The Effect of Job Stress, Job Burnout, and Emotional

Intelligence on Job Satisfaction of Employees of Animal

Feed Companies in Grobogan, Central Java
Muhamad Deddy Maha Dikka1 and Deasy Aseanty1*
1 Faculty of Economics and Business, Trisakti University Jakarta, Indonesia

Abstract. This study aims to analyze the effect of Job Stress, Job Burnout, and
Emotional Intelligence on Job Satisfaction of employees of animal feed
companies in Grobogan, Central Java. The data used in this study is primary data.
The sampling method used is purposive sampling, with 189 employees as the
respondents. Hypothesis testing using simple linear regression analysis for each
pair of variables with the help of the 25th version of the SPSS application. The
results show that Job Stress has a negative effect on Job Satisfaction, Job Burnout
has no negative impact on Job Satisfaction, and Emotional Intelligence has a
positive effect on Job Satisfaction. The managerial implication in this study is
that company management should pay more attention to the welfare and
happiness of employees inside and outside the company, do a fair allocation of
tasks and working hours for employees by adjusting the duties and workload
according to the position and age of the employee, provide special training by
providing case studies. Or problems that require teamwork and involve more
employees, such as hearing opinions and input from employees aimed at the
company's progress.

Keywords: Job Stress, Job Burnout, Emotional Intelligence, Job Satisfaction.

1 Introduction
1.1 Background
In the current era of globalization, competition between companies is getting tougher.
Companies must quickly adapt and improve quality in various sectors, including human
resources. Employees, as part of human resource management, have a very crucial role
because the better the quality of work produced by employees, the better the business
performance of the company [13]. To maintain good performance from employees, the
company must pay attention to their level of Job Satisfaction. According to research
conducted by a survey agency in the world of work, namely Mercer, in 2022, as many
as 55% of employees of large companies in Southeast Asia, including Indonesia, have
a low level of Job Satisfaction, thus causing higher inflow and outflow of employees.
From the survey results, it is known that one of the factors driving the decrease in the
level of Job Satisfaction from employees is the salary.
Companies and employees are two parties who need each other, but sometimes,
company management and employees have different views, causing problems within
© The Author(s) 2023
D. Games and Maruf (eds.), Proceedings of the International Conference on Entrepreneurship, Leadership and
Business Innovation (ICELBI 2022), Advances in Economics, Business and Management Research 269,
https://doi.org/10.2991/978-94-6463-350-4_13
 The Effect of Job Stress, Job Burnout 129

the company. When employees are satisfied, they will work more productively, while
dissatisfied employees have lower productivity levels and trigger an increase in Job
Stress levels [2]. Job Stress is a feeling of pressure from an employee because the
workload obtained exceeds or is beyond their ability [3]. This can affect the personal
life of employees, such as messy sleeping hours, decreased appetite, and difficulty
concentrating. Job Stress can also arise when employees experience Job Burnout, which
causes employee performance to decrease and increases the risk of errors. The
characteristics of employees who share Job Burnout are reduced motivation at work,
emotionally unstable, and quickly discouraged [24]. Companies need to make policies
that make employees feel more cared for, such as reducing the workload, ensuring
security, supporting employees to develop their interests and hobbies, and rewarding
employees who contribute positively every month. Because the positive contribution of
an employee is very influential on the company's business performance, companies
need to have employees with a high level of Emotional Intelligence. Because
employees with high levels of Emotional Intelligence can provide inspirational
motivation by identifying feelings of stress and frustration. In addition, employees can
regulate these emotions to reduce stress and overcome negative feelings in their
workplace [3]
Grobogan is one of the centers of corn and rice in Central Java. Besides being able
to be consumed daily, corn is one of the basic ingredients for making animal feed, so
there are several animal feed companies operating in Grobogan, Central Java, including
PTPTPT. Japfa Comfeed Indonesia Tbk and PT. Malindo Feedmil Tbk. Both are listed
as public companies on the IDX (Indonesian Stock Exchange). According to the annual
reports of the two companies, in 2020, Japfa was the second largest animal feed
company with a net profit of 1.2 trillion rupiahs, followed by Malindo in fourth place
with a total net loss of -38 billion rupiahs.
Previous research examined Job Burnout, Emotional Intelligence, and Job
Satisfaction of employees at 14 banks in Palestine conducted by [3]. Another study
from [7] also discusses the same thing about Job Stress and Job Satisfaction in the
hospitality industry in Taiwan. In contrast to previous studies, in this study,
modifications were made, and the sampling process was carried out on employees of
an animal feed company in Grobogan, Central Java.

1.2 Research Problem Formulation

Are There Any Effects of Job Stress, Job Burnout, and Emotional Intelligence on Job
Satisfaction of Employees of Animal Feed Companies in Grobogan, Central Java?

1.3 Research Purposes

(1) To analyze Job Stress, Job Burnout, Emotional Intelligence, and Job Satisfaction of
employees of animal feed companies in Grobogan, Central Java. (2) To analyze the
effect of Job Stress on Job Satisfaction of employees of animal feed companies in
Grobogan, Central Java. (3) To analyze the effect of Job Burnout on Job Satisfaction
of employees of animal feed companies in Grobogan, Central Java. (4) To analyze the
influence of Emotional Intelligence on Job Satisfaction of employees of a feed company
in Grobogan, Central Java.
130 M. D. M. Dikka and D. Aseanty

2 Literature Review

2.1 Theoretical Framework

Job Satisfaction. Job Satisfaction refers to employee satisfaction and is considered
subjective well-being at work. Personal well-being includes happiness, satisfaction, and
positive emotions [9]. Job Satisfaction is a pleasant emotional state measured by the
employee's assessment of the work experience gained by them [4]. Job Satisfaction is
a positive emotional response from employees to various aspects of work [12]. Job
Satisfaction describes employees' feelings about their work, environment, and
leadership where they work. Employee's Job Satisfaction is determined based on the
environment and how the employee is treated where they work [11].
Job Stress. Job Stress is a condition of fatigue experienced by employees both
physically and mentally as a result of too much work pressure in a competitive work
environment [7]. Job Stress can also cause emotional instability and affect employee
thinking [19]. Job Stress is an interaction process that occurs when employees feel that
the demands of the work they get exceed their abilities, causing frustration, fatigue, and
dissatisfaction with work [9]. The incompatibility of employees and the portion of work
causes Job Stress; this arises due to tension in the work process. [18] added that Job
Stress forms a negative relationship between employees and the work environment.
Job Burnout. Job Burnout is a condition of decreasing the effectiveness and efficiency
of an employee in his work, with the source of fatigue often found as physical, eye,
nervous, and environmental fatigue [14]. Job Burnout is mainly understood as a state
of physical, emotional, and mental exhaustion caused by excessive workload and
demands [24]. Symptoms of Job Burnout are characterized by a lack of enthusiasm in
carrying out work. If left unchecked, Job Burnout will make the level of productivity
and employee performance decrease [26]. Job Burnout experienced by employees can
affect the relationship between employees and colleagues or employees with superiors
[5]. On the other hand, Job Burnout not only reduces employee productivity and
effectiveness but also can potentially increase employee turnover intentions [22].
Emotional Intelligence. Emotional Intelligence is the capacity of employees to
manage and understand their emotional level [21]. Emotional Intelligence is a
mechanism for using emotions to help achieve targets, solve problems, take advantage
of opportunities, and motivate oneself [10]. Emotional Intelligence can be interpreted
as the ability to control emotions both in oneself and in others to be able to adapt to
changes that occur in the work environment [23]. According to [20], Emotional
Intelligence is an ability or skill helpful in identifying, assessing, and controlling
emotions in self and others. Therefore, Emotional Intelligence can be used as a tool to
understand the emotional perception of others so that it can be a solution in solving a
problem [1].

2.2 Conceptual Framework

One of the factors that causes the level of Job Satisfaction to decrease is excessive
workload, which significantly drains employees' physical and psychological resources,
thus making employees work harder and making Job Stress levels rise [7]. The higher
the Job Stress experienced by employees, the lower the perceived level of Job
 The Effect of Job Stress, Job Burnout 131

Satisfaction. On the contrary, the lower the Job Stress, the higher the level of Job
Satisfaction.
Another factor that makes Job Satisfaction levels decrease is Job Burnout [3]. A
decrease in Job Satisfaction can occur when employees feel Job Burnout, allowing
employees to work half-heartedly and inconsistently [6]. Job Satisfaction will decrease
when the work demands that employees get are too heavy, resulting in energy
exhaustion [3].
Job Satisfaction levels can increase when employees have high Emotional
Intelligence because employees with high Job Satisfaction also have high Emotional
Intelligence [8]. The story of Job Satisfaction felt by employees is influenced by high
levels of Emotional Intelligence, such as being able to manage emotions in difficult
situations, feeling other people's feelings, and motivating [16].

Job Stress
H1
Job Burnout H2 Job Satisfaction
H3
Emotional
Intelligence

Fig. 1. Conceptual framework.

Source: [3; 7]

2.3 Hypothesis Development

The characteristics of a job that are complicated and full of risks have the potential to
increase employee Job Stress. [7] who conducted a study on hotel employees in Taiwan,
found that Job Stress affects the level of Job Satisfaction. According to the research
results from [15], one of the causes of declining Job Satisfaction is the need for more
attention by company management to the condition of employees in the banking
industry in Bangladesh.
H1: There is a negative effect of Job Stress on Job Satisfaction
Job Burnout is one of the factors that causes the level of Job Satisfaction of bank
employees in Palestine to decline [3]. [25] their research on bank employees in China
stated that the job demands imposed on employees must be in accordance with the
portion and level of their position so that the risk of employees experiencing Job
Burnout can be reduced.
H2: There is a negative effect of Job Burnout on Job Satisfaction
Employees with high levels of Emotional Intelligence can easily adapt to the work
environment. They can empathize with colleagues, thereby creating a positive
perspective that triggers the formation of Job Satisfaction, according to [8] in their
research on hotel employees in South Korea. Emotional Intelligence affects employee
attitudes in acting to control themselves in a positive direction, thus encouraging the
creation of Job Satisfaction, according to [17] in their research on hospital employees
in Nigeria.
H3: There is a positive influence of Emotional Intelligence on Job Satisfaction
132 M. D. M. Dikka and D. Aseanty

3 Research Method

The research method used in this research is descriptive quantitative, based on the
analysis of [3; 7]. The purpose of using descriptive quantitative methods in this study
is to test the hypothesis. The sampling method used is purposive sampling. The criteria
or conditions needed to fill out the questionnaire are employees of an animal feed
company in Grobogan, Central Java, namely PTPTPT. Japfa Comfeed Indonesia Tbk
and PT. Malindo Feedmill Tbk. The total sample used in this study is 189 respondents,
so the factor loading value that the statement is said to be valid is 0.45. The data
collection method used is cross-sectional because the data from the questionnaire was
collected in the same period. Measurement of statement is using a Likert scale.

Table 1. Validity test results.

Factor Descriptio
Variable Indicators
Loading ns
Job Stress 1. In the last month, how often have you been upset
0,851 Valid
[3] because of something that happened unexpectedly?
2. In the last month, how often have you been upset
0,815 Valid
because of something that happened unexpectedly?
3. In the last month, how often have you felt nervous and
0,847 Valid
stressed?
4. In the last month, how often have you found that you
0,831 Valid
could not cope with everything you had to do?
5. In the last month, how often have you found that you
0,827 Valid
could not cope with everything you had to do?
6. In the last month, how often have you thought about
0,830 Valid
things you must accomplish?
Job Burnout 1. During my work, I often feel emotionally drained 0,837 Valid
[3]
2. After work, I tend to need more time than in the past
0,871 Valid
to relax and feel better
3. After my work, I usually feel worn out and weary 0,870 Valid
4. It happens more and more often that I talk about my
0,839 Valid
work in a negative way
5. Lately, I tend to think less at work and do my job
0,850 Valid
almost mechanically
6. Sometimes, I feel sickened by my work tasks 0,862 Valid
Emotional 1. I understand what I feel 0,659 Valid
Intelligence
2. I have a good understanding of my own emotions 0,754 Valid
[3]
3. I understand how I feel 0,774 Valid
4. I always know my friend's emotions from their
0,757 Valid
behavior
5. I have a good understanding of the emotions of people
0,799 Valid
around me
6. I always set goals for myself and then try my best to
0,805 Valid
achieve them
7. I always tell myself I am a competent person 0,728 Valid
8. I would always encourage myself to try my best 0,802 Valid
9. I have reasonable control of my own emotions 0,767 Valid
10. I can always calm down quickly when I am furious 0,812 Valid
 The Effect of Job Stress, Job Burnout 133

Job Satisfaction 1. I feel fairly satisfied with my job 0,830 Valid

[3; 7] 2. I enjoy my job more than my free time 0,794 Valid
3. Most days, I am enthusiastic about my work 0,833 Valid
4. I feel happy with the task I get 0,826 Valid
5. I feel that the salary I receive 0,831 Valid
Source: Results of data processing 25th version of SPSS

Based on the table above, all statement items used in this study have a factor loading
value of more than 0.45, meaning each statement item is valid.

Table 2. Reliability test results.

Cronbac
Descripti
Variable Items h’s
on
Alpha
Job Stress 6 0,912 Reliable
Job Burnout 6 0,926 Reliable
Emotional Intelligence 10 0,921 Reliable
Job Satisfaction 5 0,878 Reliable
Source: Results of data processing 25th version of SPSS
Based on the table above, all variables have a Cronbach's alpha value of more than
0.60, which means that the questionnaire in this study is declared reliable.

Table 3. Characteristics of respondents.

Characteristics Demography Frequency Percentage (%)

Gender Male 137 72,5
Female 52 27,5
Age 20-29 years old 85 45
30-39 years old 65 34,4
40-49 years old 24 12,7
50-59 years old 15 7,9
Last Education Senior/Vocational High 100 52,9
School
Diploma 56 29,6
Bachelor 28 14,8
5 2,6
Master
Years of Service < 1 year 5 2,6
1-3 year 52 27,5
4-6 year 75 39,7
> 6 year 57 30,2
th
Source: Results of data processing 25 version of SPSS
Based on the table above, it is known that employees of animal feed companies in
Grobogan, Central Java, are dominated by men, who have a frequency of 137 people
with a percentage of 72.5%. Ages 20-29 have the most significant frequency, namely
85 people, with a percentage of 45%. The last education with Senior/Vocational high
school had the largest frequency, namely 100 people, with a percentage of 52.9%.
Employees with 4-6 years of service have the greatest frequency, namely 75 people,
with a percentage of 39.7%.
134 M. D. M. Dikka and D. Aseanty

Table 4. Descriptive statistics.

Variable Mean Std. Deviation

Job Stress 1,617 0,9253
Job Burnout 1,552 0,9362
Emotional Intelligence 4,020 0,9157
Job Satisfaction 4,162 0,9461
Source: Results of data processing 25th version of SPSS

Based on the table above, it is known that all variables have a mean higher than the
standard deviation value, which means that the level of variation in the data in this study
is low.

Table 5. Hypothesis test results.

Variable Estimation (β) Sig Conclusion

Job Stress  Job Satisfaction -0,620 0,000 H1 Supported
H2 Not
Job Burnout  Job Satisfaction 0,054 0,539
Supported
Emotional Intelligence  Job
0,339 0,000 H3 Supported
Satisfaction
Source: Results of data processing 25th version of SPSS

Based on the table above, it is known that the significance value in H1 is 0.000 <0.05.
That is, H1 is supported by an estimation value (β) of -0.620. The significance value in
H2 is 0.539 > 0.05. This means that H2 is not supported by an estimation value (β) of
0.054. The significance value on H3 is 0.000 > 0.05. That is, H3 is supported by an
estimation value (β) of 0.339.

4 Discussion

Based on the results of the H1 test, it was found that Job Stress had a negative effect on
Job Satisfaction. The results of this study support previous research conducted by
Cheng and Kao (2022) , which found that Job Stress experienced by employees can
reduce Job Satisfaction [7]. This can happen if the demands and workloads received by
employees are too excessive so that employees cannot complete the work, which is
their responsibility. The role of animal feed companies in Grobogan, Central Java, in
assigning tasks to employees must be adjusted to the level of position so that employees
can contribute optimally without feeling nervous and stressed so that employees feel
enthusiastic and happy with their work.
The results of the H2 test show that Job Burnout has no negative effect on Job
Satisfaction. The results of this study are supported by previous research, which found
that Job Burnout had no negative effect on Job Satisfaction because even though
employees experienced Job Burnout, they received appropriate rewards or wages so
that their Job Satisfaction level remained high. A similar condition also applies to
employees of an animal feed company in Grobogan, Central Java. The high level of
Job Burnout from employees does not have a negative effect on their Job Satisfaction.
This can happen because, even though employees experience Job Burnout, employees
feel they are familiar with the characteristics of the work they get, so employees are
used to it.
 The Effect of Job Stress, Job Burnout 135

The H3 test results show that Emotional Intelligence has a positive effect on Job
Satisfaction. The results of this study support previous research conducted by Awwad
et al. (2022), who argued that the higher the level of Emotional Intelligence possessed
by employees, the more positive effect on their level of Job Satisfaction [3]. This can
happen when employees of an animal feed company in Grobogan, Central Java, have
an excellent emotional understanding of themselves and others around them, can set
goals, and encourage themselves to do their best to feel more enthusiastic about their
work.

5 Conclusion, Implication, And Suggestions

From the results of the research obtained, it is concluded that employees do not feel Job
Stress in the last few months, so the level of Job Satisfaction of employees remains
high. Employees think that they need more time to rest after work, but on the other
hand, they feel happy with the tasks they get. So, even though employees experience
Job Burnout, their level of Job Satisfaction remains the same. Employees think that
they can manage and regulate their own emotions so that they can articulate actions to
achieve high Job Satisfaction. The managerial implications of this research include: (1)
company management can make routine agendas such as vacation together once a year
so that the level of employee Job Stress towards the company decreases. (2) company
management should pay more attention to the welfare of employees both inside and
outside the work environment, such as creating a comfortable work atmosphere to
decrease the level of Job Burnout experienced by employees. (3) company management
should provide special training by providing case studies or problems related to
demands for teamwork. It is intended that employees can learn to share responsibilities,
increase empathy, and understand the opinions of other employees so that their
Emotional Intelligence level improves. (4) company management should involve
employees more, such as listening to opinions and input from employees aimed at the
progress of the company, so that a good working relationship between superiors and
employees appears, which has an impact on increasing Job Satisfaction. Suggestions
for further research are (1) expanding the scope of research by conducting research on
employees of animal feed companies in other areas or researching companies in
different industrial sectors so that research results become more varied. (2) increase the
number of research respondents so that the scope of research becomes wider.

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