کارکنان

The existence of administrative corruption in universities is one of the serious challenges that can have widespread negative effects on the educational, research, and social systems. The present study aimed to determine the importance of factors affecting the occurrence of administrative corruption from the perspective of administrative staff at Shahid Sadoughi University of Medical Sciences in Yazd.

The present applied, quantitative, and cross-sectional study was conducted in 2023. The sample size was 260 individuals, selected through stratified random sampling. The instrument used was a standard questionnaire in the form of a five-point Likert scale. For data analysis, descriptive statistics such as mean, standard deviation, and frequency, as well as t-test and ANOVA were used.

Based on the findings, the highest mean value was related to organizational factors (4.00 ± 0.49) and the lowest was related to individual factors (3.77 ± 0.57). Moreover, no significant relationship was observed between factors contributing to administrative corruption and demographic factors such as gender, marital status, age gap, and work experience. However, a significant relationship was found between individual factors contributing to administrative corruption and the education level of the study samples.

Based on the results, to reduce administrative corruption, the priority should be improving organizational factors, including transparency in processes, strengthening supervision, and fostering a healthy organizational culture. Moreover, attention to education level and raising individuals' awareness can be effective as complementary factors in reducing administrative corruption.

Nowadays, with the abundance of information and advancement in information and communication technologies, unawareness of properly utilizing these facilities can lead to baseless and unscientific information. This is a significant factor in the development and growth of information anorexia, even compared to valid information produced through information and communication technologies. This research aims to determine the relationship between information anorexia and acceptance of information technologies among the staff of the Bushehr University of Medical Sciences in the year 2023. This study is a descriptive-analytical cross-sectional study conducted on 200 university staff members of the Bushehr University of Medical Sciences selected using a stratified random sampling method. Data collection was done using two questionnaires on information anorexia and acceptance of information technologies. Descriptive statistics including mean, frequency, and standard deviation were used, as well as inferential statistics including independent t-test, Pearson correlation coefficient, and one-way analysis of variance to answer the research questions. The findings of this study showed that overall, there was no significant relationship between the information anorexia of the staff and their readiness to accept information technologies (P-value > 0.05). However, there was a significant relationship between the dimensions of information apathy and acceptance of information technologies (P-value < 0.05). Additionally, the results indicated that the information anorexia of the staff was moderately high. Furthermore, there was a significant relationship between the variables of age and gender with information anorexia. Considering the high level of information apathy among the staff, measures should be taken to strengthen skills such as information literacy, time management, personal information management, and managing and controlling emotions and anxiety among the staff to help the human resources face the information presented through information and communication technologies with fewer challenges.

Job satisfaction poses a significant challenge for healthcare institutions. Given the critical role of health organizations in society related to prevention, care, and treatment, employee dissatisfaction within healthcare centers can lead diminished service quality, subsequently impacting patient satisfaction. This study was carried out to examine the job satisfaction levels of employees at a medical complex in Bandar Abbas in 2023.

The present descriptive-correlational study was carried out cross-sectionally at a medical complex in Bandar Abbas in 2023. The study population consisted of all employees working in the hospital, with a research sample size of 120 individuals (ten percent of the total population) selected using a random sampling method. Data was collected using the standardized Minnesota job satisfaction questionnaire. Statistical analysis was performed using SPSS version 22 software, involving descriptive statistics, Pearson correlation coefficient, T-test, and one-way ANOVA.

The mean total job satisfaction score for employees was 46.95 ± 13.96. Among the different aspects, job type had the highest mean score of 11.62 ± 3.90, while the payment system had the lowest mean score of 5.52 ± 2.34. Majority of employees (53.2%) reported average job satisfaction levels, followed by 25.5% with poor satisfaction and 21.3% with good satisfaction. There were no significant differences in job satisfaction scores based on gender, age, marital status, work shift, or work experience. However, significant variations were found in total job satisfaction scores based on education level, organizational position, and income level (P &lt; 0.05).

The job satisfaction among employees was found to be average, indicating a neutral stance that is not unfavorable but also not at its optimal level. It is essential for supervisors, hospital managers, and relevant authorities to acknowledge the current situation. By placing a stronger emphasis on employee job satisfaction and its influencing factors, and by actively working towards enhancing satisfaction levels, they can create an environment conducive to achieving ideal conditions. This proactive approach can lead to increased efficiency, effectiveness, and overall satisfaction within the organization, benefiting both the employees and the institution as a whole.

Thermal comfort is essential for a productive work environment and affects the well-being and performance of employees, so maintaining optimal levels of satisfaction, productivity, and efficiency, especially in indoor spaces, is essential. Therefore, the present study's aim is to evaluate the state of cognitive performance. Employees and determination of the thermal comfort range of different genders of employees in the hospitals of Ilam city were done.

Methods and Materials: 

This research was conducted by survey and field method to identify the state of thermal comfort and cognitive performance of people in the real conditions of therapeutic spaces. For this purpose, the responses of 400 employees of five hospitals in Ilam City were recorded by simple sampling from the beginning of August to November 1402. The reliability status of the questionnaires was confirmed using Cronbach's alpha, and the thermal comfort status of the people was determined through the regression model. Linearity and correlation analysis between measured variables were analyzed through SPSS27 software.

The analysis of the linear regression model showed that the range of thermal comfort between men and women differs by 1.79 degrees Celsius, and this difference is a tendency for warmer temperatures in men and a tendency for colder temperatures in women, the average scores obtained at Zagros Hospital In the visual-spatial/executive component (7.00), attention (4.34), memory (3.08) has the best performance, Imam Khomeini Hospital (RA) has the best performance in the verbal component (2.95), Hazrat Qaim Hospital (A) In the abstraction component (2.02), it has the best performance and awareness of time and place in all hospitals equal to 6.00.

The level of coverage and activity rate among women significantly affects the feeling of thermal comfort, cognitive performance, and productivity of employees at work. The results of this research show the need to revise the current standards of workplace clothing, attendance time, and employee activity rate. Moreover, changes in cognitive performance among hospital staff highlight the need to consider targeted cognitive enhancement strategies to increase staff efficiency.

Styrene is widely used in the production of many products, such as paints, glues, and plastics. There is a high potential for exposure to this toxic solvent in workplaces. The present study aimed to assess the levels of exposure to styrene via air and biological monitoring methods and determine the correlation between them in styrene-exposed workers.

A total of 44 workers from a polymer manufacturing industry were studied, and the workers’ inhalational exposure to styrene was measured. In addition, the levels of urinary mandelic acid were determined. Data was analyzed using the SPSS (version 22.0) software.

The time-weighted average (TWA) exposure to styrene was equal to 18.35±11.02 ppm. The mean urinary mandelic acid was 150 mg/g creatinine. Moreover, a significant correlation was observed between the styrene concentration and the urinary mandelic acid (r=0.841). The correlation was stronger in workers with no skin exposure than in those with this type of exposure. Furthermore, a significant correlation was observed based on working hours per day (less than or more than 8 hours per day) so that the correlation was better for workers with shorter exposures (r= 0.922 vs. 0.713).

The findings of the present study indicated a relatively strong correlation between inhalational exposure to styrene and the levels of mandelic acid in urine. In addition, smoking and working conditions, such as skin exposure and working hours per day, can affect the levels of urinary mandelic acid. Therefore, these factors should be considered in the exposure assessment of workers exposed to styrene.

Policies can guarantee health through health determinants. Therefore, the present study was carried out with the aim of determining and comparing the measures and policies applied to promote health among public universities in southeastern Iran.

A cross-sectional study was conducted on 320 employees working in Sistan and Baluchistan University and Zahedan University of Medical Sciences in 2021, using available sampling method. Collecting data using a researcher-made questionnaire of workplace health policies in nine dimensions of management and leadership, organization, psychological work environment, physical environment; Chemical and biological work, service provision, safety and health of the work environment, employees, planning, implementation and evaluation were done with proper validity and reliability. Data were analyzed using SPSS23 software and frequency tests, t-test, ANOVA and multivariate linear regression. In all tests, p˂ 0.05 was considered as a significant level.

The mean and standard deviation of the health policy implementation score in Sistan and Baluchistan University and Zahedan University of Medical Sciences were 36.6 ± 22.66 and 32.92 ± 22.66 and 36.6 ± 23.30, respectively, and the t-test showed a significant difference. did not (P=0.16). In the univariate test between health policies score with work experience, education, type of employment and organizational position and based on multivariate regression of work experience (P=0.02) and education of employees (P=0.01) showed a statistically significant difference.

The implementation of health policies is related to the well-being of university employees, and it can provide more educational support to enrich the learning and well-being of students. Therefore, it is suggested that health programs and policies in higher education and universities should be given more attention and policy committees in universities should try to implement these policies well.

In the last decade, the use of microwave ovens throughout the world, including Iran, has increased significantly. Therefore, it is important to understand the knowledge, attitude, and behavior of microwave oven use among employees of the Eastern Health Center to promote safe and responsible practices in the workplace. Assessing their familiarity and attitudes with microwave ovens, this study aims to identify potential areas for improvement and training. This, in turn, can create a safer and more efficient work environment for all involved.

In this cross-sectional study in 2022, the study population was all employees working in the health center and comprehensive health service centers affiliated with the East of Shahid Beheshti University of Medical Sciences, numbering 162 people. The research tool was a questionnaire adapted from Nadiri's thesis (2015). After collecting the questionnaires, the data was obtained by SPSS 26 software and were analyzed using Pearson's correlation coefficient, multiple regression, independent t-test, and one-way ANOVA.

Although the attitude (36.35±3.579) and the behavior (61.16±6.402) towards using microwave ovens are favorable, there is still room for improvement of knowledge and awareness. Knowledge has a positive and significant effect on behavior (P=0.002, B=0.245) and attitude (P=0.001, B=0.263), which shows that improving knowledge about the safe and responsible use of microwave devices can lead to behavior. and a more favorable attitude among employees. In addition, the attitude has a strong positive and significant effect on behavior (P=0.001, B=0.417), and promoting a positive attitude toward using microwave devices can also lead to more favorable behavior. However, the relatively weak effect of awareness on attitude indicates that other factors may also play a role in determining the attitude toward using microwave devices.

These findings highlight the importance of educational and awareness campaigns to promote the safe and responsible use of microwave devices among healthcare workers.

BTEX compounds are one of the most important chemical air pollutants in the oil industry, which have adverse health effects on the employees of this industry. This research was conducted with the aim of evaluating and measuring the concentration of BTEX compounds and their possible effects on the respiratory parameters of the employees of Abadan Oil Refining Company.

In this study, 80 workers were examined. Sampling of the respiratory area of the exposed workers was performed according to the NIOSH method 1501 using an active personal sampling pump of SKC UK company, model 44-224 MTX and using SKC activated carbon absorbent tubes(model 226-01) and the measurement of respiratory parameters was done by a microlab spirometry device made in Italy by MIR company.

The results showed that the average concentration of toluene, ethylbenzene and xylene compounds in the respiratory area of the exposed workers is lower than the standard limit, but the average concentration of benzene compound is above the limit. The results showed that there is no significant difference between the respiratory parameters of the two groups of employees, and there is a direct and significant relationship between the average respiratory parameters of FEV1 and FVC in the two groups of employees, and there is no significant relationship between the respiratory parameters and demographic characteristics in the two groups. It didn't happen.

Considering that the average concentration of benzene compound is higher than the permissible limit of the recommended standards, to control it, it is necessary to take necessary measures to reduce the concentration and remove this compound through technical engineering and management controls, periodic inspections. 

Human capital is the most vital strategic element and the most basic way to improve the performance and efficiency of an organization. Concerning the importance of human resources, it is obvious that in order to achieve the goals of the health system, human resources must have a favorable sense of belonging and commitment in addition to skills and expertise. Based on this, the current study aimed at providing a structural model for predicting professional commitment based on the components of self-leadership among the employees of a medical science university.

  The current applied research utilized a descriptive-correlational design. The statistical population of the employees of Tabriz University of Medical Sciences (northwest of Iran) was 976. Of this amount, 276 individuals were estimated as the statistical sample based on Cochran's formula and were randomly selected. Data were collected randomly through a questionnaire. In this study, structural equation modeling based on PLS3 software was used to test the hypotheses.

  The results indicated that the components of self-leadership-visualization of successful performance, personal goal setting, self-rewarding, evaluation of beliefs and assumptions, personal observation, focusing on natural rewards, and self-guidance had a positive effect on professional commitment among the employees of Tabriz University of Medical Sciences. What is more, the components of self-leadership positively predicted professional commitment.

  Strengthening the components of self-leadership among employees will lead to the improvement of their morale, job satisfaction, and professional commitment, and in general, a better manifestation of lofty goals and a significant increase in the performance of the organization.

Developing a supportive framework to protect the rights of family medicine service providers can enhance public health outcomes and promote progress in the program. This study’s objective was to establish a framework that addresses the rights of healthcare providers in the family medicine program.

This study involved two phases: first, a narrative review of articles on the rights of service providers in Iran’s family medicine program from 2005 to 2022, and second, a meeting with seven experts in the fields of economics, policy, and health management to develop a document outlining service providers’ rights.

Two studies were reviewed, emphasizing interpersonal communication needs, service compensation, and welfare facilities in the family medicine program. The synthesis of these study findings and expert panel discussions led to the creation of a document detailing 12 rights for service providers within the family medicine program. These rights were categorized into three groups: having a suitable job, having a fair contract, and maintaining dignity and respect. These rights include the alignment between the job description and the worker’s role, the existence of sufficient physical space, the presence of suitable working conditions, a suitable mental and emotional atmosphere, job security, sufficient financial payment, dignity and livelihood, the availability of flexible work opportunities, equality and justice, respectful behavior, privacy, and the ability to file complaints.

Recognizing and supporting the rights of service providers in family medicine is critical. Such support increases provider retention, reduces financial losses linked to new staff recruitment, and ensures the ongoing delivery of high-quality patient care, ultimately elevating patient satisfaction.

As a crisis, the Covid-19 disease affected all aspects of people's lives, especially the occupational aspect.  Bank employees were more under pressure due to the type of service they provided to the public. The aim of this study was to analyze the challenges affecting the job efficiency of some of the Bank Melli Iran personnel during the Covid-19 pandemic.

This was a qualitative research project with a phenomenological approach. The research population was the employees of Melli Bank branches in the 10th district of Mashhad City, Iran in 2021, from among whom a sample of 10 people was selected by purposeful sampling, the sampling process continuing until saturation. Data were collected through semi-structured interviews and analyzed using the inductive thematic analysis method.

Data analysis showed 12 sub-themes, 3 main themes including challenges at the individual, interpersonal and organizational levels, and a core theme.

The findings of this study show that the Bank employees’ concept of the Corona pandemic can affect their work efficiency.  These findings can be used for planning to solve the problems and challenges of this group of people after the Corona pandemic.

Acceptance of Health, Safety, and Environment (HSE) rules plays a crucial role in determining the performance of employees in HSE-related areas at the workplace. This study aimed to design a questionnaire to investigate influential factors on acceptance of HSE rules among employees.

The face validity of the survey was assessed by ten individuals from the target population, while content validity was evaluated by ten HSE experts using both quantitative and qualitative methods. The impact scores were calculated for the quantitative assessment of face validity, and the Content Validity Ratio (CVR) and Content Validity Index (CVI) values were used to assess content validity. Construct validity was determined through Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) involving 506 participants. The reliability of the survey was evaluated using Cronbach’s alpha and the Intraclass Correlation Coefficient (ICC).

All items in the survey showed satisfactory levels of impact score (>1.5), CVR (>0.69), and CVI (>0.79). The mean values for the Impact score, CVI, CVR, and S-CVI-UA were 4.26, 0.963, 0.944, and 0.62, respectively. The survey and its dimensions demonstrated strong reliability, as indicated by Cronbach’s alpha and ICC values exceeding 0.70. Additionally, EFA successfully identified the structure of the questionnaire, and CFA confirmed its goodness of fit.

The Persian version of the questionnaire demonstrated satisfactory validity and reliability. This instrument can be effectively used to assess the factors that influence the acceptance of HSE rules among employees in various workplace settings.

A healthy organization is a place which is productive, capable, and efficient enough to deal with the competitive world. The quality of work life is important, not only to improve life at working environment but also the life outside work place; there the present study examines the relationship between organizational happiness and work life in teaching hospitals in Yazd city in 2023.

This cross-sectional study was conducted in the form of a multi-stage random sampling on 215 people and among the personnel of teaching hospitals in Yazd city. Data collection tool included two standard questionnaires regarding an organizational happiness and the quality of work life. Data were analyzed using descriptive statistics and independent t-student test, one-way ANOVA and Pearson's correlation coefficient test with SPSS 26 software.

The findings indicated that there was no significant relationship between organizational happiness and any of the demographic variables. In addition, only the education variable (p = 0.011) had a significant relationship with the quality of life variable. Pearson's correlation test also showed that there was a positive and significant relationship between all the components of organizational happiness and the quality of work life.

According to the results of this study, it is necessary for managers and officials to consider organizational happiness and its important components in organizations by adopting appropriate strategies and providing necessary conditions for its promotion.

Employees are critical assets of an organization, and it is necessary to investigate and identify factors affecting their performance and productivity. This study aimed to determine the relationship between job stress and job productivity in university settings.

This cross-sectional study included 124 employees of Ahvaz Jundishapur University of Medical Sciences (AJUMS) based on Cochran's formula. Data collection instruments included the standard occupational stress questionnaire of the England Institute (HSE) and Echio’s productivity questionnaire. The validity and reliability of the instruments have been confirmed. Statistical analyses were performed using SPSS 22 software.

The mean score of job stress and job performance was 119.75 (±17.49) and 103.3 (±21.47), respectively, and their level was estimated as average. Findings indicated a significant negative correlation between job stress and performance (r = -0.59, P<0.001). In addition, three variables, including employee position, management support, and change were identified as the main predictors of employee productivity based on linear regression. There was a significant relationship between some demographic variables (age, gender, and education level) and occupational stress.

According to our results, there was a significant negative correlation between occupational stress and staff productivity. These findings can be generalized to university administrative personnel. Three occupational stress components, including management support, change, and employee position, were identified as main predictors of productivity. Therefore, in order to improve productivity, managers need to consider more independence and support for personnel, as well as reduce the changes’ rate.

Crises are a test to measure resilience because they affect societies suddenly and unpredictably. One of these crises is the Covid-19 pandemic, which is unprecedented in the last hundred years. In the face of crises, the medical staff are in the direct line of facing the crisis, so the concept of resilience, which means facing potential risks and crises, is important. The present study was conducted with the aim of reviewing the studies conducted on the resilience of the treatment staff.

The present study was conducted by field survey method in December to October 2022. To find the studies and scientific sources of the present study, the databases of PubMed, ProQuest, Cochran library and Google and Google Scholar search engines were searched.

18 studies investigated the resilience of health system employees in the face of covid-19 in the period of 2019 to October 2011. Most studies were published in 1400. 95% of the articles were of the original research type and 5% of the review type. Among the original research articles, only one of the articles was designed as a quasi-intervention and 94.4% of the articles were descriptive-analytical and quantitative-sectional. The number of 14 studies specifically focused on nurses, two studies on the resilience of doctors and pediatric and emergency assistants, and two studies on the level of resilience in health system employees and hospital personnel.

The use of skill-oriented trainings in order to improve the resilience of the medical staff can be a guide in reducing job burnout and efficiently dealing with future crises.

The improvement of every administration and health system has always received assiduous attention. One of the processes that every system should pay attention to is empowerment. Therefore, the present study aimed to determine the empowerment components of employees working in the Ilam Welfare Organization.

This applied research was conducted based on a qualitative approach and ground theory method in 2022-2023. The statistical population included professors and experts in the field of employee empowerment. Sampling was performed using the available and snowball method, and theoretical saturation was achieved with 15 cases. The interviewees of the research were 15 professors and experts in the field of employee empowerment who had the most experience in the research topic, and the data analysis was performed manually.

Based on the findings, 12 components and 24 subcomponents were identified in the field of empowerment of welfare organization employees, including individual skills, group skills and management (causal conditions), ethics, communication (contextual conditions), knowledge and improvement of the work environment (intervening conditions), managerial ability., moral ability, communication ability (strategies), promotion of service to employees, and the use of employees' potential capacities (consequences).

Paying attention to skills and management at the individual and group level creates the possibility of employee empowerment in the welfare system. Necessary attention to knowledge and environment on the one hand and management and communication guidelines on the other hand provide the necessary platform and conditions for the growth of employees. The welfare organization will benefit from the effective result of empowerment when it uses its employees and their potential capacities.

Breast cancer is one of the most common malignancies and leading cause of death among women worldwide. Increase awareness, change the attitude and practice of women on breast cancer screening are effective way to reduce mortality due to early detection and treatment of breast cancer. The aim of this study was to evaluate the effect of education on breast cancer screening by using WhatsApp platform among the staff of the Islamic Azad University of Hamadan.

A quasi-experimental study was conducted among 236 staffs in Islamic Azad University, Hamedan. Participants were randomized to either intervention group (118 staffs) or control group (118 staffs). One month’s education via wats up was delivered to the intervention group. The outcomes measures were assessed at baseline and three months after intervention. Chi-square and independent samples t-test were conducted in the course of the data analysis.

the results of this study showed; there were significant improvement in knowledge (p=0.02), attitude (p=0.01), BSE practice (p=0.00), CBE practice (p=0.004) and mammography practice (p=0.03) after intervention. There were not significant changes in control group before and after intervention.

Implementing educational intervention based on WATS up messenger can improve knowledge, attitude and breast cancer screening among participants. A public health education program is essential to improve breast cancer prevention among different group of people in community.

Today, paying attention to human factors is very important in order to fulfill organizational goals. Strategic management of human resources is known as a factor for increasing advantage and productivity. In this framework, Tehran School of Nursing and Midwifery, as one of the leading institutions in the field of nursing and midwifery education, needs to asses and improve strategic human resource management to ensure the improvement of performance and education. The present study was conducted with the aim of determining the strategic human resources management of the School of Nursing and Midwifery of Tehran University of Medical Sciences from the perspective of academic and teaching faculty members and staff.

This research is a cross-sectional descriptive analytical study. The research community is all members of the faculty, teaching staff and non-faculty staff of different units of the Faculty of Nursing and Midwifery of Tehran University of Medical Sciences. The sample size was calculated using Morgan's table of 80 people. Employees who met the inclusion criteria were included in the study using the available method. The data collection tool in this research included demographic characteristics and the HRMPPS questionnaire. After obtaining approval from the ethics committee, the questionnaires were completed by the participants. The data were analyzed in Spss software version 26 using descriptive statistics and inferential statistics.

Out of a total of 80 people in the research sample, 83.7% were female and 16.3% were male. Also, the average age of people was 44.08 ± 7.00 years. The results showed that in the present study, the demographic variables, except the income level, had no effect on the average scores of strategic human resource management and all its dimensions (p < 0.05). Also, all the components had strategic human resources in a favorable and suitable condition, so that the average score of the total research samples was 153/675 out of the possible 200 points, which was equal to about 77% of the score. The components of "attachment and belonging", "training and development" and "working conditions" were in the first to third ranks of superiority and desirability.

The results of this study showed the appropriate situation in the field of implementation of different dimensions of human resources management from the perspective of employees and academic and educational faculty members. However, in order to improve in the components with lower and challenging scores, paying attention to the perspective and perceptions of human resources can lead to improved performance and achieving organizational excellence and organizational goals. Therefore, it is necessary for managers of different levels to consider different dimensions in their strategic planning.

The present study was conducted aiming to assess the effect of fear caused by COVID-19 on health-promoting lifestyle through the mediation role of anxiety.

This was a cross-sectional study on a sample of employees of government organizations in Ahvaz, Iran in 2021. The required data were collected using a multi-part questionnaire including demographic information, health-promoting lifestyle assessment questionnaire, fear of the corona virus questionnaire, and the anxiety scale for the corona virus. Data were analyzed using path analysis and bootstrap test was used to check the mediating role of variables.

In total 384 employees were entered into the study. The mean age of participants was 40.74 ± 6.07 years ranging from 24 to 60. The results showed that there was a positive and significant correlation between the fear of COVID-19 and Covid-19 anxiety (P<0.01). There was a negative and significant correlation between health-promoting lifestyle and both fear and anxiety caused by Corona (P<0.01). Based on the findings the fear caused by Corona and the health-promoting lifestyle had a statistically significant relationship directly and through the anxiety of the Corona disease (P<0.001).

The findings suggest that Corona anxiety mediates the relationship between fear of corona and health-promoting lifestyle. In general, with the increase in the fear of corona, the anxiety of corona disease increases and as a result, the health-promoting lifestyle decreases.

job stress is defined as the accumulation of stressful factors in job-related situations, which most people agree is stressful, and it can be the direct factor in the intention to leave the job. The present study investigates the effectiveness of virtual reality exposure therapy and compares its effectiveness with mindfulness-based stress reduction based on mindfulness on the components of job stress employees with job stress.

The research design was a semi-experimental pre and post-test with a control group and a follow-up phase. The statistical population included all employees with job stress in a private company in Isfahan City in 2022, and the research sample included 45 employees who were randomly divided into three groups of 15: virtual reality therapy, mindfulness-based stress reduction therapy, and Controls were replaced. The people of the two intervention groups participated in the intervention sessions; The first experimental group underwent eight 20-minute weekly sessions of virtual reality therapy, and the second experimental group underwent eight weekly 45-minute sessions based on the Kabat-Zin training package (1990 and 2013), but for the control group no interventions were performed. The participants responded to the occupational stress questionnaire of the Health and Safety Institute of England Steinmetz (HSE) (1990) in three stages. The research data were analyzed with analysis of covariance and Bonferroni's post hoc test and using SPSS23 statistical software at two descriptive and inferential levels.

The results of covariance analysis and Bonferroni's post hoc test indicated that both intervention methods equally and effectively reduced occupational stress in the fields of role, communication, support of colleagues, changes in employees, and the effect of both interventions remained stable over time (P<0.01). Although both methods of intervention reduced the pressure and job stress of employees, and the components of stress include support, control, and demand from officials, and its effect remained constant over time, virtual reality treatment was more effective in both stages (P>0.05).

The results showed that virtual reality courses and stress reduction based on mindfulness can reduce the tensions and job stress of personnel and employees of organizations.