جستجوی مقالات مرتبط با کلیدواژه "job stress" در نشریات گروه "پزشکی"

Considering that stress in the workplace for healthcare workers employees can adversely affect their work ability, diminish productivity, and lead to job dissatisfaction, burnout, as well as negative physical and mental outcomes, the present study was designed to assess the effect of low back pain and stress levels on the work ability index among healthcare workers in a tertiary hospital in Iran.

This cross-sectional study was conducted on healthcare professionals in one of the hospitals in Tehran City in 2022. The prevalence of musculoskeletal disorders among study participants was evaluated using the Nordic Musculoskeletal Questionnaire (NMQ). Additionally, the Work Ability Index (WAI) was employed to evaluate the participants' work ability, while the HSE Stress Questionnaire was used to measure their job stress levels.

A lower level of job stress among healthcare professionals was significantly associated with daily (P=0.02) and weekly (P=0.004) working hours. Moreover, healthcare professionals who did not experience low back pain in the past week were able to work more hours per day compared to others (P=0.01). In the linear regression model, the relationship between the Work Ability Index (WAI), job stress, and job position remained statistically significant (P<0.05).

Tackling job-related stress and enhancing employee well-being is essential to improve work productivity and overall health. Implementing specific interventions and conducting further research could effectively contribute to achieving these goals.

Emergency medical technicians are the first responders to stressful situations, and this stress can lead to burnout over time. Burnout may impair their performance. Therefore, the present study aimed to determine the assocition between occupational stress, burnout, and performance among emergency medical technicians.

This descriptive-analytical study was conducted on 63 emergency medical technicians at the Faculty of Medical Sciences, Esfarayen, in 2022. The study used a census method with standardized questionnaires: the HSE Occupational Stress Questionnaire, the Maslach Burnout Inventory, and the Hersey and Goldsmith Job Performance Questionnaire. The content validity and reliability of the questionnaires were confirmed, with coefficients of 0.92, 0.71, and 0.69, respectively. Data were analyzed using Pearson correlation coefficient through SPSS statistical software.

The findings indicated a significant positive correlation between stress and burnout (r = 0.883, p = 0.025). A significant negative correlation was observed between burnout and performance (r = - 0.181, p = 0.021). Furthermore, a negative relationship between stress and performance was confirmed through the mediating variable of burnout (r = -0.355, p = 0.043).

According to the study's findings, stress leads to increased burnout and decreased performance. Therefore, it is recommended that health policymakers implement interventions to reduce stress and strengthen coping resources to help decrease burnout among emergency medical technicians.

Occupational stress in nurses of special departments, in addition to the health of nurses, has an impact on their job satisfaction, and spirituality as one of the components of health can lead to the improvement of occupational performance by controlling the stress caused by work, therefore, the present study aims to determine the relationship between health spirituality has been done with occupational stress and job satisfaction of special care nurses.

This cross sectional study was conducted among a total of over 100 nurses working in the critical care units of hospitals in the city of Varamin and suburbs in 2021. Using census sampling, data were collected using Spiritual Well Being Scale (SWBS), Nursing Stress Scale (NSS), and Minnesota Job Satisfaction (MSQ) questionnaire. Descriptive and analytical statistics were performed using SPSS version 22 software.

The nurses had average levels of spiritual health (91.23 ± 13.27, range: 34-118), job stress (92.51 ± 21.11, range: 44-134), and job satisfaction (49.52 ± 10.89, range: 26-70). The Pearson correlation showed that religious health (r = 0.244, P = 0.014), existential health (r = 0.248, P = 0.013), and spiritual health (r = 0.207, P = 0.039) were positively related to job satisfaction in the domain of occupation type. There was no significant correlation between spiritual health and job stress (P>0.05).

Higher spiritual health may be associated with greater job satisfaction in the type of job. It is suggested that the role of spiritual health and its relationship with job satisfaction and job stress should be analyzed in advanced analyses, taking into account intervening variables.

Human resources are the most important capital and strategic factor in any organization, especially hospitals. Managers need to employ suitable strategies to decrease and remove job stressors to utilize this capital more effectively for enhancing the quality of hospital services. Reducing occupational plays a significant role in improving the morale and motivation among the hospital's human resources. In this research, management strategies were investigated to reduce occupational stress among human resources in Imam Reza Hospital, Zarandiya, Iran.

The current applied research was conducted based on the descriptive-analytical method. The data were collected using the field survey method. The statistical population of the research included all experts working at the Imam Reza Hospital. The samples (n=28) were selected using a snowball sampling method. The data collection tool in this research was a researcher-made matrix questionnaire in the context of the research problem. The data were analyzed by the Taxonomy technique.

According to the data analysis based on the calculation of the importance coefficient of the research indicators, self-confidence with Wj = 28.1% and employee motivation and morale with Wj = 27.1% were identified as effective indicators, Moreover, based on the data analysis obtained in this research with the Taxonomy technique, among different management strategies to reduce job stress, strengthening the work environment by intimacy (confidence interval [CI]=0.469), transparency of job goals (transparency in roles and tasks, CI=5.521), and participatory management (CI=3.798) were prioritized.

Based on the results of this research, hospital managers need to develop and execute strategies focused on creating a more intimate work environment, transparent roles, and a collaborative management approach to alleviate employee occupational stress.

The purpose of the present study was to investigate the mediating role of job stress in the relationship between coping strategies and job burden with quality of professional life in psychiatric emergency department nurses.

In the form of a solidarity project, 157 people were selected from among the male and female nurses working in Khurshid, Modares and Farabi hospitals in Isfahan in 2022-2023 through convenience sampling. Nurses responded to occupational stress questionnaires (HSE), coping strategies (Lazarus and Folkman, 1987), job burden (Spector and Jacks, 1998), quality of professional life (Stem, 2010). The findings were analyzed in the framework of structural equation modeling and using SPSS22 and SmartPLS4 software.

The results obtained from structural equation modeling indicate that there is a significant relationship between negative coping strategies and job burden with job stress, but the relationship between positive coping strategies and job stress was not significant (p<0.05). The relationship between both job stress and job burden variables with the quality of professional life was significant (p<0.05); However, the relationship between both positive and negative coping strategies with quality of professional life was not significant (p<0.05).

The results showed that occupational stress was the mediator of the relationship between negative coping strategies and job burden with the variable of quality of professional life in nurses, and it did not have a significant mediating role in the relationship between positive coping strategies and the quality of professional life of nurses.

The present study aimed to investigate the relationship between cognitive strategies of emotion regulation and burnout with the mediating role of job stress in welfare employees.

The study was a correlation and statistical population that included all General Department of Welfare employees of South Khorasan Province in 2019 (1350 people). Two hundred twenty-eight people were selected with available sampling methods and completed the maslach job burnout (1981), job stress (HSE), and cognitive adjustment of Granfsky et al. (2001) questionnaires'. The research data were analyzed using SPSS and LISREL software, descriptive statistics indicators, Pearson correlation coefficient, and path analysis.

The test results of the initially proposed pattern indicated that this pattern did not fit. The adjustments made were confirmed the general characteristics of the overall fit of the pattern (CFI = 0.98, AGFI = 0.93, GFI = 0.98, , RSMEA = 0.77, df=5, χ 2= 10.58).

The model's results confirmed in the present study indicate that the relationship between cognitive strategies of emotion regulation and burnout is not linear and simple, and job stress has an intermediary role in this relationship.

Job  stress is a growing problem worldwide that affects not only the health and well-being of employees but also the productivity of organizations. Ergonomics  climate  shows employees' understanding of the organization's support and emphasis on job design and modification in order to improve "operational performance" and "employee well-being". The present study aims to provide a model to explain  Job  stress with a focuson ergonomics climate was made using the adaptive neuro-fuzzy inference system approach.

This research is applied in terms of purpose and descriptive and correlational in terms of data collection method. The statistical population of the current research is the healthcare staff of one of the hospitals in Urmia city. model through  evaluation criteria RMSE[1], MAE[2] and  R2[3] were validated.

The correlation coefficient between ergonomic climate and job stress for 376  data is - 0.629. which indicates an inverse relationship. The obtained results indicate the high validity of the model of Adaptive  Neuro-Fuzzy - Inference  System (RMSE=0.02) for evaluating and predicting  Job stress centered on ergonomics climate.

Ergonomics climate  and its dimensions including operational performance and employee well-being have an inverse relationship with  job  stress of employees. The presented model can predict with high reliability the level of  job  stress of employees using ergonomics climate.

Stress is a kind of physical or psychological exhaustion caused by real or imagined problems. Occupational stressors play a major role in influencing employees' actions by reducing focus and creating doubt. Three types of reaction time, including simple, diagnostic, and selective, are essential in the performance of various motor tasks.

This descriptive-analytic study was conducted cross-sectionally among 82 emergency personnel. Reaction time and job stress were measured using a reaction timer and the Iranian version of the HSE Job Stress Questionnaire, respectively. Data analysis was performed using SPSS-20, and a significance level of p<0.05 was considered.

The mean values for job stress, simple reaction time, diagnostic reaction time, and selective reaction time in the study population were 125.51, 310.98, 473.50, and 453.82, respectively. An independent T-test indicated that gender does not affect occupational stress and reaction time. Additionally, according to the Pearson test, a significant inverse relationship was found between job stress and diagnostic and selective reaction times, indicating that as job stress increases (or stress reduces), a reduction in reaction time is observed (p<0.05). However, there was no significant relationship found between job stress and simple reaction time.

It is recommended that in jobs requiring high reaction time and accuracy, improving job performance by reducing individual stress should be prioritized. This approach can help prevent work-related accidents, which are sometimes caused by delayed responses. Additionally, it is advisable to monitor individuals not only through physical examination but also in terms of their mental and psychological conditions.

In work environments, job stress is the main factor that can break the control of employees and provide the context for the occurrence of aggression in employees. For this reason, this study investigated the role of the effort-reward imbalance model in the occurrence of bullying in the workplace.

This study was descriptive-analytical in nature. In this research, to measure the variables, two self-report questionnaires, the effort-reward imbalance scale and the negative actions questionnaire, were used.  The research population was employees of one of the process industries, and 202 people were included in the study using the census method. Analyses were performed using SPSS 18 software, Pearson’s correlation coefficient, and linear regression.

 The total number of participants in the study was 202. The average age and work experience of the participants in this study were 40.13±9.32 and 15.9±9.50 years, respectively. Among the participants, 72.8% were male and 86.1% were married. In terms of educational status, 10.9% had an associate's degree, 81.2% had a bachelor's degree, and the rest had a master's degree or higher. About three-fourths of the people were officially employed, and the rest were working on a contract basis. Based on the results of the multivariate regression model, among the variables investigated in this study, effort-reward imbalance and extreme commitment were able to significantly predict the changes in the bullying score (P<0.001).

Employees who feel imbalanced between inputs and outputs in the job, as well as employees who have the characteristic of extreme commitment, are more likely to engage in negative behaviors in the form of bullying in the workplace.

Job stress is one of the main factors that reduce productivity in organizations and cause physical and psychological complications among employees. Therefore, the aim of this study was to investigate the relationship between different dimensions of job stress and job satisfaction among accountants of North Khorasan University of Medical Sciences.

This descriptive-analytical cross-sectional study was conducted on 60 accountants. Questionnaires on job stress (role, communication, support from officials, support from colleagues, control, demands, and changes) and job satisfaction from Minnesota were used to collect data. The collected data was analyzed using SPSS22 with a significance level of P=0.05.

The results showed that there was no significant relationship between job stress and some factors such as age, education level, marital status, and work experience. Job stress and 6 of its 7 components (communication, support from officials and colleagues, control, demands, and change) were significantly related to job satisfaction (P=0.05).

Since job satisfaction is related to different dimensions of job stress, it can be increased in accountants by improving the different dimensions of job stress, including role, communication, and support from officials and colleagues

Customer orientation plays an important role in the success of organizations as one of the main strategies today. The existing models of customer orientation lack orientation in the psychological field, and this is not enough for companies and organizations whose life depends on the customer. The present study was conducted to investigate the structural equation model of the relationship between job stress, psychological well-being, and customer orientation with the mediating role of job satisfaction among the employees of Kermanshah Housing Bank.

according to the practical purpose, the present study is correlational in terms of the method of collecting descriptive information and the method of implementation. The statistical population was formed by the employees of Maskan Bank Kermanshah (N=420), and the sample size (n=201) was available by sampling. And it was determined using Cochran's formula in 1401. The data were collected through the standard psychological well-being questionnaires of Ryff (1989), Maslach's job burnout (1997), Smith and Hallin's job satisfaction (1969), Philip L. Rice's job strain (1992), Khalaj and Rahmani's job dissatisfaction (2021), job stress Jones et al (2010) and Donavan's customer orientation (2004) were collected and analyzed by structural equation modeling method.

The findings showed that job satisfaction positively affects customer orientation. The psychological well-being of the orbiting customer has a positive effect directly and through job satisfaction. Also, job stress hurts customer orientation directly and through job satisfaction.

The proposed model of banks and financial and service institutions in protecting their employees and creating mental health strategies within organizations provides guidance and a practical model for customer orientation.

 Emotional intelligence, as the ability to recognize and control one's emotions and feelings, is considered a new psychological approach to evaluating behavior in workplaces. Job stress, as an imbalance between job needs and individual abilities, has always been one of the main challenges of workplaces. Therefore, this research was conducted in one of the oil industries in Tehran to investigate the effect of employees' emotional intelligence on their job stress. 

  This research is a practical and analytical cross-sectional study. The population of this research, consisting of 300 employees, was selected by random stratified sampling. In this research, two questionnaires, Bar-On emotional intelligence, and HSE job stress were completed. Also, for data analysis, LISREL 8.72 and SPSS 18 software were used to estimate the causal effect between research variables and calculate descriptive indices as well as compare average variables.

 The employees' emotional intelligence and job stress had a significant inverse relationship; In other words, a higher level of emotional intelligence was associated with lower job stress. The subscales of responsibility and self-expression in the emotional intelligence test, and the subscales of relationship and role in the job stress test, had the highest and lowest numerical values in each test, respectively. Also, based on the results, employees' emotional intelligence levels and job stress were independent of their age and education level.

 Employees' emotional intelligence level affects their amount of job stress. Therefore, applying emotional intelligence skills in workplaces can significantly reduce the level of employees' job stress.

Bus drivers are exposed to harmful agents such as noise and vibration which may led to increasing the level of job stress among them. The aim of this study was to evaluation of job stress among urban bus drivers with respect to daily noise and vibration exposures.

This cross-sectional study carried out with participation of 103 urban bus drivers in Hamadan, 2020. The drivers' exposure to noise and vibration were measured using Svan 104 and Svan 106, respectively. The job stress was measured through Phillippe L. Rice questionnaire. Data analysis preformed using SPSS 24 and the significant levels of 0.05.

The mean exposure of drivers with noise was 79.50±3.51 dB. Their exposure with whole body vibrations (WBV) and hand-arm vibrations (HAV) were 0.62±0.16 and 0.44±0.06 m/s2, respectively. Most drivers (87.4 percent) had sever job stress. A significant positive correlation was observed between noise and job stress; whereas, there was no significant correlation between WBV and HAV with job stress. 

Regarding high prevalence of severe job stress among bus drivers and the positive correlation between noise and job stress, it is highly recommended that the noise exposure were subside through periodic services and maintenance as well as applying new buses instead of the old ones.