Excessive Overtime Research Articles

Unpaid overtime and mental health in the Canadian working population.

Unpaid overtime-describing a situation where extra hours are worked but not paid for-is a common feature of the labor market that, together with other forms of wage theft, costs workers billions of dollars annually. In this study, we examine the association between unpaid overtime and mental health in the Canadian working population. We also assess the relative strength of that association by comparing it against those of other broadly recognized work stressors. Data were drawn from a survey administered to a heterogeneous sample of workers in Canada (n = 3691). Generalized linear models quantified associations between unpaid overtime, stress, and burnout, distinguishing between moderate (1-5) and excessive (6 or more) hours of unpaid overtime. Unpaid overtime was associated with higher levels of stress and burnout. Relative to those working no unpaid overtime, men working excessive unpaid overtime were 85% more likely to report stress (prevalence ratios [PR]: 1.85, 95% confidence interval [CI]: 1.26-2.72) and 84% more likely to report burnout (PR: 1.84, 95% CI: 1.34-2.54), while women working excessive unpaid overtime were 90% more likely to report stress (PR: 1.90, 95% CI: 1.32-2.75) and 52% more likely to report burnout (PR: 1.52; 95% CI: 1.12-2.06). The association of excessive unpaid overtime with mental health was comparable in magnitude to that of shift work and low job control. Unpaid overtime may present a significant challenge to the mental health of working people, highlighting the potential role of wage theft as a neglected occupational health hazard.

Principles for Worker-Driven Remedy.

Workers in global supply chains face forced labour, hazardous working conditions, excessive overtime, violence, union busting, and other abuses. They may be cheated of wages and bonuses promised by recruiters or dismissed without due process. They need remedy and, in fact, have a right to an effective remedy, but remedy for business-related harms in global supply chains is rare. The Principles for Worker-Driven Remedy offer a framework for making remedy a reality for workers when their rights are violated and when they are harmed in global supply chains. Developed by Electronics Watch in consultation with trade unions, labour rights organizations, and public buyers, the Principles put affected workers at the heart of the remedy process. Electronics Watch will develop tools and procedures to help public buyers to use the Principles in supplier engagement, tenders, and contract management. We encourage companies and other organizations to adopt and adapt them to address harm to workers in supply chains.

Overwork-induced exploitation of Chinese adults: Social isolation, loneliness as mediating effects on mental health

IntroductionIn the context of job competition and immense peer pressure in Chinese enterprises, excessive overtime has become an increasingly important risk factor affecting employees’ health. ObjectiveIn addition to low physical health from overwork, this research contributes a new perspective on the social isolation and loneliness on successive overtime to understanding employees’ increasingly low mental health. MethodWe used stepwise regression analysis and Bootstrap testing from a survey data. The subject, 583 employees, aged from 23 to 45 from various work institutions, completed a self-reported measure of overtime frequency, social isolation, and mental health. ResultsEmployees have higher family isolation and loneliness due to overwork, resulting in higher depression and lower life satisfaction, while friends’ isolation's mediating effect is insignificant. Employees with more overtime days, involuntary overtime or uncompensated overtime, tend to be higher depression and lower life satisfaction because of lacking contact with family and longtime loneliness. Moreover, this paper also considers individual-sensitive factors. Employees living alone are more vulnerable to suffering from family isolation. Besides, salary and occupation would affect the degree of loneliness. ConclusionThis study confirms that overtime significantly affects employees’ mental health through family isolation and loneliness as mediating effects. This paper proposes policy recommendations for mitigating overtime exploitation based on these conclusions.

A Feasibility Study on the Conversion from Manual to Semi-Automatic Material Handling in an Oil and Gas Service Company

In manufacturing companies, manual material handling (MMH) involves lifting, pushing, pulling, carrying, moving, and lowering objects, which can lead to musculoskeletal disorders (MSDs) among workers, resulting in high labor costs due to excessive overtime incurred for manual product preparation. The aim of this study was to show how ergonomic measures were used to reduce the risk of MSDs and to reduce operating costs in the warehouse department of an oil and gas service company. A preliminary study using the Nordic Body Map survey showed that the workers experienced pain in various parts of the body, indicating the presence of MSDs. The researchers then used methods such as the Rapid Upper Limb Assessment (RULA), Rapid Entire Body Assessment (REBA), and National Institute for Occupational Safety and Health (NIOSH) assessments to verify whether the MMH activities had an acceptable level of risk. The results revealed that certain manual material handling (MMH) activities were assessed as low–very high risk, with RULA scores ranging from 3 to 7 and REBA scores ranging from 4 to 11. An immediate solution was to replace the manual process with a semi-automatic process using a vacuum lifter. A feasibility study was conducted using the net present value (NPV), internal rate of return (IRR), and payback period to justify the economic viability of the solution. The analysis indicated that implementing the vacuum lifter not only mitigated the risk of MSDs but also reduced the operating costs, demonstrating its viability and profitability. Overall, this study suggests that implementing a vacuum lifter as an assistive device in the warehouse would be a beneficial investment for both the workers and the company, improving both well-being and finances.

Analysis Of Physical And Mental Workload Using Nasa-Tlx And Cvl Methods In Umkm Berkah Toys

Berkah Toys is one of the UMKM engaged in the production of surpets, dolls. mattresses and pillows that utilize HDP (High Density Padding) and dakron (Silicon) as the main raw materials. When sales are rising, UMKM owners will apply an excessive overtime policy, resulting in a decrease in the worker attendance rate by 20%, which is as many as 2-3 workers out of a total of 13 workers. In addition to resulting in decrease in attendance, excessive overtime also causes fatigue in workers, both physical fatigue and mental fatigue. Therefore, workload strengthening must be carried out on UMKM workers of Berkah Toys, the methods used are the NASA-TLX (National Aeronautics and Space Task Load Index) and CVL (Cardiovascular Load) methods. From the results of research conducted for the NASA-TLX methods, the factors that most affect workload are performance (22,32%) and physical needs (21,64%) while from the CVL method it is known that there are 38 % of workers who experience physical fatigue, namly as many as 5 production workers.

Sustainable social supply chain practices and firm social performance: Framework and empirical evidence

Concerns about social sustainability issues such as child labour, inequality, excessive overtime, and abusive working and living conditions in developing countries' manufacturing sectors have prompted an urgent study on sustainable social supply chain practices. The social pillar of sustainability has then been unnoticed, favouring the more regularly discussed environmental and economic dimensions. This study aims to expand the social sustainability framework to investigate the impact of sustainable social supply chain practices on firm social performance. The electronic survey was conducted on firms that adopted sustainable social practices. The 144 data sets were received from manufacturing firms. The data were analysed using structural equation modelling with PLS-SEM to examine domains and outcomes of sustainable supply chain practices. The result found that social supply chain practices impact the firm's social performance. However, the results indicate that the social element of sustainable procurement does not affect the firm social performance. The results show social fairness challenged manufacturing firms to comply with sustainable production and distribution. Most manufacturing firms are still not aware of their role and social responsibility to develop the local suppliers and community. Sustainability framework has proposed to raise awareness of sustainable practices that drive firms to implement sustainable social supply chain practices and leverage social performance. By being socially responsible, firms can gain improved brand awareness, a favourable corporate reputation, increased sales, observed firm growth and enhanced customer loyalty.

Working hours, sleep, and fatigue in the public safety sector: A scoping review of the research.

The public safety sector includes law enforcement officers (LEO), corrections officers (CO), firefighter service (FF), wildland firefighting (WFF), and emergency medical services (EMS), as defined in the National Occupational Research Agenda (NORA) of the National Institute for Occupational Safety and Health (NIOSH). Across these occupations, shiftwork, long-duration shifts, and excessive overtime are common. Our objective was to identify research gaps related to working hours, sleep, and fatigue among these workers. We used a scoping review study design that included searches of MEDLINE, Embase, CAB Abstracts, Global Health, PsychInfo, CINAHL, Scopus, Academic Search Complete, Agricultural and Environmental Science Collection, ProQuest Central, Cochrane Library, Safety Lit, Homeland Security Digital Library, and Sociological Abstracts using a range of occupational search terms and terms related to working hours, sleep, and fatigue. Out of 3415 articles returned from our database search, 202 met all inclusion criteria. Six common outcomes related to working hours, sleep, and fatigue emerged: sleep, fatigue, work performance, injury, psychosocial stress, and chronic disease. Nearly two-thirds (59%, n = 120) of the studies were observational, of which 64% (n = 77) were cross sectional and 9% were (n = 11) longitudinal; 14% (n = 30) of the studies were reviews; and 19% (n = 39) were experimental or quasi-experimental studies. Only 25 of the 202 articles described mitigation strategies or interventions. FFs, LEOs, EMS, and WFFs were the most studied, followed by COs. In general, more longitudinal and experimental studies are needed to enrich the knowledge base on the consequences of long working hours, poor sleep, and fatigue in the public safety sector. Few experimental studies have tested novel approaches to fatigue mitigation in diverse sectors of public safety. This gap in research limits the decisions that may be made by employers to address fatigue as a threat to public-safety worker health and safety.

Overtime Work and the Incidence of Long-term Sickness Absence Due to Mental Disorders: A Prospective Cohort Study.

BackgroundAlthough previous research has focused on the association between long working hours and several mental health outcomes, little is known about the association in relation to mental health-related sickness absence, which is a measure of productive loss. We aimed to investigate the association between overtime work and the incidence of long-term sickness absence (LTSA) due to mental disorders.MethodsData came from the Japan Epidemiology Collaboration on Occupational Health Study (J-ECOH). A total of 47,422 subjects were followed-up in the period between April 2012 and March 2017. Information on LTSA was obtained via a study-specific registry. Baseline information was obtained at an annual health checkup in 2011; overtime working hours were categorized into <45; 45–79; 80–99; and ≥100 hours/month.ResultsDuring a total follow-up period of 211,443 person-years, 536 people took LTSA due to mental disorders. A Cox proportional hazards model showed that compared to those with less than 45 hours/month of overtime work, those with 45–79 hours/month were at a lower risk of LTSA due to mental health problems (hazard ratio [HR] 0.63; 95% confidence interval [CI], 0.56–0.71) while those with overtime work of ≥100 hours/month had a 2.11 (95% CI, 1.12–3.98) times higher risk of LTSA due to mental health problems.ConclusionEngaging in excessive overtime work was linked with a higher risk of LTSA due to mental health problems while the lower risk observed among individuals working 45–79 hours/month of overtime work might have been due to a healthy worker effect.

Tech Workers Lie Flat

Tech Workers Lie Flat JS Tan (bio) Click for larger view View full resolution Workers at the JD.com headquarters in 2016 (Visual China Group/Getty Images) [End Page 32] The term 996 has come to denote a culture of overwork in China’s tech sector. The numbers refer to a work schedule that runs from 9 a.m. to 9 p.m. six days a week, though they represent less a fixed schedule than an expectation that tech workers will consistently put in grueling hours. Even with a seventy-two-hour workweek, jobs in the country’s fast-growing internet industry are among the most sought after by young professionals. Skilled tech jobs are on average among the highest paid in the country, with university graduates at top firms able to earn salaries of up to 600,000 renminbi (roughly $70,000) out of college, and more than twice this amount with just a few years of experience. But not all tech workers are treated equally. Contract workers, non-technical workers, and workers with niche technical skills, such as front-end web development, earn only a fraction of that income but are still expected to work 996. Although 996 has been practiced by internet companies for more than a decade, the term itself was only popularized in 2019 by a viral worker-led protest campaign known as the 996.ICU movement. (The idea is that working 996 will put workers in the ICU.) The campaign, which demanded that tech firms obey laws against excessive overtime, took shape as a project on the code-sharing platform GitHub and quickly gained traction on social media. The movement ignited a nationwide discussion about punishing work schedules, but most tech firms continued to practice 996. In 2021, however, Chinese tech workers finally began to catch a break. Over the past year, Meituan, Tencent, Kuaishou, JD.com, ByteDance, and many other Chinese internet giants, which had alternated between five- and six-day workweeks (known as the “big-small week”), announced that they were bringing back the two-day weekend. Last year, a Tencent-owned gaming studio rolled out a policy that would require employees to clock out by 6 p.m. on Wednesdays, and by 9 p.m. other days of the week. Another Ten-cent division, which runs WeChat, is piloting a “1065” schedule (10 a.m. to 6 p.m., five days a week) this year. Staying at the office beyond those hours requires submitting a formal request. [End Page 33] Why is China’s booming internet industry putting an end to a practice that has fueled so much of its growth? One reason might be because workers have mobilized to push for humane working conditions. But it is also important to recognize how ending 996 might align with the Chinese government’s broader goals for national development—and how the new regulation might even serve the interests of the industry’s leaders. Worker Pressure and Public Outcry Just months before the viral 996.ICU campaign, the Chinese economy began to slow down, partly as a result of a trade war between the United States and China. Venture capital dried up in what is now remembered in China as tech’s “capital winter.” Many internet companies started to lay off employees en masse, slash bonuses, and skimp on office perks. After years of industry expansion, the myth of limitless growth was crumbling, and programmers—once regarded as a professional class—began to shed their allegiance to the entrepreneurial elite. A post on social media written by a seasoned programmer in 2020 summed up the new mood: “The real winners [of 996] are the bosses. They pay the same sum of money to buy more hours of labor. The losers, on the other hand, are workers because they have to work many more hours for the same salary.” After the viral campaign, tech workers have remained vocal about the hardships of working in the industry. Many have taken to Maimai, a LinkedIn-like service that allows employees to post anonymously, and Zhihu, a forum website similar to Quora, to vent their frustrations. Tech workers’ grievances have led to the use of new self...

Participatory Assessment and Selection of Workforce Health Intervention Priorities for Correctional Supervisors.

A team of academics and unionized correctional supervisors collaborated to assess workforce health and determine intervention priorities using participatory methods and tools. Correctional supervisors took a web-based survey. Univariate and bivariate tests examined attitudes/behaviors, exposures, and outcomes most strongly associated with health; risk based on rank within chain-of-command; and health behaviors amenable to change. We used a voting process tool to prioritize intervention topics. Some health behaviors and outcomes were poor (89% overweight/ obese, 41% poor-quality sleep). We also found favorable health behaviors (annual check-ups) and psychosocial conditions (meaningful work). Some health risks (excessive overtime) were not amenable to change or resisted acknowledgment (poor mental health). The team voted to develop interventions on sleep, mental health, and obesity. Comprehensive health assessment informed the prioritization process, enabling the team to quickly reach consensus on intervention priorities.

Long working hours, depression and suicidality among OB/GYNs in Japan.

There is abundant evidence linking long working hours among physicians with adverse health effects; however, most studies have focused on medical residents. In Japan, obstetrician/gynaecologists (OB/GYNs) work the longest hours, yet no studies have investigated potential relationships between excessive overtime and depression and suicidal ideation within this population. To investigate the relationship between long working hours and depression and suicidal ideation among OB/GYNs in Japan. We administered a survey questionnaire to OB/GYNs and received 919 valid responses. Multivariate logistic regression was performed with depression and suicidal ideation as the outcome variables and number of working hours per week, gender, age, marital status, hospital type and geographical area type as the explanatory variables. Sixteen per cent of the participants were depressed, and 3% reported suicidal ideation. Working 100 or more hours per week increased the odds for both depression and suicidal ideation [odds ratio (OR): 2.08 (95% confidence interval {CI}: 1.07-4.05, P = 0.03); and OR: 7.03 (95% CI: 1.95-25.38, P < 0.001), respectively]. The results suggest that the Japanese Government should vigorously promote physicians' work-style reform, so that a lowered upper limit of overtime hours will be enforced from 2024 to improve physicians' health and patients' safety.

An evaluation of the evidence of burnout among ultrasound practitioners in Rivers State

BackgroundOccupational burnout has become a critical issue among ultrasound practitioners. Inappropriate management of occupational burnout can lead to serious health problems.AimTo evaluate the evidence of burnout among ultrasound practitioners in Rivers State.Materials and methodsA survey of ultrasound practitioners in selected diagnostic imaging facilities in Port Harcourt and its environs was conducted between November, 2018 and March, 2019 to evaluate the evidence of burnout. A descriptive survey design was employed and selection of the facilities was done using systematic sampling technique. 21 diagnostic imaging facilities were used. Ethical clearance was obtained from Management of the facilities. Data were obtained from structured questionnaires administered to 50 ultrasound practitioners in these facilities, who accepted to participate in the study. The questionnaire surveyed basic demographic data, time taken to get to work, experiences, practices, number of night shifts and other factors that predispose burnout. Data analysis was done using SPSS version 20.ResultsThe factors contributing to burnout among ultrasound practitioners are understaffing leading to work overload and excessive overtime work (41%), hostile interactions with patients' relatives (34%), interactions with colleagues (20%), and conflict with Boss/supervisor (5%). Burnout manifests differently among the practitioners as feelings of: being worn-out and weary (46%), being sick (31%), being emotionally drained (23%).ConclusionUltrasound practitioners in Rivers State suffer high level of burnout. Issues of understaffing and interpersonal communication skills should be addressed in order to minimize the incidence of burnout.

Combating Excessive Overtime in Global Supply Chains

Combating Excessive Overtime in Global Supply Chains

WORKLOAD AND JOB SATISFACTION ANALYSIS AS THE BASIS OF WORK SYSTEM IMPROVEMENT

Employees’ workload can be high when the existing manpower is limited and the list of jobs to do are long. For the employee, the workload may affect their job satisfaction and their performance in the long-term. Assessment of workload and its influence to job satisfaction was done at Sustainability and Operation Department of cultivates and harvests oil palms Company in Indonesia. The workload was measured using NASA-TLX that measure mental demand, physical demand, temporal demand, performance, effort, and frustration. While job satisfaction is measured using a questionnaire about superiors’ support, colleagues assistance, remuneration, and promotion. The assessment result showed that employee’s workload in these departments was identified as rather high. This is coming from commonly overtime exists and high domestic traveling frequency. Besides that, there is a correlation between workload and job satisfaction. There is two correlations model, positive and negative. The high workload can improve the job satisfaction, but otherwise, it can decrease job satisfaction. To reduce the workload, information system and database suggested for the company to reduce the employee difficulty in accessing data to finish their job that caused excessive overtime.

AN EVALUATION OF THE EVIDENCE OF BURNOUT AMONG ULTRASOUND PRACTITIONERS IN RIVERS STATE

Background: Occupational burnout has become a critical issue among ultrasound practitioners. Inappropriate management of occupational burnout can lead to serious health problems. Aim: To evaluate the evidence of burnout among ultrasound practitioners in Rivers State. Materials and methods: A survey of ultrasound practitioners in selected diagnostic imaging facilities in Port Harcourt and its environs was conducted between November 2018 and March 2019 to evaluate the evidence of burnout. A descriptive survey design was employed and selection of the facilities was done using a systematic sampling technique. 21 diagnostic imaging facilities were used. Ethical clearance was obtained from the Management of the facilities. Data were obtained from structured questionnaires administered to 50 ultrasound practitioners in these facilities, who accepted to participate in the study. The questionnaire surveyed basic demographic data, time to get to work, experiences, practices, the number of night shifts and other factors that predispose burnout. Data analysis was done using SPSS version 20. Results: The factors contributing to burnout among ultrasound practitioners are understaffing leading to work overload and excessive overtime work (41%), hostile interactions with patients' relatives (34%), interactions with colleagues (20%), and conflict with Boss/supervisor (5%). Burnout manifests differently among the practitioners as feelings of being worn-out and weary (46%), being sick (31%), being emotionally drained (23%). Conclusion: Ultrasound practitioners in Rivers State suffer a high level of burnout. Issues of understaffing and interpersonal communication skills should be addressed in order to minimize the incidence of burnout.

Enhancing adaptive performance in emergency response: Empowerment practices and the moderating role of tempo balance

Fire departments, like other organizations that follow rigid hierarchical structures, face difficulties in being flexible or adaptive enough to address the needs generated by large and complex disaster environments. Research is lacking, however, on the ability of empowerment practices to enhance adaptive performance in emergency response organizations, which today face increasingly complex threats and growing responsibilities. The present study explores the relationships between the empowerment practices of career development opportunities, work autonomy, employee voice with two leadership levels, and department adaptive performance. Moreover, tempo balance and the empowerment practices are tested for interactive effects, a measure we developed to capture firefighter stress and fatigue from excessive mandatory overtime policies. Data were collected from 756 United States firefighters located on the west coast. The results show that the empowerment practices enhance adaptive performance by helping firefighters respond to unpredictable aspects of their work environment. In addition, tempo balance moderates career development opportunities, work autonomy, and adaptive performance, specifically. The findings show that firefighters are better able to overcome stress and fatigue during complex incidents by relying on their training and ability to improvise, meaning these empowerment practices help compensate for poor tempo balance in fire departments from ineffective scheduling.

Why do young nurses leave their organization? A qualitative descriptive study

Nurse turnover is a major problem all over the world. It is known that young nurses who constitute the new nurse labour force are more likely to leave their organization, especially in their first year. However, qualitative studies that approach the problem from the perspective of young nurses and focus on the reasons for their decision to leave their organization are limited. To understand the reasons for young nurses' leaving their organization and determine their experiences, focusing on their point of view. The study had a descriptive qualitative design and was conducted between January and February 2019. Purposeful sampling was used, and the sample included 15 nurses that voluntarily decided to leave a university hospital in Turkey and agreed to participate in the study. Data were collected with semi-structured interviews, and the interviews were audio-recorded. The data obtained from the interviews were evaluated by content analysis. The young nurses' reasons for leaving their organization were found to be in three categories: the Negative work environment, Nursing shortage, and Unsatisfied individual expectations. The Negative work environment category included the subcategories of lack of professional solidarity, lack of support from managers, inadequacy of preceptorship process, and horizontal violence. The Nursing shortage category consisted of the subcategories of excessive workload and overtime. The category of Unsatisfied individual expectations comprised the subcategories of work-social life imbalance, availability of alternative options, and family-related reasons. It was determined that the young nurses left their organization because they did not receive sufficient support from their managers and colleagues during the transition period. This finding shows that nurse executives must have the managerial skills and understanding to regulate the work environment, increase peer support, and carefully plan each stage of the transition process for the retention of young nurses in their organization. In addition, nurse executives should encourage and be involved with policy making and policymakers and other managers in their organizations to develop institutional and national strategies to ensure that young nurses remain in nursing.

Writing (for) Workers: Alternative Workers’ Magazines in Francoist Spain and in State Socialist Poland in the 1960s and 1970s

This article explores how repression and everyday conflicts at the workplace were connected with labor rights and trade unionism in two authoritarian regimes. It focuses on worker and labor activists’ media in Francoist Spain and in state socialist Poland during the years 1965–68 and 1977–79, respectively. Spanish and Polish workers both lacked the right to join and form independent trade unions, the right to free assembly and association, and the right to strike. At the same time, they faced comparable problems in their everyday working lives, including low salaries, excessive overtime, incompetent management, and deficits in safety and hygiene standards. In this context, (illegal) magazines for workers emerged. They provided new arenas for exchanging experiences, advertised strike actions all across the country, called for united action, and explained national legislation and global labor norms. Based on an analysis of Spanish and Polish workers’ publications, this contribution investigates how labor activists in these states addressed day-to-day problems and the constant violations of internationally binding labor norms.

Drivers of juror's malpractice assessments in auditor litigation involving offshoring and overtime: Generation and a management Mindset

The Center for Audit Quality (CAQ) estimated audit firms' lawsuit costs roughly equaled 15% of their 2008 annual revenues, and auditors still remain frequent targets of shareholder litigation today. However, settlements have declined following two critical Supreme Court rulings. Higher standards of liability in Janus v. First Derivatives have changed the landscape; audit firms are much more willing to litigate, sensing a greater likelihood to prevail. In this environment, the importance of juror perceptions of audit quality is critical. Simultaneously, juror perceptions of audit firm motives are equally important, as standards related to scienter remain ambiguous (Tellabs v. Makor). Our research manipulates variables directly germane to both perceptions of audit quality and scienter. Our research is also important because the accounting profession still provides no clear standards of audit quality. Without standardized measures, we expect jurors to seek easily understood information when tasked to assess audit quality and inferring scienter. We examine how jurors use their prior experiences to assess overtime and offshoring practices in rendering verdicts in instances of alleged “audit failures”. Specifically, we hypothesize (and find) more youthful jurors (who face more pressure to work more hours than did prior generations) interpret excessive overtime practices more negatively; and jurors with more managerial experience (who reflect a more high-level construal mindset focused on goals) interpret offshoring practices more favorably.

OTOMATISASI SISTEM PRODUK DALAM PENGOLAHAN DATA PADA PROSES HIRING DI PT.PERTAMINA (PERSERO)

One month hiring process of new workers if taken on average reaches 250-300 people, which consists of fresh graduates, experience and shipping workers (Ships). The hiring process is still done manually input into the system, so it is quite a lot of spending and human resources (HR). Reporting data and presenting data related to business processes within the company also need to be made better and informative. Therefore it is necessary to automate the system to be able to support the speed and accuracy in the hiring process. Automation is the initial general form of organizational change in the form of a tool for ease of daily work. The method used to answer, uses the TAM method. The purpose of this research is to find out how much automation on the SAP system can have an effect on working time, which is more than 8 hours a day so that excessive overtime occurs, to find out the system automation in SAP is able to efficiently process data recording that occurs repeatedly and to find out the system automation in SAP can reduce human error. The level of acceptance of SAP users towards Hiring Process Automation at PT. Pertamina (Persero) based on perceived usefulness, perceived ease of use, attitude toward using, behavioral intention to use and actual use as a whole reached 87.74%, included in the category of strongly agree.