2011 ISSN:
1309-8063

TUJUAN PENELITIAN
the aim of this study is to present

analytically that this fit causes

what kind of effects on job stress
and conflict by examining person
and
organization
fit
comprehensively. The application
part of this study composes of the
results of questionarre applied to
managers and employees of the
companies
which
operate
in
different sectors in Dalaman
International Airport.
INTERNATIONAL JOURNAL OF SOCIAL SCIENCES
AND HUMANITY STUDIES Vol 3, No 1, 2011 ISSN:
1309-8063

METODE PENELITIAN
QUANTITATIVE METHOD
WITH CROSS-SECTIONAL
APPROACH
INTERNATIONAL JOURNAL OF SOCIAL SCIENCES AND
HUMANITY STUDIES Vol 3, No 1, 2011 ISSN: 1309-8063

RESULT
In
factor
analysis,
the
dependent and independent
variables were considered
separately
and
variables
were analyzed in this way.
Total variance explained is
62.514 %. According to the
factor analysis, it can be said
that scale has structural
validity.

In reliability analysis, alpha

coefficients of each variable
are
checked.
Alpha
coefficients obtained were
accepted because they were
higher than 0.50 and 0.70
defined by Bagozzi & Yi
(1988) and Nunally (1978)
respectively in the literature.
INTERNATIONAL JOURNAL
OF SOCIAL SCIENCES
AND HUMANITY STUDIES
Vol 3, No 1, 2011 ISSN:
1309-8063

RESULT

INTERNATIONAL JOURNAL OF SOCIAL SCIENCES AND HUMANITY STUDIES Vol 3,

No 1, 2011 ISSN: 1309-8063

RESULT

There is a significant relation (=0.01 and = - .392) in a negative way

between person-organization fit and job stress.
There is a significant relation (=0.01 and = - .164) in a negative way
between person-organization fit and conflict attitudes in workplace.
INTERNATIONAL JOURNAL OF SOCIAL SCIENCES AND HUMANITY STUDIES Vol 3, No 1, 2011 ISSN:
1309-8063

RESULT
Except

for
"personorganization
fit"
independent variable, the
main subject of this
research, one to one
relationships
of
dependent variables were
also
examined.
It
is
understood that there is a
positively
significant
(=0.01
and
=.597)
relation
between
"Job
Stress"
and
"Conflict
INTERNATIONAL
JOURNAL
OF SOCIAL SCIENCES AND
attitudes
in workplace".

HUMANITY STUDIES Vol 3, No 1, 2011 ISSN: 1309-8063

CONCLUSIONS
In this study, it is aimed to search whether there is

a
significant
relationship
between
personorganization fit and job stress and conflict in
respective organizations. The results of our
research show that probable compliance problem in
organization causes stress and, as a result,
organizations experience stress related problems.
Lovelace and Rosen's (1996) research findings also
support that result. The findings of this research
state that conflict affects person-organization fit
adversely and in organizations with high conflict
level, compatibility level will be low. Organizations,
capable of keeping employees' compatibility level
under control, can protect themselves from the
adverse outcomes like stress, conflict, etc. caused
be incompatibilities.
INTERNATIONAL JOURNAL OF SOCIAL SCIENCES AND HUMANITY STUDIES Vol 3, No 1, 2011 ISSN:

THE JOURNAL OF HUMAN RESOURCE AND ADULT LEARNING

VOL. 4, NUM. 1, JUNE 2008104

A Study of Work Stress, Organizational

Commitment, Job Satisfaction, and
Organizational Citizenship Behavior: A
Case to Employee Who are Taking
Further Education in University

LATAR BELAKANG
Technology is innovating in every second. To keep high quality, practiced, and experienced

employee, organizations should provide more learning opportunities to improve

employees working competencies, and to avoid losing the competition abilities in human
resource. Organization normally analysis what the employee need to train individually, and
provides bunch of on-the-job training(OJT) programs to foster employee, still employee who
are having high motivation to take promoted position, are try to take higher degree from
out side of organization, for example, taking bachelor or master degree from University.
The main reason is that Chinese culture makes people more concern the academic degree
than the real working ability. Chinese people always doubts that whether the promotion
opportunities would give to whom with lowers academic degree, and whether the manage
practice would be easy if one with lower degree than subordinate does. Therefore, many
employees enroll in the Universities in the evening after working or in the weekend to take
further education

TUJUAN PENELITIAN
To explore the correlation among work stress, job satisfaction,
organizational commitment, and organizational citizenship
behavior by employees self-report.
To analysis the self-report of work stress, job satisfaction,
organizational commitment, and organizational citizenship
between different backgrounds.
To suggest teaching program to employees who are taking further
education in the Universities.
THE JOURNAL OF HUMAN RESOURCE AND
ADULT LEARNING VOL. 4, NUM. 1, JUNE
2008104

METHODE

This study used the Pearson

correlation to verify the

relationship among variable,
t-test
to
compare
the
different
gender
and
marriage status employees
self-report to variables, and
used
the
ANOVA(F-test)
statistical method to analyze
the different background in
age, working experience,
working
position,
and
company size.

RESULT
Six characteristics dimensions were selected, there are: gender, marriage status, age,

working experience, position, and company size. This study has totally 163 respondents
from sampling, the distribution of the characteristics are shown in table 2.

RESULT

CONCLUSSION
The result of this study
showed that employee who is
taking further education in
the University response high
level score in variables in
work stress, job satisfaction,
organizational commitment,
and organizational citizenship
behavior.

Although almost all variables

related to each other, an
interesting result comes from
this study.

In Chinese culture, working

position which employee
takes will normally consider
the academic degree.

The older employee in age

the higher organizational
commitment and OCB they
performed.

This result reveals that

marriage groups reach higher
score than single group in the
variables of OC and OCB, the
works stress and job
satisfaction is not statistically
significant.

In the whole, there is no

statistic difference to all
variables by the employees
working experience.

This study shows that there

is no statistic significant
difference at all variables by
employees gender and
whos working company size.