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Abstract
Pertumbuhan industri coffeeshop di Kota Pontianak meningkatkan tuntutan terhadap kinerja pegawai sehingga pengelolaan jam kerja, beban kerja, dan motivasi kerja menjadi faktor penting dalam mendukung produktivitas. Penelitian ini bertujuan untuk menganalisis pengaruh jam kerja dan beban kerja terhadap kinerja pegawai dengan motivasi kerja sebagai variabel mediasi pada coffeeshop di Kota Pontianak. Penelitian ini menggunakan pendekatan kuantitatif dengan desain explanatory research dan metode survei cross-sectional. Sampel penelitian berjumlah 200 pegawai coffeeshop di Kota Pontianak yang dipilih menggunakan teknik purposive sampling. Data dikumpulkan melalui kuesioner menggunakan skala Likert lima poin dan dianalisis menggunakan Structural Equation Modeling–Partial Least Squares (SEM-PLS) dengan bantuan perangkat lunak SmartPLS 4. Hasil penelitian menunjukkan bahwa jam kerja berpengaruh positif dan signifikan terhadap kinerja pegawai serta motivasi kerja. Beban kerja tidak berpengaruh signifikan terhadap kinerja pegawai, tetapi berpengaruh positif dan signifikan terhadap motivasi kerja. Motivasi kerja terbukti berpengaruh positif dan signifikan terhadap kinerja pegawai. Selain itu, motivasi kerja mampu memediasi pengaruh jam kerja terhadap kinerja pegawai secara parsial (partial mediation) dan memediasi pengaruh beban kerja terhadap kinerja pegawai secara penuh (full mediation). Penelitian ini menyimpulkan bahwa motivasi kerja merupakan mekanisme penting yang menjembatani hubungan antara tuntutan kerja dan kinerja pegawai. Oleh karena itu, pengelolaan jam kerja dan beban kerja yang disertai upaya peningkatan motivasi kerja dapat menjadi strategi bagi manajemen coffeeshop dalam meningkatkan kinerja pegawai secara berkelanjutan.
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References
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References
Access, O. (n.d.). Workload and Motivation on Employees Performance Analyzed by Information Technology Workload and Motivation on Employees Performance Analyzed by Information Technology.
Aini, N. N., Rosadi, B., & Alhadihaq, M. Y. (2023). Job demand model-resources for employee well-being and productivity. Journal of Economic, Business and Accounting, 7(1), 673–681.
Baek & Lee, J., E. (2024). Long working hours, work-life imbalance, and poor mental health. Journal of Occupational Health.
Bakker, A. B., & Demerouti, E. (2014). Job Demands–Resources Theory. Wellbeing, III, 1–28.
Bakker, A. B., & Demerouti, E. (2021). Job Demands–Resources Theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 26(3), 321–333.
Banin & Eliyana, A., S. (2020). Enhancing employee performance with work motivation as a mediation. Management Science Letters.
Bernardin, H. J., & Russell, J. E. A. (1993). Human Resource Management: An Experiential Approach. McGraw-Hill.
Desucatan, J., Villanueva, A., & Lopez, R. (2024). Compensation and retention in hospitality: Evidence from Bacolod City. Asia Pacific Journal of Tourism Research.
Haar, J., Russo, M., Suñe, A., & Ollier-Malaterre, A. (2021). Outcomes of work–life balance on job satisfaction, life satisfaction, and mental health. Journal of Vocational Behavior, 130, 103–126.
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2021). Partial least squares structural equation modeling (PLS-SEM) using R: A workbook. Springer.
Hart, S. G., & Staveland, L. E. (1988). Development of NASA-TLX (Task Load Index): Results of Empirical and Theoretical Research. Advances in Psychology, 52, 139–183.
Heimerl, P., Haid, M., Benedikt, L., & Scholl-grissemann, U. (2020). Factors Influencing Job Satisfaction in Hospitality Industry.
Herzberg, F. (1959). One More Time: How Do You Motivate Employees? Harvard Business Review.
Ji & Han, J., X. (2023). The role of effort-reward imbalance and depressive symptoms in presenteeism. BMC Public Health.
Jung, H., & Yoon, H. (2020). Intrinsic motivation as a buffer of workload stress on performance in hospitality. Service Business Review, 14(2), 255–272.
Karatepe, O. M., Rezapouraghdam, H., & Hassannia, R. (2021). Workload and performance: The mediating role of motivation in hospitality employees. International Journal of Contemporary Hospitality Management.
Koo, M., & Yang, S.-W. (2025). Likert-type scale. Encyclopedia.
Lo & Setyawan, D., F. Y. (2023). Factors that Effect Employee Productivity with Work Motivation and Work Competence as Mediation. Journal of Business and Management.
Lu & Chou, C. Y., L. (2020). Personal and social resources in coping with long hours of work. Stress and Health.
Mohyi, A., & Sukmawati, D. (2023). Do+Employee+Experience+Has+an+Impact+to+Turnover. 2(1), 49–58.
Prihatin, K. S., & Haerani, A. (n.d.). Employee Performance : The Effect of Workload and Compensation ( Survey at a Restaurant in Serang , Banten ). 1(1), 140–149.
Putridena, A. S., & Prastika, N. D. (2023). Study of the Relationship between Work life balance and Job Satisfaction in Coffee Shop Employees. Psikoborneo: Jurnal Ilmiah Psikologi, 11(3), 299.
Ranti Rhomantika, Ribhan Ribhan, & Lis Andriani HR. (2025). The Effect of Working Hours on Employee Turnover Intention with Burnout as a Mediating Variable. Jurnal Ilmiah Manajemen Dan Kewirausahaan, 4(2), 111–130.
Saputra, A., & Anisa Putri, A. (2024). Work Duration and Sleep Quality Among Young Workers (A Study In Coffee Shops In West Denpasar District). Jurnal Indonesia Sosial Teknologi, 5(3), 695–699.
Souisa, N. (2025). The Influence of Workload and Motivation on Employee Performance through Job Satisfaction. 5(1), 23–32.
Supriyanto, A. S., Asnawi, N., & Wekke, S. (2019). Management Science Letters. 9, 639–650.
Widya Putri Nareswari, Almira Santi Samasta, Diana Aqmala, F. I. F. S. P. (2025). Determinan kinerja karyawan coffeeshop di semarang jawa Tengah. 9(2), 112–126.