Sistem Target Kinerja, Tekanan Evaluasi, dan Stres Kerja Karyawan: Studi Kasus pada PT Bintang Timur Group
Article Sidebar
Main Article Content
Abstract
This study examines the relationship between performance target systems, evaluation pressure, and employee work stress at PT Bintang Timur Group, a subsidized housing developer that implements sales targets based on housing units. Using a descriptive qualitative case study, this study involved two informants selected purposively based on their direct involvement in performance target implementation and evaluation: a manager and a salesperson. Data collection was conducted through semi-structured in-depth interviews. The results indicate that the target system of three units per month is considered realistic because it is supported by a safety margin mechanism and is set lower than competitors’ targets. Evaluation pressure is perceived as significant, particularly due to financial consequences such as base salary deductions for those failing to meet targets. However, the discursive nature of the evaluation process and management’s adaptive responses—through price adjustments and promotional incentives—help mitigate the negative impact of this pressure. The company also provides operational support in the form of advertising budgets and routine social activities as a stress management strategy. These findings reinforce the argument that the perceived realism of targets and the quality of organizational support are determining factors in transforming work pressure from a threat into a motivating challenge. The absence of incentives for exceeding targets was identified as an area requiring improvement to enhance long-term motivatio
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
Copyright (c) 2021 Jurnal Equalibrium
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
Jurnal Equalibrium is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
References
Ardianto, H., & Rosari, R. (2024). Don’t let them get stressed! HPWS mechanisms in improving psychological well-being in the workplace. International Journal of Workplace Health Management, 17(5–6), 487 – 502. https://doi.org/10.1108/IJWHM-02-2024-0027
Balakrishnan, K., Angusamy, A., & Lee, A. A. B. M. F. (2024). Modelling interpersonal behaviour-motive-satisfaction for employee commitment: Gender as moderator. Environment and Social Psychology, 9(2). https://doi.org/10.54517/esp.v9i2.2075
Brees, J. R., Sikora, D. M., & Ferris, G. R. (2020). Workplace accountabilities: worthy challenge or potential threat? Career Development International, 25(5), 517 – 537. https://doi.org/10.1108/CDI-10-2019-0257
Casarin, V., Leca, B., Linder, S., & Zicari, A. (2023). Management control and stress: A double-edged sword. In The Employee and the Post-Pandemic Workplace: Towards a New, Enlightened Working Environment. Taylor and Francis. https://doi.org/10.4324/9781003388685-15
Chouhan, V. S. (2025). Is Too Much Work Intensification Harmful? Impact on Psychological Health and Work Engagement of Employees. South Asian Journal of Human Resources Management, 12(1), 61 – 82. https://doi.org/10.1177/23220937231185960
Creswell, J. W. ., & Poth, C. N. . (2017). Qualitative Inquiry and Research Design.
Daniels, K., & Harris, C. (2005). A daily diary study of coping in the context of the job demands-control-support model. Journal of Vocational Behavior, 66(2), 219 – 237. https://doi.org/10.1016/j.jvb.2004.10.004
Jensen, J. M., Patel, P. C., & Messersmith, J. G. (2013). High-Performance Work Systems and Job Control: Consequences for Anxiety, Role Overload, and Turnover Intentions. Journal of Management, 39(6), 1699 – 1724. https://doi.org/10.1177/0149206311419663
Khan, Md. R., Roy, S. K., & Hossain, S. M. K. (2019). Factors Affecting Garments Employees’ Perception On Job Performance: Evidence From Bangladesh. International Journal of Management and Sustainability, 8(1), 32 – 47. https://doi.org/10.18488/journal.11.2019.81.32.47
Kundrata, D., Pukljak, Z., Repustić, M., Rotim, C., Friganović, A., & Kurtović, B. (2022). Coping with Stress of Nurses Employed in the Internal Medicine and Surgical Departments; [Suočavanje Sa Stresom Medicinskih Sestara Zaposlenih Na Odjelima Internističkih I Kirurških Djelatnosti]. Croatian Nursing Journal, 6(1), 33 – 43. https://doi.org/10.24141/2/6/1/3
Mansour, S., Mohanna, D., Tremblay, D.-G., Vandenberghe, C., & Nogues, S. (2025). Does perceived organizational support for strength use enhance employee well-being and task performance? The role of investment in job crafting. Journal of Organizational Effectiveness. https://doi.org/10.1108/JOEPP-02-2025-0097
Miles, M. B. ., Huberman, A. M. ., & Saldaña, Johnny. (2014). Qualitative data analysis : a methods sourcebook. SAGE Publications, Inc.
Patton, M. Quinn. (2014). Qualitative research & evaluation methods : integrating theory and practice. SAGE Publications, Inc.
Sonis, J., Pathman, D. E., Read, S., Gaynes, B. N., Canter, C., Curran, P., Jones, C. B., & Miller, T. (2022). Effects of Healthcare Organization Actions and Policies Related to COVID-19 on Perceived Organizational Support among U.S. Internists: A National Study. Journal of Healthcare Management, 67(3), 192 – 205. https://doi.org/10.1097/JHM-D-21-00208
Spector, P. E. (2016). When more can become less: High performance work systems as a source of occupational stress. In Understanding the High Performance Workplace: The Line Between Motivation and Abuse. Taylor and Francis. https://doi.org/10.4324/9781315755144-16
Wood, S., van Veldhoven, M., Croon, M., & de Menezes, L. M. (2012). Enriched job design, high involvement management and organizational performance: The mediating roles of job satisfaction and well-being. Human Relations, 65(4), 419 – 445. https://doi.org/10.1177/0018726711432476
Yin, R. K. ., & Campbell, D. T. . (2018). Case study research and applications : design and methods. SAGE Publications, Inc.