The Influence of Workload on the Work-Life Balance of Medical Personnel in the Emergency Room of a Regional General Hospital

International Journal of Social Science and Human Research ISSN (print): 2644-0679, ISSN (online): 2644-0695 Volume 08 Issue 10 October 2025 DOI: 10.47191/ijsshr/v8-i10-19, Impact factor8.007 Page No: 7703-7720 IJSSHR, Volume 08 Issue 10 October 2025 www.ijsshr.in Page 7703 The Influence of Workload on the Work-Life Balance of Medical Personnel in the Emergency Room of a Regional General Hospital Alifa Nisrina Fauziah1, Tasya Aspiranti2, Dede R Oktini3 1,2,3 Bandung Islamic University, Indonesia ABSTRACT: Health workers have an important role in improving the maximum quality of health services to the community. Health workers have the ability in terms of clinical skills, providing care to patients, managing their work and responsibilities and complying with applicable standards. The heavy duties of health workers require consideration of balanced work, one of which is managing Work-Life Balance. The aim of this research is to determine the workload and work-life balance of medical personnel (general practitioners and nurses) in the Emergency Room of C Regional General Hospital. Apart from that, the aim of this research is to determine the effect of workload on Work-Life Balance. The research method uses a quantitative approach and the analysis techniques used are descriptive analysis and simple linear regression analysis. The source of this research uses primary data. Data collection in this research used a questionnaire. The sample for this research was 40 medical personnel in the Emergency Room of C Regional General Hospital. Based on the test results, it shows that the workload in the Emergency Room of C Regional General Hospital is included in the sufficient category which is described by a total score of 1214, indicating that the workload level is quite high but can still be tolerated well by medical personnel, Work-Life Balance for medical personnel in the Emergency Room of C Regional General Hospital is in the sufficient category which is described with a total score of 1720, indicating that medical personnel can manage their time and energy well between work demands and personal needs. Workload affects the Work-Life Balance of medical personnel in the Emergency Room of C Regional General Hospital. Workload has an influence of 77.6% on Work-Life Balance, while the remaining 22.4% is influenced by other unobserved variables. KEYWORDS: Workload, Work-Life Balance, Medical Personnel in The Emergency Room of C Regional General Hospital. I. INTRODUCTION Hospital is a healthcare institution that provides comprehensive individual health services. A high-quality hospital offers professional and excellent healthcare to the public. The success of a hospital's healthcare services depends heavily on the quality of its healthcare staff. Healthcare staff are a vital component of healthcare services. (Victoria, 2022). Working in a hospital, particularly in the Emergency Department, requires both technical and non-technical skills. However, the high number of Emergency Room patients requiring care is disproportionate to the number of medical personnel. This impacts the quality of emergency care and patient safety (Heryana et al., 2020). Factors that can influence services in the Emergency Room include: 1) patient characteristics; 2) staff placement; 3) stretchers, rostrums and other equipment used to move patients to ambulances or beds); 4) health workers, patient arrival time; 5) management implementation; 6) examination strategies; 7) selected treatment; 8) length of service; 9) education; and 10) workload (Minister of Health of the Republic of Indonesia, 2009). Medical personnel in the Emergency Room must be able to categorize patients based on their level of emergency. There are strict regulations regarding the emergency response time, which is approximately five minutes. The expected time from receiving emergency treatment to being admitted to the ward is a maximum of two hours. This can be easily achieved if patients arrive at different times. Often, five to ten patients arrive at the same time, creating an imbalance between the number of patients and healthcare workers in the emergency room. Research on healthcare workers shows that difficulty balancing work and home life increases the desire to leave the job (S. M et al., 2004). Work-Life Balance in healthcare workers has been shown to be associated with mental health issues. (N. M et al., 2011). The implementation of Work-Life Balance impacts the effectiveness, efficiency, and accountability of employees, particularly in hospital organizations, particularly medical personnel who care for patients almost everytime. Medical personnel are key to the quality of healthcare services. The better implementation of Work-Life Balance concepts within a hospital organization, the greater the hospital's effectiveness (World Health Organization, 2006). In addition to job duties, a busy and continuous work schedule can make it difficult for employees to good interact with their families when they return home due to fatigue. Difficulty requesting leave and limited vacation days can also make it difficult for employees to achieve Work-Life Balance. The Influence of Workload on the Work-Life Balance of Medical Personnel in the Emergency Room of a Regional General Hospital IJSSHR, Volume 08 Issue 10 October 2025 www.ijsshr.in Page 7704 Based on interviews with 10 respondents at the Emergency Room of the C Regional General Hospital, a common phenomenon according to respondents is that working in the Emergency Room of of the C Regional General Hospital (a Type B hospital and referral center in the city) is draining due to the high number of patient visits. The workload is sometimes high, but work targets still achieved. Regulations for patient transfers to the inpatient room hasn’t optimal, resulting in frequent accumulation of patients in the Emergency Room, which causes pressure from patients and their families to move immediately to the inpatient room. Pressure from superiors to treat patients promptly can sometimes increase the workload of medical staff. Some medical staff have even received complaints from patients and their families regarding emergency room services. These patients and families complain that the regulations for transferring patients to other rooms take too long, and the overcrowding of the emergency room makes patients uncomfortable for extended periods. Medical personnel also struggle to rest between shifts. Most medical personnel also have families, so the energy expended at work often leaves them exhausted upon returning home. Medical personnel feel they can still socialize well and function effectively at home with their families. Despite feeling tired, medical personnel remain enthusiastic about working and spending time with their families. Medical personnel still find time for family and hobbies with friends. As a result, they feel they maintain a good balance between their work and personal lives. The large number of patients arriving at the emergency department at the same time, combined with a high emergency rate, prevents general practitioners and nurses from optimally resting and praying. Furthermore, the high workload at work leads to fatigue upon returning home, which reduces interaction with family and leads to stress. Interviews also revealed that the short vacation time often disrupts medical personnel's Work-Life Balance routine. Although several efforts have been made by the C Regional General Hospital to improve Work-Life Balance such as logistical facilities and training, but often incidental conditions increase the workload which has an impact on reducing the Work-Life Balance of medical personnel. Based on the background of the problem above, the author is interested in conducting a study entitled The Influence of Workload on the Work-Life Balance of Medical Personnel in the Emergency Room of the C Regional General Hospital. II. LITERATUR REVIEW A. Human Resource Management Human resource management, also known as human resource development, handles human resource planning, implementation, recruitment (including selection), training, employee career development, and taking actions to encourage organizational growth. The primary goal of human resource management is to increase organizational productivity by improving employee efficiency and treating employees as valuable resources for the company (Metris & et al., 2024). Human resource management is responsible for complying with employment regulations, increasing employee satisfaction, and promoting personal advancement. Therefore, human resource management focuses on these three main aspects to achieve a balance between organizational goals and needs and employee goals and needs (Metris & et al., 2024). The functions of human resource management consist of the following: (Metris & et al., 2024): a. Planning for Human Resources needs b. Staffing according to organizational needs c. Performance appraisal d. Improving employee quality and the work environment e. Achieving effective work relationships In facing today's fierce competition, hospitals must have quality human resources. Human resources within an organization are a crucial aspect in determining an organization's effectiveness. Organizational effectiveness can be measured by the extent to which the organization carries out all its core tasks or achieves all its goals (Setyarto, 2017). B. Organizational Behavior Organizational behavior is formed from the behavior of individuals within the organization. The scope of the study of organizational behavior is limited to the internal dimensions of an organization. Aspects that are elements of organizational behavior include motivation, leadership, stress and/or conflict, career development, reward system issues, communication relationships, problem solving and decision making, productivity and/or performance, satisfaction, organizational development and development. Given the interactions or relationships between individuals within an organization, organizational behavior must be addressed through a supportive human resources approach, a contingency approach, a productivity approach, and a systems approach. The human resources approach aims to help employees perform better, become more responsible, and then strive to create a positive atmosphere so that employees can work hard and strive to achieve their work goals. C. Workload Workload is a collection or number of activities that must be completed by an organizational unit or position holder within a specific timeframe. The workload assigned to employees must be balanced with their competencies and abilities; otherwise, sooner or later, problems will arise that can disrupt their performance (Rohman & Ichsan, 2021). There are four dimensions of workload: The Influence of Workload on the Work-Life Balance of Medical Personnel in the Emergency Room of a Regional General Hospital IJSSHR, Volume 08 Issue 10 October 2025 www.ijsshr.in Page 7705 1) Targets to be achieved; 2) Work conditions; 3) Time usage; and 4) Work standards (Jayanti & Paryanti, 2022) According to Hart and Staveland, workload indicators consist of six: 1) Physical demand; 2) Effort; 3) Mental demand; 4) Temporal demand; 5) Frustration level; and 6) Performance (Suryani, 2021). D. Work-Life Balance Work-Life Balance is the balance between an employee's effort, skills, and time spent on work-related responsibilities and their personal life, including leisure time, health, and social activities, without feeling overwhelmed. Achieving Work-Life Balance is a top priority for generating employee productivity and satisfaction within an organization (Marques & Berry, 2021). Factors that influence Work-Life Balance are individual factors, organizational factors, and societal influencing factors. Fisher, Bulger, and Smith in (Wicaksana et al., 2020) said that there are four components of Work-Life Balance that are the basis for developing a Work-Life Balance measurement tool that is classified into four dimensions namely: 1) WIPL (Work Interfence with Personal Life); 2) PLIW (Personal Life Interfence with Work); 3) PLEW (Personal Life Enhancement of Work); 4) WEPL (Work Enhancement of Personal Life). Fisher, Bulger, and Smith in (Wicaksana et al., 2020) said that there are four indicators that are used as measuring tools in Work-Life Balance, namely: 1) time; 2) behavior; 3) tension (strain); 4) and energy. E. The Effect of Workload on Work-Life Balance The effect of workload on Work-Life Balance is how workload in a company can directly impact personal life. Research demonstrated that workload has a significant negative effect on Work-Life Balance (Nurwahyuni, 2019). This means that if the workload increases, Work-Life Balance will decrease, and vice versa. Other research also demonstrated that workload has a significant negative effect on Work-Life Balance (Makhmut, 2020). III. RESEARCH METHOD The research method used in this study is quantitative method with a descriptive and verification approach. A quantitative method is a method for researching a specific population or sample, collecting quantitative data with the aim of testing a predetermined hypothesis. A descriptive approach is defined as a method used to find answers to research questions regarding the validity of a variable, whether it be one or more variables (Sugiyono, 2019). In this study, the descriptive method was used to determine the workload and Work-Life Balance of medical personnel in the Emergency Room of the C Regional General Hospital. The definition of the verification approach method is a research that is inquiring between two or more variables (Sugiyono, 2019). This study uses a verification method because it is based on the research objective, namely to determine the effect of workload on the Work-Life Balance of medical personnel in the Emergency Room of the C Regional General Hospital. A research variable is anything in any form that a researcher determines to be studied to obtain information about it and then draw conclusions (Sugiyono, 2019). There are two research variables: the dependent variable and the independent variable. The dependent variable is the variable that depends on other variables, while the independent variable is the variable that does not depend on other variables. In this study, the operational variables to be examined are: 1. Independent variable: Workload (X) 2. Dependent variable: Work-Life Balance (Y) Population is a complete group of elements that are usually people, objects, transactions, or events, which the author is interested in studying or making them the object of research. Population is a generalization area consisting of objects/subjects that have certain qualities and characteristics determined by the researcher to be studied and then conclusions drawn (Sugiyono, 2019). The population in this study was 40 medical personnel at the Emergency Room of the C Regional General Hospital, consisting of 16 general practitioners and 24 nurses (including the head of the IGD room). The sample used in this study was obtained using a non-probability sampling technique with saturated sampling. The researcher used this sampling technique because the population was 40 people (Sugiyono, 2019). Saturated sampling is sampling when the entire population is used as a sample and is also known The Influence of Workload on the Work-Life Balance of Medical Personnel in the Emergency Room of a Regional General Hospital IJSSHR, Volume 08 Issue 10 October 2025 www.ijsshr.in Page 7706 as a census (Riduwan, 2012). If the subjects are less than 100, it is better to take all of them so that the research is a population study (Arikunto, 2016). Therefore, in this study, the sample taken for this study was 40 employees at the Emergency Room of the C Regional General Hospital, consisting of 16 general practitioners and 24 nurses. The data source for this study is primary data. Primary data was obtained through questionnaires administered to medical personnel with the potential to contribute. IV. RESULT AND DISCUSSION The results of the study on the Influence of Workload on the Work-Life Balance of medical personnel in the Emergency Room of a C Regional General Hospital used data analysis derived from primary data by distributing questionnaires (in the form of Google Forms) that had been tested for validity and reliability before the study began. The sample used in this study was 40 employees in the Emergency Room of a C Regional General Hospital. The number of completed questionnaires was 40 copies. After verification, from all collected questionnaires, all statement items were filled out completely. Thus, all 40 copies of the questionnaire could be processed. The sampling technique used in this study was total sampling. Based on these data, the author processed the data using descriptive analysis to determine respondents's responses to each variable studied, then continued with verification analysis with simple regression to analyze the effect of Workload on Work-Life Balance. A. Respondent Characteristics Table 1: Respondent Characteristics Based on Gender Category Amount Percentage Male 17 42,5% Female 23 57,5% (Source: Researcher Data Processing, 2024) Based on Table 1, 17 (42.5%) employees are male and 23 (57.5%) employees are female. This indicates that the majority of medical personnel in the Emergency Room of C Regional General Hospital are female. Female experience more fluctuating moods than men due to menstruation, pregnancy, or breastfeeding. This multi-role nature and hormonal influences require female medical personnel to be able to manage their work-life balance. Table 2: Respondent Characteristics Based on Age Age Amount Percentage 20 – 25 years 9 22,5% 26 – 35 years 23 57,5% 36 - 45 years 7 17,5% >46 years 1 2,5% Total 40 100% (Source: Researcher Data Processing, 2024) Based on Table 2, 9 employees (22.5%) are aged 20-25, 23 (57.5%) are aged 26-35, 7 (17.5%) are aged 36-45, and 1 (2.5%) is aged 46 and over. These data indicate that the majority of medical personnel in the Emergency Room C Regional General Hospital are aged 26-35. The 26-35 age range is considered a productive age. During this productive age, work enthusiasm and motivation are generally high. High motivation and enthusiasm contribute to well-managed workloads, thus maintaining a healthy work-life balance. Furthermore, working in a team with colleagues of a productive age group fosters strong solidarity, making work enjoyable. Table 3: Respondent Characteristics Based on Marital Status Information Status Percentage Married 38 95% Single 2 5% Total 40 100% (Source: Researcher Data Processing, 2024) Based on Table 3, 38 employees (95%) are married and 2 employees (5%) are single. This data indicates that the majority of medical personnel in the Emergency Room of C Regional General Hospital are married and have families. The condition of being married and having a family for either a man or a woman will add to the role in the individual's life. The Influence of Workload on the Work-Life Balance of Medical Personnel in the Emergency Room of a Regional General Hospital IJSSHR, Volume 08 Issue 10 October 2025 www.ijsshr.in Page 7707 Table 4: Respondent Characteristics Based on Education Education Amount Percentage High School 0 0% Bachelor’s Degree 37 92,5% Master’s Degree 3 7,5% Total 40 100% (Source: Researcher Data Processing, 2024) Based on Table 4, 0 (0%) had a high school diploma or equivalent, 37 (92.5%) had a bachelor's degree, 3 (7.5%) had a master's degree, and 0 (0%) had a doctoral degree. These data indicate that the majority of medical personnel in the emergency room of C Regional General Hospital have a bachelor's degree. Medical personnel require a competent educational background. After all, medical personnel are constantly working with patients, and are expected to possess sound knowledge and professionalism for patient safety. Table 5: Respondent Characteristics Based on Length of Work Length of Work Amount Percentage Less than 1 year 3 7,5% 1-3 year 9 22,5% 3-5 year 17 42,5% Over 5 years 11 27,5% Total 40 100% (Source: Researcher Data Processing, 2024) Based on Table 5, it can be seen that with a length of service of less than 1 year as many as 3 people (7.5%), with a length of service of 1-3 years as many as 9 people (22.5%), with a length of service of 3-5 years as many as 17 people (42.5%), with a length of service of more than 5 years as many as 11 people (27.5%). The data shows that the majority of medical personnel in the Emergency Room of C Regional General Hospital have a length of service of 3-5 years. B. Research Instrument Testing Table 6: Validity and Reliability Test Variable Number r Count r Table Information Alpha Cronbach Result Workload (X) 1 0,715 0,3120 Valid 0,801 Reliabel 2 0,538 0,3120 Valid 3 0,632 0,3120 Valid 4 0,622 0,3120 Valid 5 0,658 0,3120 Valid 6 0,497 0,3120 Valid 7 0,676 0,3120 Valid 8 0,582 0,3120 Valid 9 0,624 0,3120 Valid Work-Life Balance (Y) 1 0,713 0,3120 Valid 0,852 Reliabel 2 0,495 0,3120 Valid 3 0,434 0,3120 Valid 4 0,667 0,3120 Valid 5 0,501 0,3120 Valid 6 0,614 0,3120 Valid 7 0,701 0,3120 Valid 8 0,638 0,3120 Valid The Influence of Workload on the Work-Life Balance of Medical Personnel in the Emergency Room of a Regional General Hospital IJSSHR, Volume 08 Issue 10 October 2025 www.ijsshr.in Page 7708 9 0,724 0,3120 Valid 10 0,610 0,3120 Valid 11 0,602 0,3120 Valid 12 0,506 0,3120 Valid 13 0,655 0,3120 Valid (Source: Researcher Data Processing, 2024) Based on Table 6, the validity index value for each questionnaire statement for the workload and work-life balance variables, as measured by the product-moment correlation, is above the validity coefficient value, at 0.3120. Therefore, each statement is declared valid. The reliability value for each statement in the questionnaire for both variables shows a Cronbach's alpha value greater than 0.60. These results indicate that the statements in the questionnaire for the workload and work-life balance variables can be used to measure each variable and are considered to have high accuracy for use as variables in research. C. Descriptive Analysis Descriptive Analysis of Workload (X) 1) Target Dimensions to be Achieved Table 7: Respondents's Responses Regarding Target Dimensions to be Achieved Number Statement Respons Number of Respondents Score Mean Result Strongly Agree Agree Disagree Don’t Agree Strongly Disagree 1 The work targets given are in accordance with the capabilities of medical personnel 15 4 10 6 5 40 138 3,45 Good 2 I always try to complete all work according to the specified targets 9 13 10 4 4 40 139 3,475 Good Total of Score 277 3,463 Good (Source: Researcher Data Processing, 2024) Based on Table 7, an average value is 3.463. In general, it’s indicates that medical personnel in the Emergency Room of C Regional General Hospital, have sufficient skills and commitment to achieve the work targets that have been set in the context of emergency services. 2) Dimensions of Working Conditions Tabel 8: Respondents' Responses Regarding Dimensions of Working Conditions Number Statement Respons Number of Respondents Score Mean Result Strongly Agree Agree Disagree Don’t Agree Strongly Disagree 1 Working conditions are in accordance with the provisions set out 10 7 12 8 3 40 133 3.325 Enough 2 The work given is in accordance with 5 12 15 3 5 40 129 3.225 Enough The Influence of Workload on the Work-Life Balance of Medical Personnel in the Emergency Room of a Regional General Hospital IJSSHR, Volume 08 Issue 10 October 2025 www.ijsshr.in Page 7709 educational background 3 The work environment encourages enthusiasm in completing work 15 8 6 6 5 40 142 3.55 Good Total of Score 404 3.36 Enough (Source: Researcher Data Processing, 2024) Based on Table 8, an average value is 3.367. This means that according to several respondents, working conditions are still not optimal in several aspects. 3) Dimensions of Time Use Table 9: Respondents's Responses Regarding Time Use Dimensions Number Statement Respons Number of Respondents Score Mean Result Strongly Agree Agree Disagree Don’t Agree Strongly Disagree 1 I am able to use my working time well and optimally 14 6 6 8 6 40 134 3.35 Enough 2 I am able to complete the work within the specified time. 9 13 7 4 7 40 133 3.325 Enough Total of Score 267 3.338 Enough (Source: Researcher Data Processing, 2024) Based on Table 9, an average percentage is 3.338. This means that according to respondents, some aspects of time utilization are still not optimal. Regarding the statement about being able to use work time well and optimally, many respondents answered strongly agree, as many as 14 people. This means that the medical staff at the Emergency Room of C Regional General Hospital work wholeheartedly and do not slack off in their work. 4) Standard dimensions of work Table 10: Respondents's Responses Regarding Standard Dimensions Number Statement Respons Number of Respondents Score Mean Result Strongly Agree Agree Disagree Don’t Agree Strongly Disagree 1 The work given to medical personnel is in accordance with their respective duties 15 13 4 5 3 40 152 3.8 Good The Influence of Workload on the Work-Life Balance of Medical Personnel in the Emergency Room of a Regional General Hospital IJSSHR, Volume 08 Issue 10 October 2025 www.ijsshr.in Page 7710 2 The work given is in accordance with the abilities of medical personnel 5 8 11 8 8 40 114 2.85 Enough Total of Score 266 3.325 Enough (Source: Researcher Data Processing, 2024) Based on Table 10, the work standards dimension is categorized as sufficient, with an average score of 3.325. This means that according to respondents, work standards are not yet optimal. Regarding the statement that the work provided is in accordance with the capabilities of medical personnel, most respondents answered disagree, with 11 respondents. Table 11: Summary of Respondents' Responses Regarding Workload (X) Number Statement Strongly Agree Agree Disagree Don’t Agree Strongly Disagree Score Mean Result 1 The work targets given are in accordance with the capabilities of medical personnel 15 4 10 6 5 138 3.45 Good 2 I always try to complete all work according to the specified targets 9 13 10 4 4 139 3.475 Good 3 Working conditions are in accordance with the provisions set out 10 7 12 8 3 133 3.325 Enough 4 The work given is in accordance with educational background 5 12 15 3 5 129 3.225 Enough 5 The work environment encourages enthusiasm in completing work 15 8 6 6 5 142 3.55 Good 6 I am able to use my working time well and optimally 14 6 6 8 6 134 3.35 Enough 7 I am able to complete the work within the specified time 9 13 7 4 7 133 3.325 Enough 8 The work given to medical personnel is in accordance with their respective duties 15 13 4 5 3 152 3.8 Good 9 The work given is in accordance with the abilities of medical personnel 5 8 11 8 8 114 2.85 Enough Total 97 84 81 52 46 1214 3.372 Enough (Source: Researcher Data Processing, 2024) Based on Table 11, the average workload score at 3.372, which is considered adequate. This indicates that medical personnel in the Emergency Room of C Regional General Hospital, face a relatively high workload. According to several respondents, the term "adequate" means that the workload is quite high but still commensurate with the abilities, skills, and number of medical personnel working in one shift. The Influence of Workload on the Work-Life Balance of Medical Personnel in the Emergency Room of a Regional General Hospital IJSSHR, Volume 08 Issue 10 October 2025 www.ijsshr.in Page 7711 Descriptive Analysis of General Work-Life Balance (Y) 1) WIPL (Work Interfence with Personal Life) Dimensions Table 12: Respondents's Responses to WIPL (Work Interference with Personal Life) Number Statement Respons Number of Respondents Score Mean Result Strongly Agree Agree Disagree Don’t Agree Strongly Disagree 1 My personal life doesn't drain me of the energy I need for work 8 10 10 4 8 40 126 3.15 Enough 2 I don't feel tired and depressed because of my work 9 11 10 6 4 40 135 3.375 Enough 3 My work remains enjoyable even though a lot is going on in my personal life 10 13 10 3 4 40 142 3.55 Good 4 I remain motivated to work more effectively despite the various things that happen in my personal life 10 12 5 5 8 40 131 3.275 Enough 5 When I'm working, I no longer have to worry about the various other things I need to do outside of work. (Examples: hobbies, taking care 7 16 6 4 7 40 132 3.3 Enough The Influence of Workload on the Work-Life Balance of Medical Personnel in the Emergency Room of a Regional General Hospital IJSSHR, Volume 08 Issue 10 October 2025 www.ijsshr.in Page 7718 7) Chandra, R., & Adriansyah, D. (2017). The Effect of Workload and Job Stress on Employee Performance at PT. Mega Auto Central Finance Branch in Langsa. Journal of Management and Finance, 4(2), 670–678. 8) Darmawan, A. A. Y. P. (2015). The Relationship between Workload and Work-Life Balance. Journal of Mediapsychology, 1(1), 28–39. 9) Dina. (2018). The Effect of Work-Life Balance on Employee Performance at the Minatani Brondong Lamongan Cooperative. Journal of Indonesia Development, 17(2). 10) Fransiska, Y., & Tupti, Z. (2020). The Effect of Communication, Workload, and Work Motivation on Employee Performance. Master of Management Scientific Journal, 3(2). 11) Ghozali Imam. (2013). Application of Multivariate Analysis with IBM SPSS (7th ed., Vol. 21). Diponorogo University. 12) Harini, S., Sudarijati, & Kartiwi, N. (2018). Workload, Work Environment, and Employee Performance in Housekeeping. International Journal of Latest Engineering and Management Research (IJLEMR), 3(10), 15–22. 13) Hastutiningsih, A. (2019). The Effect of Workload and Work Environment on Employee Performance Mediated by Job Stress. Proceedings of the National Conference on Applied Business. 14) Helmle, J. R., Botero, I. C., & Seibold, D. R. (2014). Factors that Influence Work-Life Balance in Owners of Cooperative Firms. Journal of Family Business Management, 4(2), 110–132. 15) Heryana, A., Mahadewi, E. P., & Buwana, T. (2020). Study of the Workload of Emergency Room Nurses at the Kalideres District Community Health Center, West Jakarta Using the Work Sampling Method. Indonesian Journal of Nursing Health Science, 5(2), 86–93. 16) Holland, P., Tham, T. L., Sheehan, C., & Cooper, B. (2019). The Impact of Perceived Workload on Nurse Satisfaction with Work-Life Balance and Intention to Leave the Occupation. Applied Nursing Research, 49, 70–76. 17) Jayanti, N. I., & Paryanti, A. B. (2022). The Influence of Work Discipline and Workload on the Performance of Employees in the Operational Section (PORTER) of PT Ardhya Bumi Persada, East Jakarta. JIMEN: Innovative Journal of Management Students, 2(3), 188–197. 18) Kusumaningrum, G., Lutfillah, N. Q., & Handayani, E. (2022). Hospital Human Resources Management Audit Practices. Equity Journal of Accounting, 3(1), 1–15. 19) Luhur, B. (2023). Understanding Health Workers and Medical Personnel. https://Kampushebat.Com/Pengertian-TenagaKesehatan-Dan-Tenaga-Medis/. 20) M, N., Y, O., Y, T., Y, T., N, K., & I, M. (2011). The Relationship between Work-Life Balance and Mental Health of Nurses in Hospitals. Journal of Japanese Health Education, 19, 302–321. 21) M, S., A, K., & HM, H. (2004). Work-Home Conflict in the Nursing Profession in Europe. International Journal, 10, 384– 391. 22) Makhmut, K. D. I. (2020). The Effect of Workload and Role Conflict on the Performance of Employees at the Jember Primary Tax Service Office with Work-Life Balance as an Intervening Variable. 23) Marques, V. C., & Berry, G. R. (2021). Enhancing Work-Life Balance Using a Resilience Framework. Business and Society Review, 126(3), 263–281. 24) Minister of Health of the Republic of Indonesia. (2009). Hospital Emergency Room (IGD) Standards. Decree of the Minister of Health of the Republic of Indonesia Number 856 of 2009. 25) Minister of Health of the Republic of Indonesia. (2010). Decree of the Minister of Health of the Republic of Indonesia No. 340/MENKES/PER/III/2010. 26) Minister of Health of the Republic of Indonesia. (2009). Law of the Republic of Indonesia Number 36 of 2009 concerning Health. Decree of the Minister of Health of the Republic of Indonesia. 27) Metris, D. s.e., m. m., & et al. (2024). Human Resources Management (Dr. S. Y. S. E., M. M. Sari, Ed.; 1st ed.). Tri Scientific Education Foundation. 28) Mordi, C. O. D. A. & H. A. A., Ghoul, M., Olatunji David, A., & Ajonbadi, H. A. (2023). Work-Life Balance Among Medical Doctors in Public Hospitals in Algeria. 29) Muhammad, T. (2022). The Relationship between Workload and Work-Life Balance in Female Nurses. USU Institutional Repository. 30) Mulatta, D. S., & Waskito, J. (2024). The Effect of Work-Family Conflict, Work-Life Balance, and Workload on Nurse Performance Mediated by Organizational Commitment at RSAU Dr. Siswanto. Management Studies and Entrepreneurship Journal (MSEJ), 5(1), 970–982. 31) Mulya, A. T. (2022). The Effect of Work-Life Balance and Workload on Job Stress in Female Nurses at the Paser Regency Community Health Center. Bandung Islamic University. 32) Nugraha, S., Sugiarti, R., & Suhariadi, F. (2022). An Overview of Work-Life Balance in the Nursing Profession during the Covid-19 Pandemic in Hospitals in Greater Jakarta. Multidisciplinary Journal, 1(2). The Influence of Workload on the Work-Life Balance of Medical Personnel in the Emergency Room of a Regional General Hospital IJSSHR, Volume 08 Issue 10 October 2025 www.ijsshr.in Page 7719 33) Nurwahyuni, S. (2019). The Effect of Workload on Employee Performance through Work-Life Balance (Case Study of PT. Telkom Indonesia Regional V). Journal of Management Science, 7(1), 1–9. 34) Nwinyokpugi, P. (2018). Workload Management Strategies and Employee Efficiency in the Nigerian Banking Sector. International Journal of Innovative Research and Development, 7(1), 286–293. 35) Oludayo, A. O. (2020). WORK-LIFE BALANCE: THE RELEVANCE OF SOCIAL SUPPORT. Academy of Strategic Management Journal, 19(3), 1939–6104. 36) Minister of Health Regulation No. 47 (2018). Emergency Services. 37) Permadi, I. K. O., Diputra, I. K. S., & Sanjiwani, P. A. P. (2023). The Effect of Work-Life Balance and Workload on Job Satisfaction and Nurse Performance. Ekonomis: Journal of Economics and Business, 7(2), 884. https://doi.org/10.33087/ekonomis.v7i2.1150 38) Priandari, N. P. S., & Adnyani, I. G. A. D. (2023). The Role of Work-Life Balance in Mediating the Effect of Workload on Employee Job Stress. E-Journal of Management, 12(3), 218–237. 39) Priyatno, D. (2013). Correlation, Regression, and Multivariate Analysis with SPSS. Gava Media. 40) Profile of Cideres Regional Hospital, Majalengka. (n.d.). https://Rsudcideres.Id. 41) Putri, O.:, Sitanggang, H., & Abdi, M. (n.d.). The Influence of Work-Life Balance and Workload on Work Stress (Study at the BPJS Employment Branch Office, Kediri City, East Java). 42) Rembang, C. F. D., Wongkar, D., & Josephus, J. (2014). The Relationship between Job Fatigue and Job Stress in Nurses in the Emergency Unit (ER) and Intensive Care Unit (ICU) of Datoe Binangkang Regional General Hospital, Bolaang Mongondow Regency. 43) Riduwan. (2012). Methods and Techniques for Compiling Research Proposals. Alfabeta. 44) Risna, Sakka, A., & Yunawati, I. (2017). The Effect of Work-Life Balance on Job Satisfaction of Healthcare Workers at the Regional Public Service Agency (BLUD) South Konawe Hospital. Scientific Journal of Public Health Students, 2(5). 45) Robbins, S. P. (2003). Essentials of Organizational Behavior, Seventh Edition. Pearson Education. 46) Rohman, M. A., & Ichsan, R. Moch. (2021). The Effect of Workload and Job Stress on Employee Performance at PT Honda Daya Anugrah Mandiri, Sukabumi Branch. Journal of Management Students, 2(1) 47) Santoso, B., Meliala, A., & Haryanti, F. (2012). Nursing Errors in the Intensive Care Unit. Journal of Health Services Management, 15(4). 48) Sari, S. J. (2021). The Relationship between Workload and Work-Life Balance among Nurses in Pekanbaru City. 49) Schabracq, M. J., Winnubst, J. A. M., & Cooper, C. L. (2002). The Handbook of Work and Health Psychology. John Wiley & Sons, Ltd. 50) Setyarto, A. (2017). Evaluation of Human Resource Management (HRM) Practices at Muhammadiyah Delanggu General Hospital. 1–20. 51) Silviandari, I. A. (2015). The Relationship between Workload and Work-Life Balance among Female Lecturers. Journal of Mediapsikologi, 28–39. 52) Siswadhi, H. F., Afrianti, F., & Yelnim. (2024). Organizational Behavior (Basic Concepts and Practices in Organizations) (Efitra, Ed.; 1st ed., Vol. 1). PT. Sonpedia Publishing Indonesia. 53) Sugiyono. (2019). Quantitative and Qualitative Research Methods (2nd ed., Vol. 1). Alfabeta. 54) Suhendro, O. (2018). Investigating the Relationship between Work-Life Balance and Motivation of Employees: Evidence from the Local Government of Jakarta. International Journal of Academic Research in Business and Social Sciences, 8(2), 205–221. 55) Sunari, A., & Mulyanti, D. (2023). Human Resource Management in a Hospital Business Environment: A Systematic Literature Review. Journal of Management Research and Innovation, 1(2), 42–48. 56) Suryani, N. K. (2021). Workload and Human Resource Performance. https://www.researchgate.net/publication/353995816 57) Suwito, E. D., Pamungkas, R. A., & Indrawati, R. (2022). Factors Influencing Work-Life Balance of Healthcare Workers in Hospitals During the COVID-19 Pandemic. Health Sains, 3(3). 58) Türker, T. (2017). Work-Life Balance and Social Support as Predictors of Burnout: An Exploratory Analysis. International Journal of Academic Research in Business and Social Sciences, 7(3), 118–138. 59) Ugwu, F. O., Ugwu, L. U., Nwali, A. C., Onyishi, I. E., & Okafor, C. O. (2023). Cost of High Workload on Work-Life Balance: a Moderated Mediation Model. Cost of High Workload on Work–Life Balance: A Moderated Mediation Model. 60) Victoria, V. (2022). The Impact of Process Visibility and Job Stress on Improving Service Quality: Empirical Evidence from the Dubai Retail Industry. International Journal of Technology, Innovation, and Management (IJTIM), 2(1). 61) Wicaksana, S. A., Suryadi, & Asrunputri, A. P. (2020). Identification of Work–Life Balance Dimensions among Millennial Employees in the Banking Sector. Widya Cipta: Journal of Secretary and Management, 4(2). The Influence of Workload on the Work-Life Balance of Medical Personnel in the Emergency Room of a Regional General Hospital IJSSHR, Volume 08 Issue 10 October 2025 www.ijsshr.in Page 7720 62) Wijaya Johanes Chendra, Vip Paramarta, Giska Dianvayani, Raja Iqbal Mulya Harahap, & M Hasyrul Muchtar. (2023). Theoretical Study: Work–Life Balance Management among Healthcare Workers in Hospitals. Journal of Health Sciences, 3(2), 37–45. https://doi.org/10.55606/jrik.v3i2.1769 63) World Health Organization. (2006). Managerial Skills Training for the Clinical Performance Management Development System (SPMKK). 64) Zabir, M. (2018). Leadership Policies in Motivating Baitul Mal Aceh Employees. Al-Idarah: Journal of Islamic Management and Administration, 2(1). 65) Zafirah, A. I. Y., & Budiono. (2024). The Influence of Psychological Well-Being and Work-Life Balance on Job Performance through Work Engagement in Generation Z Nurses. Journal of Management Science, 12(2), 227–242. There is an Open Access article, distributed under the term of the Creative Commons Attribution – Non Commercial 4.0 International (CC BY-NC 4.0) (https://creativecommons.org/licenses/by-nc/4.0/), which permits remixing, adapting and building upon the work for non-commercial use, provided the original work is properly cited.