Working Burnout Identification of Education Faculty Yogyakarta State

University Employees

Written by:
Palasara Brahmani Laras, Guidance and Counseling Study Program
Mercu Buana Yogyakarta University, 2017
e-mail: palasara@mercubuana-yogya.ac.id

ABSTRACT
This research aims to identified working burnout level of FIP UNY employees. In other sides,
this research also identified something behind the working burnout level of FIP UNY
employees so followed up step of the results have been obtained. The method of this research
was survey method. The subjects of this research were the representative employees from each
section and sub-section in Education Faculty of Yogyakarta State University. Data analysis of
this research was a quantitative descriptive approach with percentage techniques. The results
of this research showed that the working burnout level experienced of Education Faculty
employees or working saturation was 48.82% and included in medium category. The highest
score was 51 and showed on y9 item named "I have sleeping difficulties".
Keywords: working burnout, employees, EF YSU

INTRODUCTION productivity decreased (Dale, 2011).

Stress was an often experience
phenomenon of an organization or
institution employees no exception.
Prolonged stress will cause physical
and psychological fatigue. This
situation called burnout.
Work saturation becomes an
agencies or organization problem if it
caused performance decreased, not
only performance decreased but also
Based on Mohammad Bagher Gorji
reseach in 2011 about Burnout Status
with Performance (Job Performance)
on Bank Employees showed that
30.75% of employees were experienced
saturating work, defining that this
burnout working was felt by the
employees who had been worked
among 3-5 years, and more dominant in
male. While the research result
indicated high employeed saturation
caused on employeed performance, it
means that the employees performance
decreases because of the
saturation increases.
The Education Faculty is one of
the faculties at Yogyakarta State
University. Along the time flies,
Education Faculty of Yogyakarta State
University was growth and improving
its quality, especially in education
section. This is according to Education
Faculty of Yogyakarta State University
vision namely "In 2025 Education
Faculty will recognized as a center of
enlightenment and renewal education
based on devotion, independence,
intellectual, and nationalism".
achieved this vision needs
improvement on various elements
including improving the employees EF
of YSU working quality.
Human factors played
achieving results according to the
agency goals. In this case the human
resources determined the company
success, in other words the agency
quality depended on its
resources. If the human resources were
not qualified they would obstructed the
agency goals, consequently the
work employees would sued on performance
quality improved so they would not to
be eliminated from the company
(As’ad, 1991: 47). One problem
appeared as a result of high demands
agency was stress. The relationship
between working burnout and
performance EF of YSU employees
needs to be inspected to find out the
relevance. Therefore, this research aims
to extended identify the working
burnout experienced by EF of YSU
employees.
To THEORITICAL DESCRIPTION
an The Nature of Burnout
Burnout was first introduced by
Freudenberger, a psychoanalyst in
1974. Freudenberger said that burnout
in is an exhaustion physical and mental
resources caused by exaggerate effort
for achieving unrealistic working goals
and constituted final effect from
ineffective work (Desler 1992, p. 664).
human In working society working burnout is
a term related to working stress.
Conception and discussion conducted Farber (1991: 47) said that there
by experts about working burnout, were are three factors affected burnout,
not associated with the working namely
environment and working types. a. Sociodemographic Factors, as:
Burnout was an emotional 1) Sex
fatigue symptom caused by high Women does not have longer life
demands individual working expectancy and tends to react
experienced where they served society more physiologically than man
requirement (Jackson, in Rosyid, 1996, in a depressing situation
p.2). Greenberg and Baron (1995, (Gibson, et al., 1993, p.176).
p.236) said that burnout was a 2) Age
syndrome contains physical fatigue Some of the research results
symptom, emotional fatigue, mental show that workers under 40 tend
fatigue with a feeling low self-esteem to be burnout risk. They often get
caused by prolonged working stress and difficulties in established
occurs when people began to asked stability and expertise identity
their personal values and no longer felt involvement so they are more
about everything has done was easily offended and depressed.
important. 3) Working period
Based on the theories above, it Increasing working experience
can be concluded that burnout is a caused decreasing burnout
physical fatigue symptom, experience level. An individual
psychological, emotional, mental and who has long enough working
low self-esteem caused by prolonged must had a lot of experiences in
stress began when someone started to overcoming various problems,
doubt their own abilities and existence. and anyone can be avoid from
Influence Factor of Burnout working stress, if he cannot get
out from the stressor he can
refers to burnout occurrence.
 4) Intelligence
The ability rationally thinking
will overcome life's needs
demands.
b. Personality Factors, as:
1) Personality type
Someone with A personality
type tends to be more susceptible
infected burnout syndrome than
someone with B personality type
2) Self-Esteem
Someone with high self-esteem
will be more able to mobilize the
energy to sustain their life so
they were stronger if suffer from
depressed (Gibson, 1993, p.176)
3) Locus of Control
An individual degree where he
views experience in his life as a
consequence of his actions (Lou
in Smet, 1994, p.181)
4) As life changes result such as
marriage, death, and divorce
Whereas, Goleman (quoted by
Nevi, 2005) said that emotional
intelligence aspects which affected
burnout were:
a. Self awareness. It is an individual’s
ability to recognize his own feeling
according to what was happened.
b. Self management. The ability to
handle feelings so somebody can
express it properly, realize every
feeling, fings some ways to
overcome the fear, anxiety, anger,
and sadness
c. Self efficacy. An individual's
ability to regulate his emotions to
achieve certain goals, and convince
himself on achieving goals. Self
efficacy is one of way which can
hold the individuals from despair
situation and depression when
experiencing various difficulties in
life, where the motivator in self
efficacy is an optimistic and hope.
Hope is the individual's belief that
somebody has willingness and way
to achieve his desired goals.
d. Emphaty. It is a willingness to be
sensitive to other people's feelings
and adjust to others
e. Social Skill. The ability to read
various situations, and interact
seamlessly with others.
 Based on several factors above, it and tends to harm themselves, work,
can be concluded that there are two and organization.
factors in burnout affected, namely d. Feeling of Low Personal
external factors and internal factors. Accomplishment
External factors were working period, A condition which characterized
environment working pressure, etc. with an achievement or work ability
While internal factors were age, gender, feeling low, dissatisfied with work,
self-esteem, servicing years, and life, and himself.
emotional intelligence. On emotional Based on the explanation of
intelligence there were several aspects burnout symptoms above, it can be
namely, self awareness, self concluded that burnout symptoms were
management, self efficacy, empathy, individuals who experience in burnout
and social skills. will show the symptoms such as
Indicators of Burnout physical fatigue, emotional fatigue,
Greenberg and Baron (1995, p. mental fatigue and personal
20) suggest four indicators of burnout, accomplishments feeling low.
namely: Working Burnout on Employees
a. Physical fatigue Humans are the most important a
Indicated by headache attack, company resource. Starting from big
nausea, sleeping difficultness, and institutions to small ones recognize that
appetite lack. human resources are very important in
b. Emotional fatigue determine the company success. The
Indicated by depression, increasingly heavy demands of work
comfortably trapped duties, today make employees should require
irritability and offense, also helpless. their quality work so they are not
c. Mentality fatigue eliminated from their company. This
Indicated by cynical perceptions to situation makes employees work
others, suspicious with no reason, effectively and strive to complete the
company targets have been determined.
 The progress of increasingly
modern era requires company to RESEARCH METHOD
continue improving their quality. Jenis penelitian ini adalah
Regulation changes related to these penelitian deskriptif dengan
improvements must be applied in all menggunakan survey. Penelitian ini
company sectors. Job demands would dilaksanakan pada bulan Juli 2017
be unseparated aspect of this sampai dengan bulan Agustus 2017
phenomenon. The excessive workload pada karyawan Fakultas Ilmu
problems were being working factor Pendidikan Universitas Negeri
that has an impact on rising burnout Yogyakarta. Populasi penelitian ini
(Maslach, 1982; Pines and Aronson, adalah seluruh karyawan yang bekerja
1989; Cherniss, 1980). di FIP UNY. Sampel dalam penelitian
Excessive workload problems ini diambil secara random sampling
include to office hours, the number of yaitu karyawan tiap bagian dan sub
individuals served (solid classes), large bagian di Fakultas Ilmu Pendidikan
of responsibilities, routine and non- Universitas Negeri Yogyakarta.
routine tasks, and another Karyawan FIP UNY terdiri dari subbag
administrative task were exceeded pendidikan, subbag kemahasiswaan
capacity and ability individual. Besides, dan alumni, subbag keuangan dan
excessive workload included of job and akuntansi, subbag umum,
qualitative, namely the level of kepegawaian, dan pelengkapan, dan
difficulty work must be addressed. perpustakaan FIP UNY.
Excessive workload causes service Metode pengumpulan data yang
providers feel emotional tension when digunakan dalam penelitian ini adalah
serving their clients so they can direct metode skala burnout. Skala burnout
the service-giving behavior to disusun berdasarkan empat gejala
psychologically attracted and avoid burnout yang meliputi kelelahan fisik,
themselves involved with clients kelelahan emosional, kelelahan mental
(Maslach, 1982). dan feeling of low personal
accomplishment. Semakin tinggi skor RESEARCH FINDING AND
skala burnout maka semakin tinggi pula DISCUSSION
burnout pada subyek. Sebaliknya, Deskripsi Lokasi Penelitian
semakin rendah skor skala burnout Penelitian ini dilaksanakan di
maka semakin rendah tingkat burnout lingkungan karyawan Fakultas Ilmu
yang terjadi (Wibowo, 2011). Model Pendidikan Universitas Negeri
angket yang digunakan adalah skala Yogyakarta. Adapun Subyek
Likert. penelitiannya meliputi perwakilan
karyawan dari tiap bagian dan sub
bagian di Fakultas Ilmu Pendidikan
Teknik Analisis Data Universitas Negeri Yogyakarta.
Analisis data yang digunakan Penyajian Data
adalah dengan menghitung skor 1. Studi Pendahuluan
maksimal dan minimal dari nilai skala Penelitian ini menggunakan metode
kemampuan pemecahan masalah serta penelitian kuantitatif berupa survei
menghitung skor masing-masing kepada para karyawan Fakultas
subyek. Penentuan kategori Ilmu Pendidikan. Penelitian ini
kecenderungan dari tiap-tiap variabel menggunakan data dari skala dalam
didasarkan pada norma atau ketentuan mengidentifikasi burnout kerja
kategori. Kategori tersebut menurut fakultas ilmu pendidikan. Studi
Burhan Nurgiyantoro (2003:109) pendahuluan ini didapatkan dari
sebagai berikut: hasil pengamatan dan observasi
a) (µ+1,0σ) ≤ X = Tinggi bahwasanya terdapat burnout kerja
b) (µ-1,0σ) ≤ X < (µ+1,0σ) = Sedang
yang dialami para karyawan
c) X < (µ-1,0σ) = Rendah
Keterangan: Fakultas Ilmu Pendidikan
µ = Mean ideal
Universitas Negeri Yogyakarta
σ = Standar Deviasi
X = Skor yang diperoleh yang belum teridentifikasi tingkat
burnout yang dialaminya. Kajian
pustaka meliputi jurnal dan buku
 mengenai teori burnout yang 1 Skala yang 35
dibagikan
kemudian menjadi landasan
2 Skala yang tidak 5
penelitian yang peneliti lakukan diisi
sebagai penunjang dan guna 3 Skala yang diisitidak 2
lengkap
mengembangkan kajian ilmu 4 Skala yang tidak 5
pengetahuan. kembali/hilang
5 Skala yang dapat 23
2. Perencanaan diolah
Pada tahap perencaan ini, peneliti
menganalisa dan menyimpulkan Tabel diatas memperlihatkan

dari studi pendahuluan tersebut bahwa dari 35 kuesioner yang

bahwa perlu adanya survei skala dibagikan terdapat 5 kuesioner yang

guna dapat mengidentifikasi dan tidak diisi dengan berbagai alasan

mengetahui tingkat burnout yang meliputi kesibukan karyawan, lupa dan

dialami. lain sebaginya. 5 kuesioner yang tidak

3. Pelaksanaan kembali/ atau hilang akibat dibawa oleh

Pada pelaksanaan penelitian yang pengisi kuesioner dan lupa disimpan

kami lakukan ini dengan dimana. Dengan demikian jumlah

menyebarkan angket secara random kuesioner yang dapat diolah sebanyak

sampling (sampel secara acak) pada 23 buah.

perwakilan dari tiap bagian dan sub Analisis Data

bagian di Fakultas Ilmu Pendidikan Berdasarkan data pada tabel 1

Universitas Negeri Yogyakarta. bahwasanya data yang didapatkan dan

Adapun distribusi skala yang telah dapat diolah adalah 23 skala atau

diberikan seperti yang tertera dalam sebanyak 66% dari 35 skala yang

tabel sebagai berikut: dibagikan sehingga data ini dapat

Tabel 1. Distribusi Kuesioner dipertanggungjawabkan kebenarannya.

N Item Jumlah Tabel 1 tersebut menunjukan bahwa

o penelitian ini telah memenuhi jumlah
yang telah ditentukan sehingga tabulasi data dari skala burnout yang
penelitian ini layak untuk diteruskan. telah diisi responden.
Analisis Deskriptif
Pada bagian ini peneliti akan
mendeskripkan mengenai tingkat
burnout yang dialami karyawan FIP
UNY. Data akan disajikan melalui tabel
hasil skala yang telah diisi oleh
responden. Dari 24 item pernyataan
dalam skala akan diskor berdasarkan
data yang diberikan responden.
Kemudian setelah melakukan scoring
data tersebut dikategorisasi menjadi 3
kategori untuk mengetahui tingkat Tabel 3Tabulasi Data Skala Burnout
burnout yang dialami. Berikut
kategorisasi yang digunakan dalam
penelitian ini.
Tabel 2. Kategori Burnout kerja
Kategori Rentang skor
Rendah 0-32
Sedang 33-64
Tinggi 65-69

Sementara untuk mengetahui

tingkat burnout karyawan FIP UNY
secara keseluruhan dapat diketahui
melalui penjumlahan semua skor
burnout responden dibagi skor
maksimal skala berdasar jumlah
responden, dikali 100%. Berikut adalah
 Bersarkan hasil analisis data
dapat diketahui bahwa karyawan
Fakultas Ilmu pendidikan mengalami
tingkat burnout kerja atau kejenuhan
kerja senilai 48,82% dan masuk pada
kategori sedang. Skor tertinggi yakni 51
terdapat pada item y9 yakni pada
pernyataan “saya sulit untuk tidur”.
Item y9 merupakan salah satu indikasi
faktor pernebab burnout kerja dari
aspek kelelahan fisik. Berdasarkan hal
tersebut dapat ditarik kesimpulan
bahwa penyebab tertinggi burnout kerja
yang dialami karyawan Fakultas Ilmu
Pendidikan Universitas Negeri 3. Hasil dari penelitian ini
Yogyakarta ialah faktor kelelahan fisik. menunjukan bahwa karyawan
Fakultas Ilmu pendidikan
CONCLUSION AND mengalami tingkat burnout kerja
SUGGESTION atau kejenuhan kerja senilai 48,82%
Kesimpulan dan masuk pada kategori sedang.
Penelitian yang dilakukan ini Sedangkan faktor penyebab yang
mengidentifikasi burnout kerja yang paling besar ialah faktor kelelahan
dialami karyawan Fakultas Ilmu fisik.
Pendidikan Universitas Negeri Dengan demikian dapat
Yogyakarta beserta faktor penyebabnya disimpulkan bahwa burnout kerja yang
Adapun gambaran umum penelitian ini dialami karyawan Fakultas Ilmu
adalah sebagai berikut: Pendidikan Universitas Negeri
1. Penelitian ini menggunakan metode Yogyakarta masuk dalam kategori
dan kaidah-kaidah yang sesuai sedang dengan faktor penyebab
dengan metode survei terhadap para terbesar ialah faktor kelelahan fisik.
karyawan Fakultas Ilmu Pendidikan Saran
Universitas Negeri Yogyakarta. Bardasarkan hasil penelitian
Adapun langkah yang dilakukan mengenai Identifikasi Burnout Kerja
adalah mempersiapkan skala, revisi pada Karyawan Fakultas Ilmu
skala, penyebaran skala, Pendidikan Universitas Negeri
pengumpulan data dan analisa Yogyakarta dapat disarankan sebagai
deskriptif. berikut: Dengan diketahuinya tingkat
2. Penelitian ini bertujuan untuk burnout kerja yang dialami karyawan
meninjau tingkat burnout kerja Fakultas Ilmu Pendidikan Universitas
yang dialami karyawan Fakultas Negeri Yogyakarta beserta faktor
Ilmu Pendidikan Universitas Negeri penyebabnya yang diharapkan ada
Yogyakarta beserta faktor tindakan atau penelitian lanjutan berupa
penyebabnya. pelatihan tindakan terhadap para
karyawan Fakultas Ilmu Pendidikan Nunuk Adiani. Edisi Kedelapan.
Jakarta: Erlangga.
Universitas Negeri Yogyakarta beserta
Greenberg, F dan Baron, R. A Jones
faktor penyebabnya. 1995.“Behavior in Organization :
Understanding and Managing the
Human side of Work” sixth. Edisi
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