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

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.

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.

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.

 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.

Employees in the oil and gas industry face various anxieties. The occurrence of corona disease and its rapid spread may increase the anxiety level of these people. The aim of this study is to investigate the mediating role of burnout in the relationship between corona anxiety and work stress.

The present study is a descriptive survey conducted in 1400. The statistical population of this research is all operational employees of Engineering and Construction Company of Oil Industries; Cochran formula was used to obtain a sample size of 310 people; the main instrument used to collect information is Corona Anxiety Scale Questionnaire, Job Burnout Questionnaire and Questionnaire. In this research, path analysis in SMART PLS software was used to analyze and test the research hypotheses.

Corona anxiety has a significant effect on job burnout with coefficients (T=11.22 = 0.42, R^2) and job stress with coefficients (T=9.24 = 0.48, R^2). The effect of burnout on job stress is also significant with coefficients (T=9.24 = 0.38, R^2). The VAF effect coefficient for the effect of corona anxiety on job stress with the mediating role of burnout is equal to 0.51 and its significance coefficient is 7.52. Therefore, the mediating role of job burnout between the two variables corona anxiety and job stress was confirmed.

 Corona anxiety has a direct and indirect negative effect on employees, and the level of corona anxiety in different industries should be reduced to improve employee performance.

The nursing profession is one of the most challenging jobs in health care, and many of these challenges can lead to a decrease in efficiency and burnout among nurses. Therefore, the present study aimed to investigate the structural model of organizational commitment, job stress, psychological capital, and job burnout among nurses in Kermanshah, Iran, in 2021.

This descriptive correlational study was conducted using structural equation modeling. The statistical population of the research included nurses who worked in public and private hospitals in Kermanshah in 2021. The sample size was calculated at 300 cases who were selected via random and stratified sampling methods. Data were analyzed in SPSS (version 19) and AMOS software packages using descriptive statistics, Pearson correlation coefficient, and structural equations. The significance level was P<0.05.

The mean scores of job burnout, organizational commitment, psychological capital, and job stress were reported as 63.17±17.72, 78.09±17.26, 115.452±22.28, and 38.63±12.89, respectively. Data analysis indicated a good fit of the model. The research results pinpointed that that organizational commitment (β=-0.35, P=0.02), job stress (β=-0.39, P=0.02), and psychological capital (β=-0.64, P=0.001) had a significant direct effect on job burnout. Moreover, organizational commitment (β=0.31, P=0.001) and job stress (β=0.75, P=0.001) had a significant direct effect on psychological capital. Psychological capital had a significant indirect effect on job burnout through organizational commitment and job stress (β=0.18, P=0.001). That is, the results of the Sobel test for organizational commitment (1.9) and burnout (3.56) were significant at the P<0.05 level. Job stress exerted a more marked effect on the relationship between psychological capital and job burnout.

Nursing managers can implement interventions to improve nurses' organizational commitment and psychological capital. Furthermore, effective steps can be taken to reduce the stress and burnout of the nursing community by strengthening the components of organizational commitment and psychological capital.

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.

 The prevalence and spread of stress in the work environment has prompted researchers to analyze this issue in the organization and its effect on the performance of employees. Therefore, the aim of the current research was to provide a model to reduce job stress based on personality types and the mediation of organizational climate of Tehran electricity department employees.

 The research method using structural equations and the statistical population of this research included all the employees working in the electricity departments of the 22 districts of Greater Tehran in 2018. For this purpose, 13 regions were selected from among the employees of the 22 regions of Greater Tehran by random cluster method, and the total number of employees in these 13 regions was 316, all of whom were selected as samples. To collect data, HSE occupational stress questionnaire (1990), Halpin and Craft's organizational climate (1963) and Neo's personality type (2005) were used. Structural equation modeling and AMOS and SPSS software were used to analyze the research data.

  The fit indices of the model showed the appropriate fit of the model with the data. The first finding is that personality types with the mediating role of organizational climate have an effect on reducing job stress.

 According to the findings, it can be said that personality type is effective on job stress through the mediation of organizational climate.