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Conclusion
Based on the results of the analysis, obtained that the job insecurity

variable have plays the role directly to the work stress. Religiosity variable also

have a direct role on the work stress. The role of job insecurity and religiosity

togetherly will increase by about 6.6% in predicting work stress. However, with
the interaction between job insecurity and religiosity variables, their roles are not

significant to predict work stress. This study proves that religiosity is not able to

be moderator in relationship between job insecurity and work stress.

The results of this study give a contribution to organization in

describing the stress level of their employees.. Employee stress management can
be done by paying attention to the level of their job insecurity and religiosity. The

assurance of employees’ future will motivate them and reduce the level of their

work stress.

Suggestion

The results of this study provides an input for organization about the
employees work stress, and how to manage the desired work stress. Companies

can lower job insecurity of the employees by providing job certainty such as

career certainty, clear job description, and how the mechanism of the

performance appraisal. On the other hand the management of employee

religiosity can be done through religious ritual programs such as routine
recitation agenda. It is also possible to provide similar research by using the

subject on the supporting staff. Employees in the support section tend to have

lower workload and risk, thus allowing more varied results.

References

Ancok D.,& Suroso F.N., (2011). Psikologi Islami. Pustaka Pelajar, Yogyakarta
Ardias, W.S. (2015). Peran Perceived Organizational Support sebagai Moderator pada
Hubungan Work stress dengan Intensi Turnover. (Tesis tidak diterbitkan).
Universitas Gadjah Mada. Yogyakarta.