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The Influence of Job Insecurity, Workload, and Work-Family
Conflict on Work Stress of Female Workers in Central Jakarta
Silvia Nurissaifah, Aslam Mei Nur Widigdo
Faculty of Economics and Business, Universitas Mercu Buana, Jakarta, Indonesia
DOI: https://doi.org/10.51583/IJLTEMAS.2026.150600262
Received: 15 July 2026; Accepted: 20 July 2026; Published: 04 August 2026
ABSTRACT
The purpose of this study was to examine the influence of job insecurity, workload, and work-family conflict on
work stress among female workers in Central Jakarta. Drawing on the Job Demands–Resources (JD-R) theory,
this study explains that work stress arises when work-related demands exceed employees' available resources to
cope with them. A quantitative method with causal relationship analysis was applied. Data were collected
through questionnaires distributed to 140 participants selected through purposive sampling, consisting of female
workers in Central Jakarta who were married and/or had families and had worked for at least one year. All
measurement indicators were adapted from established previous studies and assessed using a five-point Likert
scale. The collected data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM)
with SmartPLS 4. The findings indicate that job insecurity, workload, and work-family conflict have positive
and significant effects on work stress, with workload exerting the strongest influence among the three
independent variables. These results support the Job Demands–Resources (JD-R) theory, suggesting that
excessive work demands and employment uncertainty contribute to higher levels of work stress among female
workers. This study provides both theoretical and practical contributions by extending the application of the JD-
R framework in the context of female workers in Central Jakarta and offering empirical evidence that can assist
organizations in developing strategies to improve employee well-being through better workload management,
enhanced employment security, and policies that support work-family balance. However, this study is limited to
female workers in Central Jakarta and only examines three independent variables. Therefore, future research is
recommended to involve more diverse respondents from different regions and occupational sectors while
incorporating additional variables or mediation and moderation models to obtain a more comprehensive
understanding of work stress.
Keywords: Job Insecurity, Workload, Work-family conflict, Work Stress, Female Worker.
INTRODUCTION
One of the psychosocial issues that is increasingly prevalent in the modern workplace, particularly in developing
countries like Indonesia, is occupational stress. The World Health Organization (2024) even identified stress as
a global phenomenon that has a broad impact on individual health and organizational productivity. In Indonesia,
particularly in Central Jakarta, changes in work systems, such as the implementation of work-from-home, hybrid
work, and increased job demands, have led to the emergence of occupational stress among employees. This
confirms that occupational stress is not only a personal problem but is also closely related to organizational
systems and policies.
More specifically, working women are a group more susceptible to work-related stress than men. This is owing
to the dual burden they bear as both workers and homemakers. Furthermore, work-related stress in women is
also linked to psychosocial factors that can impact health, such as biological disorders and emotional exhaustion
(Jannah et al., 2025).
Women play a significant role in supporting economic growth, particularly through their participation in the
labor market. The Labor Market Brief report by Hanri et al. (2025) emphasizes that women's participation is no
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longer merely an issue of equality but a key factor in creating inclusive economic growth. In urban areas like
Jakarta, where the formal sector and white-collar jobs dominate, the involvement of female workers directly
contributes to increased productivity, innovation, and workforce diversification. In fact, a 25% increase in female
labor force participation is estimated to boost economic activity worth US$62 billion (approximately Rp890
trillion) and increase GDP by up to 2.9% (Kahkonen, 2021).
Figure 1: Data on Work Stress Levels for Women and Men in 2023
Source: Naluri.life (2023)
An interesting phenomenon that has emerged in recent years is the higher level of work stress among female
employees compared to male employees. This difference is not only visible in the workplace but is also supported
by scientific data. According to a graph released from the results of a recent international survey, 60.06% of
women experience high levels of burnout, higher than men's 51.04%. Furthermore, women experience
depression at 53.50%, anxiety at 53.48%, and stress at 42.94%, all higher than men's 44.05%, 42.37%, and
30.98%, respectively. This data indicates a significant gender gap in experiencing psychological stress in the
workplace, making this issue relevant for further research, particularly from a human resource management
perspective.
Referring to the phenomena explained previously, the researcher conducted a pre-survey to identify factors that
influence work stress in female employees in Central Jakarta, as shown in Table 1.
Table 1: Pre-Survey Results in Central Jakarta
Variables
Statement
Agree
Disagree
Workload
I feel my workload is too heavy.
65%
35%
My work often interferes with my rest time.
75%
25%
Work
environment
I feel that my work environment supports comfortable
work.
85%
15%
I feel that the work facilities I use are adequate.
75%
25%
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Job insecurity
I feel there is no certainty about my career path at my
workplace.
70%
30%
I feel like my position can be replaced at any time.
80%
20%
Workplace
Conflict
I feel that differences in work views often trigger tension.
35%
65%
I feel my coworkers are not very cooperative.
25%
75%
Social Support
I feel supported by my superiors and colleagues when
facing difficulties.
80%
20%
I feel my family supports me in doing my work.
80%
20%
Work-Family
Conflict
I feel like work often interferes with my time with my
family.
65%
35%
I feel that work fatigue is impacting my role at home.
70%
30%
Based on the results of a pre-survey involving 20 female employees in Central Jakarta, three variables were
identified as problematic and likely to cause stress among female workers, making them a priority for the study.
Regarding job insecurity, 80% of respondents felt that their job position could be replaced at any time. Regarding
workload, 75% of respondents felt they often had to complete work outside of working hours. Regarding work-
family conflict, 70% of respondents felt that work fatigue impacted their roles at home.
Job insecurity is one factor that can increase employee work stress. Feelings of insecurity regarding job status,
such as the possibility of termination, an uncertain work contract, or an unclear career path, can cause anxiety
and prolonged stress. This uncertainty makes employees feel emotionally unstable and threatened in the
workplace. A study conducted by Sita & Suwarsi (2024) found that job insecurity can exacerbate stress
experienced by employees. Afrianto (2023) also showed similar results, where job insecurity had a positive and
significant impact on employee work stress. However, Sholikhah et al. (2024) stated that when examined
separately, job insecurity did not show a strong enough influence on stress experienced in the workplace.
Overloading, both in terms of the number of tasks and time pressure, can trigger stress among employees. When
someone feels their workload exceeds their capacity, they often experience significant mental and emotional
stress. Inability to manage their workload can disrupt the balance between professional and personal life.
Research by Rifandy (2021) shows that workload has a direct impact on work stress levels. Budhiartini (2021)
also found that workload significantly positively influences work stress. On the other hand, Suryani et al. (2025)
stated that employee workload has no effect on their work stress.
Work-family conflict is also a contributing factor to increased stress in the workplace. Many employees,
especially women, experience tension between work demands and family responsibilities. When there is
insufficient time and energy to fulfill obligations in both areas, this can create pressure that leads to stress. The
challenge of maintaining a balance between work and family becomes significant. Research by Saputra &
Rudiartha (2020) shows a positive and significant effect of work-family conflict on employee job stress.
Furthermore, a study by Nasution et al. (2024) also indicates that, separately, work-family conflict significantly
affects employee job stress. Meanwhile, according to Adrian (2025), work-family conflict does not significantly
influence job stress.
To provide a stronger theoretical foundation for explaining the relationships among the study variables, this
research adopts the Job Demand–Resources (JD-R) Model. In the context of this study, workload and work-
family conflict can be categorized as job demands because both require continuous physical, emotional, and
cognitive effort from female workers. Meanwhile, job insecurity reflects a lack of job resources, particularly
employment security and career certainty, which may increase employees' perceptions of uncertainty and
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psychological pressure. When high job demands are accompanied by insufficient job resources, employees are
more likely to experience work stress. Therefore, the JD-R Model provides an appropriate theoretical framework
for explaining this research.
Based on the background, the pre-survey findings, the identified research gap, and the theoretical perspective of
the Job Demand–Resources (JD-R) Model, this study aims to examine the influence of job insecurity, workload,
and work-family conflict on work stress among female workers in Central Jakarta.
LITERATURE REVIEW AND HYPOTHESIS DEVELOPMENT
Job Demands-Resources Theory
The Job Demands–Resources (JD-R) theory provides an integrative framework for explaining how workplace
characteristics influence employees' psychological well-being through the interaction between job demands and
job resources (Demerouti et al., 2001; Bakker et al., 2023). The model distinguishes job demands as physical,
psychological, social, or organizational aspects of work that require sustained physical, cognitive, or emotional
effort and are therefore associated with psychological and physiological costs. Examples of job demands include
excessive workload, time pressure, and role-related pressures, such as work-family conflict (Li et al., 2025).
Conversely, job resources refer to organizational or personal factors that help employees accomplish work
objectives, reduce the impact of job demands, and promote individual growth, motivation, and well-being
(Bakker & Demerouti, 2007 cited in Vito & Widigdo, 2026).
According to the JD-R theory, work stress is likely to occur when job demands exceed the resources available
to employees to cope with those demands. In the context of this study, workload and work-family conflict
represent job demands that require continuous physical, cognitive, and emotional effort. Meanwhile, job
insecurity creates uncertainty regarding employment continuity and career stability, thereby increasing
employees' psychological pressure in the workplace. The accumulation of these work-related demands may
exceed employees' coping resources and ultimately contribute to higher levels of work stress. Therefore, the JD-
R theory provides an appropriate theoretical framework for explaining the influence of job insecurity, workload,
and work-family conflict on work stress among female workers in Central Jakarta.
Job Insecurity
Wardani & Amalia (2021) state that job insecurity refers to an individual's perception of a situation in which
they feel their job position is threatened and they feel they lack the ability or control to maintain the continuity
of their employment. Job insecurity is defined as an individual's perception of uncertainty related to the
continuity and stability of their job, which includes concerns about the possibility of job loss and the loss of
various aspects of work that are considered valuable, such as career development opportunities and income levels
(Hellgren et al., 1999; Cui & Huang, 2025).
According to Iskandar & Yuhansyah (2018), job insecurity is a person's subjective perspective on the importance
of various aspects of their job, including the job as a whole, as well as feelings of inability to face challenges or
threats to their job continuity. Research from (Afrianto, 2023; Sita & Suwarsi, 2024; Geriveronika et al., 2021;
Anuar et al., 2024) states that job insecurity positively and significantly influences work stress. Based on
theoretical studies and previous research, the following hypothesis is proposed:
H1: Job insecurity has a positive effect on work stress.
Workload
According to Wardhana (2023), workload refers to the total number of tasks or activities that need to be
completed within a specific timeframe. Generally, the level of workload difficulty depends on the number of
tasks to be completed and the duration required to complete them. If the workload is too high and exceeds an
individual's capacity, it can lead to physical and mental stress, which can lead to work-related stress. This impact
can not only reduce productivity but also lead to fatigue, discomfort, and health problems.
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Previous research conducted by (Budhiartini, 2021; Yuslinda et al., 2023; Muzti & Mardiana, 2024; and Imaroh
et al., 2023) showed that workload has a positive and significant effect on job stress. Based on the theoretical
review and previous research, the following hypothesis is proposed:
H2: Workload has a positive effect on work stress.
Work-family Conflict
According to Greenhaus & Beutel in Yusnita & Nurlinawaty (2022) work-family conflict is a type of role conflict
(inter-role conflict), where a person feels pressure or imbalance when trying to carry out two important roles at
once, namely as a worker in a professional environment and as a family member at home. If this conflict between
work and family is not handled properly, it can cause stress in the workplace. When a person experiences
pressure due to having to meet high demands both at work and in family life, without sufficient time or energy,
this condition will create emotional and psychological tension (Tristanti & Widjajani, 2025). This double burden
can result in mental fatigue, decreased concentration, and reduced job satisfaction, which ultimately plays a role
in the emergence of stress in the workplace. If left untreated, this work-family conflict not only affects work
performance, but also has an impact on a person's mental health and overall quality of life.
Previous research conducted by (Saputra & Rudiartha, 2020; Nasution et al., 2024; Zhou et al., 2022; and Togu
& Dewi, 2024) showed that work-family conflict has a positive and significant effect on work stress. Based on
the theory and results of previous research, the following hypothesis was developed:
H3: Work-family conflict has a positive effect on work stress.
Based on theoretical studies and hypotheses, the conceptual framework of the research is formulated in Figure
2 below:
Figure 2: Conceptual Framework
RESEARCH METHODOLOGY
This study uses a quantitative approach with a causal design to examine the impact of job insecurity, workload,
and work-family conflict on work-related stress. This approach was chosen because it allows for the analysis of
causal relationships between variables based on empirical data obtained through a survey of a sample of women.
This study focuses on female workers residing and working in Central Jakarta. The sample was selected using a
non-probability sampling technique with a purposive sampling method, ensuring that only participants who met
the study criteria were included. The inclusion criteria were as follows: (1) female workers who were actively
employed in Central Jakarta; (2) married women and/or those who had established a family; and (3) women who
had worked for at least one year. The sample size was determined according to the Hair guidelines, which
stipulate a sample size of five to ten times the number of research indicators. Because this study used 28
H1
H2
H3
Work Family
Conflict (X3)
Workload (X2)
Work Stress
(Y)
Job Insecurity
(X1)
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indicators, the minimum number of participants required was 140, which met the requirements for PLS-SEM
analysis.
Primary data were collected using an online questionnaire with a five-point Likert scale, indicating participants'
level of agreement ranging from "strongly disagree" to "strongly agree" (Sugiyono, 2023). All research
indicators were adapted from relevant previous studies to ensure their consistency with the concepts being
measured. The questionnaire was reviewed based on established measurement scales from previous literature,
and construct validity and reliability were subsequently evaluated through PLS-SEM analysis using convergent
validity, discriminant validity, Composite Reliability, and Cronbach's Alpha. Subsequently, the data were
analyzed using the PLS-SEM method with the assistance of SmartPLS 4 software. The analysis process involved
outer model and inner model evaluations to ensure the validity and reliability of the measurement model while
verifying the structural relationships between variables in the research model (Ghozali & Kusumadewi, 2023).
RESULTS AND DISCUSSION
Table 2: Respondent Characteristics
Variables
Category
Frequency
Percentage (%)
Number of children
0
30
21.43
1
31
22.14
2
43
30.71
>2
36
25.71
Length of work
<1 year
0
0
>1-3 Years
52
37.14
>3 Years
88
62.86
Type of work
ASN
48
34.29
Non-ASN
71
50.71
Entrepreneur
21
15%
Based on Table 2, the characteristics of respondents reviewed in terms of the number of children show that 30
respondents (21.43%) do not have children, 31 respondents (22.14%) have one child, 43 respondents (30.71%)
have two children, and 36 respondents (25.71%) have more than two children. This composition indicates that
female workers with two children dominate the number of respondents in this study.
In terms of length of service, all respondents were found to have at least one year of work experience. Fifty-two
respondents (37.14%) had between one and three years of service, while 88 respondents (62.86%) had worked
for more than three years. This distribution indicates that the majority of respondents were workers with
relatively extensive work experience, thus deemed to have a sufficient understanding of the demands and
dynamics of their work environment.
Respondent characteristics based on occupation showed that 48 respondents (34.29%) were civil servants, 71
respondents (50.71%) were non-civil servants, and 21 respondents (15%) were entrepreneurs. Of these
categories, non-civil servants accounted for the largest proportion compared to other occupational categories.
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Figure 3: PLS-SEM Algorithm Results
According to Ghozali & Kusumadewi (2023), an indicator is considered individually consistent if it has a
correlation value (loading factor) > 0.7 with its construct. Based on Figure 2 above, the loading factor values for
all statement items in this study were > 0.7, thus it can be concluded that all indicators used to measure each
latent variable in this study are valid factors and are considered capable of measuring the components of the
latent variables.
Table 3: Average Variance Extracted (AVE)
Variables
AVE
Job insecurity
0.702
Workload
0.677
Work-family conflict
0.708
Work Stress
0.770
Based on Table 3, all constructs obtained AVE values above the recommended minimum limit, which is 0.50.
These results indicate that each construct has been able to adequately explain the variance of its constituent
indicators, so that the convergent validity of the measurement model can be declared to have been met.
Table 4: Fornell-Larcker Criterion Testing
Variables
X1
X2
X3
Y
Job insecurity
0.838
Workload
0.645
0.823
Work-family conflict
0.798
0.697
0.842
Work Stress
0.773
0.831
0.801
0.878
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The results of the Fornell-Larcker Criterion test in Table 4 show that the square root of the AVE (√AVE) value
for each construct is greater than the correlation value with other constructs. The √AVE value of 0.838 for job
insecurity, 0.823 for workload, 0.842 for work-family conflict, and 0.878 for work stress all exceed the
correlation value between constructs in the research model. Thus, the ability of each construct to differentiate
itself from other constructs has been met, so that the discriminant validity based on the Fornell-Larcker criterion
can be declared good.
Table 5: Heterotrait-monotrait (HTMT)
Variables
X1
X2
X3
Y
Job insecurity
Workload
0.707
Work-family conflict
0.870
0.764
Work Stress
0.819
0.889
0.849
As shown in Table 5, all HTMT values are below the maximum limit of 0.90. These results indicate that the
correlation level between constructs is still within acceptable limits, thus the discriminant validity of the model
has met the required criteria.
Table 6: Composite Reliability and Cronbach Alpha (CR & CA)
Variables
CR
CA
Information
Job insecurity
0.915
0.934
Reliable
Workload
0.904
0.926
Reliable
Work-family conflict
0.917
0.936
Reliable
Work Stress
0.967
0.971
Reliable
Based on Table 6, all constructs obtained CR & CA values above 0.70. These values indicate that each latent
variable has a good level of internal consistency, thus meeting the reliability criteria.
Table 7: R
2
-Value Testing
Variable
R
2
R
2
Adjusted
Work Stress
0.808
0.804
The results of the structural model test in Table 7 show that the work stress variable obtained an Adjusted R2
value of 0.804. This value indicates that 80.4% of the variation in work stress in female workers can be explained
by job insecurity, workload, and work-family conflict, while the remaining 19.6% is influenced by other
variables not included in the research model. This finding indicates that the constructed model has high
explanatory power for endogenous variables.
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Table 8: Predictive Relevance (Q
2
)
Variables
SSO
SSE
Q²
Work Stress
1400.000
538.815
0.615
Based on Table 8, the Q² value obtained was 0.615, or greater than 0. These results indicate that the model has
good predictive ability for endogenous variables. Furthermore, a Q² value exceeding 0.35 indicates that the
model's predictive relevance is relatively strong. Therefore, the developed research model not only has good
ability to explain the relationship between variables but also. is able to provide adequate predictions of work
stress.
Table 9: Hypothesis Testing
Variables
Original sample
T-statistic
P-values
Information
Job insecurity -> Work Stress
0.247
4.128
0.000
Accepted
Workload -> Work Stress
0.488
5,890
0.000
Accepted
Work-family conflict -> Work Stress
0.264
3,360
0.001
Accepted
Based on Table 9, several findings were obtained as follows.
1. Job insecurity has a positive and significant effect on job stress. This positive relationship is reflected in the
original sample value of 0.247. The significance of this effect is further supported by the t-statistic of 4.128,
which exceeds the t-table value (4.128 > 1.96). The corresponding p-value of 0.000 is below the 0.05
significance level (p < 0.05). Based on these results, the first hypothesis is accepted. Therefore, it can be
concluded that job insecurity has a positive and significant effect on job stress.
2. The positive and significant influence of workload on job stress was also confirmed. The original sample
value of 0.488 indicates a positive relationship between these variables. Furthermore, the t-value of 5.890
was determined, higher than the t-table value (5.890 > 1.96), while the p-value of 0.000 was lower than the
significance threshold of 0.05 (p < 0.05). Based on these results, the second hypothesis was confirmed,
indicating that workload has a positive and significant influence on job stress.
3. A positive and significant influence of work-life conflict on job stress was also demonstrated. The initial
sample value of 0.264 indicated a positive relationship between the two variables. This result was supported
by a t-value of 3.360, higher than the t-table value (3.360 > 1.96), and a p-value of 0.001, lower than 0.05 (p
< 0.05). Since all hypothesis testing criteria were met, the third hypothesis was accepted, indicating that
work-family conflict has a positive and significant influence on job stress.
DISCUSSION
This study demonstrated the positive and significant influence of job insecurity on work stress among female
workers in Central Jakarta. This finding indicates that increased perceptions of job insecurity are accompanied
by increased levels of work stress experienced by respondents. Threats to job security, unclear career paths, and
income uncertainty are perceived as sources of stress that can impact workers' emotional stability. The greater
the perceived uncertainty about the future of work, the greater the potential for psychological stress to arise in
carrying out work activities.
This trend aligns with the concept of job insecurity, which views threats to job security as a primary trigger for
anxiety and stress. The relevance of this finding is further evident given that the study respondents were
predominantly non-civil servant workers (50.71%) with more than three years of service (62.86%), making the
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need for job security and career security even more important. On the other hand, for female workers, the need
for job stability is not only related to professional aspects but also closely related to the responsibility of meeting
family needs. In the context of Central Jakarta, where living costs and work demands are relatively high,
uncertainty regarding employment status may create greater psychological pressure because female workers
often carry dual responsibilities as employees and family caregivers. Consequently, concerns about losing
employment or facing limited career advancement opportunities may intensify feelings of insecurity, thereby
increasing their level of work stress. These findings are consistent with the Job Demands–Resources (JD-R)
theory, which suggests that work stress occurs when employees experience work-related demands that exceed
their available coping resources. In this study, uncertainty regarding employment continuity increases
psychological pressure, making female workers more vulnerable to experiencing work stress.
These results corroborate the findings of (Afrianto, 2023; Sita & Suwarsi, 2024; Geriveronika et al., 2021; and
Anuar et al., 2024), all of which found a positive and significant effect of job insecurity on work stress.
Conversely, these results are not consistent with the research of Sholikhah et al. (2024) which states that work
stress is not affected by job insecurity. These differences are thought to be influenced by variations in respondent
characteristics, work sectors, and organizational conditions, which shape perceptions of job insecurity
differently. Based on these findings, providing certainty regarding employment status, clarity regarding career
development, and more open organizational communication are seen as important efforts to reduce work stress
levels while enhancing employees' psychological well-being.
A positive and significant influence of workload and work stress was also confirmed. This indicates that
increased work volume, high targets, and limited time to complete tasks are accompanied by increased levels of
work stress among female workers. Workloads that exceed individual capacity drain physical and psychological
energy, resulting in decreased concentration, increased fatigue, and increased emotional distress. This situation
tends to be more challenging for female workers because they often have to balance their roles as employees
with family responsibilities.
This interpretation is further strengthened by the characteristics of the respondents, most of whom have worked
for more than three years, thus carrying relatively greater job responsibilities than workers with shorter tenure.
This condition allows for a higher workload and ultimately increases the potential for work stress. In addition,
female workers in Central Jakarta may face relatively high work demands due to the fast-paced and competitive
working environment. At the same time, they are expected to fulfill their responsibilities at home, making it
more difficult to maintain a balance between work and personal life. Consequently, excessive workload may not
only lead to physical fatigue but also create psychological pressure that contributes to higher levels of work
stress. This finding also supports the Job Demands–Resources (JD-R) theory, which explains that excessive job
demands require sustained physical, cognitive, and emotional effort. When employees continuously face high
workloads without adequate resources to cope with these demands, psychological strain increases, ultimately
resulting in higher levels of work stress.
The findings of this study reinforce those of (Budhiartini, 2021; Yuslinda et al., 2023; Muzti & Mardiana, 2024;
and Imaroh et al., 2023). However, these results are not consistent with the study by Suryani et al. (2025) which
found no significant effect of workload on work stress. These differences in results are suspected to be influenced
by job characteristics, organizational conditions, and the presence of other factors, such as social support and
the work environment, which can reduce the impact of workload on stress. Therefore, a more proportional
distribution of work, adjustments to work targets, and regular workload evaluations should be considered as
preventive measures to reduce work stress while maintaining employees' psychological well-being.
This study also demonstrated the positive and significant effect of work-family conflict on work stress.
Increasing conflict between work demands and family responsibilities is accompanied by increased levels of
work stress among female workers. This conflict arises when the demands of both roles cannot be simultaneously
met, so that fulfilling one role hinders the fulfillment of the other. As a result, workers experience emotional
distress, fatigue, difficulty managing their time, and even a decline in psychological well-being more easily.
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This situation becomes even more relevant considering the characteristics of the respondents, most of whom
already have children. The responsibility of managing work while simultaneously fulfilling family obligations
makes maintaining a balance between the two roles more difficult. In the context of Central Jakarta, where work
demands are relatively high and commuting time may further reduce the time available for family, female
workers are more likely to experience difficulties in balancing their professional and family responsibilities.
Consequently, conflicts between these two roles may accumulate over time, creating greater psychological
pressure and increasing the risk of work stress. From the perspective of the Job Demands–Resources (JD-R)
theory, work-family conflict represents a work-related demand that requires employees to allocate their time,
energy, and emotional resources across multiple roles. When these competing demands exceed the resources
available to cope with them, employees are more likely to experience psychological strain and work stress.
These findings align with the research of (Saputra & Rudiartha, 2020; Zhou et al., 2022; Nasution et al., 2024;
and Togu & Dewi, 2024), which showed that work-family conflict had a positive and significant effect on work
stress. Conversely, these results are not consistent with Adrian (2025) who reported no significant effect. These
differences are thought to be influenced by respondent characteristics, organizational culture, and the
implementation of different work flexibility policies in each organization. Based on these findings, implementing
policies that support work-family balance, such as flexible working hours, employee well-being programs, and
organizational support for workers with family responsibilities, is considered an effective strategy for mitigating
role conflict and reducing work stress levels.
CONCLUSION
The findings of the study demonstrate a positive and statistically significant impact of job insecurity, workload,
and work-family conflict on work-related stress experienced by female employees in Central Jakarta. The
analysis indicates that increased perceptions of job insecurity, increased job demands, along with escalating
conflict between work and family responsibilities, are associated with increased levels of work stress
experienced. Consequently, these three variables can be considered as influential determinants contributing to
the increased psychological strain faced by female employees in carrying out their duties, both in professional
and family settings.
Theoretically, the findings of this study reinforce the view that work stress is a response that arises from the
accumulation of various pressures originating from the work environment and personal life. Vulnerability to
work stress is known to increase when individuals are faced with uncertainty about the continuity of work,
workloads that exceed their capacity, and inter-role conflicts arising from conflicting work and family demands.
Therefore, empirical support for theories explaining that work stress is triggered by an imbalance between the
demands faced and the resources an individual has to cope with them is successfully strengthened by the results
of this study. In addition to enriching the development of studies in the field of human resource management,
these findings can also serve as a basis for developing organizational policies oriented towards improving
employee psychological well-being.
On the other hand, several limitations were still encountered in this study. The research scope was limited to
female workers in the Central Jakarta area, so generalizing the research results to female workers in other areas
and employment sectors still requires caution. In addition, the discussion only focused on the influence of job
insecurity, workload, and work-family conflict on work stress, so there are still various other factors that have
the potential to influence work stress but have not been accommodated in the research model, such as
organizational support, leadership style, work environment, and individual coping strategies. Based on these
limitations, it is hoped that further research can be conducted with a wider area of coverage, a more diverse
number of respondents, and additional variables or development of the research model through a mediation or
moderation approach so that a more comprehensive understanding of the factors influencing work stress in
female workers can be obtained.
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