WorldWideScience

Sample records for stress increased job

  1. Job stress and productivity increase.

    Science.gov (United States)

    Adaramola, Samson Sunday

    2012-01-01

    This paper examines mental and physical pressures that workers bear at work. The authors discuss how on the-job stress affects a person's capabilities and productivity, and how such pressures lend to higher incidences of accidents at work. The paper also discuss methods of reducing job-related stress and increasing productivity. An intervention was conducted amongst workers in a private firm. It shows mental and emotional pressure can affect performance and productivity of a worker on the job. One of the biggest influences of today's worker is on the-job stress. Job stress occurs when the requirements of the job do not match the capabilities, resources, or needs of the worker. This consequently affects how a person would normally deal with customer service problems, grievances, violence, conflict, and decisions on the job. Stress is an inevitable part of everyday life, and is therefore a distinct part of a person's job. To properly control the outcome of stress, there are certain precautions and methods that should be taken that will boost productivity.

  2. Stress Management: Job Stress

    Science.gov (United States)

    Healthy Lifestyle Stress management Job stress can be all-consuming — but it doesn't have to be. Address your triggers, keep perspective and ... stress triggers, it's often helpful to improve time management skills — especially if you tend to feel overwhelmed ...

  3. Overcoming job stress

    Science.gov (United States)

    ... medlineplus.gov/ency/patientinstructions/000884.htm Overcoming job stress To use the sharing features on this page, ... stay healthy and feel better. Causes of Job Stress Although the cause of job stress is different ...

  4. Job stress and occupational health

    NARCIS (Netherlands)

    Blanc, Le P.M.; Jonge, de J.; Schaufeli, W.B.; Chmiel, N.

    2008-01-01

    This chapter focuses on job stress in relation to workers’ physical and psycho logical health. We begin with an outline of job stress as a social problem, fol lowed by a discussion of the main perspectives on (job) stress, resulting in a process model of job stress that will be used as a frame of

  5. Job Stress, Job Dissatisfaction and Stress Related Illnesses Among ...

    African Journals Online (AJOL)

    The aim of this study was to explore the relationship between self-reported job stress and job dissatisfaction and the prevalence of stress related illnesses and risk factors amongst educators. A cross-sectional survey was conducted in a representative sample of 21,307 educators from public schools in South Africa.

  6. Assessment of job satisfaction, job stress and psychological health ...

    African Journals Online (AJOL)

    McRoy

    2014-12-31

    Dec 31, 2014 ... Aim: The study assessed the job satisfaction, perception of job stress and psychological ... on the work-health balance of journalists in. Nigeria. ..... Life. New York: Basic Books,1990. 15. Lu L. Work Motivation, Job Stress and.

  7. The Impact of Job Stress and Job Satisfaction on Workforce Productivity in an Iranian Petrochemical Industry.

    Science.gov (United States)

    Hoboubi, Naser; Choobineh, Alireza; Kamari Ghanavati, Fatemeh; Keshavarzi, Sareh; Akbar Hosseini, Ali

    2017-03-01

    Job stress and job satisfaction are important factors affecting workforce productivity. This study was carried out to investigate the job stress, job satisfaction, and workforce productivity levels, to examine the effects of job stress and job satisfaction on workforce productivity, and to identify factors associated with productivity decrement among employees of an Iranian petrochemical industry. In this study, 125 randomly selected employees of an Iranian petrochemical company participated. The data were collected using the demographic questionnaire, Osipow occupational stress questionnaire to investigate the level of job stress, Job Descriptive Index to examine job satisfaction, and Hersey and Goldsmith questionnaire to investigate productivity in the study population. The levels of employees' perceived job stress and job satisfaction were moderate-high and moderate, respectively. Also, their productivity was evaluated as moderate. Although the relationship between job stress and productivity indices was not statistically significant, the positive correlation between job satisfaction and productivity indices was statistically significant. The regression modeling demonstrated that productivity was significantly associated with shift schedule, the second and the third dimensions of job stress (role insufficiency and role ambiguity), and the second dimension of job satisfaction (supervision). Corrective measures are necessary to improve the shift work system. "Role insufficiency" and "role ambiguity" should be improved and supervisor support must be increased to reduce job stress and increase job satisfaction and productivity.

  8. The Effects of Heat Stress on Job Satisfaction, Job Performance and Occupational Stress in Casting Workers

    OpenAIRE

    Dehghan; Mobinyzadeh; Habibi

    2016-01-01

    Background Job satisfaction, job performance, job stress and heat stress affect the productivity of workers. Objectives This research aimed to study the relationship between heat stress indices with job satisfaction, job performance and job stress in casting workers. Patients and Methods This descriptive-analytical cross sectional survey was performed during summer 2013 on one hund...

  9. Job design and job stress in office workers.

    Science.gov (United States)

    Carayon, P

    1993-05-01

    A model to look at various job components that affect individual well-being and health was developed drawing from the job design and job stress literature. Briefly stated, the model proposes job control to be a primary causal determinant of the stress outcomes. The effects of perceived demands, job content, and career/future concerns were hypothesized to influence the stress outcomes only to the extent of their influence on job control. This was tested in a population of government office employees in various clerical, professional, and managerial jobs all of which involve the use of computers. Results indicated that job control was not a crucial determinant of the stress outcomes, that job demands and career/future concerns were consistent determinants of the stress outcomes, and that job content, demands, and career/future concerns did not influence the stress outcomes through job control as described by the proposed model. The differentiation of job control levels to define specific relationships with stress outcomes and other job elements was shown to be useful because different levels of job control were associated with different stress outcomes and job elements.

  10. The Impact of Job Stress and Job Satisfaction on Workforce Productivity in an Iranian Petrochemical Industry

    Directory of Open Access Journals (Sweden)

    Naser Hoboubi

    2017-03-01

    Conclusion: Corrective measures are necessary to improve the shift work system. “Role insufficiency” and “role ambiguity” should be improved and supervisor support must be increased to reduce job stress and increase job satisfaction and productivity.

  11. Relationship between job stress, occupational position and job satisfaction using a brief job stress questionnaire (BJSQ).

    Science.gov (United States)

    Kawada, Tomoyuki; Otsuka, Toshiaki

    2011-01-01

    Subjects with higher occupational position are speculated to have higher ability to handle with stress, and they were less affected by job stress. This study focused on the relationship between job satisfaction and three sub-scales of a brief job stress questionnaire (BJSQ) related to workload. This self-administered questionnaire was distributed to 371 employees of a company, and all the workers sent back their responses. Among the 57 items graded on a 4-point Likert-type scale to measure job stressors, psycho-physical complaints, and support for workers, the authors studied the influence of quantitative and qualitative job overload (six items), job control (three items), and support port (six items). The job satisfaction score estimated on a 4-point Likert-type scale was also used in relation to job stress determined using a 15-item scale from the BJSQ based on demand-control-support model. Occupational positions were classified into directors, managers, and general workers, and the content of job was classified into clerical workers, skilled technicians, and unskilled manual workers. All the scales on job stress presented acceptable alpha coefficients reflecting high internal consistency (job demand: 0.855, job control: 0.644, and support: 0.878, respectively). Principal axis factor analysis was conducted, and three factors were extracted; support, job demand and job control. There was a significant difference in the mean score among four groups divided by the job satisfaction level as evaluated by Dunnett's multiple comparison, and members who were dissatisfied with their job showed a high job demand, limited job control, and poor support. The mean score of support for managers were significantly higher (lower support) than that for general workers. The logistic regression analysis revealed that job control and support contributed significantly to job satisfaction. In addition, unskilled manual workers showed significantly higher job dissatisfaction compared

  12. Assessment of job satisfaction, job stress and psychological health ...

    African Journals Online (AJOL)

    McRoy

    2014-12-31

    Dec 31, 2014 ... employees, feels a tension of anxiety caused by their jobs.[4] ... [13] High job stress creates negative psychological effects ... where product quality is largely dependent ... on the work-health balance of journalists in. Nigeria. ..... Life. New York: Basic Books,1990. 15. Lu L. Work Motivation, Job Stress and.

  13. Primary School Principals' Job Satisfaction and Occupational Stress

    Science.gov (United States)

    Darmody, Merike; Smyth, Emer

    2016-01-01

    Purpose: The purpose of this paper is to explore the factors associated with occupational stress and job satisfaction among Irish primary school principals. A principal's job has become increasingly demanding and complex in recent decades. However, there is little current research into their levels of stress and job satisfaction, particularly…

  14. Mental health, job satisfaction, and job stress among general practitioners.

    OpenAIRE

    Cooper, C. L.; Rout, U.; Faragher, B.

    1989-01-01

    OBJECTIVE--To identify sources of job stress associated with high levels of job dissatisfaction and negative mental wellbeing among general practitioners in England. DESIGN--Multivariate analysis of large database of general practitioners compiled from results of confidential questionnaire survey. Data obtained on independent variables of job stress, demographic factors, and personality. Dependent variables were mental health, job satisfaction, alcohol consumption, and smoking. SETTING--Natio...

  15. Factors affecting the job stress and job satisfaction of Australian nurses: implications for recruitment and retention.

    Science.gov (United States)

    Bartram, Timothy; Joiner, Therese A; Stanton, Pauline

    2004-10-01

    Against a background of nurse shortages in Australian hospitals, a significant challenge facing the healthcare sector is the recruitment and retention of nurses. The job stress and job satisfaction of nurses have been associated with recruitment and retention. The aim of this study is to consider two factors that may contribute to the job satisfaction and job stress of nurses: social support and empowerment. Using a sample of 157 registered nurses in a private hospital in Melbourne, Australia, we found that social support derived from the nurse's supervisor and work colleagues lowered job stress and at the same time increased job satisfaction. The presence of nurse empowerment, meaning, impact, competence and self-determination, also lowered job stress and increased job satisfaction. Finally, we discuss contributions of this study and implications for recruitment and retention of nurses in the health sector.

  16. Association among Work-Related Musculoskeletal Disorders, Job Stress, and Job Attitude of Occupational Therapists.

    Science.gov (United States)

    Park, Jin-Hyuck; Park, Ji-Hyuk

    2017-01-01

    This study was conducted to investigate the associations among work-related musculoskeletal disorders (WMSDs), job stress, and job attitude of occupational therapists in South Korea. Self-reporting questionnaires were distributed to 150 occupational therapists. Of the 128 occupational therapists who responded, 110 (85.9%) reported WMSDs affecting at least one body site. The most affected WMSDs site was the low back (26.8%), and the most reported number of body site affected by WMSDs was one (53.9%). As a result, there were significant differences in job stress and job attitude depending on the age, work experience, working hour, presence or absence of WMSDs, and number of site of pain. Factors influencing job attitude included job stress, the presence or absence of WMSDs and duration of pain. The results showed that the occurrence of WMSDs in occupational therapists was associated with increased job stress and negative job attitude.

  17. Investigating the effect of job stress and emotional intelligence on job performance

    Directory of Open Access Journals (Sweden)

    Mojtaba Rafiee

    2013-09-01

    Full Text Available Researchers and scholars of management and behavioral sciences have tried to determine effective factors, which influence on efficiency and effectiveness in order to increase organization performance and they have tried to identify factors, which create job stress. In this research, we investigate the effect of job stress on job performance through emotional, organizational and moral intelligence. The study is a descriptive-analytic one, which is based on correlation, uses survey method to gather data and they are analyzed using structural equation modeling. The population of this research includes all the personnel of Registry Organization in Arak city. The results suggest that job stress influences on job performance through organizational intelligence and moral intelligence, but job stress does not influence on job performance through emotional intelligence. Regarding research hypotheses, results and findings after analyzing obtained data suggest that job stress influences on emotional, organizational and moral intelligence, but job stress does not influence on job performance. In addition, the results show that organizational and moral intelligence influence on job performance but emotional intelligence does not influence on job performance.

  18. [Occupational stress and job burnout in doctors].

    Science.gov (United States)

    Zhu, Wei; Wang, Zhi-Ming; Wang, Mian-Zhen; Lan, Ya-Jia; Wu, Si-Ying

    2006-03-01

    To investigate the status of job burnout in doctors and its relationship with occupational stress. A total of 561 doctors from three provincial hospitals were randomly selected. The Maslach Burnout Inventory-General Survey (MBI-GS) was used to identify job burnout. The occupation stress inventory revised edition (OSI-R) was used to evaluate the level of occupational stress. Surgeon and doctors working in the internal medicine wards scored significantly higher in job burnout than their colleagues (P < 0.05). The 30-40 years of age group scored highest in exhaustion. The score of professional efficacy decreased with age and increased with educational levels. Role overload, responsibility, physical environment, reaction and self-care were major predictors for exhaustion. Role insufficiency, role overload and responsibility were major predictors for cynicism. Role insufficiency, social support and rational/cognitive were major predictors for professional efficacy. Maintaining moderate professional duty and responsibility, clearly defining job requirements, enriching leisure activities, and improving self-care ability are important measures to preventing job burnout.

  19. Occupational stress, job satisfaction and job performance among hospital nurses in Kampala, Uganda.

    Science.gov (United States)

    Nabirye, Rose C; Brown, Kathleen C; Pryor, Erica R; Maples, Elizabeth H

    2011-09-01

    To assess levels of occupational stress, job satisfaction and job performance among hospital nurses in Kampala, Uganda; and how they are influenced by work and personal characteristics. Occupational stress is reported to affect job satisfaction and job performance among nurses, thus compromising nursing care and placing patients' lives at risk. Although these factors have been studied extensively in the US and Europe, there was a need to explore them from the Ugandan perspective. A correlational study was conducted with 333 nurses from four hospitals in Kampala, Uganda. A questionnaire measuring occupational stress, job satisfaction and job performance was used. Data were analysed using descriptive statistics and anova. There were significant differences in levels of occupational stress, job satisfaction and job performance between public and private not-for-profit hospitals, nursing experience and number of children. Organizational differences between public and private not-for-profit hospitals influence the study variables. On-the-job training for nurse managers in human resource management to increase understanding and advocacy for organizational support policies was recommended. Research to identify organizational, family or social factors which contribute to reduction of perceived occupational stress and increase job satisfaction and job performance was recommended. 2011 Blackwell Publishing Ltd.

  20. Scoping the common antecedents of job stress and job satisfaction for nurses (2000-2013) using the job demands-resources model of stress.

    Science.gov (United States)

    McVicar, Andrew

    2016-03-01

    To identify core antecedents of job stress and job satisfaction, and to explore the potential of stress interventions to improve job satisfaction. Decreased job satisfaction for nurses is strongly associated with increased job stress. Stress management strategies might have the potential to improve job satisfaction. Comparative scoping review of studies (2000-2013) and location of their outcomes within the 'job demands-job resources' (JD-R) model of stress to identify commonalities and trends. Many, but not all, antecedents of both phenomena appeared consistently suggesting they are common mediators. Others were more variable but the appearance of 'emotional demands' as a common antecedent in later studies suggests an evolving influence of the changing work environment. The occurrence of 'shift work' as a common issue in later studies points to further implications for nurses' psychosocial well-being. Job satisfaction problems in nursing might be co-responsive to stress management intervention. Improving the buffering effectiveness of increased resilience and of prominent perceived job resource issues are urgently required. Participatory, psychosocial methods have the potential to raise job resources but will require high-level collaboration by stakeholders, and participative leadership and facilitation by managers to enable better decision-latitude, support for action planning and responsive changes. © 2015 John Wiley & Sons Ltd.

  1. Academics Job Satisfaction and Job Stress across Countries in the Changing Academic Environments

    Science.gov (United States)

    Shin, Jung Cheol; Jung, Jisun

    2014-01-01

    This study examined job satisfaction and job stress across 19 higher education systems. We classified the 19 countries according to their job satisfaction and job stress and applied regression analysis to test whether new public management has impacts on either or both job satisfaction and job stress. According to this study, strong market driven…

  2. Change in job stress and job satisfaction over a two-year interval using the Brief Job Stress Questionnaire.

    Science.gov (United States)

    Kawada, Tomoyuki; Otsuka, Toshiaki

    2014-01-01

    The relationship between job stress and job satisfaction by the follow-up study should be more evaluated for workers' health support. Job stress is strongly affected by the content of the job and the personality of a worker. This study was focused on determining the changes of the job stress and job satisfaction levels over a two-year interval, using the Brief Job Stress Questionnaire (BJSQ). This self-administered questionnaire was distributed to the same 310 employees of a Japanese industrial company in 2009 and 2011. Sixty-one employees were lost from 371 responders in 2009. Data of 16 items from 57 items graded on a four-point Likert-type scale to measure the job stressors, psycho-physical complaints and support for workers, job overload (six items), job control (three items), support (six items) and job satisfaction score (one item) were selected for the analysis. The age-adjusted partial correlation coefficients for job overload, job control and support were 0.684 (pjob overload, job control and support were 0.681 (0.616-0.736), 0.473 (0.382-0.555), and 0.623 (0.549-0.687), respectively. There were no significant differences in the mean score for job overload, job control or support, although significant decline in the job satisfaction level was apparent at the end of the two-year period (pjob satisfaction in 2009 and in 2011 for subjects with keeping low job strain. No significant changes in the scores on the three elements of job stress were observed over the two-year study period, and the job satisfaction level deteriorated significantly during this period. There was a decline in the job satisfaction in the two-year period, although subjects did not suffer from job stress at the same period.

  3. Understanding Job Stress among Healthcare Staff

    Directory of Open Access Journals (Sweden)

    Dola Saha

    2011-04-01

    Full Text Available Introduction: Job life is an important part of a person’s daily life. There are many aspects of a job. A person may be satisfied with one or more aspects of his/her job but at the same time may be unhappy with other things related to the job. Objective: To evaluate the sources of job stress (stressful aspects of work among the staff of a super specialty hospital & to suggest measures to decrease level of job stress. Methodology: Descriptive study employing 381 staff members of a super specialty hospital using a structured personal interview questionnaire consisting of 21 sources of stress. The hospital staff was asked to rate each item according to the extent to which it had contributed to their stress as experienced in their jobs in the past few months on a scale of 0 (not at all,1(a little, 2(quite a bit, 3 (a lot. A global rating of stress was also obtained. Result: The prime sources of stress were found to be underpayment (76%, excessive workload (70.3%, inadequate staff (48.6, & being involved in the emotional distress of patients (46.7%. Conclusion: The staffs of the hospital were in moderate stress due to the prime stressors so adequate measures should be taken to alleviate these stressors. This could be achieved through workload management, job redesign, & by offering occupational health education.

  4. Job stress and satisfaction among clinical radiologists

    International Nuclear Information System (INIS)

    Graham, J.; Ramirez, A.J.; Field, S.; Richards, M.A.

    2000-01-01

    AIMS: Consultant radiologists appear to be at greater risk of burnout than consultants working in other specialties. The aim of this study was to examine sources of stress and satisfaction at work for radiologists and hospital consultants in other specialties in order to try to understand this difference. MATERIALS AND METHODS: A postal questionnaire survey of psychiatric morbidity (12-item General Health Questionnaire), burnout (Maslach Burnout Inventory) and sources of job stress and satisfaction (study-specific questionnaires) was carried out among a random sample of 882 hospital consultants working in radiology and three other specialties (surgery, gastroenterology and oncology). RESULTS: The most stressful aspect of work for radiologists was work overload. Inadequacies in current staffing and facilities and concerns about funding were also major sources of stress, as were impositions made on radiologists by other clinicians. The most important sources of satisfaction for radiologists were their relationships with patients and being perceived to do their job well by colleagues. Importantly, radiologists reported less satisfaction than the other specialists from many of the aspects of work measured. A greater proportion of radiologists than other specialists felt insufficiently trained in communication skills [80% (n = 168) vs 47% (n = 310);P < 0.001] and management skills [84% (n = 179) vs 76% (n = 506);P < 0.05]. CONCLUSION: These data highlight aspects of radiologists' work which need to be tackled in order to reduce their stress and increase their satisfaction, and thereby their risk of burnout. Graham, J. (2000)

  5. Inductions Buffer Nurses' Job Stress, Health, and Organizational Commitment.

    Science.gov (United States)

    Kamau, Caroline; Medisauskaite, Asta; Lopes, Barbara

    2015-01-01

    Nurses suffer disproportionate levels of stress and are at risk of sickness-absence and turnover intentions, but there is a lack of research clarifying preventions. This study investigated the impact of inductions (job preparation courses) about mental health for nurses' job stress, general health, and organizational commitment. Data from 6,656 nurses were analyzed using structural equation modeling (SEM), showing that mental health inductions increase nurses' job satisfaction, which reduces their occupational stress and improves their health. SEM showed that these occupational health benefits increase the nurses' commitment to the organization. Job satisfaction (feeling valued, rewarded) also had a direct effect on nurses' intentions to continue working for the organization. Mental health inductions are therefore beneficial beyond job performance: they increase occupational health in the nursing profession.

  6. Job stress among Iranian prison employees.

    Science.gov (United States)

    Akbari, J; Akbari, R; Farasati, F; Mahaki, B

    2014-10-01

    Exposure to job stress causes deleterious effects on physical and mental health of employees and productivity of organizations. To study work-related stressors among employees of prisons of Ilam, western Iran. In a cross-sectional study conducted from July to October 2013, 177 employees of Ilam prisons and security-corrective measures organization were enrolled in this study. The UK Health and Safety Executive Organization 35-item questionnaire for assessment of occupational stress was used to determine job stress among the studied employees. Job stress was highest among employees of "correction and rehabilitation center" of Ilam province followed by "Dalab vocational training center." There was no significant relationship between occupational stress and age, work experience, level of education, marital status, sex of employees, and obesity. Employees of prisons, for their nature of job and work environment, are exposed to high level of occupational stress.

  7. Job Stress among Iranian Prison Employees

    Directory of Open Access Journals (Sweden)

    J Akbari

    2014-09-01

    Full Text Available Background: Exposure to job stress causes deleterious effects on physical and mental health of employees and productivity of organizations. Objective: To study work-related stressors among employees of prisons of Ilam, western Iran. Methods: In a cross-sectional study conducted from July to October 2013, 177 employees of Ilam prisons and security-corrective measures organization were enrolled in this study. The UK Health and Safety Executive Organization 35-item questionnaire for assessment of occupational stress was used to determine job stress among the studied employees. Results: Job stress was highest among employees of “correction and rehabilitation center” of Ilam province followed by “Dalab vocational training center.” There was no significant relationship between occupational stress and age, work experience, level of education, marital status, sex of employees, and obesity. Conclusion: Employees of prisons, for their nature of job and work environment, are exposed to high level of occupational stress.

  8. Managing job stress among nurses : what kind of job resources do we need?

    NARCIS (Netherlands)

    Tooren, van den M.; Jonge, de J.

    2008-01-01

    Aim. This paper is a report of a study to investigate the functionality of different kinds of job resources for managing job stress in nursing. Background. There is increasing recognition that healthcare staff, and especially nurses, are at high risk for burnout and physical complaints. Several

  9. Determinants of job related stress experienced by nursing staff.

    NARCIS (Netherlands)

    Veer, A. de; Francke, A.

    2010-01-01

    Introduction: Stress levels of Dutch nurses have been found to increase since 2005. There is evidence that personal resources such as coping style and social support influence job related stress. However when formulating policy to reduce such stress, specific jobrelated factors must also be

  10. An experimental study of the job demand-control model with measures of heart rate variability and salivary alpha-amylase: Evidence of increased stress responses to increased break autonomy.

    Science.gov (United States)

    O'Donnell, Emma; Landolt, Kathleen; Hazi, Agnes; Dragano, Nico; Wright, Bradley J

    2015-01-01

    We assessed in an experimental design whether the stress response towards a work task was moderated by the autonomy to choose a break during the assigned time to complete the task. This setting is defined in accordance with the theoretical framework of the job-demand-control (JDC) model of work related stress. The findings from naturalistic investigations of a stress-buffering effect of autonomy (or 'buffer hypothesis') are equivocal and the experimental evidence is limited, especially with relation to physiological indices of stress. Our objective was to investigate if increased autonomy in a particular domain (break time control) was related with adaptive physiology using objective physiological markers of stress; heart rate variability (HRV) and salivary alpha amylase (sAA). We used a within-subject design and the 60 female participants were randomly assigned to an autonomy (free timing of break) and standard conditions (fixed timing of break) of a word processing task in a simulated office environment in a random order. Participants reported increased perceptions of autonomy, no difference in demand and performed worse in the task in the break-time autonomy versus the standard condition. The results revealed support for the manipulation of increased autonomy, but in the opposing direction. Increased autonomy was related with dysregulated physiological reactivity, synonymous with typical increased stress responses. Potentially, our findings may indicate that autonomy is not necessary a resource but could become an additional stressor when it adds additional complexity while the amount of work (demands) remains unchanged. Further, our findings underscore the need to collect objective physiological evidence of stress to supplement self-reported information. Self-report biases may partially explain the inconsistent findings with the buffer hypothesis. Copyright © 2014 Elsevier Ltd. All rights reserved.

  11. [Relationship of job stress with job burnout and quality of work life in workers for offshore oil platforms].

    Science.gov (United States)

    Zhang, Y; Liu, X L; Wei, T D; Lan, Y J

    2017-03-20

    Objective: To evaluate the current status of job burnout and qual ity of work life (QWL) in workers for offshore oil platforms, and to analyze the relationship of job stress with job burnout and QWL and the direct and indirect effects of job stress on QWL. Methods: Cluster random sampling was used to select 382 work-ers for 8 oil platforms of China National Offshore Oil Corporation in October 2015. A self - designed questionnaire was used to collect the individual characteristics of subjects. The Quality of Work Life Scale (QWL7 - 32) , Occupa-tional Stress Inventory - Revised Edition (OSI - R) , and Maslach Burnout Inventory - General Survey (MBI - GS) were used to investigate the QWL, job stress, and job burnout of subjects. Results: Among all the workers for offshore oil platforms, 87.2% had mild job burnout. The total QWL score was 116.01 ± 16.73; 8.3% of the workers had poor QWL, and 68.5% had moderate QWL. QWL was reduced with heavier task, vaguer task, and increasing mental stress and physical stress ( P stress had di-rect and indirect effects on QWL; stress reaction had the most effect on QWL (total effect size - 0.509) , followed by social support (total effect size 0.444) . Conclusion: Most workers for offshore oil platforms have mild job burn-out and moderate QWL. Job stress is associated with job burnout and QWL, and stress reaction and social support have relatively high influence on QWL.

  12. The Impact of Job Stress and Job Satisfaction on Workforce Productivity in an Iranian Petrochemical Industry

    OpenAIRE

    Hoboubi, Naser; Choobineh, Alireza; Kamari Ghanavati, Fatemeh; Keshavarzi, Sareh; Akbar Hosseini, Ali

    2016-01-01

    Background: Job stress and job satisfaction are important factors affecting workforce productivity. This study was carried out to investigate the job stress, job satisfaction, and workforce productivity levels, to examine the effects of job stress and job satisfaction on workforce productivity, and to identify factors associated with productivity decrement among employees of an Iranian petrochemical industry. Methods: In this study, 125 randomly selected employees of an Iranian petrochemic...

  13. Effect of stress management interventions on job stress among nurses working in critical care units.

    Science.gov (United States)

    Light Irin, C; Bincy, R

    2012-01-01

    Stress in nurses affects their health and increases absenteeism, attrition rate, injury claims, infection rates and errors in treating patients. This in turn significantly increases the cost of employment in healthcare units. Proper management of stress ensures greater efficiency at work place and improved wellbeing of the employee. Therefore, a pre-experimental study was conducted among 30 Critical Care Unit nurses working inMedical College Hospital, Thiruvananthapuram, (Kerala) to assess the effect of stress management interventions such as Job Stress Awareness, Assertiveness Training, Time Management, andProgressive Muscle Relaxation on job stress. The results showed that caring for patients, general job requirements and workload were the major sources of stress for the nurses. The level of severe stress was reduced from 60 percent to 20 percent during post-test. The Stress Management Interventions were statistically effective in reducing the stress of nurses at p<0.001 level.

  14. occupational stress and job performance of female bankers in bank ...

    African Journals Online (AJOL)

    DGS-FUTO

    2018-06-01

    Jun 1, 2018 ... Ebonyi State University, Abakaliki ... exists between occupational stress (role boundary, distorted ... For instance, while employees in a hotel may be stressed up ..... the job performance of the female staff of UBAPlc, Abakaliki. ... as the extent of role boundary increases, there would be an inverse decrease in.

  15. Investigating The Effect Of Job Stress On Performance Of Employees

    Directory of Open Access Journals (Sweden)

    Oyungerel Altangerel

    2015-02-01

    Full Text Available Abstract This study is conducted to investigate the effect of job stress on job performance. A random sampling technique is used to collect primary data of 120 employees of four telecommunication companies of Mongolia i.e. Mobicom Unitel Skytel and G-mobile. A well-structured questionnaire is utilized to collect relevant data descriptive and logistic analysis is used to estimate and describe the findings of results. It is found that work overload is major reason of stress among employees and majority of employees reduce their productivity and loss of interest in job due to stress. As for concern health issue eyes strain dizziness and disorder in sleep are due to job stress. According to results of logit model parameters of education experience and salary per month are statistically significant and have positive impact on employees performance but age family size no relaxation time giving to employees during working hours and work overload are statistically significant and have negative impact on employees job performance. For suggestions companies should increase salaries of employees and give reward to employees those have work overload. Workload of employees should reduce by proper work redesign and efficient management by proper allocation of job. It is also found that stress also becomes reason of several illnesses and majority of employees dont have medical facilities first aid at working place therefore it is suggested that companies should also provide medical facilities first aid for employees at work place.

  16. Job stress in the staff of a tire factory

    Directory of Open Access Journals (Sweden)

    marzieh torshizi

    2012-08-01

    Full Text Available Background and Aim: Occupational stress is a major problem in industrial societies. Its relationship with various diseases is increasing ,but it probably has vast socio-economic consequences manifested in the form of absenteeism, labour turnover, loss of productivity and disability pension costs. The present study aimed at determining stress in the staff of a tyre factory.   Materials and Methods: This descriptive-analytical study was done on 196 members of staff from various sections of a tire factory in 2008 through proportional classification and randomized sampling .Data was collected by means of Coudron two questionnaires "demographic" and "standardized job stress" . The obtained data was analyzed using SPSS software (v: 11.5, chi-square test, and Pearson's correlation coefficient (P ≤ 0.05.   Results: It was found that 49.5% of the staff had severe job stress .Severe job stress was 55.8% in the production unit (No. =53, 50% in the administrative unit (No. =16 and 40.6% supporting the backing unit (No=28.   There was a significant relationship between variables income and adequate sleep on one hand and level of job stress on the other (P < 0.001.However, no significant relationship was observed between job stress and age, marital status, education, working record ,and exercise.   Conclusion: Based on the results of the current study, more than half of the employees suffered from job stress. Compared with employees in other industrialized countries, Iranian employees appeared to have much higher prevalence of stress. Therefore, more studies are required in order to reduce the amount of stress and its consequences.

  17. The Relationship Between Personality Traits, Stress and Job Satisfaction of Employees of Iran Telecom Companies

    Directory of Open Access Journals (Sweden)

    Zahra Zamanian

    2015-11-01

    Full Text Available Background & Objectives: Job satisfaction is affected by several factors including personality characteristics and job stress. This study aimed to investigate the relationship between personality traits, job satisfaction, and stress-related. Materials and Methods: This analytical study was performed among the telecommunications industry workers. 254 persons were randomly selected as the population of the study . Eysenck Personality Questionnaire and job satisfaction and stress questionnaires were applied to gather the required data. The collected data were analyzed using SPSS statistical software. Results: There was an inverse relationship between job satisfaction and job stress. The results of job stress questionnaires showed that 176, 37, and 8 employees were under high, moderate, and low stress, respectively. Overall job satisfaction scores were 14.25 + 10.95. The relationship between job stress and scale E showed a significant positive correlation between two variables so that as the level of introspection increases, people will feel more jop stress. The two scale N and L have meaningful relationship with job satisfaction so that the more stable the character, the higher the job satisfaction . Conclusion: It can be concluded that in order for promoting the job satisfaction and reducing the job stress, self-confidence enhancing skills should be trained to the employees.

  18. Teachers' Collective Efficacy, Job Satisfaction, and Job Stress in Cross-Cultural Context

    Science.gov (United States)

    Klassen, Robert M.; Usher, Ellen L.; Bong, Mimi

    2010-01-01

    This study examines how teachers' collective efficacy (TCE), job stress, and the cultural dimension of collectivism are associated with job satisfaction for 500 teachers from Canada, Korea (South Korea or Republic of Korea), and the United States. Multigroup path analysis revealed that TCE predicted job satisfaction across settings. Job stress was…

  19. Relationship between Organizational Climate, Job Stress and Job Performance Officer at State Education Department

    Science.gov (United States)

    Suandi, Turiman; Ismail, Ismi Arif; Othman, Zulfadli

    2014-01-01

    This research aims at finding out the relationship between Organizational Climate, job stress and job performance among State Education Department (JPN) officers . The focus of the research is to determine the job performance of state education department officers, level of job stress among the officers, level of connection between organizational…

  20. Job stress and job satisfaction among new graduate nurses during the first year of employment in Taiwan.

    Science.gov (United States)

    Cheng, Ching-Yu; Liou, Shwu-Ru; Tsai, Hsiu-Min; Chang, Chia-Hao

    2015-08-01

    Nurse graduates are leaving their first employment at an alarming rate. The purpose of this study was to explore the relationships between job stress, job satisfaction and related factors over time among these nurses. This study applied a longitudinal design with three follow-ups after nurse graduates' first employment began. Using convenience sampling, participants were 206 new graduates from a university. The Work Environment Nursing Satisfaction Survey and the Clinical Stress Scale were used in this study. Results indicated that job stress remained moderate across three time points. Participants working 12 h shifts exhibited less job stress. Job satisfaction significantly increased in the twelfth month. Participants working 12 h shifts had a higher degree of job satisfaction. Job stress was negatively correlated with job satisfaction. The 12 h work shifts were related to job stress and job satisfaction. These results implied that health-care administrators need to provide longer orientation periods and flexible shift schedules for new graduate nurses to adapt to their work environment. © 2014 Wiley Publishing Asia Pty Ltd.

  1. Employer support for innovative work and employees' job satisfaction and job-related stress.

    Science.gov (United States)

    Raykov, Milosh

    2014-01-01

    There are high levels of global and national underemployment, but limited information is available on the impact of this phenomenon on the quality of employees' working lives. This study examines the relations among perceived employer support for creative work, different forms of underemployment and employee quality of life, including job satisfaction, perceived job security and job satisfaction. The study was performed using cross-sectional data from the Canadian 2010 Work and Lifelong Learning Survey (WALL), which included 1,042 randomly selected currently employed participants between the ages of 18 and 64 years of age. The study found a significant inverse association between employer support for innovative work and different forms of underemployment. It also suggested a strong relationship between support for such work and participation in work-related informal learning. The results from this study confirmed the hypothesis that employer support for creative work is significantly associated with the quality of employees' working lives, as manifested through increased job security and job satisfaction. Employees experiencing greater support for workplace creativity report less job-related stress. The present study identified relatively low employer support for creative work and significant differences in the perception of support among managers and workers. The results of this study indicate that employer support for innovative work can mitigate significant underutilization of employee knowledge and skills. Such support can contribute to the reduction of job-related stress, increased job satisfaction and perceived job security. This kind of support can also improve the quality of life of employees and facilitate creativity and overall organizational and social development.

  2. THE INFLUENCE OF JOB STRESS AND COMPENSATION TO JOB SATISFACTION AT PT. TRI MEGAH MAKMUR

    OpenAIRE

    R Sudiarditha, I Ketut; Baqi, Fikri Haikal; Handaru, Agung Wahyu

    2016-01-01

    The purpose of this research are: 1 ) To know description and how picture level job stress, compensation and job satisfaction atPT Tri Megah Makmur. 2) To know the influence of job stress tojob satisfaction atPT Tri Megah Makmur. 3) To know the influence of compensation to job satisfaction atPT Tri Megah Makmur. 4) To know empirically the influence of job stress and compensation tojob satisfaction atPT Tri Megah Makmur. 5) To know how far the contribution of job stress and compensation tojob ...

  3. Job stress and its related factors in Tehran firefighters in year 2000

    Directory of Open Access Journals (Sweden)

    Yazdi SM

    2001-11-01

    Full Text Available Job stress results from a mismatch between job requirements and capabilities, resources, or needs of the worker. Physiological, psychological and behavioral outcomes caused by job stress not only hurt the person but also impose expensive costs on organizations. Firefighting is a job that exposes workers to job stress. The purpose of this study is to determine the level of job stress and some related factors in firefighters of Tehran safety services and firefighters organization. This cross sectional study includes 155 male firefighters whom had selected randomly. In this research we used Leiden University Questionnaire. Also Karasek Questionnaire is used for classification of workers according to karasek’s model. Collected data were analyzed by spss9 software. The final grade of firefighter’s job stress shows a significant positive relationship with second job and a significant negative relationship with age. The level of job satisfaction have a significant negative relationship with job insecurity and lack of meaningfulness, and a significant positive relationship with skill discretion, social support supervisor and social support co-workers. According to karasek classification this job is grouped in active not in high strain grup. The highest level of job stress was seen in physical exertion and hazardous exposure factors. Also in work and time pressure factor, job stress level is high. But job stress is in a moderate or low level in other factors. The level of job stress in younger firefighters and in individuals with a second job indicate a significant increase. However, in western country’s studies, this job is classified as high-strain but in this research it is classified as active group.

  4. Effects of Hospital Workers’ Friendship Networks on Job Stress

    Science.gov (United States)

    Shin, Sung Yae; Lee, Sang Gyu

    2016-01-01

    Background This study attempted to identify the sources of job stress according to job position and investigate how friendship networks affect job stress. Methods Questionnaires based on The Health Professions Stress Inventory (HPSI) developed by Wolfgang experienced by healthcare providers were collected from 420 nurses, doctors and radiological technologists in two general hospitals in Korea by a multistage cluster sampling method. Multiple regression analysis was used to examine the effects of friendship networks on job stress after controlling for other factors. Results The severity of job stress differed according to level of job demands (p = .006); radiologic technologists experienced the least stress (45.4), nurses experienced moderate stress (52.4), and doctors experienced the most stress (53.6). Those with long-term friendships characterized by strong connections reported lower levels of stress than did those with weak ties to friends among nurses (1.3, p job stress experienced by nurses (8.2, p job stress (9.2, p job stress. Conclusion The strength and density of such friendship networks were related to job stress. Life information support from their friendship network was the primary positive contributor to control of job stress. PMID:26900945

  5. THE INFLUENCE OF JOB STRESS AND COMPENSATION TO JOB SATISFACTION AT PT. TRI MEGAH MAKMUR

    Directory of Open Access Journals (Sweden)

    I Ketut R Sudiarditha

    2016-09-01

    Full Text Available The purpose of this research are: 1 To know description and how picture level job stress, compensation and job satisfaction at PT Tri Megah Makmur. 2 To know the influence of job stress tojob satisfaction at PT Tri Megah Makmur. 3 To know the influence of compensation to job satisfaction at PT Tri Megah Makmur. 4 To know empirically the influence of job stress and compensation tojob satisfaction at PT Tri Megah Makmur. 5 To know how far the contribution of job stress and compensation to job satisfaction at PT Tri Megah Makmur. This research is using descriptive and explanatory survey analysis. This research is taken to 70 sales employees at PT Tri Megah Makmur, While the data collection technique was carried out by spreading kuisioner, which are then processed using SPSS versi 21.00.The analysis shows that: 1 level of compensation and job satisfaction are on a lower level, while the job stress are high. 2Job stress have negative effects and significantly on job satisfaction. 3 compensation have positive effect and significantly on job satisfaction. 4 job stress and compensation significantly influence on job satisfaction.

  6. Relation Between Job Stress Dimensions and Job Satisfaction in Workers of a Refinery Control Room

    Directory of Open Access Journals (Sweden)

    Mehdi Behjati Ardakani

    2013-01-01

    Full Text Available Introduction: Job stress can result from an imbalance between job demands and the abilities to cope them. Stress can affect individuals and lead to job dissatisfaction. This study was conducted to assess the influence of different job stress dimensions on job satisfaction in workers of a refinery control room located at the south of Iran. Materials & Methods: In this cross sectional study all 100 workers of an oil refinery control room were studied. Job stress and job satisfaction was measured using standard questionnaires provided by national institute of mental health (NIMH and Robbins respectively. After collecting, data were analyzed using SPSS ver.16 software. A general linear model was used to estimate the effect of different job stress dimensions on the job satisfaction. Results: In this study 62.08 percent of workers were categorized as having high level of stress. In job satisfaction case, 9.2, 27.6, 28.7, 16.1 and 18.4 of workers were classified as totally dissatisfied, dissatisfied, not satisfied nor dissatisfied, satisfied and totally satisfied, respectively. A Pearson correlation test revealed a significant negative correlation between job satisfaction and all studied dimensions of job stress (p= 0.01. In the general regression model, partial Eta squared was 0.03, 0.3 and 0.23 for respectively interpersonal relationships, physical conditions of work and job interest. Conclusion: This study showed that job satisfaction is mostly influenced by physical conditions and job interest dimensions of job stress. Therefore, for improvement of job satisfaction in workers, different parameters of these two dimensions of job stress should be considered.

  7. INCREASING EMPLOYMENT LEVELS THROUGH THE USE OF CREATIVE JOBS

    Directory of Open Access Journals (Sweden)

    Anne-Marie Andreea HORDAU

    2015-06-01

    Full Text Available In this paper we want to raise awareness of how important is for an economy the existence of creative jobs. In the last years the employment rate has grown in the sector of creative jobs. This research came out due the need of creative jobs contribution to the development of an economy, in particular Romanian economy. In this paper we want to stress on the importance of creative industry and also to propose some solutions for increasing employment in this sectors , being well-known that creative industry is attractive to smart and talented people. Nevertheless, it is important to point out the development of IT as part of creative industry. Not at last, we will take in consideration the role that small and medium enterprises have, the impact of fiscal facilities in the economy and the need for appropriate financial instruments to support this kind of business.

  8. Job Stress among Iranian Prison Employees

    OpenAIRE

    J Akbari; R Akbari; F Farasati; B Mahaki

    2014-01-01

    Background: Exposure to job stress causes deleterious effects on physical and mental health of employees and productivity of organizations. Objective: To study work-related stressors among employees of prisons of Ilam, western Iran. Methods: In a cross-sectional study conducted from July to October 2013, 177 employees of Ilam prisons and security-corrective measures organization were enrolled in this study. The UK Health and Safety Executive Organization 35-item questionnaire for asse...

  9. Influence of type D personality on job stress and job satisfaction in clinical nurses: the mediating effects of compassion fatigue, burnout, and compassion satisfaction.

    Science.gov (United States)

    Kim, Yeon Hee; Kim, Sung Reul; Kim, Yeo Ok; Kim, Ji Young; Kim, Hyun Kyung; Kim, Hye Young

    2017-04-01

    To test a hypothetical path model evaluating the influence of type D personality on job stress and job satisfaction and to identify the mediating effects of compassion fatigue, burnout, and compassion satisfaction among clinical nurses in South Korea. Personalities susceptible to stress, compassion fatigue, and burnout in clinical nurses have negative effects on the job stress and job satisfaction. A correlational, cross-sectional design was used. A convenience sample of 875 clinical nurses was recruited between December 2014 - February 2015. The structured questionnaires included the Type D personality scale-14, Professional Quality of Life, job stress, job satisfaction, and general characteristics. To test the hypothetical path model, we performed a path analysis by using the AMOS 18·0 program. Based on the path model, type D personality was significantly associated with compassion fatigue, burnout, and compassion satisfaction in our study subjects. Type D personality was significantly associated with job stress and job satisfaction via the effect of burnout, compassion satisfaction, and job stress. Since type D personality is associated with job stress and job satisfaction, identifying personalities vulnerable to stress would help to address job stress and to enhance job satisfaction when nurses have a high level of compassion fatigue and burnout and a low level of compassion satisfaction. The development of interventions that can reduce negative affect and social inhibition of nurses with type D personality and investigation of methods to decrease their compassion fatigue and burnout and to increase compassion satisfaction should be encouraged. © 2016 John Wiley & Sons Ltd.

  10. Oncology staff: burnout, job satisfaction and coping with stress.

    Science.gov (United States)

    Guveli, Hulya; Anuk, Dilek; Oflaz, Serap; Guveli, Murat Emin; Yildirim, Nazmiye Kocaman; Ozkan, Mine; Ozkan, Sedat

    2015-08-01

    The oncology staff is at high risk for developing psychological disorders and burnout. In this study, we aimed to evaluate their burnout levels, job satisfaction, psychological statement and ways of coping with stress and the relationship between these variables and their sociodemographic and occupational characteristics. Among all health workers at the Istanbul University Institute, of Oncology, 159 were included in the study. A sociodemographic data form, the Maslach Burnout Inventory, the Minnesota Job Satisfaction Questionnaire, the General Health Questionnaire (GHQ) and the Styles of Coping Inventory-Short Form were used to evaluate burnout and its contributing factors. High levels of 'emotional exhaustion', 'depersonalization' and 'low sense of personal accomplishment' were determined in 30.2%, 8.2% and 44% of all participants, respectively. The variables that affected emotional exhaustion were assessed by logistic regression analysis. Accordingly, the ratio of emotional exhaustion was approximately 10 times higher in those for whom job stress was the most important stress factor compared with those who indicated nonjob stress for each one point increase on the GHQ and depersonalization scores, which were other predictors, with odds ratio (OR) : 1.23, p = 0.006 and OR : 1.67, p burnout,' and a positive correlation was found between maladaptive coping strategies and exhaustion. It is necessary to monitor the psychological status of employees in oncology units with scanning tools such as GHQ to understand their job stress perceptions and to help them develop adaptive coping methods. Copyright © 2015 John Wiley & Sons, Ltd.

  11. Job stress, fatigue, and job dissatisfaction in Dutch lorry drivers: towards an occupation specific model of job demands and control.

    Science.gov (United States)

    de Croon, E M; Blonk, R W B; de Zwart, B C H; Frings-Dresen, M H W; Broersen, J P J

    2002-06-01

    Building on Karasek's model of job demands and control (JD-C model), this study examined the effects of job control, quantitative workload, and two occupation specific job demands (physical demands and supervisor demands) on fatigue and job dissatisfaction in Dutch lorry drivers. From 1181 lorry drivers (adjusted response 63%) self reported information was gathered by questionnaire on the independent variables (job control, quantitative workload, physical demands, and supervisor demands) and the dependent variables (fatigue and job dissatisfaction). Stepwise multiple regression analyses were performed to examine the main effects of job demands and job control and the interaction effect between job control and job demands on fatigue and job dissatisfaction. The inclusion of physical and supervisor demands in the JD-C model explained a significant amount of variance in fatigue (3%) and job dissatisfaction (7%) over and above job control and quantitative workload. Moreover, in accordance with Karasek's interaction hypothesis, job control buffered the positive relation between quantitative workload and job dissatisfaction. Despite methodological limitations, the results suggest that the inclusion of (occupation) specific job control and job demand measures is a fruitful elaboration of the JD-C model. The occupation specific JD-C model gives occupational stress researchers better insight into the relation between the psychosocial work environment and wellbeing. Moreover, the occupation specific JD-C model may give practitioners more concrete and useful information about risk factors in the psychosocial work environment. Therefore, this model may provide points of departure for effective stress reducing interventions at work.

  12. Job stress and mental health among nonregular workers in Korea: What dimensions of job stress are associated with mental health?

    Science.gov (United States)

    Park, Soo Kyung; Rhee, Min-Kyoung; Barak, Michàlle Mor

    2016-01-01

    Although nonregular workers experience higher job stress, poorer mental health, and different job stress dimensions relative to regular workers, little is known about which job stress dimensions are associated with poor mental health among nonregular workers. This study investigated the association between job stress dimensions and mental health among Korean nonregular workers. Data were collected from 333 nonregular workers in Seoul and Gyeonggi Province, and logistic regression analysis was conducted. Results of the study indicated that high job insecurity and lack of rewards had stronger associations with poor mental health than other dimensions of job stress when controlling for sociodemographic and psychosocial variables. It is important for the government and organizations to improve job security and reward systems to reduce job stress among nonregular workers and ultimately alleviate their mental health issues.

  13. Job-Related Stress among Mass Communication Faculty.

    Science.gov (United States)

    Endres, Fred F.; Wearden, Stanley T.

    1996-01-01

    Questions 600 full-time faculty members teaching journalism and/or mass communication about job-related stress. Finds faculty members suffer from job-related stress; differences exist in the way men and women view, experience, and cope with stress; anxiety and stress are shared by teachers at all grade levels; and times when faculty and students…

  14. Gender differences in psychological morbidity, burnout, job stress and job satisfaction among Chinese neurologists: a national cross-sectional study.

    Science.gov (United States)

    Pu, Juncai; Zhou, Xinyu; Zhu, Dan; Zhong, Xiaoni; Yang, Lining; Wang, Haiyang; Zhang, Yuqing; Fan, Songhua; Liu, Lanxiang; Xie, Peng

    2017-07-01

    Women are an important part of the medical workforce, yet little is known about gender differences in psychological morbidity, burnout, job stress and job satisfaction among neurologists. This study assessed gender differences in a large national sample of Chinese neurologists. Multivariate analyses were performed to examine associations. A total of 5558 neurologists were included in the analysis. Compared with their male counterparts, female neurologists were generally younger; were less likely to be married or to have children; had higher levels of education; were in practice for a shorter period of time; were less likely to hold senior roles; and had lower incomes. Male and female neurologists worked similar hours and spent a similar number of nights on call. No gender differences were found in psychological morbidity, burnout, and high levels of job stress for female and male, respectively. Women had higher emotional exhaustion scores, while men were more likely to have low levels of job satisfaction. The multivariate analysis showed that factors independently associated with psychological morbidity, burnout, high levels of job stress and low levels of job satisfaction were generally similar for women and men. These findings increase our understanding of gender differences in psychological morbidity, burnout, job stress, and job satisfaction among neurologists. As more women join the medical profession, these differences may be useful in designing medical training and practice.

  15. Effects of Hospital Workers' Friendship Networks on Job Stress.

    Directory of Open Access Journals (Sweden)

    Sung Yae Shin

    Full Text Available This study attempted to identify the sources of job stress according to job position and investigate how friendship networks affect job stress.Questionnaires based on The Health Professions Stress Inventory (HPSI developed by Wolfgang experienced by healthcare providers were collected from 420 nurses, doctors and radiological technologists in two general hospitals in Korea by a multistage cluster sampling method. Multiple regression analysis was used to examine the effects of friendship networks on job stress after controlling for other factors.The severity of job stress differed according to level of job demands (p = .006; radiologic technologists experienced the least stress (45.4, nurses experienced moderate stress (52.4, and doctors experienced the most stress (53.6. Those with long-term friendships characterized by strong connections reported lower levels of stress than did those with weak ties to friends among nurses (1.3, p < .05 and radiological technologists (11.4, p < .01. The degree of cohesion among friends had a positive impact on the level of job stress experienced by nurses (8.2, p < .001 and radiological technologists (14.6, p < .1. Doctors who participated in workplace alumni meetings scored higher than those who did not. However, those who participated in alumni meetings outside the workplace showed the opposite tendency, scoring 9.4 (p < .05 lower than those who did not. The resources from their friendship network include both information and instrumental support. As most radiological technologists were male, their instrumental support positively affected their job stress (9.2, p < .05. Life information support was the primary positive contributor to control of nurses' (4.1, p < .05, radiological technologists' (8.0, p < .05 job stress.The strength and density of such friendship networks were related to job stress. Life information support from their friendship network was the primary positive contributor to control of job

  16. Several factors increased job dissatisfaction among medical doctors in Indonesia

    Directory of Open Access Journals (Sweden)

    Bastaman Basuki

    2013-07-01

    23-47 years old, the majority were female (61.4%, married, current/previous work was in health services, government officials and never had stress management training. Job dissatisfaction level related to seven factors, the highest was having lack of support from superiors and the lowest was being required to provide services outside normal working hours. One point of having lack of support from superiors increased job dissatisfaction by 1.26 [regression coeffisient (β = 1.26; P=0.000; one point of being required to provide services outside normal working hours increased job dissatisfaction by 0.61 point (β= 0.6; P=0.001.Conclusion:Lack of superiors’ support and interaction with colleagues, role organization ambiguity, bureaucratic procedures, having to provide services outside normal working hours, and inadequate feedback from patients all increased job dissatisfaction. (Health Science Indones 2013;1:11-6 Keywords: job dissatisfaction, work stressor, medical doctors

  17. Job Stress and Police Burnout: Moderating Roles of Gender and Marital Status

    Directory of Open Access Journals (Sweden)

    Bolanle Ogungbamila

    2016-12-01

    Full Text Available Previous studies on occupational burnout among police personnel did not pay enough attention to how gender and marital status may influence the connection between job stress and occupational burnout, especially where cultural beliefs direct gender and marital issues in relation to work, such as Nigeria. This study, therefore, investigated the extent to which gender and marital status moderate the relationship between job stress and occupational burnout. Participants were 213 police personnel (male = 120; female = 93 selected from 10 urban and 10 semi-urban police divisions in Nigeria. Their ages ranged between 20 and 54 years (Mage=38.15 years; SD =10.0. Results revealed that job stress significantly predicted occupational burnout such that an increase in job stress led to increase in the level of occupational burnout. Gender moderated the effects of job stress on occupational burnout in such a way that job stress tended to result in higher level of occupational burnout in female than in male police personnel. Similarly, marital status moderated the relationship between job stress and occupational burnout in such a way that police personnel who were married tended to report higher level of occupational burnout in the presence of job stress than those who were single. Implications for gender sensitivity and family supportiveness were discussed.

  18. A study of job stress, stress coping strategies, and job satisfaction for nurses working in middle-level hospital operating rooms.

    Science.gov (United States)

    Chen, Chung-Kuang; Lin, Cecilia; Wang, Shu-Hui; Hou, Tung-Hsu

    2009-09-01

    Understanding the interactive relationships between demographics and work-related variables, job stress, job stress coping strategies, and job satisfaction for operating room (OR) nurses is important. The purpose of this study was to determine the stressors, the stress coping strategies, and the job satisfaction of nursing staff who worked in the OR and to evaluate influence of demographic characteristics on job stress, stress coping strategies, and job satisfaction. A cross-sectional research design was used to collect data. Participants included 121 nurses with more than 6 months of work experience at seven hospitals in Yunlin and Chiayi Counties. Data were collected from March through May 2008. One hundred twelve questionnaires were returned, giving a response rate of 92.56%. The questionnaire included four parts designed to gather data on demographics and work-related information, job stress, stress coping strategies, and job satisfaction. Major findings of this study were as follows: (a) stress level and frequency perception of OR nurses were significantly related to the type of hospital; (b) the most intense stressor perceived by OR nurses was patient safety; (c) the stressor most frequently perceived by OR nurses was administrative feedback; (d) although all job stressors were positively related to destructive stress coping strategies, professional status, patient safety, and OR environment were also positively related to constructive stress coping strategies; (e) factors including work rewards, OR environment, and administrative management of job satisfaction were inversely related to destructive stress coping strategies; and (f) factors including work rewards, OR environment, and administrative management of job satisfaction were inversely related to all job stressors. Major suggestions of this study include the following: (a) hospitals should ensure set standard operating procedures for the OR, strengthen the designed-in security of the OR working

  19. Burnout, psychological morbidity, job stress, and job satisfaction in Chinese neurologists.

    Science.gov (United States)

    Zhou, Xinyu; Pu, Juncai; Zhong, Xiaoni; Zhu, Dan; Yin, Dinghong; Yang, Lining; Zhang, Yuqing; Fu, Yuying; Wang, Haiyang; Xie, Peng

    2017-05-02

    To investigate the prevalence of and personal and professional characteristics associated with burnout, psychological morbidity, job stress, and job satisfaction in Chinese neurologists. The China Neurologist Association conducted a national cross-sectional study from September 2014 to March 2015. A questionnaire including the Maslach Burnout Inventory, the 12-item General Health Questionnaire, the Consultants' Mental Health Questionnaire, and questions assessing personal and professional characteristics, career satisfaction, and current doctor-patient relationships was administered. A total of 693 directors of neurology departments and 6,111 neurologists in 30 Chinese provinces returned surveys. Overall, 53.2% of responding neurologists experienced burnout, 37.8% had psychological morbidity, 50.7% had high levels of job stress, 25.7% had low levels of job satisfaction, 76.9% had poor doctor-patient relationships, and 58.1% regretted becoming a doctor. Factors independently associated with burnout were lower income, more hours worked per week, more nights on call per month, working in public hospitals, psychological morbidity, high levels of job stress, low levels of job satisfaction, and poor doctor-patient relationships. Factors independently associated with psychological morbidity included lower income, more nights on call per month, working in enterprise-owned hospitals, burnout, high levels of job stress, and low levels of job satisfaction. Burnout and psychological morbidity are common in Chinese neurologists. Burnout is the single greatest predictor of neurologists' psychological morbidity, high job stress, and low job satisfaction. © 2017 American Academy of Neurology.

  20. Gender differences and job stress management techniques of library ...

    African Journals Online (AJOL)

    This study aimed at ascertaining gender and work related stress among library ... library staff indicated non-conducive work environment as the cause of job stress. ... flexible work hours and developing healthy life styles as management tips.

  1. Role stress and work engagement as antecedents of job satisfaction in Spanish workers

    Directory of Open Access Journals (Sweden)

    Alejandro Orgambídez-Ramos

    2014-01-01

    Full Text Available Purpose: According to the Job Demands-Resources (JDR model, engagement and job satisfaction may be produce by two types of working conditions: job demands (i.e. role stress and job resources (i.e. self-efficacy. This study examines the role of role stress and work engagement as antecedents of job satisfaction in a sample of Spanish workers. Design/methodology/approach: This study comprised a sample of 435 Spanish workers. A cross sectional study was used to examine the relationship between role stress, work engagement and job satisfaction. Data were gathered based on personal administered questionnaires. Findings and Originality/value: Hierarchical multiple regression models have revealed that job satisfaction was significantly predicted by role stress and work engagement. Results support JDR model by showing that positive outcomes, such as job satisfaction can be predicted by motivational process and job demands. Research limitations/implications: The cross-sectional design cannot evidence of causal relationships. This study relies on self-reports, which might increase the risk of common method variance. Practical implications: On a practical level, the JDR model provides a framework for understanding motivating workplaces and engaged and satisfied employees. Originality/value: The JDR model could be useful in designing strategies for which engaged employees may be advantageous to improving the quality of services, while at the same time increasing employees’ job satisfaction and well-being.

  2. Insomnia management for ageing employees with job stress

    Directory of Open Access Journals (Sweden)

    Roja I.

    2014-01-01

    Full Text Available In Latvia, the number of aging employees suffering from sleep disorders caused by job stress and poor sleep hygiene is increasing. The non-pharmacologic and pharmacologic treatment is prescribed for these employees in the sleep management. The aim of this research is to clarify the efficiency of using psychotherapy with learning and observing sleep hygiene, combined with the melatonergic drug during a six-week treatment course applied to 25 both male and female intellectual workers over 65 years suffering from insomnia caused by job stress. For the patients representing Group “A” cognitive hypnotherapy, intervention for improving coping with job stress and usage of the melatonergic drug was prescribed, while Group “B” patients received six weeks only drug. The severity of depressive episodes in employees was measured by Montgomery- Åsberg Depression Rating Scale, the level of anxiety was assessed by use Rosenberg Self-Esteem Scale. The results of the research show that insomnia patterns disappeared for 75% of women and 80% of men employees in Group A, but in Group B individuals, – only for 20% of women employees. The results acquired let concluding that the six-week treatment – cognitive hypnotherapy combined with melatonergic drug – is an effective treatment for aging workers suffering from sleep disorders.

  3. Healthy eating at different risk levels for job stress: testing a moderated mediation.

    Science.gov (United States)

    Fodor, Daniel P; Antoni, Conny H; Wiedemann, Amelie U; Burkert, Silke

    2014-04-01

    Health behavior, like fruit and vegetable consumption (FVC), is affected by unfavorable job conditions. However, there is little research to date that combines job stress models and health-behavior change models. This longitudinal study examined the contribution of risk factors associated with job stress to the intention-planning-FVC relationship. In the context of the Health Action Process Approach, action planning (when-where-how plans) and coping planning (plans to overcome anticipated barriers) have been shown to be successful mediators in the translation of health-related intentions into action. Risk factors for job stress are operationalized as the interaction of job demands and job resources in line with the Job Demands-Resources (JD-R) model. Two hundred seventy-two employees (mean age 41.2 years, 73.9% female) from different jobs completed measures of intention at baseline (t1), action planning and coping planning 2 weeks later (t2), and FVC another 2 weeks later (t3). Job demands and job resources were assessed at t1 and t2. A moderated mediation analysis indicated that risk factors for job stress moderate the translation of intention into action planning (B = -0.23, p < .05) and coping planning (B = -0.14, p < .05). No moderation effect of the planning-FVC relationship by risk factors for job stress was found. However, coping planning directly predicted FVC (B = 0.36, p < .001). Findings suggest that employees intending to eat healthily use action planning and coping planning when job demands exceed job resources. For increasing FVC, coping planning appears most beneficial.

  4. [Relationship between job satisfaction and occupational stress in the workers of a thermal power plant].

    Science.gov (United States)

    Gu, Gui-zhen; Yu, Shan-fa; Zhou, Wen-hui

    2011-12-01

    To explore the relationship between job satisfaction and occupational stress in the workers of a thermal power plant. The cluster sampling method was used to investigate 875 workers in a thermal power plant. The job satisfaction, occupational stressors, strains, personalities, meeting strategy and social support were measured using occupational stress instruments, job content questionnaire and effort-reward imbalance questionnaire. There were no significant differences of job satisfaction scores between different groups according to sex, educational level, marriage status, smoking and drinking (P > 0.05). But there were significant differences of job satisfaction scores between different age groups or between different service length groups (P responsibility for persons and things, promotion opportunity, job control, job stabilization, rewards, mental health, positive affectivity, self-esteem, superior support and coworker support scores (P responsibility for persons and things, promotion opportunity, job control, job stabilization, reward, mental health, positive affectivity, self-esteem and buffer scores of the workers with high job satisfaction scores were significantly higher than those of workers with moderate and lower job satisfaction scores (P four times as high as that for workers with high reward (OR = 3.773), the risks of job dissatisfaction for workers with low social support and mental locus of external work control were about two times as high as that for workers with high social support or mental locus of internal work control (OR = 2.419 and 2.219, respectively). The daily life stress, low control strategy, low support strategy, low job control and negative affectivity were risk factors of job dissatisfaction (OR = 1.125 approximately 1.790), but the self-esteem and positive affectivity could reduce the risk of job dissatisfaction. Increasing the decision level, social support, meeting strategy and reward or decreasing the role conflict and

  5. The effect of job stress and job motivation on employees’ performance through job satisfaction (A study at PT. Jasa Marga (Persero) Tbk. Surabaya - Gempol branch)

    OpenAIRE

    Noermijati Noermijati; Diana Primasari

    2015-01-01

    Job stress and motivation has a critical role to enhance female employee performance. The research attempts to analyze the direct effect of job stress and motivation on employee performance, and indirect effect of job stress and motivation on employee performance through job satisfaction. This research involves 108 married female employees, with minimal one year working period, as the population and respondents (census sampling). Using Path analysis, it was found that job stress have signific...

  6. Stakeholder perceptions of job stress in an industrialized country: implications for policy and practice.

    Science.gov (United States)

    Page, Kathryn M; LaMontagne, Anthony D; Louie, Amber M; Ostry, Aleck S; Shaw, Andrea; Shoveller, Jeannie A

    2013-08-01

    We used a secondary, qualitative analysis of stakeholder perceptions of work stress in Australia to characterize the context for policy and practice intervention. Themes included: Individual versus contextual descriptions of stress; perceived 'gender' differences in manifesting and reporting of stress; the work/home interface; and perceived sectoral and occupational differences in compensation claim rates. We found that people often still perceive stress as an individual rather than organizational problem and view work stress as a stereotypically feminine weakness that affects only certain people. Organizations downplay and overlook risks, increasing worker reluctance to report stressors, creating barriers to job stress interventions. Our study may be relevant to other industrial countries where researchers currently study job stress interventions to improve their effectiveness. Comprehensive approaches can increase knowledge and decrease stigma about job stress and mental illness, and target both work- and non-work-related influences on mental health.

  7. Do Health Promotion Behaviors Affect Levels of Job Satisfaction and Job Stress for Nurses in an Acute Care Hospital?

    Science.gov (United States)

    Williams, Heather L; Costley, Teresa; Bellury, Lanell M; Moobed, Jasmine

    2018-06-01

    The aim of this study was to explore the relationships between nurse-reported health-promoting behaviors (HPBs), job stress, and job satisfaction in a hospital setting. Job stress and satisfaction are key components of the nursing work environment; however, evidence of the relationship between HPB and job stress and satisfaction is lacking. A cross-sectional, 144-item survey was administered to nurses working in an acute care, community hospital in the southeastern United States. Higher levels of HPB were associated with lower job stress and higher job satisfaction. Total HPB was associated with the competence subscale of job stress. Lower job stress was significantly associated with HPB subscales: spiritual growth, interpersonal relations, and stress management. Nursing organizations can implement interventions that support HPB for nurses to reduce job stress and improve satisfaction.

  8. A study of relationship between job stress, quality of working life and turnover intention among hospital employees.

    Science.gov (United States)

    Mosadeghrad, Ali Mohammad; Ferlie, Ewan; Rosenberg, Duska

    2011-11-01

    Job stress is a serious threat to the quality of working life (QWL) of health-care employees and can cause hostility, aggression, absenteeism and turnover, as well as reduced productivity. In addition, job stress among employees affects the quality of health-care services. The purpose of this study was to gain a better understanding of the relationships between job stress and QWL of employees, and their impact on turnover intention at Isfahan hospitals, Iran. The study employed a cross-sectional research design. A validated questionnaire was used to collect data from hospital employees. Overall, 26% of employees graded their job stress high. The major sources of stress were inadequate pay, inequality at work, too much work, staff shortage, lack of recognition and promotion prospects, time pressure, lack of job security and lack of management support. An inverse relationship was found between job stress and QWL among hospital employees. The most important predictor of QWL was disturbance handling, followed by job proud, job security and job stress. Finally, while QWL was negatively associated with turnover intentions, job stress was positively related to employees' intention to quit. Since job stress has a strong correlation with employee QWL and turnover intention, it is very important to apply the right human resources policies to increase employees' QWL and decrease subsequent turnover. This study invites further research to explore, implement and evaluate intervention strategies for prevention of occupational stress and improvement in QWL.

  9. LIPID PEROXIDATION AND JOB STRESS IN DENTAL HEALTHCARE WORKERS

    Directory of Open Access Journals (Sweden)

    S. V. Melnikova

    2014-04-01

    Full Text Available This study devoted to the lipid peroxidation indices in dentists target group as a marker of psycho-emotional state. We revealed increase in the level of TBA-active products in female and male dentists during job stress. There was strong decrease in level of TBA-active products in control group of dentist that study during the lectures. Activation of lipid peroxidation in dentists during dentist examination can be considered as non-specific component of reactions towards the stressors of professional activities. We also revealed that the initial level of TBA-active products in female and male dentists before the outpatient dental reception was higher than that of dentists that study before lectures. This is indicates the mobilization of sympathetic nervous system before beginning of the working day. The contents of the level of TBA-active products in the oral fluid of female and male dentists after dental examination significantly increased, whereas these indices decreased in the group of dentists that study after the lectures. The increasing of TBA-active products in dentists after outpatient dental reception was by 42.5 % and 77 % higher compared with a group of dentists that study in the lecture classes. The results of correlation analysis suggest the influence of lipid peroxidation processes on the cardiovascular and blood system of dentists during job stress. Activation of lipid peroxidation in dentists during dental examination can be considered as non-specific component of the body's response to stressors influence in professional activities. Key words: dentists, activation of lipid peroxidation, psychoemotional stress, job stress.

  10. Professional involvement is associated with increased job satisfaction among dietitians.

    Science.gov (United States)

    Mortensen, Jenny K; Nyland, Nora K; Fullmer, Susan; Eggett, Dennis L

    2002-10-01

    This study explored a relationship between professional involvement and job satisfaction among dietitians. A random sample of 2,600 employed registered dietitians (RDs) received a 55-item questionnaire including a standardized measure of job satisfaction. The response rate was 67.3%; 50.8% were useable (n = 1,321). Ninety-two percent of RDs reported job satisfaction. The mean score was 68.8 +/- .28 (possible range: 18-90), with scores over 54 indicating job satisfaction. A positive relationship was found between job satisfaction and markers of professional involvement. Additionally, six characteristics related to professional involvement were: having had a mentor, being a mentor, self-assessed high professional involvement, full-time employment, high annual income, and increased hours worked per week. There was also a positive relationship between markers of professional involvement and employer support. We conclude that, overall, RDs are satisfied with their jobs and that greater professional involvement is related to greater job satisfaction.

  11. Principal Time Management Skills: Explaining Patterns in Principals' Time Use, Job Stress, and Perceived Effectiveness

    Science.gov (United States)

    Grissom, Jason A.; Loeb, Susanna; Mitani, Hajime

    2015-01-01

    Purpose: Time demands faced by school principals make principals' work increasingly difficult. Research outside education suggests that effective time management skills may help principals meet job demands, reduce job stress, and improve their performance. The purpose of this paper is to investigate these hypotheses. Design/methodology/approach:…

  12. Job rotation and internal marketing for increased job satisfaction and organisational commitment in hospital nursing staff.

    Science.gov (United States)

    Chen, Su-Yueh; Wu, Wen-Chuan; Chang, Ching-Sheng; Lin, Chia-Tzu

    2015-04-01

    To develop or enhance the job satisfaction and organisational commitment of nurses by implementing job rotation and internal marketing practices. No studies in the nursing management literature have addressed the integrated relationships among job rotation, internal marketing, job satisfaction and organisational commitment. This cross-sectional study included 266 registered nurses (response rate 81.8%) in two southern Taiwan hospitals. Software used for data analysis were SPSS 14.0 and AMOS 14.0 (structural equation modelling). Job rotation and internal marketing positively affect the job satisfaction and organisational commitment of nurses, and their job satisfaction positively affects their organisational commitment. Job rotation and internal marketing are effective strategies for improving nursing workforce utilisation in health-care organisations because they help to achieve the ultimate goals of increasing the job satisfaction of nurses and encouraging them to continue working in the field. This in turn limits the vicious cycle of high turnover and low morale in organisations, which wastes valuable human resources. Job rotation and internal marketing help nursing personnel acquire knowledge, skills and insights while simultaneously improving their job satisfaction and organisational commitment. © 2013 John Wiley & Sons Ltd.

  13. An Investigation of Job Stress and Job Burnout in Iranian Clinical Pharmacist

    Directory of Open Access Journals (Sweden)

    Armaghan Eslami

    2016-05-01

    Full Text Available Background: Stress is an important element of organization ineffectiveness and since it leads to sickness, eventually it reduces quality and quantity of health care, lead to expansion of it costs and low job satisfaction. Stress comes along with consequences, one of this reactions which comes along with horrible effects is job burnout. Health care are more exposed for job burnout. We examined the relationship between job stress and job burnout in Iranian clinical pharmacist.Methods: Sample was 50 of men and women of clinical pharmacist. Parker and De cotiis  scale (1983 and Maslach Burnout Inventory (MBI, 1981 were used to asses clinical pharmacist stress and burnout. Data were analyzed by applying regression method.Results: Results indicated that there is strong relationship between stress and burnout and its three dimensions. The result also indicated that stress have the highest impact on emotional exhaustion and the least on the depersonalization.Conclusion: Burnout is a result of stress in human services career. Human service needs are vary from other professions since in these jobs in order to fulfill the clients’ needs, employees should use themselves as the required technology, and in return they do not receive gratitude or appreciation.

  14. Occupational stress and its effect on job performance. A case study of medical house officers of district Abbottabad.

    Science.gov (United States)

    Kazmi, Rubina; Amjad, Shehla; Khan, Delawar

    2008-01-01

    Doctors especially house officers are under a great deal of stress related to a variety of occupational stressors. Occupational stressors contribute to organizational inefficiency, high staff turnover, absenteeism due to sickness, decreased quality, and quantity of practice, increased costs of health care, and decreased job satisfaction. One of the organizational outcomes that affected by occupational stress is job performance. The purpose of the present study was to investigate the effect of job stress on job performance. The universe of the study is District Abbottabad and the complete population of house officers was targeted which were present at that time were 55. The data obtained through questionnaire was analyzed using the statistical methods including descriptive statistics, Spearman's correlation and multiple regression. The analysis showed strong support for the hypothesis that there is an inverse relationship between job stress and job performance indicating that there is high job stress in the house officers, resulting in low job performance. Correct stress management should start from improved health and good intrapersonal relationships. The prevention and management of workplace stress requires organizational level interventions, because it is the organization that creates the stress. Success in managing and preventing stress will depend on the culture in the organization. A culture of openness and understanding, rather than of criticism, is essential. Those house officers who had high level of job stress had low job performance. All the factors affected male house officers more than the female house officers.

  15. Job stressors and job stress among teachers engaged in nursing activity.

    Science.gov (United States)

    Muto, Shigeki; Muto, Takashi; Seo, Akihiko; Yoshida, Tsutomu; Taoda, Kazushi; Watanabe, Misuzu

    2007-01-01

    Teachers and staff members engaged in nursing activity experience more stress than other workers. However, it is unknown whether teachers engaged in nursing activity in schools for handicapped children experience even greater stress. This study evaluated job stressors and job stress among such teachers using a cross-sectional study design. The subjects were all 1,461 teachers from all 19 prefectural schools for handicapped children in Shizuoka Prefecture, Japan. We used a brief job stress questionnaire for the survey and 831 teachers completed the questionnaire. Job stressors among teachers engaged in nursing activity were compared with those among teachers not engaged in nursing activity. Job stress among such teachers was estimated by the score for total health risk, and was compared with the score in the Japanese general population. Male and female teachers engaged in nursing activity had a significantly higher level of job stressors for physical work load and job control compared with those not engaged in nursing activity. The scores for total health risk among male and female teachers engaged in nursing activity were 102 points and 98 points, respectively. These scores were not markedly above 100 points which is the mean score in the Japanese general population.

  16. Conditions for low stress-risk jobs: Europe's case

    NARCIS (Netherlands)

    Oeij, P.R.A.; Dhondt, S.; Wiezer, N.

    2006-01-01

    The European situation of new forms of work organisation and stress risks in jobs are described against the ‘decentralisationhuman factor orientation model’, which discerns types of work organisation. ‘Flexible firms’ based on lean production have the highest probability of high strain jobs,

  17. Effects of Humor on Teacher Stress, Affect, and Job Satisfaction

    Science.gov (United States)

    Shirley, Jacqueline Dena

    2013-01-01

    Teachers are at high risk for stress, negative emotion, and job dissatisfaction, which has been linked with health problems and early attrition. Humor has been found to relieve various forms of stress. However, there is a gap in the literature regarding humor effects on teacher stress and its related consequences. The purpose of this quantitative,…

  18. prevalence and correlates of job stress among junior doctors

    African Journals Online (AJOL)

    ABSTRACT. Introduction: Doctors respond differently to their complex work environment, ... Conclusion: The prevalence of stress in this study is high, and job dissatisfaction and poor ..... Stansfeld S, Head J, Marmot M. Work related factors and ...

  19. Investigating The Effect Of Job Stress On Performance Of Employees

    OpenAIRE

    Oyungerel Altangerel; Wang Ruimei; Ehsan Elahi; Bayandalai Dash

    2015-01-01

    Abstract This study is conducted to investigate the effect of job stress on job performance. A random sampling technique is used to collect primary data of 120 employees of four telecommunication companies of Mongolia i.e. Mobicom Unitel Skytel and G-mobile. A well-structured questionnaire is utilized to collect relevant data descriptive and logistic analysis is used to estimate and describe the findings of results. It is found that work overload is major reason of stress among employees and ...

  20. Job stress, achievement motivation and occupational burnout among male nurses.

    Science.gov (United States)

    Hsu, Hsiu-Yueh; Chen, Sheng-Hwang; Yu, Hsing-Yi; Lou, Jiunn-Horng

    2010-07-01

    This paper is a report of an exploration of job stress, achievement motivation and occupational burnout in male nurses and to identify predictors of occupational burnout. Since the Nightingale era, the nursing profession has been recognized as 'women's work'. The data indicate that there are more female nurses than male nurses in Taiwan. However, the turnover rate for male nurses is twice that of female nurses. Understanding the factors that affect occupational burnout of male nurses may help researchers find ways to reduce the likelihood that they will quit. A survey was conducted in Taiwan in 2008 using a cross-sectional design. A total of 121 male nurses participated in the study. Mailed questionnaires were used to collect data, which were analysed using descriptive statistics and stepwise multiple regression. The job stress of male nurses was strongly correlated with occupational burnout (r = 0.64, P job stress was the only factor to have a statistically significant direct influence on occupational burnout, accounting for 45.8% of the variance in this. Job stress was comprised of three dimensions, of which role conflict accounted for 40.8% of the variance in occupational burnout. The contribution of job stress to occupational burnout of male nurses was confirmed. As occupational burnout may influence the quality of care by these nurses, nurse managers should strive to decrease male nurses' job stress as this should lead to a reduction of negative outcomes of occupational burnout.

  1. The impact of stress and support on direct care workers' job satisfaction.

    Science.gov (United States)

    Ejaz, Farida K; Noelker, Linda S; Menne, Heather L; Bagaka's, Joshua G

    2008-07-01

    This research applies a stress and support conceptual model to investigate the effects of background characteristics, personal and job-related stressors, and workplace support on direct care workers' (DCW) job satisfaction. Researchers collected survey data from 644 DCWs in 49 long-term care (LTC) organizations. The DCWs included nurse assistants in nursing homes, resident assistants in assisted living facilities, and home care aides in home health agencies. We examined the influence of components of the LTC stress and support model on DCW job satisfaction. Initially, we ran a multiple regression analysis by entering individual-level DCW predictors with job satisfaction as the outcome. Subsequently, we used hierarchical linear modeling to examine the influence of organizational factors on DCW job satisfaction after controlling for significant individual-level DCW variables. Components of the model explained 51% of the variance in DCW job satisfaction. Background characteristics of DCWs were less important than personal stressors (e.g., depression), job-related stressors (e.g., continuing education), and social support (e.g., interactions with others) in predicting job satisfaction. Results from hierarchical linear modeling analysis showed that nursing homes compared to the two other types of LTC organizations had lower average DCW job satisfaction rates, as did organizations offering lower minimum hourly rates and those reporting turnover problems. Study findings underscore the importance of targeting both DCW-level and organizational-level factors to increase DCW job satisfaction.

  2. Exploring Stress Levels, Job Satisfaction, and Quality of Life in a Sample of Police Officers in Greece

    Directory of Open Access Journals (Sweden)

    Evangelos C. Alexopoulos

    2014-12-01

    Conclusion: Higher levels of stress are related to an increased risk of reporting suboptimal job satisfaction and QoL. The magnitude of these associations varied depending on age, gender, and rank, highlighting the need for stress-management training.

  3. Persistent high job demands and reactivity to mental stress predict future ambulatory blood pressure.

    Science.gov (United States)

    Steptoe, A; Cropley, M

    2000-05-01

    To test the hypothesis that work stress (persistent high job demands over 1 year) in combination with high reactivity to mental stress predict ambulatory blood pressure. Assessment of cardiovascular responses to standardized behavioural tasks, job demands, and ambulatory blood pressure over a working day and evening after 12 months. We studied 81 school teachers (26 men, 55 women), 36 of whom experienced persistent high job demands over 1 year, while 45 reported lower job demands. Participants were divided on the basis of high and low job demands, and high and low systolic pressure reactions to an uncontrollable stress task. Blood pressure and concurrent physical activity were monitored using ambulatory apparatus from 0900 to 2230 h on a working day. Cardiovascular stress reactivity was associated with waist/hip ratio. Systolic and diastolic pressure during the working day were greater in high job demand participants who were stress reactive than in other groups, after adjustment for age, baseline blood pressure, body mass index and negative affectivity. The difference was not accounted for by variations in physical activity. Cardiovascular stress reactivity and sustained psychosocial stress may act in concert to increase cardiovascular risk in susceptible individuals.

  4. Job stress and job satisfaction: home care workers in a consumer-directed model of care.

    Science.gov (United States)

    Delp, Linda; Wallace, Steven P; Geiger-Brown, Jeanne; Muntaner, Carles

    2010-08-01

    To investigate determinants of job satisfaction among home care workers in a consumer-directed model. Analysis of data collected from telephone interviews with 1,614 Los Angeles home care workers on the state payroll in 2003. Multivariate logistic regression analysis was used to determine the odds of job satisfaction using job stress model domains of demands, control, and support. Abuse from consumers, unpaid overtime hours, and caring for more than one consumer as well as work-health demands predict less satisfaction. Some physical and emotional demands of the dyadic care relationship are unexpectedly associated with greater job satisfaction. Social support and control, indicated by job security and union involvement, have a direct positive effect on job satisfaction. Policies that enhance the relational component of care may improve workers' ability to transform the demands of their job into dignified and satisfying labor. Adequate benefits and sufficient authorized hours of care can minimize the stress of unpaid overtime work, caring for multiple consumers, job insecurity, and the financial constraints to seeking health care. Results have implications for the structure of consumer-directed models of care and efforts to retain long-term care workers.

  5. A survey of Job Stress and Productivity among Kurdistan Gas Firm’s Staff

    Directory of Open Access Journals (Sweden)

    H.A Hasanzadeh

    2012-11-01

    Full Text Available   Background and aims : The study was human – oriented and means of overall development. Human force is the main factor for organization to go on, succeed and achieve goals. In line with this, work environment and organizational health are two key factors to decrease stress and increase productivity in the work environment. The purpose of this study was to determine amount of productivity and job stress between staff of gas firm in Kurdistan province.  Methods: The method was descriptive and the sample included all staff (n = 285. Data collection instrument was Stress Questionnaire by Steinmetz et al. and Productivity Questionnaire by Saatchi. Data was analyzed by SPSS software.  Results: There is a significant relationship between job stress and gender, marital status, employed status and city of workplace. However, there was no significant relationship between job stress and educational status, age and work duration. Moreover, there was significant relationship between productivity and educational status and city of workplace. But, there was no significant relationship between productivity and gender, marital status, age and work duration. The mean job stress and productivity were 118.26 and 66.88 respectively. Conclusion: Job stress adversely affects the productivity in the work environment. Identifying stress factors and implementing strategies to decrease stress are key points to this end.

  6. Job stress and job satisfaction of physicians in private practice: comparison of German and Norwegian physicians.

    Science.gov (United States)

    Voltmer, Edgar; Rosta, Judith; Siegrist, Johannes; Aasland, Olaf G

    2012-10-01

    This study examined job satisfaction and job stress of German compared to Norwegian physicians in private practice. A representative sample of physicians in private practice of Schleswig-Holstein, Germany (N = 414) and a nationwide sample of Norwegian general practitioners and private practice specialists (N = 340) were surveyed in a cross-sectional design in 2010. The questionnaire comprised the standard instruments "Job Satisfaction Scale (JSS)" and a short form of the "Effort-Reward Imbalance Questionnaire (ERI)". Norwegian physicians scored significantly higher (job satisfaction scale compared to German physicians (M 5.57, SD 0.74 vs. M 4.78, SD 1.01). The effect size was highest for the items freedom to choose method (d = 1.012), rate of pay (d = 0.941), and overall job satisfaction (d = 0.931). While there was no significant difference in the mean of the overall effort scale between German and Norwegian physicians, Norwegian physicians scored significantly higher (p job satisfaction. Job satisfaction and reward were significantly higher in Norwegian than in German physicians. An almost threefold higher proportion of German physicians exhibited a high level of work-related stress. Findings call for active prevention and health promotion among stressed practicing physicians, with a special focus on improved working conditions.

  7. The interactive role of job stress and organizational perceived support on psychological capital and job deviation behavior of hospital's nurses and staffs

    Directory of Open Access Journals (Sweden)

    Abolfazl Ghasemzadeh

    2017-06-01

    Full Text Available The phenomenon of job stress is an inevitable part of professional life and in the activities and efficiency is reflected in the organization. This study aimed to identify and predict the relationship between psychological capital and job deviation behavior through job stress regarding the moderating role of perceived organizational support. This study is correlation by using descriptive methods for applied goals. Standard questionnaire was used to collect data. 180 participants was estimated and stratified random sampling. The results showed the significance of the relationship between the variables except the relationship between deviant behaviors with psychological capital. Also, the interactive role of job stress and perceived organizational support on psychological capital and job deviation behavior was confirmed. This means that for the hospital's nurses and staffs with job stress, increasing perceived organizational support associated with enhancing psychological capital and decreasing job deviation behavior. These results emphasize necessity of recognizing interactive role of job stress and perceived organizational support in psychological capital and job deviation behavior

  8. Stress among Job Insecure Workers and Their Spouses.

    Science.gov (United States)

    Wilson, Stephan M.; And Others

    1993-01-01

    Examined effects of employee versus spouse status, age, emotional well-being, physical health, number of marriage and family problems, and job stress on general perceived stress among 111 university staff, faculty, and their spouses. Results supported hypotheses that each of these variables, except employee versus spouse, would predict general…

  9. Job stress models for predicting burnout syndrome: a review.

    Science.gov (United States)

    Chirico, Francesco

    2016-01-01

    In Europe, the Council Directive 89/391 for improvement of workers' safety and health has emphasized the importance of addressing all occupational risk factors, and hence also psychosocial and organizational risk factors. Nevertheless, the construct of "work-related stress" elaborated from EU-OSHA is not totally corresponding with the "psychosocial" risk, that is a broader category of risk, comprising various and different psychosocial risk factors. The term "burnout", without any binding definition, tries to integrate symptoms as well as cause of the burnout process. In Europe, the most important methods developed for the work related stress risk assessment are based on the Cox's transactional model of job stress. Nevertheless, there are more specific models for predicting burnout syndrome. This literature review provides an overview of job burnout, highlighting the most important models of job burnout, such as the Job Strain, the Effort/Reward Imbalance and the Job Demands-Resources models. The difference between these models and the Cox's model of job stress is explored.

  10. [Two scales for job stress and psychological health investigation: type-A personality and job satisfaction].

    Science.gov (United States)

    Batigün, Ayşegül Durak; Sahin, Nesrin H

    2006-01-01

    The purpose of the present study is to investigate the psychometric properties of two instruments developed to measure Type-A behaviors and job satisfaction, two important variables mentioned in the stress literature. The data were collected from two different samples, one composed of 426 bank personnel, the other composed of 94 adults working in a private company. The findings are presented separately under the titles Study I and Study II. In both of the studies the assessment instruments used were: Stress Audit (Symptoms), Stress Audit (Vulnerability), Stress Coping Behaviors, Job Satisfaction Scale, and Type-A Behaviors Inventory. For both of the instruments, the studies were based on factor analyses. For Type-A Behaviors Inventory the analyses revealed 4 factors, while for Job Satisfaction Scale they revealed 6 factors. The factor subscales developed from these factors were found to have satisfactory Cronbach's alphas. For Type-A Behaviors Inventory they ranged between .40 and .90; whereas for Job Satisfaction Inventory these values were between .53 and .94. Both studies also included correlational analyses to specify the criterion validity values of the two instruments. The findings revealed that both of the instruments had satisfactory psychometric values, indicating that they can be reliably used in health psychology and job stress studies.

  11. Job-Stress and Burnout of the Venezuelan Teachers: Related to Educational Systems Change (Educacion Basica).

    Science.gov (United States)

    Kim, Young Mi; And Others

    Beginning with a review of the increasing literature concerning job-related teacher stress, this study examines the particular stress and burnout experiences of school teachers in Venezuela since the incorporation by law in 1980 of "Educacion Basica" (basic education) as a new level of the school system (grades 1-9). To compare teachers…

  12. Severe occupational hand eczema, job stress and cumulative sickness absence.

    Science.gov (United States)

    Böhm, D; Stock Gissendanner, S; Finkeldey, F; John, S M; Werfel, T; Diepgen, T L; Breuer, K

    2014-10-01

    Stress is known to activate or exacerbate dermatoses, but the relationships between chronic stress, job-related stress and sickness absence among occupational hand eczema (OHE) patients are inadequately understood. To see whether chronic stress or burnout symptoms were associated with cumulative sickness absence in patients with OHE and to determine which factors predicted sickness absence in a model including measures of job-related and chronic stress. We investigated correlations of these factors in employed adult inpatients with a history of sickness absence due to OHE in a retrospective cross-sectional explorative study, which assessed chronic stress (Trier Inventory for the Assessment of Chronic Stress), burnout (Shirom Melamed Burnout Measure), clinical symptom severity (Osnabrück Hand Eczema Severity Index), perceived symptom severity, demographic characteristics and cumulative days of sickness absence. The study group consisted of 122 patients. OHE symptoms were not more severe among patients experiencing greater stress and burnout. Women reported higher levels of chronic stress on some measures. Cumulative days of sickness absence correlated with individual dimensions of job-related stress and, in multiple regression analysis, with an overall measure of chronic stress. Chronic stress is an additional factor predicting cumulative sickness absence among severely affected OHE patients. Other relevant factors for this study sample included the 'cognitive weariness' subscale of the Shirom Melamed Burnout Measure and the physical component summary score of the SF-36, a measure of health-related life quality. Prevention and rehabilitation should take job stress into consideration in multidisciplinary treatment strategies for severely affected OHE patients. © The Author 2014. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

  13. Job stress and cardiovascular disease: a theoretic critical review.

    Science.gov (United States)

    Kristensen, T S

    1996-07-01

    During the last 15 years, the research on job stress and cardiovascular diseases has been dominated by the job strain model developed by R. Karasek (1979) and colleagues (R. Karasek & T. Theorell, 1990). In this article the results of this research are briefly summarized, and the theoretical and methodological basis is discussed and criticized. A sociological interpretation of the model emphasizing theories of technological change, qualifications of the workers, and the organization of work is proposed. Furthermore, improvements with regard to measuring the job strain dimensions and to sampling the study base are suggested. Substantial improvements of the job strain research could be achieved if the principle of triangulation were used in the measurements of stressors, stress, and sickness and if occupation-based samples were used instead of large representative samples.

  14. Work environment, job satisfaction, stress and burnout among haemodialysis nurses.

    Science.gov (United States)

    Hayes, Bronwyn; Douglas, Clint; Bonner, Ann

    2015-07-01

    To examine the relationships among nurse and work characteristics, job satisfaction, stress, burnout and the work environment of haemodialysis nurses. Haemodialysis nursing is characterised by frequent and intense contact with patients in a complex and intense environment. A cross-sectional online survey of 417 haemodialysis nurses that included nurse and work characteristics, the Brisbane Practice Environment Measure, Index of Work Satisfaction, Nursing Stress Scale and the Maslach Burnout Inventory. Haemodialysis nurses reported an acceptable level of job satisfaction and perceived their work environment positively, although high levels of burnout were found. Nurses who were older and had worked in haemodialysis the longest had higher satisfaction levels, experienced less stress and lower levels of burnout than younger nurses. The in-centre type of haemodialysis unit had greater levels of stress and burnout than home training units. Greater satisfaction with the work environment was strongly correlated with job satisfaction, lower job stress and emotional exhaustion. Haemodialysis nurses experienced high levels of burnout even though their work environment was favourable and they had acceptable levels of job satisfaction. Targeted strategies are required to retain and avoid burnout in younger and less experienced nurses in this highly specialised field of nursing. © 2013 John Wiley & Sons Ltd.

  15. Assessment of job stress factors and organizational personality types for procedure-based jobs in nuclear power plants

    International Nuclear Information System (INIS)

    Kim, Dae-Ho; Lee, Yong-Hee; Lee, Jung-Woon

    2008-01-01

    The purpose of this study is to assess the organizational types and the job stress factors that affect procedure-based job performances in nuclear power plants. We derived 24 organizational factors affecting job stress level in nuclear power plants from the job stress analysis models developed by NIOSH, JDI, and IOR. Considering the safety characteristics in the operating tasks of nuclear power plants, we identified the job contents and characteristics through the analyses of job assignments that appeared in the organizational chart and the results of an activity-based costing. By using questionnaire surveys and structured interviews with the plant personnel and expert panels, we assessed 70 jobs among the 777 jobs managed officially in accordance with the procedures. They consist of the representative jobs of each department and are directly related to safety. We utilized the organizational personality type indicators to characterize the personality types of each organization in nuclear power plants. (author)

  16. [Investigation on job stress of pediatricians and nurses working in pediatric department].

    Science.gov (United States)

    Yao, San-qiao; Tian, Ling; Pang, Bao-dong; Bai, Yu-ping; Fan, Xue-yun; Shen, Fu-hai; Jin, Yu-lan

    2008-09-01

    To investigate the occupational stressors and modifiers of pediatricians and nurses in order to find the measurements for control of the job stress. 427 pediatricians and nurses working in five hospitals of a city served as subjects. Of them, the staff in section of pharmacy and toll offices in each hospital mentioned above served as control group. The General Job Stress Questionnaire was used to investigate the job stress by self-assessment. The scores of job demand, job risk, drug using, daily job stress, positive feelings, patient A behavior, physical environment and feeling balance in pediatricians and nurses were higher than those of control group, but the scores of job-person conflict, environmental control, technology utility, mental health, responsibility on things were lower than those of control group (Pdepression in nurses were higher than those of pediatricians, and non-work activities, job risk and daily life stress were lower than those of doctors (Pwork job, lower job control, more job risk, job future ambiguous, poorer social support, lower job locus control and lower self-esteem. The stress degree of pediatric staff is higher than that of controls. The pediatricians have more job stress than that of nurses. The main stressors of pediatric staff are job monotony, higher job demand, more non-worker activity, lower job control, higher job risk and ambiguous job future. The main modifiers are good social support, external job locus of control and higher self-esteem.

  17. Job Stress and Presenteeism among Chinese Healthcare Workers: The Mediating Effects of Affective Commitment.

    Science.gov (United States)

    Yang, Tianan; Guo, Yina; Ma, Mingxu; Li, Yaxin; Tian, Huilin; Deng, Jianwei

    2017-08-29

    Presenteeism affects the performance of healthcare workers. This study examined associations between job stress, affective commitment, and presenteeism among healthcare workers. To investigate the relationship between job stress, affective commitment, and presenteeism, structural equation modeling was used to analyze a sample of 1392 healthcare workers from 11 Class A tertiary hospitals in eastern, central, and western China. The mediating effect of affective commitment on the association between job stress and presenteeism was examined with the Sobel test. Job stress was high and the level of presenteeism was moderate among healthcare workers. Challenge stress and hindrance stress were strongly correlated (β = 0.62; p < 0.05). Affective commitment was significantly and directly inversely correlated with presenteeism (β = -0.27; p < 0.001). Challenge stress was significantly positively correlated with affective commitment (β = 0.15; p < 0.001) but not with presenteeism. Hindrance stress was significantly inversely correlated with affective commitment (β = -0.40; p < 0.001) but was significantly positively correlated with presenteeism (β = 0.26; p < 0.001). This study provides important empirical data on presenteeism among healthcare workers. Presenteeism can be addressed by increasing affective commitment and challenge stress and by limiting hindrance stress among healthcare workers in China.

  18. Job Stress and Presenteeism among Chinese Healthcare Workers: The Mediating Effects of Affective Commitment

    Directory of Open Access Journals (Sweden)

    Tianan Yang

    2017-08-01

    Full Text Available Background: Presenteeism affects the performance of healthcare workers. This study examined associations between job stress, affective commitment, and presenteeism among healthcare workers. Methods: To investigate the relationship between job stress, affective commitment, and presenteeism, structural equation modeling was used to analyze a sample of 1392 healthcare workers from 11 Class A tertiary hospitals in eastern, central, and western China. The mediating effect of affective commitment on the association between job stress and presenteeism was examined with the Sobel test. Results: Job stress was high and the level of presenteeism was moderate among healthcare workers. Challenge stress and hindrance stress were strongly correlated (β = 0.62; p < 0.05. Affective commitment was significantly and directly inversely correlated with presenteeism (β = −0.27; p < 0.001. Challenge stress was significantly positively correlated with affective commitment (β = 0.15; p < 0.001 but not with presenteeism. Hindrance stress was significantly inversely correlated with affective commitment (β = −0.40; p < 0.001 but was significantly positively correlated with presenteeism (β = 0.26; p < 0.001. Conclusions: This study provides important empirical data on presenteeism among healthcare workers. Presenteeism can be addressed by increasing affective commitment and challenge stress and by limiting hindrance stress among healthcare workers in China.

  19. Changes in job stress and coping skills among caregivers after dementia care practitioner training.

    Science.gov (United States)

    Takizawa, Takeya; Takahashi, Megumi; Takai, Michiko; Ikeda, Taichiro; Miyaoka, Hitoshi

    2017-01-01

    Dementia care practitioner training is essential for professional caregivers to acquire medical knowledge and care skills for dementia patients. We investigated the significance of training in stress management by evaluating caregivers' job stress and coping style before and after they have completed training. The subjects included 134 professional caregivers (41 men, 93 women) recruited from participants in training programmes held in Kanagawa Prefecture from August 2008 to March 2010. A survey using a brief job stress questionnaire and a coping scale was carried out before and after they completed their training. A t-test and multiple regression analysis were performed to evaluate the effects of the training. After the training, the scores of modifiers on the job stress scale and of the coping scale increased, whereas the scores of stress reactions on the job stress scale decreased. However, there were no changes in participants' subjective cognition concerning their workplace environment. Furthermore, the change in stress reaction score tended to correlate with the change in consultation score in all participants and with the change in problem-solving and consultation in male participants. Among female participants, the change in stress reaction score tended to correlate with change in support from superiors and colleagues as modifiers. The factors that correlated to the change in stress reaction score differed between genders. The findings suggest that training caregivers improves their stress reaction and coping skills. © 2016 The Authors. Psychogeriatrics © 2016 Japanese Psychogeriatric Society.

  20. Coping proactively with economic stress: career adaptability in the face of job insecurity, job loss, unemployment, and underemployment

    NARCIS (Netherlands)

    Klehe, U.-C.; Zikic, J.; van Vianen, A.E.M.; Koen, J.; Buyken, M.; Perrewé, P.L; Halbesleben, J.R.B.; Rosen, C.C.

    2012-01-01

    Economic stressors such as job insecurity, job loss, unemployment, and underemployment cause severe difficulties for the workers affected, their families, organizations, and societies overall. Consequently, most past research has taken a thoroughly negative perspective on economic stress, addressing

  1. FACTORS THAT AFFECT SOCIAL WORKERS’ JOB SATISFACTION, STRESS AND BURNOUT

    Directory of Open Access Journals (Sweden)

    Calitz, Taetske

    2014-11-01

    Full Text Available Social work was classified as a scare skill and the retention of social workers is an important aspect that needs urgent attention. The research goal of this study was to determine what degree of work engagement and job satisfaction South African social workers experience in their current positions and how this influences job turnover, burnout and the intention to leave the profession. The purpose was to determine the needs social workers experience that will affect turnover in the profession. The needs/problems social workers experienced were stress, burnout, lower job satisfaction and work engagement.

  2. Job stress, recognition, job performance and intention to stay at work among Jordanian hospital nurses.

    Science.gov (United States)

    AbuAlRub, Raeda Fawzi; Al-Zaru, Ibtisam Moawiah

    2008-04-01

    To investigate: (1) relationships between job stress, recognition of nurses' performance, job performance and intention to stay among hospital nurses; and (2) the buffering effect of recognition of staff performance on the 'stress-intention to stay at work' relationship. Workplace stress tremendously affects today's workforce. Recognition of nurses' performance needs further investigation to determine if it enhances the level of intention to stay at work and if it can buffer the negative effects of stress on nurses' intention to stay at work. The sample of the present study was a convenience one. It consisted of 206 Jordanian staff nurses who completed a structured questionnaire. The findings of the study indicated a direct and a buffering effect of recognition of nurses' performance on job stress and the level of intention to stay at work. The results of the study indicated the importance of recognition for outstanding performance as well as achievements. Implications for nursing management The results of this study support the need to focus on the implementation of recognition strategies in the workplace to reduce job stress and enhance retention.

  3. Structural empowerment, job stress and burnout of nurses in China.

    Science.gov (United States)

    Guo, Jiajia; Chen, Juan; Fu, Jie; Ge, Xinling; Chen, Min; Liu, Yanhui

    2016-08-01

    To investigate the status of structural empowerment, job stress and burnout in China, and to explore the relationships among them. The questionnaires of CWEQ-II, job stressors and MBI were used to investigate 1002 nurses working at tertiary-level hospitals. The average score of CWEQ-II was 2.23±0.59. The score of EE of MBI was 29.75±13.94, PA was 27.40±11.21, both of them showed a high level of exhaustion, DP was 8.07±5.82 and showed a middle level of exhaustion. The findings showed that workload and time pressure were the most frequently encountered job stress among staff nurses, the score was 3.23±0.95; There was a significantly correlation among structural empowerment, job stressors and the level of burnout(pburnout, job stressors had significant influence on the every factors of burnout (pnurses felt that structural empowerment in their workplace resulted in lower levels of job stress which in turn strongly influenced Burnout. These results provide initial support for an expanded model of structural empowerment, and offer a broader understanding of the empowerment process. Copyright © 2016 Elsevier Inc. All rights reserved.

  4. Managing job stress in nursing: what kind of resources do we need?

    Science.gov (United States)

    van den Tooren, Marieke; de Jonge, Jan

    2008-07-01

    This paper is a report of a study to investigate the functionality of different kinds of job resources for managing job stress in nursing. There is increasing recognition that healthcare staff, and especially nurses, are at high risk for burnout and physical complaints. Several researchers have proposed that job resources moderate the relationship between job demands and job-related outcomes, particularly when there is a match between the type of demands, resources, and outcomes. Based on the Demand-Induced Strain Compensation Model, cross-sectional survey data were collected between November 2006 and February 2007 by a paper-and-pencil questionnaire. The final sample consisted of 69 nurses from a Dutch nursing home (response rate 59.4%). Data were analyzed by hierarchical regression analyses. High physical demands had adverse effects on both physical complaints and emotional exhaustion (i.e. burnout), unless employees had high physical resources. A similar pattern was found for high physical demands and emotional resources in predicting emotional exhaustion. The likelihood of finding theoretically-valid moderating effects was related to the degree of match between demands, resources, and outcomes. Job resources do not randomly moderate the relationship between job demands and job-related outcomes. Both physical and emotional resources seem to be important stress buffers for human service employees such as nurses, and their moderating effects underline the importance of specific job resources in healthcare work. Job redesign in nursing homes should therefore primarily focus on matching job resources to job demands in order to diminish poor health and ill-being.

  5. Moral Stress and Job Burnout Among Frontline Staff Conducting Clinical Research on Affective and Anxiety Disorders.

    Science.gov (United States)

    Fried, Adam L; Fisher, Celia B

    2016-06-01

    There has been increased attention on job-related stress and burnout experienced by clinicians working with vulnerable and at-risk populations, including effects on personal mental health, therapeutic decision-making, and job effectiveness. Little is known, however, about the job-related stressors and symptoms of burnout experienced by clinical research staff working with similar populations, especially in terms of moral stress they may experience when adherence to scientific procedures appears to conflict with their personal commitment to address the clinical needs of their research participants or role as health care provider. In this national study, 125 frontline research workers conducting clinical research studies with individuals diagnosed with affective and anxiety disorders completed an online survey including measures assessing research work related moral stress, job burnout, organizational ethics climate and organizational research support. Results indicated that younger research workers, those whose research work was part of a graduate assistantship and perceptions of higher participant research risk were associated with higher levels of moral stress and job burnout. Supportive organizational climates were associated with lower levels of moral stress and job burnout. Recommendations for clinical research workers, supervisors and clinical training directors are discussed.

  6. Assessment of pharmacists' job satisfaction and job related stress in Amman.

    Science.gov (United States)

    Al Khalidi, Doaa; Wazaify, Mayyada

    2013-10-01

    The myriad changes in pharmacy practice in Jordan have transformed the pharmacist's role to be more focused on the patient and his/her therapeutic needs than on just the traditional dispensing. This, in addition to other possible factors, is believed to have influenced pharmacists' job satisfaction and stress level in different practice settings in Jordan. This study aimed to determine the level of job satisfaction and job related stress among pharmacists in Amman. Moreover, the main causes of dissatisfaction and stress-related factors affecting pharmacists at their working positions were also explored. The study was conducted in four pharmacy practice settings: independent and chain community pharmacies as well as private and public hospital pharmacies. The study adopted the self-administered survey methodology technique using a pre-validated pre-piloted questionnaire. The questionnaire was adapted from one previously used in Northern Ireland. Data were entered into SAS database and analysed using descriptive statistics, Chi square and regression analysis. The significance level was set at P marital status (P = 0.023). Moreover, job related stress situations like patient care responsibility have been associated significantly with the type of pharmacy practice settings (P = 0.043) and pharmacists' registration year (P = 0.013). Other job stressors like long working hours, lack of advancement, promotion opportunities and poor physician pharmacists' relationship have also been reported by participants. The study concluded that community pharmacists in Amman are found to be less satisfied with their jobs than their hospital counterparts. Pharmacists' job satisfaction should be enhanced to improve pharmacists' motivation and competence. Consequently, this will improve their productivity and provision of pharmaceutical care.

  7. General self-efficacy and the effect of hospital workplace violence on doctors' stress and job satisfaction in China.

    Science.gov (United States)

    Yao, Yongcheng; Wang, Wei; Wang, Faxuan; Yao, Wu

    2014-06-01

    This study aims at exploring associations of general self-efficacy (GSE), workplace violence and doctors' work-related attitudes. In this study a cross-sectional survey design was applied. Questionnaires were administrated to 758 doctors working in 9 hospitals of Zhengzhou, Henan province, China, between June and October 2010. General information on age, gender, and years of working was collected, and the doctors' experience and witnessing workplace violence, job satisfaction, job initiative, occupational stress as well as GSE were measured. General linear regression analysis was performed in association analyses. Both experiencing and witnessing workplace violence were significantly positively correlated with the level of occupational stress but significantly negatively correlated with job satisfaction, job initiative, and GSE. General self-efficacy significantly modified relationships between both experiencing and witnessing workplace violence with occupational stress (β = 0.49 for experiencing violence; β = 0.43 for witnessing violence; p violence with job initiative (p > 0.05). The levels of occupational stress declined significantly with the increase of GSE, while job satisfaction increased significantly along with its increase. The effects of GSE on occupational stress and job satisfaction weakened as the frequency of violence increased. The findings suggest that GSE can modify effects of workplace violence on health care workers' stress and job satisfaction. Enhancing GSE in combination with stress reduction may lead to facilitating health care workers' recovery from workplace violence, and thereby improving their work-related attitudes.

  8. The Efficacy of Performance Appraisal to Increase Employees’ Job Satisfaction

    Directory of Open Access Journals (Sweden)

    Iranita Hervi Mahardayani

    2016-08-01

    Full Text Available This research aims to find out the effectiveness of implementation performance appraisal toward job satisfaction of employees UMKM Bordir Dahlia in Kabupaten Kudus. Sampling was done by using population studies to 16 employees of UMKM embroidery Dahlia Kudus. The type of this research is quantitative with pra experiment approached by One group pre and posttest design method. Data analysis on this research using non parametric with different test techniques Wilcoxon t-tes. The analysis result of different test scale job satisfaction before and after handling obtained Z = - 1,268, with p = 0,205 (p>0,05, so that there is no differences on job satisfaction on employees of embroidery Dahlia before and after treatment by giving performance appraisal. It means treatment by giving performance appraisal unable to increase employees job satisfaction. Therefore, the hypothesis on this research is rejected.

  9. Occupational status and job stress in relation to cardiovascular stress reactivity in Japanese workers.

    Science.gov (United States)

    Hirokawa, Kumi; Ohira, Tetsuya; Nagayoshi, Mako; Kajiura, Mitsugu; Imano, Hironori; Kitamura, Akihiko; Kiyama, Masahiko; Okada, Takeo; Iso, Hiroyasu

    2016-12-01

    This study aimed to investigate the effects of occupational status and job stress factors on cardiovascular stress reactivity in Japanese workers. In this baseline assessment between 2001 and 2009 in Osaka, Japan, we examined 928 healthy Japanese employees (330 men, 598 women) from two occupational statuses: managers/professionals and general workers. A brief job stress questionnaire was used to evaluate job stress levels. Systolic and diastolic blood pressure (SBP, DBP), heart rate, heart rate variability (high-frequency [HF], low-frequency [LF], LF/HF], and peripheral blood flow were measured at rest and during two stressful tasks. Changes in stress reactivity were calculated as the difference between the measured variables during the tasks and the rest period. Men showed inverse associations between quantitative job overload and DBP, heart rate, and LF/HF, between physical demands and blood pressure (SBP, DBP), and between a poor physical environment and HF. Men also had positive associations between qualitative job overload and heart rate, and between physical demands and peripheral blood flow (all p occupational status, significant associations between job stress and changes in stress reactivity were observed in male managers/professionals and female general workers (p stress levels are associated with changes in cardiovascular stress reactivity in men and women. Occupational status may modify these associations.

  10. The effect of job stress and job motivation on employees’ performance through job satisfaction (A study at PT. Jasa Marga (Persero Tbk. Surabaya - Gempol branch

    Directory of Open Access Journals (Sweden)

    Noermijati Noermijati

    2015-08-01

    Full Text Available Job stress and motivation has a critical role to enhance female employee performance. The research attempts to analyze the direct effect of job stress and motivation on employee performance, and indirect effect of job stress and motivation on employee performance through job satisfaction. This research involves 108 married female employees, with minimal one year working period, as the population and respondents (census sampling. Using Path analysis, it was found that job stress have significant negative effect on employee performance. Motivation has a significant positive effect on employee performance. Job stress does not have an effect on job satisfaction. Motivation significantly positive influences job satisfaction. Job satisfaction significantly influences employee performance. Job stress does not have indirect effect on employee performance through job satisfaction. Motivation has an indirect effect on employee performance through job satisfaction. Motivation has the most important role to enhance employee performance. As an implication, company must give more attention and enhance employee motivation, especially on fulfilling self actualization need.

  11. Occupational status and job stress in relation to cardiovascular stress reactivity in Japanese workers

    Directory of Open Access Journals (Sweden)

    Kumi Hirokawa

    2016-12-01

    Full Text Available This study aimed to investigate the effects of occupational status and job stress factors on cardiovascular stress reactivity in Japanese workers. In this baseline assessment between 2001 and 2009 in Osaka, Japan, we examined 928 healthy Japanese employees (330 men, 598 women from two occupational statuses: managers/professionals and general workers. A brief job stress questionnaire was used to evaluate job stress levels. Systolic and diastolic blood pressure (SBP, DBP, heart rate, heart rate variability (high-frequency [HF], low-frequency [LF], LF/HF], and peripheral blood flow were measured at rest and during two stressful tasks. Changes in stress reactivity were calculated as the difference between the measured variables during the tasks and the rest period. Men showed inverse associations between quantitative job overload and DBP, heart rate, and LF/HF, between physical demands and blood pressure (SBP, DBP, and between a poor physical environment and HF. Men also had positive associations between qualitative job overload and heart rate, and between physical demands and peripheral blood flow (all p < 0.05. Women showed inverse associations between qualitative job overload and SBP, and showed positive associations between qualitative job overload and peripheral blood flow, and between a poor physical environment and SBP (all p < 0.05. When stratified by occupational status, significant associations between job stress and changes in stress reactivity were observed in male managers/professionals and female general workers (p < 0.05. Job stress levels are associated with changes in cardiovascular stress reactivity in men and women. Occupational status may modify these associations.

  12. Job demand-control and job stress at work: A cross-sectional study among prison staff

    Science.gov (United States)

    Akbari, Jafar; Akbari, Rouhollah; Shakerian, Mahnaz; Mahaki, Behzad

    2017-01-01

    Introduction: Job stress can impose significant costs to the workplaces and organizations due to some issues such as absenteeism, less productivity, and medical costs. Job overload and lack of decision latitude can lead to job stress. The current study aimed to investigate the job demands and control as predictor of job stress and its relationship, with some of the demographic characteristics of Iranian prison staff. Materials and Methods: This study was performed on 171 male employees working in four prisons located in Ilam, Iran. The sampling method was census and all four prisons’ staff were selected to respond the Job Content Questionnaires. Finally, the data were analyzed using t-test or independent samples test as well as SPSS 20. Results: The highest amount of job demand (mean = 21.28) and the lowest amount of job control on average (9.76) were reported by those staff working in Darehshahr prison. There was also a significant relationship between job post and job control among the prison staff (β = −0.375, P = 0.001). Conclusion: The level of job stress reported by prison staff was high in this study mainly caused by high job demand and low job control, especially in Darehshahr prison staff. PMID:28546980

  13. Job Stress and Burnout Syndrome in a Sample of Rural Health Workers, Behvarzes, in Tehran, Iran

    Directory of Open Access Journals (Sweden)

    Maryam Salehi

    2011-06-01

    Full Text Available "nObjective:  In the last 30 years, ever since the PHC network in Iran has been established, the job duties of Behvarzes (Mental Health Workers in rural areas have been constantly increasing. The aim of this study was to determine the burnout level, mental health status and the severity of occupational stress among Behvarzes. "nMethods: All Behvarzes (227 working in areas covered by Iran University of Medical Sciences were considered for participation in the study. Maslach Burnout Inventory, GHQ-12, and Stainmentz questionnaires were used. "nResults: The completed questionnaires were returned by 93% of the subjects. The mean score of job stress was in the first percentile (42.8 ± 27.16. 17.6% of the study subjects had moderate to severe level of burnout; 12.3%, 5.3% and 43% of the subjects had abnormal scores on emotional exhaustion, depersonalization and personal subscales respectively; and 28.3% of the cases were suspected to have mental disorders by GHQ. "nDiscussion: In spite of increasing assigned jobs to Behvarzes, job stress and burnout are not seriously distressful. Providing more desirable personal accomplishment for Behvarzes by reducing job ambiguity/ conflict, participating in planning new programs, and improving interaction with health authorities may help them to overcome their job related pressure and increasing workload.

  14. [Effects of job content on psychological stress in young recruits].

    Science.gov (United States)

    Zhang, J J; Tao, N; Jia, J M; Qin, X; Tian, H; Qiu, E C; Liu, J W

    2016-04-20

    To explore the effects of job content on psychological stress in young recruits. In October 2014, 625 young recruits enrolled in one troop of Xinjiang Military Command in 2014 were chosen as subjects by multi-stage stratified random sampling. The Chinese version of the job content questionnaire (JCQ)and the psychological stress self evaluation test (PEST)were used to investigate the subjects. The subjects were divided into two groups with scores higher and lower than the mean score of three subscales (job requirement, degree of autonomy, and social support)of JCQ to explore the effects of job content on psychological stress in young recruits. The correlation of psychological stress with three subscales of job content was evaluated using the Pearson' s correlation analysis. Binary logistic regression analysis was used to analyze the influencing factors for psychological stress. The PEST score of young recruits was 49.98±9.98. Forty-five (7.68%)out of them had scores of ≥70 points and were diagnosed with high levels of psychological stress. When the subjects were grouped based on socio-demographic characteristics, a high level of psychological stress was significantly more frequent in subjects less than 20 years of age than in those not less than 20 years of age, in smoking subjects than in non-smoking subjects, and in urban residents than in rural residents (10.42% vs 5.03%, P0.05). In various job content domains that had impacts on psychological stress, subjects with a low score of social support had significantly higher PEST scores than those with a high score of social support (50.96±10.35 vs 48.49±9.22, Pautonomy and social support (r=-0.103, Pjob requirement and social support were influencing factors for psychological stress (OR=0.718, 95% CI= 0.718 (0.607~0.851), Pjob requirement subscale and social support subscale may be potential protective factor and risk factor for psychological stress, respectively.

  15. Role of Outsourcing in Stress and Job Satisfaction of Information Technology Professionals

    Science.gov (United States)

    Robinson, Janell R.

    2016-01-01

    Information technology (IT) outsourcing poses a potential job loss threat to IT professionals, which can decrease job security, job satisfaction, and organizational commitment. The problem that this study addressed was the perceived role of IT outsourcing in the job stress, job dissatisfaction, and turnover intention of IT professionals. The…

  16. Personality as Correlate of Perceived Job Stress Among Electoral ...

    African Journals Online (AJOL)

    This study examined the relationship of personality (conscientiousness dimension) with electoral officers perceived job stress during election. The survey utilised the expost facto research design. A total of 346 participants responded to the questionnaires. In all, 254 (70.4%) were males and 101 (29.6%) were females.

  17. Individual Differences on Job Stress and Related Ill Health

    Directory of Open Access Journals (Sweden)

    Miodraga Stefanovska Petkovska

    2014-03-01

    Conclusion: Employees are exposed to many potential work related stressors which differently affect their job satisfaction and result in ill health. A better understanding of the individual characteristics and potential stressors should subsequently help managers' better deal with this problem. This underlines the need for further research and design of stress reduction interventions.

  18. Beyond the job demand control (-support) model : explaining stress reactions in nurses

    NARCIS (Netherlands)

    Pisanti, Renato

    2012-01-01

    Nurses have been identified as having a risk of experiencing stress and burnout. The nature and organization of the job make nursing inherently difficult. Research highlights that occupational stress is largely dependent on psychosocial job characteristics, such as job demands and job resources. The

  19. Job Satisfaction, Stress and Coping Strategies among Moroccan High School Teachers.

    Science.gov (United States)

    Benmansour, Naima

    1998-01-01

    Studied job stress, job satisfaction, and coping strategies through self-report measures from 153 Moroccan high school teachers. Results show that 45% of the teachers were satisfied with their jobs, but over half reported high levels of stress, negatively correlated with job satisfaction. Factor analysis of 16 coping strategies produced four…

  20. General self-efficacy and the effect of hospital workplace violence on doctors’ stress and job satisfaction in China

    Directory of Open Access Journals (Sweden)

    Yongcheng Yao

    2014-08-01

    Full Text Available Objectives: This study aims at exploring associations of general self-efficacy (GSE, workplace violence and doctors' work-related attitudes. Material and Methods: In this study a cross-sectional survey design was applied. Questionnaires were administrated to 758 doctors working in 9 hospitals of Zhengzhou, Henan province, China, between June and October 2010. General information on age, gender, and years of working was collected, and the doctors' experience and witnessing workplace violence, job satisfaction, job initiative, occupational stress as well as GSE were measured. General linear regression analysis was performed in association analyses. Results: Both experiencing and witnessing workplace violence were significantly positively correlated with the level of occupational stress but significantly negatively correlated with job satisfaction, job initiative, and GSE. General self-efficacy significantly modified relationships between both experiencing and witnessing workplace violence with occupational stress (β = 0.49 for experiencing violence; β = 0.43 for witnessing violence; p 0.05. The levels of occupational stress declined significantly with the increase of GSE, while job satisfaction increased significantly along with its increase. The effects of GSE on occupational stress and job satisfaction weakened as the frequency of violence increased. Conclusions: The findings suggest that GSE can modify effects of workplace violence on health care workers' stress and job satisfaction. Enhancing GSE in combination with stress reduction may lead to facilitating health care workers' recovery from workplace violence, and thereby improving their work-related attitudes.

  1. Job satisfaction and Job stress among various employees of tertiary care level hospital in central Uttar Pradesh, India

    Directory of Open Access Journals (Sweden)

    Ruchi Yadav

    2017-03-01

    Full Text Available Introduction: Job satisfaction defined as the end state of feeling, the feeling that is experienced after a task is accomplished. Job stress can be defined as the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or need of the worker. Objectives: To study the relationship between job satisfaction and job stress among various employees of tertiary care level hospital and to find the co-relates of job stress and job satisfaction. Materials & Methods: A cross sectional study carried out for a period of 2 month among various employees working in Uttar Pradesh University of Medical Sciences, Saifai, Etawah, Uttar Pradesh, a tertiary care level hospital. A total 225 Participants 75 from each medical, paramedical and office staff were selected by purposive sampling technique. The study was conducted using pretested structured questionnaire regarding socio-demographic profile, job satisfaction and job stress. Data was analyzed using chi square test. Result: A total of 225 participants,75 from each medical, paramedical and office staff were interviewed. On doing analysis of questionnaire regarding job satisfaction and job stress it was found that majority believe that their job was well recognized and working in a good institute and were not satisfied with the management and salary and were coping well with their job stress and were having average level of satisfaction. Conclusion: The present study conclude that majority of the participants felt they are well recognized with their job, working in a good institute but not satisfied with the management and salary.

  2. Job satisfaction and Job stress among various employees of tertiary care level hospital in central Uttar Pradesh, India

    Directory of Open Access Journals (Sweden)

    Ruchi Yadav

    2017-03-01

    Full Text Available Introduction: Job satisfaction defined as the end state of feeling, the feeling that is experienced after a task is accomplished. Job stress can be defined as the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, resources, or need of the worker. Objectives: To study the relationship between job satisfaction and job stress among various employees of tertiary care level hospital and to find the co-relates of job stress and job satisfaction. Materials & Methods: A cross sectional study carried out for a period of 2 month among various employees working in Uttar Pradesh University of Medical Sciences, Saifai, Etawah, Uttar Pradesh, a tertiary care level hospital. A total 225 Participants 75 from each medical, paramedical and office staff were selected by purposive sampling technique. The study was conducted using pretested structured questionnaire regarding socio-demographic profile, job satisfaction and job stress. Data was analyzed using chi square test. Result: A total of 225 participants,75 from each medical, paramedical and office staff were interviewed. On doing analysis of questionnaire regarding job satisfaction and job stress it was found that majority believe that their job was well recognized and working in a good institute and were not satisfied with the management and salary and were coping well with their job stress and were having average level of satisfaction. Conclusion: The present study conclude that majority of the participants felt they are well recognized with their job, working in a good institute but not satisfied with the management and salary.

  3. Job stress and mortality in older age.

    Science.gov (United States)

    Tobiasz-Adamczyk, Beata; Brzyski, Piotr; Florek, Marzena; Brzyska, Monika

    2013-06-01

    This paper aims to assess the relationship between the determinants of the psychosocial work environment, as expressed in terms of JDC or ERI models, and all-cause mortality in older individuals. The baseline study was conducted on a cohort comprising a random sample of 65-year-old community-dwelling citizens of Kraków, Poland. All of the 727 participants (410 women, 317 men) were interviewed in their households in the period between 2001 and 2003; a structured questionnaire was used regarding their occupational activity history, which included indexes measuring particular dimensions of their psychosocial work environment based on Karasek's Job Demand-Control model and Siegrist's Effort-Reward Imbalance model, as well as health-related quality of life and demographic data. Mortality was ascertained by monitoring City Vital Records for 7 years. Analyses were conducted separately for men and women, with the multivariate Cox proportional hazard model. During a 7-year follow-up period, 59 participants (8.1%) died, including 21 women (5.1% of total women) and 38 men (12%) (p quality of life (HRQoL) level at the beginning of old age; however, the relationship between efforts and rewards or demands and control and mortality was not fully confirmed.

  4. The Right Man for the Job - Increasing Returns in Search?

    NARCIS (Netherlands)

    C.N. Teulings (Coen); P.A. Gautier (Pieter)

    2000-01-01

    textabstractThis paper describes a search model with a continuum of worker and job types, transferable utility and an IRS contact technology. We apply a second order Taylor expansion to approximate an analytical solution of the equilibrium. We find that one third of the increasing returns in

  5. Can job crafting reduce job boredom and increase work engagement? A three-year cross-lagged panel study

    NARCIS (Netherlands)

    Harju, Lotta K.; Hakanen, Jari J.; Schaufeli, Wilmar B.|info:eu-repo/dai/nl/073779563

    2016-01-01

    Building upon the Conservation of Resources (COR) theory, this longitudinal study examined whether job crafting behaviors (i.e. increasing structural and social job resources and increasing challenges) predict less job boredom and more work engagement. We also tested the reverse causation effects of

  6. Home care nurses' experience of job stress and considerations for the work environment.

    Science.gov (United States)

    Samia, Linda W; Ellenbecker, Carol Hall; Friedman, Donna Haig; Dick, Karen

    2012-01-01

    Home care nurses report increased stress in their jobs due to work environment characteristics that impact professional practice. Stressors and characteristics of the professional practice environment that moderate nurses' experience of job stress were examined in this embedded multiple case study. Real life experiences within a complex environment were drawn from interviews and observations with 29 participants across two home care agencies from one eastern U.S. state. Findings suggest that role overload, role conflict, and lack of control can be moderated in agencies where there are meaningful opportunities for shared decision making and the nurse-patient relationship is supported.

  7. Job stress and mortality in older age

    Directory of Open Access Journals (Sweden)

    Beata Tobiasz-Adamczyk

    2013-06-01

    Full Text Available Objectives: This paper aims to assess the relationship between the determinants of the psychosocial work environment, as expressed in terms of JDC or ERI models, and all-cause mortality in older individuals. Materials and Methods: The baseline study was conducted on a cohort comprising a random sample of 65-year-old community-dwelling citizens of Kraków, Poland. All of the 727 participants (410 women, 317 men were interviewed in their households in the period between 2001 and 2003; a structured questionnaire was used regarding their occupational activity history, which included indexes measuring particular dimensions of their psychosocial work environment based on Karasek's Job Demand-Control model and Siegrist's Effort-Reward Imbalance model, as well as health-related quality of life and demographic data. Mortality was ascertained by monitoring City Vital Records for 7 years. Analyses were conducted separately for men and women, with the multivariate Cox proportional hazard model. Results: During a 7-year follow-up period, 59 participants (8.1% died, including 21 women (5.1% of total women and 38 men (12% (p < 0.05. Significant differences in the number of deaths occurred regarding disproportion between physical demands and control in men: those with low physical demands and low control died three times more often than those with high control, regardless of the level of demands. The multivariate Cox proportional hazard model showed that significantly higher risk of death was observed only in men with low physical demands and low control, compared to those with low physical demands and high control (Exp(B = 4.65, 95% CI: 1.64-13.2. Conclusions: Observed differences in mortality patterns are similar to the patterns of relationships observed in health-related quality of life (HRQoL level at the beginning of old age; however, the relationship between efforts and rewards or demands and control and mortality was not fully confirmed.

  8. Effects on Teachers' Self-Efficacy and Job Satisfaction: Teacher Gender, Years of Experience, and Job Stress

    Science.gov (United States)

    Klassen, Robert M.; Chiu, Ming Ming

    2010-01-01

    The authors of this study sought to examine the relationships among teachers' years of experience, teacher characteristics (gender and teaching level), three domains of self-efficacy (instructional strategies, classroom management, and student engagement), two types of job stress (workload and classroom stress), and job satisfaction with a sample…

  9. Perceived job stress and health complaints at a bank call center: comparison between inbound and outbound services.

    Science.gov (United States)

    Lin, Yen-Hui; Chen, Chih-Yong; Hong, Wei-Hsien; Lin, Yu-Chao

    2010-01-01

    This study investigated how perceived job stress and health status differ, as well as the relationships to inbound (incoming calls) versus outbound (outgoing calls) calling activities, for call center workers in a bank in Taiwan. The sample bank employed 289 call center workers at the time of the survey, ranging in age from 19 to 54 yr old. Data were obtained on individual factors, health complaints, perceived level job stress, and major job stressors. Overall, 33.5% of outbound operators and 27.1% of inbound operators reported frequently or always experiencing high stress at work, however, the differences between inbound and outbound operators were insignificant. "Having to deal with difficult customers" was the most frequent job stressor for all workers. Musculoskeletal discomfort, eye strain, and hoarse or sore throat were the most prevalent complaints among call center workers. The relationship between perceived job stress and health complaints indicated that workers who perceived higher job stress had significantly increased risk of multiple health problems, including eye strain, tinnitus, hoarse or sore throat, chronic cough with phlegm, chest tightness, irritable stomach or peptic ulcers, and musculoskeletal discomfort (with odds ratios ranging from 2.13 to 8.24). These analytical results suggest that perceived job stress in the call center profoundly affected worker health. This study identified main types of job stressors requiring further investigation.

  10. Organisational change, job strain and increased risk of stroke? A pilot study.

    Science.gov (United States)

    Medin, Jennie; Ekberg, Kerstin; Nordlund, Anders; Eklund, Jörgen

    2008-01-01

    The objective of this pilot study was to explore whether organisational change and work-related stress, as measured by the Job Content Questionnaire, were associated with first-ever stroke among working people aged 30-65. In a case-control study a total of 65 consecutive cases, aged 30-65 years of age, with first-ever stroke were recruited from four hospitals in Sweden during 2000-2002. During the same period, 103 random population controls in the same age interval were recruited. Data on job-related stress and traditional medical risk factors were collected by a questionnaire. In the multivariate analyses, organisational change (OR 3.38) increased the likelihood of stroke, while experiencing an active job (OR 0.37) decreased the likelihood of stroke. Regarding risk factors outside work, age (OR 1.11), low physical activity (OR 5.21), low education (OR 2.48) and family history of stroke (OR 2.59) were associated with increased likelihood of stroke. This study suggests an association between organisational change, work-related stress and stroke. The likelihood of stroke was lower for people in active job situations.

  11. Evaluating the relationship between job stress and job satisfaction among female hospital nurses in Babol: An application of structural equation modeling

    Directory of Open Access Journals (Sweden)

    Majid Bagheri Hosseinabadi

    2018-04-01

    Full Text Available Background: This study was designed to investigate job satisfaction and its relation to perceived job stress among hospital nurses in Babol County, Iran.Methods: This cross-sectional study was conducted on 406 female nurses in 6 Babol hospitals.Respondents completed the Minnesota Satisfaction Questionnaire (MSQ, the health and safety executive (HSE indicator tool and a demographic questionnaire. Descriptive, analytical and structural equation modeling (SEM analyses were carried out applying SPSS v. 22 and AMOS v. 22.Results: The Normed Fit Index (NFI, Non-normed Fit Index (NNFI, Incremental Fit Index (IFIand Comparative Fit Index (CFI were greater than 0.9. Also, goodness of fit index (GFI=0.99and adjusted goodness of fit index (AGFI were greater than 0.8, and root mean square error of approximation (RMSEA were 0.04, The model was found to be with an appropriate fit. The R-squared was 0.42 for job satisfaction, and all its dimensions were related to job stress. The dimensions of job stress explained 42% of changes in the variance of job satisfaction. There was a significant relationship between the dimensions of job stress such as demand (β =0.173,CI =0.095 - 0.365, P≤0.001, control (β =0.135, CI =0.062 - 0.404, P =0.008, relationships(β =-0.208, CI =-0.637– -0.209; P≤0.001 and changes (β =0.247, CI =0.360 - 1.026, P≤0.001with job satisfaction.Conclusion: One of the important interventions to increase job satisfaction among nurses maybe improvement in the workplace. Reducing the level of workload in order to improve job demand and minimizing role conflict through reducing conflicting demands are recommended.

  12. Evaluating the relationship between job stress and job satisfaction among female hospital nurses in Babol: An application of structural equation modeling.

    Science.gov (United States)

    Bagheri Hosseinabadi, Majid; Etemadinezhad, Siavash; Khanjani, Narges; Ahmadi, Omran; Gholinia, Hemat; Galeshi, Mina; Samaei, Seyed Ehsan

    2018-01-01

    Background: This study was designed to investigate job satisfaction and its relation to perceived job stress among hospital nurses in Babol County, Iran. Methods: This cross-sectional study was conducted on 406 female nurses in 6 Babol hospitals. Respondents completed the Minnesota Satisfaction Questionnaire (MSQ), the health and safety executive (HSE) indicator tool and a demographic questionnaire. Descriptive, analytical and structural equation modeling (SEM) analyses were carried out applying SPSS v. 22 and AMOS v. 22. Results: The Normed Fit Index (NFI), Non-normed Fit Index (NNFI), Incremental Fit Index (IFI)and Comparative Fit Index (CFI) were greater than 0.9. Also, goodness of fit index (GFI=0.99)and adjusted goodness of fit index (AGFI) were greater than 0.8, and root mean square error of approximation (RMSEA) were 0.04, The model was found to be with an appropriate fit. The R-squared was 0.42 for job satisfaction, and all its dimensions were related to job stress. The dimensions of job stress explained 42% of changes in the variance of job satisfaction. There was a significant relationship between the dimensions of job stress such as demand (β =0.173,CI =0.095 - 0.365, P≤0.001), control (β =0.135, CI =0.062 - 0.404, P =0.008), relationships(β =-0.208, CI =-0.637- -0.209; P≤0.001) and changes (β =0.247, CI =0.360 - 1.026, P≤0.001)with job satisfaction. Conclusion: One of the important interventions to increase job satisfaction among nurses maybe improvement in the workplace. Reducing the level of workload in order to improve job demand and minimizing role conflict through reducing conflicting demands are recommended.

  13. CURRENT ISSUES ON JOB STRESS IN JAPAN AND WORKSITE MENTAL HEALTH APPLICATION AMONG JAPANESE COMPANY A Case Study Analysis

    OpenAIRE

    S Purnawati

    2013-01-01

    Background: Issues about job stress is more popular in the world currently. Not just for Japan, Korea and Taiwan, but also an important issue in EU countries, especially the UK and Finland Increase of awareness about job stress effects on work performance, productivity and mental health is as onereason of the phenomenon.Objective: The present study aimed to explore the issue of job stress in Japan for the reference of good practices to Indonesia.Methods: This study, based on observationalstud...

  14. Job stress and cardiovascular risk factors in male workers.

    Science.gov (United States)

    Kang, Myung Gun; Koh, Sang Baek; Cha, Bong Suk; Park, Jong Ku; Baik, Soon Koo; Chang, Sei Jin

    2005-05-01

    This study examined whether job stress (work demand and decision latitude) is associated with smoking, blood pressure, lipid level (total cholesterol, triglyceride, HDL cholesterol), and homocystein as risk factors for cardiovascular disease in Korean male workers. Study subjects of this study were recruited from a sample of 1,071 workers in 20 companies of W city and H counties, and they were grouped into four categories (high strain group, active group, passive group, and low strain group) based on the postulation of Karasek's Job Strain Model. Of them, we invited 160 male workers (40 people each subgroup) using a stratified sampling, and finally, 152 eligible participants were analyzed. In multivariate analyses, we found that decision latitude was associated with cholesterol, triglyceride, and homocystein and that work demand was related to smoking and systolic blood pressure. Job strain (the combination of high work demand with low decision latitude) was significantly related to higher levels of homocystein after controlling for age, BMI, smoking, and social support at workplace. These results indicate that job stress is associated with cardiovascular risk factors and might contribute to the development of cardiovascular disease. Some considerations for the future research were discussed.

  15. Workplace stress, job satisfaction, job performance, and turnover intention of health care workers in rural Taiwan.

    Science.gov (United States)

    Chao, Ming-Che; Jou, Rong-Chang; Liao, Cing-Chu; Kuo, Chung-Wei

    2015-03-01

    Workplace stress (WS) has been found to affect job satisfaction (JS), performance, and turnover intentions (TIs) in developed countries, but there is little evidence from other countries and especially rural areas. In rural Taiwan, especially, there is an insufficient health care workforce, and the situation is getting worse. To demonstrate the relationship, we used a cross-sectional structured questionnaire, and data from 344 licensed professionals in 1 rural regional hospital were analyzed using the structural equation model. The results showed that WS had a positive effect on both TI and job performance (JP) but a negative effect on satisfaction. JS did improve performance. For the staff with an external locus of control, stress affected JP and satisfaction significantly. For the staff with lower perceived job characteristics, JS affected performance significantly. The strategies to decrease stress relating to work load, role conflict, family factors, and working environment should be focused and implemented urgently to lower the turnover rate of health care workers in rural Taiwan. © 2013 APJPH.

  16. The relationship between job stress and burnout levels of oncology nurses

    Directory of Open Access Journals (Sweden)

    Rujnan Tuna

    2014-01-01

    Full Text Available Objective: Job stress and burnout levels of oncology nurses increase day-by-day in connection with rapidly increasing cancer cases worldwide as well as in Turkey. The purpose of this study was to establish job stress and burnout levels of oncology nurses and the relationship in between. Methods: The sample of this descriptive study comprised of 189 nurses that are selected by nonprobability sampling method, employed by 11 hospitals in Istanbul. Survey form of 20 questions, Job Stressors Scale and Maslach Burnout Inventory (MBI were used during collection of data. Data were evaluated using percentage, Kruskal-Wallis, Mann-Whitney U and Spearman correlation analyses. Results: In the study, there was a positively weak correlation between "Work Role Ambiguity" subdimension of Job Stressors Scale and "Emotional Exhaustion" and "Personal Accomplishment" subdimensions, whereas a positively weak and medium correlation was encountered between "Work Role Conflict" subdimension and "Emotional Exhaustion" and "Depersonalization" subdimensions. A negatively weak correlation was found between "Work Role Overload" subdimension and "Emotional Exhaustion" and "Depersonalization" subdimensions. Conclusion: A significant relationship was established between subdimensions of job stress level and of burnout level, that a lot of oncology nurses who have participated in the study wanted to change their units, because of the high attrition rate.

  17. A survey of Job Stress and Productivity among Kurdistan Gas Firm’s Staff

    OpenAIRE

    H.A Hasanzadeh; N Shirbeigi; H Olazadeh

    2012-01-01

      Background and aims : The study was human – oriented and means of overall development. Human force is the main factor for organization to go on, succeed and achieve goals. In line with this, work environment and organizational health are two key factors to decrease stress and increase productivity in the work environment. The purpose of this study was to determine amount of productivity and job stress between staff of gas firm in Kurdistan province.  Methods: The method was descriptive and ...

  18. Job stress and intent to stay at work among registered female nurses working in Thai hospitals.

    Science.gov (United States)

    Kaewboonchoo, Orawan; Yingyuad, Boonrord; Rawiworrakul, Tassanee; Jinayon, Adchara

    2014-01-01

    Job stress is one of the factors that increase the likelihood of turnover. Intent to leave work is one of the most accurate predictors of turnover. This cross-sectional study was created to evaluate the intent of nurses working at hospitals to continue working and to determine the relationship between job stress and intent to stay at work. The subjects were 514 female hospital nurses aged 21-58 years old, who had worked full time at the study hospitals for at least 1 year. Data were collected using a self-administered questionnaire, which included sections on demographic characteristics, the Thai version of the Job Content Questionnaire (JCQ), and intent to stay at work. Multiple regression analysis was used to identify factors related to intent to stay at work. The prevalences of high job strain and low intent to stay at work were 17.5 and 22.4%, respectively. The mean (SD) scores of the nurses for psychological job demand, decision latitude, workplace social support, and intent to stay at work were 33.5 (4.4), 70.7 (6.9), 23.8 (2.8), and 14.6 (2.9), respectively. Multiple regression analysis indicated that intent to stay at work was significantly correlated with only supervisor support among the nurses with high-strain jobs and with coworker support in nurses with active jobs. The findings suggest that different job types need different sources of social support in the workplace. Proactive steps by nurse managers to increase workplace social support might lead to an increase in intent to stay and reduce nursing turnover in hospitals and possibly other settings.

  19. JOB STRESS AS A PREDICTOR OF EMPLOYEE HEALTH

    OpenAIRE

    AZMAN Ismail; NORHAFIZAH Abu Hasan; YU-FEI (Melissa) Chin; YUSOF Ismail; AINON JAUHARIAH Abu Samah

    2013-01-01

    This study was conducted to measure the relationship between job stress and employee health. A survey method was employed to collect self-administered questionnaires from employees in established universities in Sarawak, Malaysia. The outcomes of SmartPLS path model revealed three important findings: first, role ambiguity was positively and significantly related to employee health. Second, role conflict was positively and significantly related to employee health. Third, role overload was posi...

  20. From job stress to intention to leave among hospital nurses: A structural equation modelling approach.

    Science.gov (United States)

    Lo, Wen-Yen; Chien, Li-Yin; Hwang, Fang-Ming; Huang, Nicole; Chiou, Shu-Ti

    2018-03-01

    The aim of this study was to examine the structural relationships linking job stress to leaving intentions through job satisfaction, depressed mood and stress adaptation among hospital nurses. High turnover among nurses is a global concern. Structural relationships linking job stress to leaving intentions have not been thoroughly examined. Two nationwide cross-sectional surveys of full-time hospital staff in 2011 and 2014. The study participants were 26,945 and 19,386 full-time clinical nurses in 2011 and 2014 respectively. Structural equation modelling was used to examine the interrelationships among the study variables based on the hypothesized model. We used cross-validation procedures to ensure the stability and validity of the model in the two samples. There were five main paths from job stress to intention to leave the hospital. In addition to the direct path, job stress directly affected job satisfaction and depressed mood, which in turn affected intention to leave the hospital. Stress adaptation mitigated the effects of job stress on job satisfaction and depressed mood, which led to intention to leave the hospital. Intention to leave the hospital preceded intention to leave the profession. Those variables explained about 55% of the variance in intention to leave the profession in both years. The model fit was good for both samples, suggesting validity of the model. Strategies to decrease turnover intentions among nurses could focus on creating a less stressful work environment, increasing job satisfaction and stress adaptation and decreasing depressed mood. Hospitals should cooperate in this issue to decrease nurse turnover. © 2017 John Wiley & Sons Ltd.

  1. Job stress, social support, and prevalence of insomnia in a population of Japanese daytime workers.

    Science.gov (United States)

    Nakata, Akinori; Haratani, Takashi; Takahashi, Masaya; Kawakami, Norito; Arito, Heihachiro; Kobayashi, Fumio; Araki, Shunichi

    2004-10-01

    To clarify the relationship between perceived job stress, social support and prevalence of insomnia in Japanese daytime workers, 1161 male white-collar employees of an electric equipment manufacturing company (age, 23-60 years, mean age of 37.0) were surveyed by means of a mailed questionnaire. Perceived job stress was evaluated with the Japanese version of the generic NIOSH job stress questionnaire. Insomnia was diagnosed if workers had at least 1 of 3 types of symptoms on an almost nightly basis. The symptoms were (1) taking more than 30 min to fall asleep (Difficulty Initiating Sleep, DIS), (2) difficulty in maintaining sleep (DMS), or (3) early morning awakening (EMA). The overall prevalence of insomnia was 23.6% and the prevalences of the three subtypes were 11.3% for DIS, 14.2% for DMS, and 1.9% for EMA. Workers with high intragroup conflict (OR 1.6), high job dissatisfaction (OR 1.5), and high symptoms of depression (OR 2.0) (CES-D > 16) had a significantly increased risk for insomnia after adjusting for multiple confounding factors. Low employment opportunities, physical environment and low coworker support also were weakly associated with risk for insomnia among workers. Furthermore, high depressive symptoms significantly increased the risk of DIS (OR 2.4). Therefore in white-collar male daytime workers, psychological job stress factors such as interpersonal conflicts with fellow employees, job satisfaction, and social support were independently associated with a modestly increased risk of insomnia that included three different subtypes that were considered to be defining for the disorder.

  2. Investigation of marital satisfaction and its relationship with job stress and general health of nurses in Qazvin, Iran

    OpenAIRE

    Azimian, Jalil; Piran, Pegah; Jahanihashemi, Hassan; Dehghankar, Leila

    2017-01-01

    Background Pressures in nursing can affect family life and marital problems, disrupt common social problems, increase work-family conflicts and endanger people?s general health. Aim To determine marital satisfaction and its relationship with job stress and general health of nurses. Methods This descriptive and cross-sectional study was done in 2015 in medical educational centers of Qazvin by using an ENRICH marital satisfaction scale and General Health and Job Stress questionnaires completed ...

  3. Employment arrangement, job stress, and health-related quality of life.

    Science.gov (United States)

    Ray, Tapas K; Kenigsberg, Tat'Yana A; Pana-Cryan, Regina

    2017-12-01

    We aimed to understand the characteristics of U.S. workers in non-standard employment arrangements, and to assess associations between job stress and Health-related Quality of Life (HRQL) by employment arrangement. As employers struggle to stay in business under increasing economic pressures, they may rely more on non-standard employment arrangements, thereby increasing the pool of contingent workers. Worker exposure to job stress may vary by employment arrangement. Excessive exposure to stressors at work is considered to be a potential health hazard, and may adversely affect health and HRQL. We used the Quality of Worklife (QWL) module which supplemented the General Social Survey (GSS) in 2002, 2006, 2010, and 2014. GSS is a biannual, nationally representative cross-sectional survey of U.S. households that yields a representative sample of the civilian, non-institutionalized, English-speaking, U.S. adult population. The QWL module assesses an array of psychosocial working conditions and quality of work life topics among GSS respondents. We used pooled QWL responses from 2002 to 2014 by only those who reported being employed at the time of the survey. After adjusting for sampling probabilities, including subsampling for non-respondents and correcting for the number of adults in the household, 6005 respondents were included in our analyses. We grouped respondents according to their employment arrangement, including: (i) independent contractors (contractor), (ii) on call workers (on call), (iii) workers paid by a temporary agency (temporary), (iv) workers who work for a contractor (under contract), or (v) workers in standard employment arrangements (standard). Respondents were further grouped into those who were stressed and those who were not stressed at work. Descriptive population prevalence rates were calculated by employment arrangement for select demographic and organizational characteristics, psychosocial working conditions, work-family balance, and health and

  4. Employment arrangement, job stress, and health-related quality of life ☆

    Science.gov (United States)

    Ray, Tapas K.; Kenigsberg, Tat’Yana A.; Pana-Cryan, Regina

    2017-01-01

    Objective We aimed to understand the characteristics of U.S. workers in non-standard employment arrangements, and to assess associations between job stress and Health-related Quality of Life (HRQL) by employment arrangement. Background As employers struggle to stay in business under increasing economic pressures, they may rely more on non-standard employment arrangements, thereby increasing the pool of contingent workers. Worker exposure to job stress may vary by employment arrangement. Excessive exposure to stressors at work is considered to be a potential health hazard, and may adversely affect health and HRQL. Methods We used the Quality of Worklife (QWL) module which supplemented the General Social Survey (GSS) in 2002, 2006, 2010, and 2014. GSS is a biannual, nationally representative cross-sectional survey of U.S. households that yields a representative sample of the civilian, non-institutionalized, English-speaking, U.S. adult population. The QWL module assesses an array of psychosocial working conditions and quality of work life topics among GSS respondents. We used pooled QWL responses from 2002 to 2014 by only those who reported being employed at the time of the survey. After adjusting for sampling probabilities, including subsampling for non-respondents and correcting for the number of adults in the household, 6005 respondents were included in our analyses. We grouped respondents according to their employment arrangement, including: (i) independent contractors (contractor), (ii) on call workers (on call), (iii) workers paid by a temporary agency (temporary), (iv) workers who work for a contractor (under contract), or (v) workers in standard employment arrangements (standard). Respondents were further grouped into those who were stressed and those who were not stressed at work. Descriptive population prevalence rates were calculated by employment arrangement for select demographic and organizational characteristics, psychosocial working conditions, work

  5. The Relationship between Occupational Stress and Job Satisfaction: The Case of Pakistani Universities

    Science.gov (United States)

    Chaudhry, Abdul Qayyum

    2012-01-01

    This paper aims to find out the relationship between occupational stress and job satisfaction based on age, gender, nature of job, cadre, work experience of university teachers, and sector of university. The Pearson correlation indicates: no significant relationship found between job satisfaction and overall occupational stress; inverse…

  6. The impact of environmental factors on nursing stress, job satisfaction, and turnover intention.

    Science.gov (United States)

    Applebaum, Diane; Fowler, Susan; Fiedler, Nancy; Osinubi, Omowunmi; Robson, Mark

    2010-01-01

    The purpose of this study was to investigate relationships between environmental factors of odor, noise, light, and color and perceived stress, job satisfaction, and turnover intention. The physical work environment may positively or negatively influence nurses' stress, and stress may negatively impact their job satisfaction and intention to change jobs. The research questions were answered using a descriptive, correlational design. The sample (n = 116) consisted of medical-surgical nurses working in acute-care settings. A 36-item questionnaire addressed odor, noise, light, color, perceived stress, job satisfaction, and turnover intention. Significant relationships were found between noise and perceived stress, perceived stress and job satisfaction, job satisfaction and turnover intention, and perceived stress and turnover intention. Nurses tend to overlook their physical environment and "do their job." Common environmental stressors in the work environment can be stressful to staff and influence job satisfaction and, ultimately, intention to change jobs. Mitigating or eliminating these environmental factors has the potential to improve staff satisfaction and retention. Stress influences nursing job satisfaction and, ultimately, intention to change jobs.

  7. Application of Assessment Tools to Examine Mental Health in Workplaces: Job Stress and Depression.

    Science.gov (United States)

    Jeon, Sang Won; Kim, Yong-Ku

    2018-06-07

    Despite the fact that the lifetime and yearly prevalence rates of mental illness continue rising, such diseases have only been acknowledged as involved in workplace health issue since the 2000s. Additionally, while the number of recognized cases of mental illnesses is rather low compared to their prevalence, they have a high likelihood of causing significant problems, including fatalities. Many workers are terrified of losing their jobs due to mental illness and therefore attempt to hide their mental health problems. For this reason, clinicians involved in occupational and environmental medicine should focus on interviews or screenings to identify such hidden mental health problems. More specifically, it would be helpful to evaluate job stress and depression in workplaces to ensure appropriate preventive actions and thereby reduce the prevalence of mental illness. Job stress not only causes mental illness and dissatisfaction with work, but also can increase the prevalence and morbidity of medical diseases, as well as other physical health problems. Depression is a major contributor to work loss and absence with effects surpassing almost all of the chronic medical disorder. These facts show why measure of job stress and depression should be highlighted in the occupational settings. This article introduces a variety of assessment tools to examine mental health, particularly stress and depression, in workplaces. These tools can be used by clinicians or professionals involved in the mental health, occupational safety, or health service fields for running diagnostics or screening tests.

  8. Nurse prescribing in general practice: a qualitative study of job satisfaction and work-related stress.

    Science.gov (United States)

    Cousins, Rosanna; Donnell, Christine

    2012-04-01

    Studies examining the impact nurse prescribing have largely focused on the efficacy of the service. It was suggested in pro-prescribing policy arguments that extending the nursing role to include prescribing would increase job satisfaction. This assertion has not been fully explored. To investigate the impact of independent prescribing for experienced nurse practitioners (NPs) working in general practice. In-depth interviews were conducted with six NPs who each had at least 3 years experience of independent prescribing in a busy inner city general practice. Analysis of interview data yielded two main themes: as independent prescribers NPs experienced increased levels of both job satisfaction and work-related stress. Increased satisfaction was associated with having greater autonomy and being able to provide more holistic care. Increased work-related stress emerged from greater job demands, perceived insufficient support and perceived effort-reward imbalance that centred upon the enhanced role not being recognized in terms of an increase in grade and pay. Independent prescribing increases job satisfaction for NPs in general practice, but there is also evidence of stressors associated with the role. It is important that NPs in general practice are encouraged and supported towards providing the effective patient-centred care in the community envisaged by current UK government. We acknowledge that the results presented in this paper are based on a sample limited to one city; however, it provides information that has important implications for the well being of NPs and ultimately patient care.

  9. Comparative Study of Government and Non Government College Teachers in Relation to Job Satisfaction and Job Stress

    Science.gov (United States)

    Kaur, Sarbjit; Kumar, Dinesh

    2008-01-01

    They studied on the government non government college teachers in relation to job satisfaction and job stress. They collected the sample from 200 college teacher from government and non government from bathinda district (Punjab) to discover the difference between government and non government male and female college teachers in relation to job…

  10. Jobs

    DEFF Research Database (Denmark)

    Schubart, Rikke

    2013-01-01

    Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple.......Review of the movie Jobs (Joshua Michael Stern, 2013), a drama about Steve Jobs, the founder of Apple....

  11. Job-Seeking Stress, Mental Health Problems, and the Role of Perceived Social Support in University Graduates in Korea.

    Science.gov (United States)

    Lim, Ah Young; Lee, Seung-Hee; Jeon, Yeongju; Yoo, Rankyung; Jung, Hee-Yeon

    2018-05-07

    Increases in unemployment and suicide in the young Korean population have recently become major social concerns in the country. The purpose of this study was to examine mental health status in young job seekers and identify sociodemographic factors related to job-seeking stress, depression, and suicidal ideation. We also explored the mediating effect of depression on the relationship between job-seeking stress and suicidal ideation and examined whether social support moderated this effect. In total, 124 university graduates completed the Job-Seeking Stress Scale, Beck Depression Inventory-II, Beck Scale for Suicide Ideation, and Multidimensional Scale of Perceived Social Support. Descriptive statistics were calculated for participants' general characteristics, and t-tests or analyses of variance, correlation analysis, simple mediation analysis, and mediated moderation analysis were performed. Of the 124 participants, 39.5% and 15.3% exhibited clinical levels of depression and suicidal ideation, respectively. Sociodemographic factors (i.e., sex, academic major, educational expenses loan, and willingness to accept irregular employment) were associated with job-seeking stress, depression, and suicidal ideation. Women and graduates who were willing to accept irregular employment exhibited high levels of job-seeking stress, depression, and suicidal ideation. Job-seeking stress affected suicidal ideation via depression, and perceived social support moderated the effect of job-seeking stress on depression and the effect of depression on suicidal ideation. The results suggest that depression management and interventions are urgently required for young job seekers, and social support should be provided to assist them both emotionally and economically.

  12. Do high job demands increase intrinsic motivation or fatigue or both? The role of job control and job social support

    NARCIS (Netherlands)

    Van Yperen, N.W.; Hagedoorn, M.

    2003-01-01

    Examined whether job control and job social support reduce signs of fatigue and enhance intrinsic motivation among employees facing high job demands. 555 nurses (mean age 35.5 yrs) working at specialized units for patients with different levels of mental deficiency completed surveys regarding: (1)

  13. Relation of Compassionate Competence to Burnout, Job Stress, Turnover Intention, Job Satisfaction and Organizational Commitment for Oncology Nurses in Korea.

    Science.gov (United States)

    Park, Sun-A; Ahn, Seung-Hee

    2015-01-01

    Nursing focuses on the development of an empathic relationship between the nurse and the patients. Compassionate competence, in particular, is a very important trait for oncology nurses. The current study sought to determine the degree of compassionate competence in oncology nurses, as well as to determine the relationships between compassionate competence, burnout, job stress, turnover intention, degrees of job satisfaction, and organizational commitment in oncology nurses. A descriptive correlational study evaluating the relationships between compassionate competence, burnout, job stress, turnover intention, degrees of job satisfaction, and organizational commitment in 419 oncology nurses was conducted between January 30 and February 20, 2015. The average score of compassionate competence for oncology nurses in the current study was higher than for clinical nurses. The correlational analysis between compassionate competence and organizational commitment, burnout, job stress, turnover intention, and degree of job satisfaction revealed a high correlation between compassionate competence and positive job satisfaction and organizational commitment. Compassionate competence was higher in oncology nurses than in nurses investigated in previous studies and positively correlated with work experience. Job satisfaction and organizational commitment in nurses may be improved through compassionate competence enhancement programs that employ a variety of experiences.

  14. [Job stress of nursing aides in Swiss nursing homes : Nonlinear canonical analysis].

    Science.gov (United States)

    Ziegler, A; Bernet, M; Metzenthin, P; Conca, A; Hahn, S

    2016-08-01

    Due to demographic changes, the demand for care in nursing homes for the elderly and infirmed is growing. At the same time nursing staff shortages are also increasing. Nursing aides are the primary care providers and comprise the largest staff group in Swiss nursing homes. They are exposed to various forms of job stress, which threaten job retention. The aim of this study was to discover which features of the work situation and which personal characteristics of the nursing aides were related to the workload. Data from nursing aides in Swiss nursing homes were investigated through a secondary analysis of a national quantitative cross-sectional study, using descriptive statistics and a nonlinear canonical correlation analysis. A total of 1054 nursing aides were included in the secondary analysis, 94.6 % of whom were women between the ages of 42 and 61 years. The job stress most frequently mentioned in the descriptive analysis, almost 60 % of the participants referred to it, was staff shortage. The nonlinear canonical correlation analysis revealed that many job strains are caused by social and organizational issues. In particular, a lack of support from supervisors was associated with staff not feeling appreciated. These job strains correlated with a high level of responsibility, the feeling of being unable to work independently and a feeling of being exploited. These strains were predominant in the nursing aides between 32 and 51 years old who had part time jobs but workloads of 80-90 %. Middle-aged nursing aides who worked to 80-90 % are particularly at risk to resign from the position prematurely. Measures need to be mainly implemented in the social and organizational areas. It can be assumed that a targeted individual support, recognition and promotion of nursing aides may decrease the level of job strain.

  15. Associations of Job Stress Indicators with Oxidative Biomarkers in Japanese Men and Women

    Directory of Open Access Journals (Sweden)

    Jiro Takaki

    2013-12-01

    Full Text Available Some researchers have suggested that oxidative damage may be one of the mechanisms linking job stress with coronary heart disease. The aim of this study was to investigate the association between job stress indicators and oxidative biomarkers. The study included 567 subjects (272 men, 295 women who answered questionnaires related to their work and underwent a medical examination. Job stress evaluated using the demands-control-support model was measured using the Job Content Questionnaire. Effort-reward imbalance was measured using the Effort-Reward Imbalance Questionnaire. Urinary hydrogen peroxide (H2O2 and 8-hydroxy-2'-deoxyguanosine (8-OHdG were measured by the modified ferrous ion oxidation xylenol orange version-1 method and enzyme-linked immunosorbent assay, respectively. In men, the changes in the odds ratios for high urinary H2O2 associated with a 1-standard-deviation (SD increase in worksite social support were 0.69 (95% confidence interval (CI 0.53, 0.91 univariately and 0.68 (95%CI 0.51, 0.90 after adjustment for covariates. The change in the odds ratio for high urinary H2O2 associated with a 1-SD increase in effort-reward ratio was 1.35 (95% CI 1.03, 1.78 after adjustment for covariates. In women, there were no significant associations of the two job stress indicators with urinary H2O2 and 8-OHdG levels after adjustment for covariates (p > 0.05.

  16. Profiling nurses' job satisfaction, acculturation, work environment, stress, cultural values and coping abilities: A cluster analysis.

    Science.gov (United States)

    Goh, Yong-Shian; Lee, Alice; Chan, Sally Wai-Chi; Chan, Moon Fai

    2015-08-01

    This study aimed to determine whether definable profiles existed in a cohort of nursing staff with regard to demographic characteristics, job satisfaction, acculturation, work environment, stress, cultural values and coping abilities. A survey was conducted in one hospital in Singapore from June to July 2012, and 814 full-time staff nurses completed a self-report questionnaire (89% response rate). Demographic characteristics, job satisfaction, acculturation, work environment, perceived stress, cultural values, ways of coping and intention to leave current workplace were assessed as outcomes. The two-step cluster analysis revealed three clusters. Nurses in cluster 1 (n = 222) had lower acculturation scores than nurses in cluster 3. Cluster 2 (n = 362) was a group of younger nurses who reported higher intention to leave (22.4%), stress level and job dissatisfaction than the other two clusters. Nurses in cluster 3 (n = 230) were mostly Singaporean and reported the lowest intention to leave (13.0%). Resources should be allocated to specifically address the needs of younger nurses and hopefully retain them in the profession. Management should focus their retention strategies on junior nurses and provide a work environment that helps to strengthen their intention to remain in nursing by increasing their job satisfaction. © 2014 Wiley Publishing Asia Pty Ltd.

  17. Coping With Job Stress in the Banking Sector: A Study of Guaranty ...

    African Journals Online (AJOL)

    Job stress has adverse effects on both organizations and employees. Previous studies examining the causes of job stress paid little attention to stress management and coping strategies, especially in the banking sector. This study therefore aimed to determine the various ways employees in the banking sector could cope ...

  18. Job Satisfaction, Stress and Coping Strategies in the Teaching Profession-What Do Teachers Say?

    Science.gov (United States)

    Skaalvik, Einar M.; Skaalvik, Sidsel

    2015-01-01

    This study explored job satisfaction, work-related stress, consequences of stress, and coping strategies among Norwegian teachers. The study is based on qualitative interviews with 30 working teachers and four retired teachers. The respondents reported high job satisfaction but also severe stress and exhaustion. Teachers of different ages or at…

  19. EFL Teachers' Stress and Job Satisfaction: What Contribution Can Teacher Education Make?

    Science.gov (United States)

    Sadeghi, Karim; Sa'adatpourvahid, Morteza

    2016-01-01

    The present study was conducted to find out the level of job satisfaction and stress among Iranian EFL teachers. More precisely, an attempt was made to investigate the main sources of EFL teachers' stress, their level of satisfaction with the job and the relationship between occupational stress and instructors' age, marital status and tenure.…

  20. The Effectiveness of Marriage Enrichment Training on Job Stress and Quality of Work Life of working women

    OpenAIRE

    H; Z salak

    2016-01-01

    Introduction: Today, women alongside men to help their family economic cycle. So the quality of work life and job stress affect on behavioral reactions such as job satisfaction, job involvement and job performance. Because more women than men experience job stress, the purpose of this study was to investigate the effectiveness of marriage enrichment training on job stress and quality of work life of working women at Bafg Central Iron Ore Company. Methods: This study was quasi-experimental...

  1. More Job Services--Better Employment Outcomes: Increasing Job Attainment for People with IDD

    Science.gov (United States)

    Nord, Derek

    2016-01-01

    Job search, job placement, and on-the-job supports are valuable services provided to many people with intellectual and developmental disabilities (IDD) to obtain work in the community. Investigating those who were unemployed at the time of service entry, this study seeks to extend understanding about the effect of services. Using extant data, a…

  2. Job Stress Risk Factors Among Power Generation and Machine Production Employees: A Case Study-2010

    OpenAIRE

    Z. Naghavi; M.R. Hajgholami; Y. Shokoohi; F. Zayeri

    2013-01-01

    Background and Objective: Job stress has been adverse effects on performance, quality of work, absents, unsafe behaviors and occupational accidents and also health problems. Risk factors of job stress can be different in various workplaces. Risk factors determination is the first step of job stress management. Identifying these risk factors among workers of Power production & Machine production industries was the aim of this study. Methods: First parts of Osipow questionnaire was used for ...

  3. The Influence of Distributed Leadership on Job Stress in Technical and Vocational Education

    OpenAIRE

    Siva Rabindarang; Khuan Wai Bing; Khoo Yin Yin

    2014-01-01

    Distributed leadership proposed in the field of leadership studies for the improvement of organizational effectiveness. Job stress is the work situation that can affect the organizational performance. Thus, these studies carried out to measure the influence of distributed leadership on job stress. Studies on distributed leadership and job stress are scarce especially in technical and vocational education. Therefore, the purpose of this study is to determine the influence of distributed leader...

  4. Job stress, fatigue, and job dissatisfaction in Dutch lorry drivers: towards an occupation specific model of job demands and control

    NARCIS (Netherlands)

    Croon, E.M. de; Blonk, R.W.B.; Zwart, B.C.H. de; Frings-Dresen, M.H.W.; Broersen, J.P.J.

    2002-01-01

    Building on Karasek's model of job demands and control (JD-C model), this study examined the effects of job control, quantitative workload, and two occupation specific job demands on fatigue and job dissatisfaction in Dutch lorry drivers. From 1181 lorry drivers self reported information was

  5. Job stress, fatigue, and job dissatisfaction in Dutch lorry drivers: towards an occupation specific model of job demands and control

    NARCIS (Netherlands)

    de Croon, E. M.; Blonk, R. W. B.; de Zwart, B. C. H.; Frings-Dresen, M. H. W.; Broersen, J. P. J.

    2002-01-01

    Objectives: Building on Karasek's model of job demands and control (JD-C model), this study examined the effects of job control, quantitative workload, and two occupation specific job demands (physical demands and supervisor demands) on fatigue and job dissatisfaction in Dutch lorry drivers.

  6. Job displacement and stress-related health outcomes

    DEFF Research Database (Denmark)

    Browning, Martin; Danø, Anne Møller; Heinesen, Eskil

    2006-01-01

    We investigate whether job loss as the result of displacement causes hospitalization for stress-related diseases which are widely thought to be associated with unemployment. In doing this, we use much better data than any previous investigators. Our data are a random 10% sample of the male...... group of displaced workers if they had not in fact been displaced. Our results indicate unequivocally that being displaced in Denmark does not cause hospitalization for stress-related disease. An analysis of the power of our test suggests that even though we are looking for a relatively rare outcome...... population of Denmark for the years 1981-1999 with full records on demographics, health and work status for each person, and with a link from every working person to a plant. We use the method of matching on observables to estimate the counter-factual of what would have happened to the health of a particular...

  7. Projects for increasing job satisfaction and creating a healthy work environment.

    Science.gov (United States)

    Brunges, Michele; Foley-Brinza, Christine

    2014-12-01

    Workplace culture is one of the biggest factors driving employee commitment and engagement. Multiple studies have shown that hospitals will perform better over time if employees are committed to their jobs and engaged in what they do. By creating and implementing multiple projects during a three-year period, a team at the University of Florida Health Shands Hospital, Gainesville, increased job satisfaction. Projects included ensuring meal breaks were offered, creating a serenity area, developing the patient ambassador role, actively addressing bullying and unprofessional behavior, assigning a student mentee to work with staff members on culture change, offering regular fun activities, redesigning the unit, reorganizing schedules to reduce stress, implementing education and training initiatives, establishing a Unit Practice Council, and implementing reward and recognition programs. Survey results and anecdotal evidence suggest that these projects combined to increase employee satisfaction and employee retention rates. Copyright © 2014 AORN, Inc. Published by Elsevier Inc. All rights reserved.

  8. Association between job stress and occupational injuries among Korean firefighters: a nationwide cross-sectional study.

    Science.gov (United States)

    Kim, Yeong-Kwang; Ahn, Yeon-Soon; Kim, KyooSang; Yoon, Jin-Ha; Roh, Jaehoon

    2016-11-25

    We aimed to assess the nature of association between job stress and occupational injuries among firefighters in Korea. Cross-sectional study. We conducted a nationwide survey using self-reported questionnaires in South Korea. A survey was conducted among 30 630 firefighters; 25 616 (83.6%) responded. Our study included firefighters who were 20-59 years old. Individuals with occupational injury; high job demands (OR=1.22, 95% CI 1.01 to 1.47) were also associated with the frequency of injuries. Among emergency medical services personnel, high job demands (OR=1.26, 95% CI 1.03 to 1.54), high interpersonal conflicts (OR=1.40, 95% CI 1.19 to 1.66), a poor organisational system (OR=1.55, 95% CI 1.30 to 1.85), lack of reward (OR=1.43, 95% CI 1.21 to 1.69) and a negative workplace environment (OR=1.30, 95% CI 1.10 to 1.54) were associated with the occurrence of occupational injury; low job control (OR=1.20, 95% CI 1.04 to 1.38), high interpersonal conflicts (OR=1.18, 95% CI 1.03 to 1.36), lack of reward (OR=1.17, 95% CI 1.02 to 1.35) and a negative workplace climate (OR=1.16, 95% CI 1.01 to 1.34) were also associated with a greater number of injuries. Among officers, high job demands (OR=1.96, 95% CI 1.35 to 2.85) and a negative workplace environment (OR=1.54, 95% CI 1.13 to 2.10) were associated with the occurrence of occupational injuries; however, there was no significant correlation between job stress and the number of injuries. High job stress among firefighters was associated with both the occurrence of occupational injury, and also with an increased frequency of injuries. Therefore, job stress should be addressed to prevent occupational injuries among firefighters. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

  9. Determinants of job stress in chemical process industry: A factor analysis approach.

    Science.gov (United States)

    Menon, Balagopal G; Praveensal, C J; Madhu, G

    2015-01-01

    Job stress is one of the active research domains in industrial safety research. The job stress can result in accidents and health related issues in workers in chemical process industries. Hence it is important to measure the level of job stress in workers so as to mitigate the same to avoid the worker's safety related problems in the industries. The objective of this study is to determine the job stress factors in the chemical process industry in Kerala state, India. This study also aims to propose a comprehensive model and an instrument framework for measuring job stress levels in the chemical process industries in Kerala, India. The data is collected through a questionnaire survey conducted in chemical process industries in Kerala. The collected data out of 1197 surveys is subjected to principal component and confirmatory factor analysis to develop the job stress factor structure. The factor analysis revealed 8 factors that influence the job stress in process industries. It is also found that the job stress in employees is most influenced by role ambiguity and the least by work environment. The study has developed an instrument framework towards measuring job stress utilizing exploratory factor analysis and structural equation modeling.

  10. Effects of Co-Worker and Supervisor Support on Job Stress and Presenteeism in an Aging Workforce: A Structural Equation Modelling Approach

    Science.gov (United States)

    Yang, Tianan; Shen, Yu-Ming; Zhu, Mingjing; Liu, Yuanling; Deng, Jianwei; Chen, Qian; See, Lai-Chu

    2015-01-01

    We examined the effects of co-worker and supervisor support on job stress and presenteeism in an aging workforce. Structural equation modelling was used to evaluate data from the 2010 wave of the Health and Retirement Survey in the United States (n = 1649). The level of presenteeism was low and the level of job stress was moderate among aging US workers. SEM revealed that co-worker support and supervisor support were strongly correlated (β = 0.67; p Job stress had a significant direct positive effect on presenteeism (β = 0.30; p job stress (β = −0.10; p job stress (β = −0.40; p < 0.001) but not presenteeism. The findings suggest that presenteeism is reduced by increased respect and concern for employee stress at the workplace, by necessary support at work from colleagues and employers, and by the presence of comfortable interpersonal relationships among colleagues and between employers and employees. PMID:26703705

  11. Job stress and job satisfaction of physicians, radiographers, nurses and physicists working in radiotherapy: a multicenter analysis by the DEGRO Quality of Life Work Group

    International Nuclear Information System (INIS)

    Sehlen, Susanne; Wypior, Hans Joachim; Zehentmayr, Franz; Schulze, Wolfgang; Geinitz, Hans; Vordermark, Dirk; Schäfer, Christof; Herschbach, Peter; Bayerl, Anja; Pigorsch, Steffi; Rittweger, Jutta; Dormin, Claudia; Bölling, Tobias

    2009-01-01

    Ongoing changes in cancer care cause an increase in the complexity of cases which is characterized by modern treatment techniques and a higher demand for patient information about the underlying disease and therapeutic options. At the same time, the restructuring of health services and reduced funding have led to the downsizing of hospital care services. These trends strongly influence the workplace environment and are a potential source of stress and burnout among professionals working in radiotherapy. A postal survey was sent to members of the workgroup 'Quality of Life' which is part of DEGRO (German Society for Radiooncology). Thus far, 11 departments have answered the survey. 406 (76.1%) out of 534 cancer care workers (23% physicians, 35% radiographers, 31% nurses, 11% physicists) from 8 university hospitals and 3 general hospitals completed the FBAS form (Stress Questionnaire of Physicians and Nurses; 42 items, 7 scales), and a self-designed questionnaire regarding work situation and one question on global job satisfaction. Furthermore, the participants could make voluntary suggestions about how to improve their situation. Nurses and physicians showed the highest level of job stress (total score 2.2 and 2.1). The greatest source of job stress (physicians, nurses and radiographers) stemmed from structural conditions (e.g. underpayment, ringing of the telephone) a 'stress by compassion' (e.g. 'long suffering of patients', 'patients will be kept alive using all available resources against the conviction of staff'). In multivariate analyses professional group (p < 0.001), working night shifts (p = 0.001), age group (p = 0.012) and free time compensation (p = 0.024) gained significance for total FBAS score. Global job satisfaction was 4.1 on a 9-point scale (from 1 – very satisfied to 9 – not satisfied). Comparing the total stress scores of the hospitals and job groups we found significant differences in nurses (p = 0

  12. Job stress and job satisfaction of physicians, radiographers, nurses and physicists working in radiotherapy: a multicenter analysis by the DEGRO Quality of Life Work Group.

    Science.gov (United States)

    Sehlen, Susanne; Vordermark, Dirk; Schäfer, Christof; Herschbach, Peter; Bayerl, Anja; Pigorsch, Steffi; Rittweger, Jutta; Dormin, Claudia; Bölling, Tobias; Wypior, Hans Joachim; Zehentmayr, Franz; Schulze, Wolfgang; Geinitz, Hans

    2009-02-06

    Ongoing changes in cancer care cause an increase in the complexity of cases which is characterized by modern treatment techniques and a higher demand for patient information about the underlying disease and therapeutic options. At the same time, the restructuring of health services and reduced funding have led to the downsizing of hospital care services. These trends strongly influence the workplace environment and are a potential source of stress and burnout among professionals working in radiotherapy. A postal survey was sent to members of the workgroup "Quality of Life" which is part of DEGRO (German Society for Radiooncology). Thus far, 11 departments have answered the survey. 406 (76.1%) out of 534 cancer care workers (23% physicians, 35% radiographers, 31% nurses, 11% physicists) from 8 university hospitals and 3 general hospitals completed the FBAS form (Stress Questionnaire of Physicians and Nurses; 42 items, 7 scales), and a self-designed questionnaire regarding work situation and one question on global job satisfaction. Furthermore, the participants could make voluntary suggestions about how to improve their situation. Nurses and physicians showed the highest level of job stress (total score 2.2 and 2.1). The greatest source of job stress (physicians, nurses and radiographers) stemmed from structural conditions (e.g. underpayment, ringing of the telephone) a "stress by compassion" (e.g. "long suffering of patients", "patients will be kept alive using all available resources against the conviction of staff"). In multivariate analyses professional group (p working night shifts (p = 0.001), age group (p = 0.012) and free time compensation (p = 0.024) gained significance for total FBAS score. Global job satisfaction was 4.1 on a 9-point scale (from 1 - very satisfied to 9 - not satisfied). Comparing the total stress scores of the hospitals and job groups we found significant differences in nurses (p = 0.005) and physicists (p = 0.042) and a borderline

  13. [Personal traits and a sense of job-related stress in a military aviation crew].

    Science.gov (United States)

    Cabarkapa, Milanko; Korica, Vesna; Rodjenkov, Sanja

    2011-02-01

    Accelerated technological and organizational changes in numerous professions lead to increase in job-related stress. Since these changes are particularly common in military aviation, this study examined the way military aviation crew experiences job-related stress during a regular aviation drill, depending on particular social-demographic factors and personal traits. The modified Cooper questionnaire was used to examine the stress related factors at work. The questionnaire was adapted for the aviation crew in the army environment. Personal characteristics were examined using the NEO-PI-R personality inventory. The study included 50 examinees (37 pilots and 13 other crew members) employed in the Serbian Army. The studies were performed during routine physical examinations at the Institute for Aviation Medicine during the year 2007. Statistical analysis of the study results contained descriptive analysis, one-way analysis of variance and correlation analysis. It was shown that army aviation crew works under high stress. The highest stress value had the intrinsic factor (AS = 40.94) and role in organisation (AS = 39.92), while the lowest one had the interpersonal relationship factor (AS = 29.98). The results also showed that some social-demographic variables (such as younger examinees, shorter working experience) and neuroticism as a personality trait, were in correlation with job-related stress. Stress evaluation and certain personality characteristics examination can be used for the development of the basic anti-stress programs and measures in order to achieve better psychological selection, adaptation career leadership and organization of military pilots and other crew members.

  14. Relationship between job stress, temperament and depressive symptoms in female nurses

    Directory of Open Access Journals (Sweden)

    Yoko Kikuchi

    2014-08-01

    Full Text Available Objectives: A casual relationship between temperament, job stress and depressive symptoms has not been established yet. The purpose of this study was to assess the relationships between job stress, temperament and depressive symptoms in female nurses at a Japanese general hospital. Material and Methods: A self-report survey was conducted among 706 nurses. We measured job stress, temperament, and depressive symptoms using the Brief-Job Stress Questionnaire, the TEMPS-A and a screening scale of items from the Ministry of Health, Labour and Welfare of Japan. In order to examine the causal relationship between the measures the stepwise multiple regression and path analyses were used. Results: Depressive symptoms were modestly correlated with job stress (γ = -0.23-0.30. Except for hyperthymic temperament measures, the correlations between depressive symptoms and temperament types were significant and moderate (γ = 0.36-0.50. Overtime, job control as well as depressive and cyclothymic types of temperament were significantly correlated with depressive symptoms (β = 0.15, p < 0.05; β = 0.19, p < 0.01; β = 0.26, p < 0.001; β = 0.32, p < 0.001, respectively. Path-analysis revealed that depressive and cyclothymic types of temperament influenced depressive symptoms both directly (β = 0.67, p < 0.001 and indirectly via job stress (β = 0.35, p < 0.001 from temperament to job stress; β = 0.20, p < 0.05 from job stress to depressive symptoms. Irritable and anxious types of temperament and quantitative job overload did not contri­bute to the path-analytic model. Conclusions: Health care professionals should consider temperament, especially depressive and cyclothymic types, in order to help employees cope better with job stress factors. We need further research about the effective intervention to help employees better cope with their job stress.

  15. Association between supervisors' behavior and wage workers' job stress in Korea: analysis of the fourth Korean working conditions survey.

    Science.gov (United States)

    Kang, Shin Uk; Ye, Byeong Jin; Kim, ByoungGwon; Kim, Jung Il; Kim, Jung Woo

    2017-01-01

    In modern society, many workers are stressed. Supervisors' support or behavior can affect the emotional or psychological part of the worker. The purpose of this study is to investigate the effect of supervisor's behavior on worker's stress. The study included 19,272 subjects following the assignment of weighted values to workers other than soldiers using data from the Fourth Korean Working Condition Survey. Supervisors' behavior was measured using 5 items: "supervisor feedback regarding work," "respectful attitude," "good conflict-resolution ability," "good work-related planning and organizational ability," and the encouragement of participation in important decision making. Job stress was measured using 1 item: "I experience stress at work." Multiple logistic regression analysis was performed to examine the effects of supervisors' behavioral, general, occupational, and psychosocial characteristics on job stress in workers. Organizational characteristics associated with supervisors' behavior were also analyzed. The results showed that supervisors' provision of feedback regarding work increased workers' job stress (OR = 1.329, 95% CI = 1.203 ~ 1.468). When a supervisor respect workers (OR = 0.812, 95% CI = 0.722 ~ 0.913) or good at planning and organizing works (OR = 0.816, 95% CI: 0.732 ~ 0.910), workers' job stress decreased. In particular, the two types of supervisor behaviors, other than feedback regarding work, were high in private-sector organizations employing less than 300 employees. Supervisors' behavior influenced job stress levels in workers. Therefore, it is necessary to increase education regarding the effects of supervisors' behavior on job stress, which should initially be provided in private-sector organizations with up to 300 employees.

  16. Job stress as a risk factor for absences among manual workers: a 12-month follow-up study.

    Science.gov (United States)

    Heo, Yong-Seok; Leem, Jong-Han; Park, Shin-Goo; Jung, Dal-Young; Kim, Hwan-Cheol

    2015-01-01

    This study was conducted to evaluate the impact of job stress on absence from work caused by illnesses and accidents through a prospective research design. A total of 2,349 manual workers were included in this analysis. In the first survey, job stress was determined using the Korean Occupational Stress Scale-Short Form. In the second survey, information on absence due to accidents or illnesses during the past one year was obtained through a questionnaire. The relationship was analyzed using a logistic regression model with multiple imputation. After adjusting for confounding variables for males, absence due to accidents was statistically associated with high job demand, insufficient job control, inadequate social support, and organizational injustice. In addition, high job demands and organizational injustice were related to increased absence due to illnesses in both genders. A lack of reward was associated with increased absence due to illnesses among female workers. We found that job stress was associated with a higher risk of absence caused by accidents or illnesses of manual workers.

  17. Why does the Job Corps increase gender earnings inequality?

    OpenAIRE

    Strittmatter, Anthony

    2016-01-01

    Several studies considering the Job Corps find more positive earnings effects for males than for females. This effect heterogeneity in favor of males contrasts with the results of the majority of other training program evaluations. Applying the translated quantile approach of Bitler, Hoynes, and Domina (2014), I show that an important mechanism behind the surprising findings for the Job Corps operates through existing gender earnings inequality rather than Job Corps trainability differences b...

  18. CURRENT ISSUES ON JOB STRESS IN JAPAN AND WORKSITE MENTAL HEALTH APPLICATION AMONG JAPANESE COMPANY A Case Study Analysis

    Directory of Open Access Journals (Sweden)

    S Purnawati

    2013-05-01

    Full Text Available Background: Issues about job stress is more popular in the world currently. Not just for Japan, Korea and Taiwan, but also an important issue in EU countries, especially the UK and Finland Increase of awareness about job stress effects on work performance, productivity and mental health is as onereason of the phenomenon.Objective: The present study aimed to explore the issue of job stress in Japan for the reference of good practices to Indonesia.Methods: This study, based on observationalstudies in the period of September-December in year 2010 in Tokyo, Kawasaki and Kitakyushu Japan. Observations on Japanese Company and discussions with experts, such as: occupational physician of Riken Company, experts from: Tokyo University and Tokyo University’s occupational physician, Department of ergonomics, the Institute of Industrial Ecological Sciences UOEH (University ofOccupational and Environmental Health, Institute for Science of Labor, and researcher of Japan NIOSH. Two stress management training and occupational mental health’ application program were observed in the period of October-December.Result: The trend of current occupational mental health research in Japan has being moved from job stress to more advanced issues of work engagement andwork-life balance. There are three approaches to prevention of job stress. Considering the three approach could improve of worker productivity and well-being. The training for Tokyo University’s staffs was as one session of individual-oriented stress prevention approach. It was conducted in very interactive class lecture. During 2 hours session, the participants learned some knowledge about job stress and its risk factors, exercised to construct better cognitive for stress prevention and productivity, practiced of progressive muscle relaxation technique, group work, did some home works and filled an evaluation sheet after the session was finish. We also observed the occupational mental

  19. Stress markers in relation to job strain in human service organizations.

    Science.gov (United States)

    Ohlson, C G; Söderfeldt, M; Söderfeldt, B; Jones, I; Theorell, T

    2001-01-01

    Workers in human service organizations are often confronted with conflicting demands in providing care or education. The aim of this cross-sectional study was to relate levels of endocrine stress markers to perceived job strain in two human service organizations. Employees in two local units of the social insurance organization and two local units of the individual and family care sections of the social welfare in Sweden were selected and 103 employees participated (56% participation rate). The perceived job strain was assessed with a standardized questionnaire containing questions of the demand-control model. Questions specially designed to measure emotional demands were also included. The stress markers cortisol, prolactin, thyroid-stimulating hormone, testosterone and IgA and IgG were analysed in blood samples. The main finding was an association between high emotional strain and increased levels of prolactin. The levels of cortisol, but none of the other four stress markers, increased slightly with emotional strain. Emotional strain experienced in human service work may cause psychological stress. The increase in prolactin was modest but consistent with findings in other published studies on stress-related endocrine alterations. Copyright 2001 S. Karger AG, Basel.

  20. Workers' load and job-related stress after a reform and work system change in a hospital kitchen in Japan.

    Science.gov (United States)

    Matsuzuki, Hiroe; Haruyama, Yasuo; Muto, Takashi; Aikawa, Kaoru; Ito, Akiyoshi; Katamoto, Shizuo

    2013-03-01

    Many kitchen work environments are considered to be severe; however, when kitchens are reformed or work systems are changed, the question of how this influences kitchen workers and environments arises. The purpose of this study is to examine whether there was a change in workload and job-related stress for workers after a workplace environment and work system change in a hospital kitchen. The study design is a pre-post comparison of a case, performed in 2006 and 2008. The air temperature and humidity in the workplace were measured. Regarding workload, work hours, fluid loss, heart rate, and amount of activity [metabolic equivalents of task (METs)] of 7 and 8 male subjects pre- and post-reform, respectively, were measured. Job-related stress was assessed using a self-reporting anonymous questionnaire for 53 and 45 workers pre- and post-system change, respectively. After the reform and work system change, the kitchen space had increased and air-conditioners had been installed. The workplace environment changes included the introduction of temperature-controlled wagons whose operators were limited to male workers. The kitchen air temperature decreased, so fluid loss in the subjects decreased significantly. However, heart rate and METs in the subjects increased significantly. As for job-related stress, although workplace environment scores improved, male workers' total job stress score increased. These results suggest that not only the workplace environment but also the work system influenced the workload and job stress on workers.

  1. Does psychosocial competency training for junior physicians working in pediatric medicine improve individual skills and perceived job stress.

    Science.gov (United States)

    Bernburg, Monika; Baresi, Lisa; Groneberg, David; Mache, Stefanie

    2016-12-01

    Pediatricians' job performance, work engagement, and job satisfaction are essential for both the individual physician and quality of care for their little patients and parents. Therefore, it is important to maintain or possibly augment pediatricians' individual and professional competencies. In this study, we developed and implemented a psychosocial competency training (PCT) teaching different psychosocial competencies and stress coping techniques. We investigated (1) the influence of the PCT on work-related characteristics: stress perception, work engagement, job satisfaction and (2) explored pediatricians' outcomes and satisfaction with PCT. Fifty-four junior physicians working in pediatric hospital departments participated in the training and were randomized in an intervention (n = 26) or a control group (n = 28). In the beginning, at follow-up 1 and 2, both groups answered a self-rated questionnaire on perceived training outcomes and work-related factors. The intervention group showed that their job satisfaction significantly increased while perceived stress scores decreased after taking part in the PCT. No substantial changes were observed with regard to pediatricians' work engagement. Participating physicians evaluated PCT with high scores for training design, content, received outcome, and overall satisfaction with the training. Professional psychosocial competency training could improve junior pediatricians' professional skills, reduce stress perception, increase their job satisfaction, and psychosocial skills. In addition, this study indicates that the PCT is beneficial to be implemented as a group training program for junior pediatricians at work. What is Known: • Junior pediatricians often report experiencing high levels of job strain and little supervisory support. • High levels of job demands make pediatricians vulnerable for mental health problems and decreased work ability. What is New: • Development, implementation, and evaluation of a

  2. Three job stress models/concepts and oxidative DNA damage in a sample of workers in Japan.

    Science.gov (United States)

    Inoue, Akiomi; Kawakami, Norito; Ishizaki, Masao; Tabata, Masaji; Tsuchiya, Masao; Akiyama, Miki; Kitazume, Akiko; Kuroda, Mitsuyo; Shimazu, Akihito

    2009-04-01

    Three job stress models/concepts (the job demands-control [DC] model, the effort-reward imbalance [ERI] model, and organizational justice) have been linked to coronary heart disease (CHD) at work. In recent years, oxidative DNA damage has been identified as a new risk factor for CHD. However, evidence for the association between these job stressors and oxidative DNA damage is limited. The present cross-sectional study investigated the association between these job stress models/concepts and oxidative DNA damage as a possible mediator of the adverse health effects of job stress. A total of 166 male and 51 female workers of a manufacturing factory in Japan were surveyed using a mailed questionnaire regarding job stressors and demographic, occupational, and lifestyle variables. Urinary concentrations of 8-hydroxy-2'-deoxyguanosine (8-OHdG), a biomarker of oxidative DNA damage, were also measured. In male subjects, the urinary concentrations of 8-OHdG were significantly higher among the group with lower interactional justice, one of the two components of organizational justice; however, no association was observed with the DC model or the ERI model. In female subjects, high job demands/control ratio was significantly and positively associated with the urinary concentrations of 8-OHdG. Interactional justice among male workers and the DC model-based strain among female workers may be associated with increased urinary concentrations of 8-OHdG which possibly reflects oxidative DNA damage.

  3. The mediating effect of emotional intelligence between emotional labour, job stress, burnout and nurses' turnover intention.

    Science.gov (United States)

    Hong, Eunyoung; Lee, Young Sook

    2016-12-01

    This study was designed to construct and test the structural equation modelling on nurses' turnover intention including emotional labour, job stress, emotional intelligence and burnout in order to identify the mediating effect of emotional intelligence between those variables. Emotional labour, job stress and burnout increase turnover intention of nurses. However, emotional intelligence is negatively correlated with emotional labour and reduces job stress, burnout and turnover intention. Structural equation modelling was used to analyse the goodness of fit of the hypothetical model of nurses' turnover intention. Research data were collected via questionnaires from 4 to 22 August 2014 and analysed using SPSS version 18.0 and AMOS version 20.0. The model fit indices for the hypothetical model were suitable for recommended. Emotional intelligence has decreasing effect on turnover intention through burnout, although its direct effect on turnover intention is not significant. Emotional intelligence has mediation effect between emotional labour and burnout. This study's results suggest that increasing emotional intelligence might critically decrease nurses' turnover intention by reducing the effect of emotional labour on burnout. © 2016 John Wiley & Sons Australia, Ltd.

  4. Crisis-counselor perceptions of job training, stress, and satisfaction during disaster recovery.

    Science.gov (United States)

    Bellamy, Nikki D; Wang, Min Qi; McGee, Lori A; Liu, Julie S; Robinson, Maryann E

    2018-05-03

    The United States Crisis Counseling Assistance and Training Program (CCP; authorized by the Robert T. Stafford Disaster Relief and Emergency Assistance Act, 1974/2013) aims to provide disaster-recovery support to communities following natural or human-caused disasters through outreach. Job satisfaction among the crisis counselors the CCP employs may affect the delivery of outreach services to survivors and their communities. The present study was conducted to gain insight into CCP crisis counselors' experiences with job training and work-related stress as predictors of job satisfaction. Data was collected from 47 CCP service-provider agencies, including 532 completed service-provider feedback surveys to examine the usefulness of the CCP training they had received, the support and supervision provided by program management, the workload and its duration, resources provided, and the stress experienced. Quantitative and qualitative data were examined, and a multiple linear regression was calculated to predict job satisfaction based on training usefulness, job stress, gender, age, race, full- or part-time status, highest level of education achieved, and supervisory position. The overall regression equation was significant, F(8, 341) = 8.428, p job training was rated as useful (p job stress (p job satisfaction. Findings suggest that proper training and management of stress among crisis counselors are necessary for influencing levels of staff job satisfaction. Where self-care and stress management were not adequately emphasized, more stress was reported. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  5. Relationship Between Job Stress Among Nurses with Their General Health Status in Kamali Hospital in 1392

    Directory of Open Access Journals (Sweden)

    B. Mashak

    2015-11-01

    Full Text Available Background: In jobs where human contact is like nursing, more tension there. This destructive and multidimensional phenomenon can be increased absenteeism, reduced work efficiency and create energy and physical and mental illnesses lead to a decline in the quality of patient care. The purpose of this study was to investigate the relationship between stress and general health and help reduce the stress they are. Methods: This cross-sectional study on 78 public health nurses and Grft.prsshOsipow questionnaire included demographic information, job stress indicators (6 Stress workload involved, incompetence of duality role, scope, roles, responsibilities and physical environment and public health have been classified. Results: The findings show different aspects of occupational stress on 2/49% of the variation in the role and functions of stress, mild confusion, the burden of duties (45%, responsibility and physical environment (62%, stress higher. The aspects of public health, 48% of nurses in the physical symptoms (moderate and (63% of anxiety in the top 40 percent in the social dysfunction in Hdpayyn and 40% of the depression at the bottom were evaluated. Conclusion: The results of this study were determined and compared with previous studies in the same field  Create occupational stress can adversely affect the performance of nurses and public health they have.Implementing ways to reduce stress and burnout can promote mental health nurses to help improve the quality of nursing care.The results will help health systems to create a quiet working conditions largely reduce occupational stress.

  6. The Effect of Perceiving a Calling on Pakistani Nurses' Organizational Commitment, Organizational Citizenship Behavior, and Job Stress.

    Science.gov (United States)

    Afsar, Bilal; Shahjehan, Asad; Cheema, Sadia; Javed, Farheen

    2018-03-01

    People differ considerably in the way in which they express and experience their nursing careers. The positive effects associated with having a calling may differ substantially based on individuals' abilities to live out their callings. In a working world where many individuals have little to no choice in their type of employment and thus are unable to live out a calling even if they have one, the current study examined how perceiving a calling and living a calling interacted to predict organizational commitment, organizational citizenship behavior, and job stress with career commitment mediating the effect of the interactions on the three outcome variables. The purpose of the study is to investigate the mediating effect of career commitment between the relationships of calling and (a) nurses' attitudes (organizational commitment), (b) behaviors (organizational citizenship behavior), and (c) subjective experiences regarding work (job stress). Using a descriptive exploratory design, data were collected from 332 registered nurses working in Pakistani hospitals. Descriptive analysis and hierarchical regression analysis were used for data analysis. Living a calling moderated the effect of calling on career commitment, organizational citizenship behavior, and job stress, and career commitment fully mediated the effect of calling on organizational commitment, organizational citizenship behavior, and job stress. Increasing the understanding of calling, living a calling, and career commitment may increase nurses' organizational commitment and organizational citizenship behavior and decrease job stress. The study provided evidence to help nursing managers and health policy makers integrate knowledge and skills related to calling into career interventions and help nurses discover their calling.

  7. The relationship between depressive symptoms among female workers and job stress and sleep quality.

    Science.gov (United States)

    Cho, Ho-Sung; Kim, Young-Wook; Park, Hyoung-Wook; Lee, Kang-Ho; Jeong, Baek-Geun; Kang, Yune-Sik; Park, Ki-Soo

    2013-07-22

    .30-2.72 and the odds ratio for the lack of reward was the highest(OR=2.72, 95% CI=2.32-3.19). In the partial correlation analysis between each of the 7 subscales of sleep quality (PSQI) and depressive symptoms, the correlation coefficient of subjective sleep quality and daytime dysfunction were 0.352 and 0.362, respectively. This study showed that the depressive symptoms of female workers are closely related to their job stress and sleep quality. In particular, the lack of reward and subjective sleep factors are the greatest contributors to depression. In the future, a large-scale study should be performed to augment the current study and to reflect all age groups in a balanced manner. The findings on job stress, sleep, and depression can be utilized as source data to establish standards for mental health management of the ever increasing numbers of female members of the workplace.

  8. Research on Job Satisfaction of Elementary and High School Teachers and Strategies to Increase Job Satisfaction

    Science.gov (United States)

    Fuming, Xu; Jiliang, Shen

    2007-01-01

    Job satisfaction is an important topic in teacher education research. Exploring the issue of teacher job satisfaction helps us gain a deeper understanding of teachers' mental state, such as their occupational attitudes, zeal for teaching, and work enthusiasm, which affects the quality of teaching and education. From an examination of teachers' job…

  9. Job satisfaction, workplace stress, unhealthy lifestyle choices, and productivity among Canadian nurses: an empirical study

    OpenAIRE

    Karen J. Buhr

    2012-01-01

    BACKGROUND: Nurses’ occupational stress and job satisfaction can have an affect on lifestyle choices and productivity. OBJECTIVES: The objective of this study is to provide a detailed examination of the relationship between job satisfaction, job stress, unhealthy lifestyle choices, and productivity among Canadian nurses. METHODS: This study uses data from the confidential master data files of the 2005 National Survey of the Work and Health of Nurses (NSWHN). Ordinary least squares regressions...

  10. Perceived Social Support Mediating the Relationship between Perceived Stress and Job Satisfaction

    Science.gov (United States)

    Sultan, Sarwat; Rashid, Safia

    2015-01-01

    This research was conducted to examine the mediating effect of perceived social support between perceived stress and job satisfaction among employees. A conveniently selected sample of 280 employees provided the information on Perceived Social Support Scale, Perceived Stress Scale, and Job Satisfaction Survey. Employing Regression analyses,…

  11. Job-Related Stress and Depression in Orphanage and Preschool Caregivers in Ukraine

    Science.gov (United States)

    Raskin, Maryna; Kotake, Chie; Easterbrooks, M. Ann; Ebert, Marina; Miller, Laurie C.

    2015-01-01

    Emotional well-being of child care providers is important to the welfare of their young charges. Elevated depression and job-related stress may affect caregivers' ability to establish empathic connections with children. This study examined work conditions, job-related stress, and depression in 51 orphanage workers and 69 preschool teachers in…

  12. Job Stress, Employee Health, and Organizational Effectiveness: A Facet Analysis, Model, and Literature Review.

    Science.gov (United States)

    Beehr, Terry A.; Newman, John E.

    1978-01-01

    The empirical research on job stress and employee health is reviewed within the context of six facets (environmental, personal, process, human consequences, organizational consequences, and time) of a seven facet conceptualization of the job stress-employee health research domain. Models are proposed for tying the facets together. (Author/SJL)

  13. Stressful work, psychological job strain, and turnover: A 2-year prospective cohort study of truck drivers

    NARCIS (Netherlands)

    Croon, E.M.de; Sluiter, J.K.; Blonk, R.W.B.; Broersen, J.P.J.; Frings-Dresen, M.H.W.

    2004-01-01

    Based on a model that combines existing organizational stress theory and job transition theory, this 2-year longitudinal study examined antecedents and consequences of turnover among Dutch truck drivers. For this purpose, self-reported data on stressful work (job demands and control), psychological

  14. Predicting Secondary Agriculture Teachers' Job Stress from Selected Personal, Family, and Work-Related Characteristics

    Science.gov (United States)

    Torres, Robert M.; Lambert, Misty D.; Lawver, Rebecca G.

    2010-01-01

    The study sought to describe the characteristics and explain the current level of job stress among secondary agriculture teachers. The sample consisted of 370 secondary agriculture teachers. Data were collected using the Job Stress Survey (Spielberger & Vagg, 1999). From the findings it was concluded that the average secondary agriculture teacher…

  15. Impact of psychosocial job stress on non-fatal occupational injuries in small and medium-sized manufacturing enterprises.

    Science.gov (United States)

    Nakata, Akinori; Ikeda, Tomoko; Takahashi, Masaya; Haratani, Takashi; Hojou, Minoru; Fujioka, Yosei; Swanson, Naomi G; Araki, Shunichi

    2006-08-01

    Workers involved in manufacturing are known to comprise a high-risk population for occupational injury, and this risk is greater in small and medium-sized enterprises (SMEs). The purpose of this study was to examine the association between psychosocial job stress and occupational injuries among workers in SMEs. One thousand forty-nine men and 721 women from 244 SMEs participated in this study. Perceived job stress was evaluated with the Japanese version of the generic job stress questionnaire, which covered 14 job stress variables. Occupational injury was assessed by self-report during the last 1-year period. Workers with high quantitative workload (odds ratio [OR] = 1.55 for men, 1.62 for women), high cognitive demands (OR = 1.70 for men, 1.53 for women), and low job satisfaction (OR = 1.33 for men, 1.93 for women) had a significantly increased risk of occupational injury in the multivariate model. High variance in workload (OR = 1.70) and high job future ambiguity (OR = 1.35) in men, and low job control (OR = 2.04) and high intragroup conflict (OR = 1.66) in women were significantly associated with occupational injury. In manufacturing/production workers, high quantitative workload (OR = 1.91), high variance in workload (OR = 2.02), and high depressive symptoms (OR = 1.55) were significantly associated with injury in men, while low social support from colleagues (OR = 2.36) or family (OR = 2.51) was related to injury in women. These data point to an independent relationship between psychosocial job stress and self-reported occupational injury in SMEs. Copyright 2006 Wiley-Liss, Inc

  16. Rank, job stress, psychological distress and physical activity among military personnel.

    Science.gov (United States)

    Martins, Lilian Cristina X; Lopes, Claudia S

    2013-08-03

    Physical fitness is one of the most important qualities in armed forces personnel. However, little is known about the association between the military environment and the occupational and leisure-time dimensions of the physical activity practiced there. This study assessed the association of rank, job stress and psychological distress with physical activity levels (overall and by dimensions). This a cross-sectional study among 506 military service personnel of the Brazilian Army examined the association of rank, job stress and psychological distress with physical activity through multiple linear regression using a generalized linear model. The adjusted models showed that the rank of lieutenant was associated with most occupational physical activity (β = 0.324; CI 95% 0.167; 0.481); "high effort and low reward" was associated with more occupational physical activity (β = 0.224; CI 95% 0.098; 0.351) and with less physical activity in sports/physical exercise in leisure (β = -0.198; CI 95% -0.384; -0.011); and psychological distress was associated with less physical activity in sports/exercise in leisure (β = -0.184; CI 95% -0.321; -0.046). The results of this study show that job stress and rank were associated with higher levels of occupational physical activity. Moreover job stress and psychological distress were associated with lower levels of physical activity in sports/exercises. In the military context, given the importance of physical activity and the psychosocial environment, both of which are related to health, these findings may offer input to institutional policies directed to identifying psychological distress early and improving work relationships, and to creating an environment more favorable to increasing the practice of leisure-time physical activity.

  17. Emotional Burnout, Perceived Sources of Job Stress, Professional Fulfillment, and Engagement among Medical Residents in Malaysia

    Directory of Open Access Journals (Sweden)

    Sami Abdo Radman Al-Dubai

    2013-01-01

    Full Text Available This study was the first to explore factors associated with emotional burnout (EB among medical residents in Malaysia. A cross-sectional study was conducted in a universal sample of 205 medical residents in a Malaysian general hospital. The self-administered questionnaire used consisted of questions on sociodemographics and work characteristics, sources of job stress, professional fulfillment, engagement, and EB. EB was measured using the emotional exhaustion subscale, the Maslach Burnout Inventory (MBI. Mean (±SD age of the respondents was 26.5 (±1.6. The most common source of job stress was “fear of making mistakes.” Most of the participants were dissatisfied with the increase of residentship period from one year to two years. A high level of EB was reported by 36.6% of the respondents. In multivariate analysis, the most important correlates of EB were sources of job stress, professional fulfillment, and engagement. A high prevalence of EB was found among medical residents. Sociodemographic characteristics, performance pressure, and satisfaction with policies were significantly associated with EB. Although this study was limited by its cross-sectional design, its findings posit a sufficient foundation to relevant authorities to construct, amend, and amalgamate existing and future policies.

  18. Job satisfaction, stress and burnout in anaesthesia: relevant topics for anaesthesiologists and healthcare managers?

    Science.gov (United States)

    Rama-Maceiras, Pablo; Parente, Suzana; Kranke, Peter

    2012-07-01

    Job satisfaction is defined as an employee's positive reaction towards his/her work. Changes in health policies, which are seen as a threat to the autonomy of health workers, are associated with a decrease in satisfaction levels, increase burnout among physicians, and may impair the quality and safety of care. The work environment of anaesthesiologists include stressful areas such as the operating theatre, the ICU, and the emergency setting, and this has been linked to higher levels of stress and lower satisfaction. We frequently lack feedback from patients and even our colleagues despite usually working within a team. Nevertheless, job satisfaction and burnout rates in anaesthesia are similar to other specialties. The most relevant factors in job satisfaction are worker autonomy, control of the working environment, recognition of our value, professional relationships, leadership and organisational justice. Although these can be manipulated for good or otherwise, there are additional, less malleable factors such as personality, expectations and motivation of the employee, that play a part. Within organisations there needs to be the will to evaluate employees' satisfaction, to improve their work environment and to develop strategies and coping mechanisms for professional stress. Personal wellness should also be nurtured, as a satisfactory work-life balance and an adequate social support network might act as a buffer for dissatisfaction and burnout. Improvement in satisfaction might create a positive work climate that would benefit both the safety of our patients and our profession.

  19. Job insecurity during recessions: effects on survivors' work stress.

    Science.gov (United States)

    Modrek, Sepideh; Cullen, Mark R

    2013-10-06

    non-high layoff plants. Increased work stress is important to monitor and may be a mediating pathway through which the external economic environment leads to adverse health outcomes.

  20. Job stress, coping and health perceptions of Hong Kong primary care nurses.

    Science.gov (United States)

    Lee, Joseph K L

    2003-04-01

    Few empirical studies have investigated job stress, coping and health perceptions of nurses working in primary care settings. One thousand self-report questionnaires, which consisted of the modified Nursing Stress Scale, Coping with Work Stress Checklist and Health Perceptions Questionnaire, were distributed randomly to a group of Hong Kong nurses working in primary care settings, to examine issues related to job stress. Three hundred and sixty-two nurses responded. Findings indicated that nurses in these settings experienced low-to-moderate frequency of stress, adopted direct coping strategies, and perceived themselves as rather healthy. There were also statistically significant links between job stress, coping and perceived health status. The findings of this study suggest that job stress, coping and health perception of nurses working in primary care settings were distinct from their colleagues working in acute care settings.

  1. Role Stress, Interrole Conflict, and Job Satisfaction among University Employees: The Creation and Test of a Model

    Science.gov (United States)

    Love, Keisha M.; Tatman, Anthony W.; Chapman, Benjamin P.

    2010-01-01

    Many universities have experienced financial hardships during the recent economic downturn. To save money, several have resorted to laying off employees, which has often resulted in increased work and stress for the remaining employees. Such an increase has the potential to adversely affect employees' sense of job satisfaction. This study created…

  2. Job stress and its related factors in accountant employees of Qazvin University of Medical Sciences

    Directory of Open Access Journals (Sweden)

    S. Khoeniha

    2011-07-01

    Full Text Available Background and aims Job stress is defined as the harmful physical and emotional responses that occur when job requirements do not match the capabilities¸ resources ¸and needs. This factor can negatively influence worker’s mental and physical health and also decrease organizations productivity and success. Thus the aim of present study was to investigate the job stress and its related factors in accountant employees of Qazvin University of Medical Sciences in 1388.   Methods This study was a descriptive (cross-sectional research in which the sampling population included 80 accountant employees that were selected with census. The severity of job stress and its related factors were determined using a researcher-made questionnaire consisting of 36 items that validated by content validity. The reliability was also measured by test-retest (d=0/90 methods. Data was analyzed by descriptive analysis.     ResultsThe severity of job stress in most of accountant employees (%46/25 was in high level .There was a Significant relationship between severity of job stress and employees sex ¸ age and work record (p<0.001 . The higher job stress was experienced by women and employees with thelower age work record . Among different occupational stress variables, the most important factor that caused job stress was workload of the role (M=70/22. Conclusion With regard to the severity of job stress in accountant employees, it is necessary for organizational managers and policy makers to implement a protective strategy for prevention or alleviate longitudinal negative consequences of job stress in employees.

  3. Exposure of mental health nurses to violence associated with job stress, life satisfaction, staff resilience, and post-traumatic growth.

    Science.gov (United States)

    Itzhaki, Michal; Peles-Bortz, Anat; Kostistky, Hava; Barnoy, Dor; Filshtinsky, Vivian; Bluvstein, Irit

    2015-10-01

    Workplace violence towards health workers in hospitals and in mental health units in particular is increasing. The aim of the present study was to explore the effects of exposure to violence, job stress, staff resilience, and post-traumatic growth (PTG) on the life satisfaction of mental health nurses. A descriptive, cross-sectional design was used. The sample consisted of mental health nurses (n = 118) working in a large mental health centre in Israel. Verbal violence by patients was reported by 88.1% of the nurses, and 58.4% experienced physical violence in the past year. Physical and verbal violence towards nurses was correlated with job stress, and life satisfaction was correlated with PTG and staff resilience. Linear regression analyses indicated that life satisfaction was mainly affected by PTG, staff resilience, and job stress, and less by exposure to verbal and physical violence. The present study is the first to show that, although mental health nurses are frequently exposed to violence, their life satisfaction is affected more by staff resilience, PTG, and job stress than by workplace violence. Therefore, it is recommended that intervention programmes that contribute to PTG and staff resilience, as well as those that reduce job stress among mental health nurses, be explored and implemented. © 2015 Australian College of Mental Health Nurses Inc.

  4. Emotional rescue: the role of emotional intelligence and emotional labour on well-being and job-stress among community nurses.

    Science.gov (United States)

    Karimi, Leila; Leggat, Sandra G; Donohue, Lisa; Farrell, Gerald; Couper, Greta E

    2014-01-01

    To investigate the extent to which emotional labour and emotional intelligence are associated with well-being and job-stress among a group of Australian community nurses. The moderating role of emotional intelligence was evaluated as a key factor in the rescue of healthcare workers from job-stress, thus increasing job retention. Although emotional labour has been broadly investigated in the literature, the contribution of emotional labour and emotional intelligence to the well-being and experience of job-stress in a community nursing setting requires further exploration. This study used a cross-sectional quantitative research design with data collected from Australian community nurses. Australian community nurses (n = 312) reported on their perceived emotional labour, emotional intelligence and their levels of well-being and job-stress using a paper and pencil survey in 2010. Results from structural equation modelling support the hypothesis that both emotional labour and emotional intelligence have significant effects on nurses' well-being and perceived job-stress. Emotional intelligence plays a moderating role in the experience of job-stress. These findings provide additional evidence for the important effects that emotional labour and emotional intelligence can have on well-being and job-stress among community nurses. The potential benefits of emotional intelligence in the nurses' emotional work have been explored. © 2013 John Wiley & Sons Ltd.

  5. Combating stress risks with the job stress self diagnostic method: paper XV World Congress of Sociology 2002

    OpenAIRE

    Oeij, P.R.A.

    2002-01-01

    In this paper of the World Congress of Sociology 2002 of ISA (International Sociological Association), the content and uses of the Job Stress Self Diagnostic Method (JSSDM) are described. The JSSDM aim is (a) to diagnose work processes to determine the presence of conditions for control problems and stress risks, and (b) to develop solutions to combat stress risks on organisational level. The method is based on three theories of job and organisation design and on the insight to combine viewpo...

  6. Job stress and job satisfaction of physicians, radiographers, nurses and physicists working in radiotherapy: a multicenter analysis by the DEGRO Quality of Life Work Group

    Directory of Open Access Journals (Sweden)

    Bölling Tobias

    2009-02-01

    Full Text Available Abstract Background Ongoing changes in cancer care cause an increase in the complexity of cases which is characterized by modern treatment techniques and a higher demand for patient information about the underlying disease and therapeutic options. At the same time, the restructuring of health services and reduced funding have led to the downsizing of hospital care services. These trends strongly influence the workplace environment and are a potential source of stress and burnout among professionals working in radiotherapy. Methods and patients A postal survey was sent to members of the workgroup "Quality of Life" which is part of DEGRO (German Society for Radiooncology. Thus far, 11 departments have answered the survey. 406 (76.1% out of 534 cancer care workers (23% physicians, 35% radiographers, 31% nurses, 11% physicists from 8 university hospitals and 3 general hospitals completed the FBAS form (Stress Questionnaire of Physicians and Nurses; 42 items, 7 scales, and a self-designed questionnaire regarding work situation and one question on global job satisfaction. Furthermore, the participants could make voluntary suggestions about how to improve their situation. Results Nurses and physicians showed the highest level of job stress (total score 2.2 and 2.1. The greatest source of job stress (physicians, nurses and radiographers stemmed from structural conditions (e.g. underpayment, ringing of the telephone a "stress by compassion" (e.g. "long suffering of patients", "patients will be kept alive using all available resources against the conviction of staff". In multivariate analyses professional group (p In multivariate analyses "professional group" (p = 0.006 and "vocational experience" (p = 0.036 were associated with job satisfaction (cancer care workers with Conclusion Current workplace environments have a negative impact on stress levels and the satisfaction of radiotherapy staff. Identification and removal of the above-mentioned critical

  7. Reliability and Validity study of the NIOSH Generic Job Stress Questionnaire (GJSQ among Firefighters in Tehran city

    Directory of Open Access Journals (Sweden)

    S Kazronian

    2013-12-01

    Conclusion: Considering that Validity and Reliability factors of the questionnaire were be appropriate, it can be recommended that NIOSH Generic Job Stress Questionnaire (GJSQ can be used as a Valid and Reliable questionnaire for job stress evaluation in Iran.

  8. Job Pressure and SES-contingent Buffering: Resource Reinforcement, Substitution, or the Stress of Higher Status?

    Science.gov (United States)

    Koltai, Jonathan; Schieman, Scott

    2015-06-01

    Analyses of the 2008 National Study of the Changing Workforce demonstrate that job pressure is associated with greater anxiety and job dissatisfaction. In this paper we ask, What conditions protect workers? The conventional buffering hypothesis in the Job-Demands Resource (JD-R) model predicts that job resources should attenuate the relationship. We test whether the conventional buffering hypothesis depends on socioeconomic status (SES). Support for conventional buffering is evident only for job dissatisfaction--and that generalizes across SES. When anxiety is assessed, however, we observe an SES contingency: Job resources attenuate the positive association between job pressure and anxiety among workers with lower SES, but exacerbate it among those with higher SES. We discuss the implications of this SES-contingent pattern for theoretical scenarios about "resource reinforcement," "resource substitution," and the "stress of higher status." Future research should consider SES indicators as potential contingencies in the relationship between job conditions and mental health. © American Sociological Association 2015.

  9. Effect of personal and work stress on burnout, job satisfaction and ...

    African Journals Online (AJOL)

    Abstract. The majority of studies to date have focused on the effects of work stress in the nursing environment, with the effect of personal stress in nursing being less explored. This study sought to determine whether personal stress is a more significant predictor of burnout, job satisfaction and general health than work stress.

  10. The Influence of Time Management Practices on Job Stress Level among Beginning Secondary Agriculture Teachers

    Science.gov (United States)

    Lambert, Misty D.; Torres, Robert M.; Tummons, John D.

    2012-01-01

    Monitoring the stress of teachers continues to be important--particularly stress levels of beginning agriculture teachers. The study sought to describe the relationship between beginning teachers' perceived ability to manage their time and their level of stress. The Time Management Practices Inventory and the Job Stress Survey were used to measure…

  11. Job Stress and Burnout among Academic Career Anaesthesiologists at an Egyptian University Hospital

    Science.gov (United States)

    Shams, Tarek; El-Masry, Ragaa

    2013-01-01

    Objectives: There is compelling evidence that anaesthesiology is a stressful occupation and, when this stressful occupation is associated with an academic career, the burnout level is high. This study aimed to assess the predictors and prevalence of stress and burnout, associated sociodemographic characteristics, and job-related features. Methods: A cross-sectional survey study was carried out at Mansoura University Hospital in Egypt among 98 anaesthesiologists who had academic careers. The English version of the Maslach Burnout Inventory-Human Services Survey (MBI-HSS) scale and the Workplace Stress Scale of the American Institute of Stress were used to measure job stress and burnout. Data were analysed according to the guidelines for data processing and an analysis of the scales used. Results: The participation rate of this study was 73.1%, where 69.4% were encountering job stress, while 62.2% experienced emotional exhaustion, 56.1% depersonalisation, and 58.2% reduced personal capacity. There was a significant positive correlation between job stress and MBI-HSS subscales. Residents and assistant lecturers were the most affected group. The strongest significant single predictor of all burnout dimensions was a lack of job support. Conclusion: Stress and burnout among academic anaesthesiologists were caused by the lack of job support; this was especially true among residents and assistant lecturers. We can conclude that a well-organised institutional strategy to mitigate the heavy professional demands of academic anaesthesiologists’ will relieve their stress and burnout. PMID:23862036

  12. Job Stress and Burnout among Academic Career Anaesthesiologists at an Egyptian University Hospital.

    Science.gov (United States)

    Shams, Tarek; El-Masry, Ragaa

    2013-05-01

    There is compelling evidence that anaesthesiology is a stressful occupation and, when this stressful occupation is associated with an academic career, the burnout level is high. This study aimed to assess the predictors and prevalence of stress and burnout, associated sociodemographic characteristics, and job-related features. A cross-sectional survey study was carried out at Mansoura University Hospital in Egypt among 98 anaesthesiologists who had academic careers. The English version of the Maslach Burnout Inventory-Human Services Survey (MBI-HSS) scale and the Workplace Stress Scale of the American Institute of Stress were used to measure job stress and burnout. Data were analysed according to the guidelines for data processing and an analysis of the scales used. The participation rate of this study was 73.1%, where 69.4% were encountering job stress, while 62.2% experienced emotional exhaustion, 56.1% depersonalisation, and 58.2% reduced personal capacity. There was a significant positive correlation between job stress and MBI-HSS subscales. Residents and assistant lecturers were the most affected group. The strongest significant single predictor of all burnout dimensions was a lack of job support. Stress and burnout among academic anaesthesiologists were caused by the lack of job support; this was especially true among residents and assistant lecturers. We can conclude that a well-organised institutional strategy to mitigate the heavy professional demands of academic anaesthesiologists' will relieve their stress and burnout.

  13. Personal traits and a sense of job-related stress in a military aviation crew

    Directory of Open Access Journals (Sweden)

    Čabarkapa Milanko

    2011-01-01

    Full Text Available Background/Aim. Accelerated technological and organizational changes in numerous professions lead to increase in jobrelated stress. Since these changes are particularly common in military aviation, this study examined the way military aviation crew experiences job-related stress during a regular aviation drill, depending on particular social-demographic factors and personal traits. Methods. The modified Cooper questionnaire was used to examine the stress related factors at work. The questionnaire was adapted for the aviation crew in the army environment. Personal characteristics were examined using the NEO-PI-R personality inventory. The study included 50 examinees (37 pilots and 13 other crew members employed in the Serbian Army. The studies were performed during routine physical examinations at the Institute for Aviation Medicine during the year 2007. Statistical analysis of the study results contained descriptive analysis, one-way analysis of variance and correlation analysis. Results. It was shown that army aviation crew works under high stress. The highest stress value had the intrinsic factor (AS = 40.94 and role in organisation (AS = 39.92, while the lowest one had the interpersonal relationship factor (AS = 29.98. The results also showed that some social-demographic variables (such as younger examinees, shorter working experience and neuroticism as a personality trait, were in correlation with job-related stress. Conclusion. Stress evaluation and certain personality characteristics examination can be used for the devalopment of the basic anti-stress programs and measures in order to achieve better psychological selection, adaptation career leadership and organization of military pilots and other crew members.

  14. The effects of aromatherapy in relieving symptoms related to job stress among nurses.

    Science.gov (United States)

    Chen, Miao-Chuan; Fang, Shu-Hui; Fang, Li

    2015-02-01

    Workplace-related stress has become today's most serious occupational hazard. Aromatherapy is a simple, convenient and non-invasive method of stress relief. There is little research regarding the efficacy of aromatherapy by means of inhaling essential oil in reducing workplace stress-related symptoms among nurses. Therefore, this study was to examine the effectiveness of lavender oil inhalation in reducing job stress-related symptoms among nurses. The 53 nurses in the experimental group pinned small bottles containing 3% lavender oil on the clothes of their right chests, whereas 57 participants in the control group pinned bottles with no lavender oil. Aromatherapy was shown to be effective in the reduction of the number of stress symptoms for 3 or 4 days. The stress symptoms of the experimental group decreased from 6.1 to 2.8 after aromatherapy was carried out (P = 0.126, 0.159, 0.035 and 0.026). This represented a significant decrease in stress, whereas the stress symptoms in the control group increased from 5.6 to 5.8. Hospital staff managers are still encouraged to include aromatherapy concepts and techniques in the continuing education of nursing staff. Concurrently, future research should focus on the possible side effects of aromatherapy to assure safety. © 2013 Wiley Publishing Asia Pty Ltd.

  15. Investigating the Relationship between Job Stress and its Coping Strategies with Marital and Job Satisfaction among Female Employees of Islamic Azad University, Kazeroon Branch

    OpenAIRE

    MOTAHARI, Seyedeh Soraya; AIBAGHI ESFAHANI, Saeed

    2015-01-01

    Abstract. This study investigated the relationship between job stress and marital satisfaction of women in Islamic Azad University, Kazeroon Brach. Two job stress questionnaires of Philip L. Rice (1992) and marital satisfaction questionnaire of Enrich (1997) were completed and examined by female employees of the Islamic Azad University, Kazeroon Brach, who were selected randomly. The results showed that women have job stress. The results showed that there is a negative correlation coefficient...

  16. An empirical study on the impact of stress on the relationship between locus of control and job satisfaction and job performance

    OpenAIRE

    Mahbobeh Khorshidifar; Ali Abedi

    2011-01-01

    Stress plays an important role on job satisfaction in many industries such as accounting. We present an empirical study to examine the impact of job stress on the relationship between the locus of control and accountants' job satisfaction. The study selects a sample of 65 senior and regular accountants who work for thirteen different regional municipalities of city of Mashad located in east part of Iran. The study uses different well-known questionnaire methods such as stress diagnostic surve...

  17. Job Stress and Self-Efficacy among Psychiatric Nursing Working in Mental Health Hospitals at Cairo, Egypt

    Science.gov (United States)

    Zaki, Rania. A.

    2016-01-01

    Nursing stress is considered a problem that affects the practice worldwide. Job stress is a harmful response physically and emotionally when the nurses' skills, resources, and needs could not fulfill the requirement of the job. This study was aimed to assess job stress and self-efficacy among psychiatric nursing working in mental health hospitals…

  18. Occupational stress and job satisfaction of healthcare staff in rehabilitation units.

    Science.gov (United States)

    Fiabane, Elena; Giorgi, Ines; Musian, D; Sguazzin, Cinzia; Argentero, P

    2012-01-01

    Occupational stress and job dissatisfaction are recognized risk factors for healthcare professionals and can lead to a decrease in work performance and in the quality of care offered, and to poorer health of workers. Research in the rehabilitation care setting is very limited and needs to be explored. To investigate occupational stress, job satisfaction and their relationships with organizational factors among healthcare staff in rehabilitation units. A cross-sectional study of healthcare staff working in two rehabilitation units was conducted. They were sent two self-administered questionnaires, the Occupational Stress Indicator (OSI) and the Areas of Work life Scale (AWS), in order to assess occupational stress and job satisfaction. One-way ANOVA was used to explore work stress among two groups of workers, characterized by high and low job satisfaction levels. Stepwise multiple linear regression analysis was conducted to assess the association between job satisfaction and organizational risk factors. A total of 90 questionnaires were returned (response rate 53%). The main sources of stress were unfairness, conflict between personal and organizational values, lack of reward and workload Workers with low job satisfaction significantly scored higher in work-related stress in regard to various aspects of work, and in lower job control. Regression analysis showed that the most important predictors of job satisfaction were fairness and workload. The results of this study showed that job dissatisfaction is strongly associated with work stress and certain organizational risk factors. This study suggests the importance of focusing on the psychosocial factors in the work environment and job satisfaction in order to improve the well-being of rehabilitation healthcare staff.

  19. Job satisfaction, workplace stress, unhealthy lifestyle choices, and productivity among Canadian nurses: an empirical study

    Directory of Open Access Journals (Sweden)

    Karen J. Buhr

    2012-12-01

    Full Text Available BACKGROUND: Nurses’ occupational stress and job satisfaction can have an affect on lifestyle choices and productivity. OBJECTIVES: The objective of this study is to provide a detailed examination of the relationship between job satisfaction, job stress, unhealthy lifestyle choices, and productivity among Canadian nurses. METHODS: This study uses data from the confidential master data files of the 2005 National Survey of the Work and Health of Nurses (NSWHN. Ordinary least squares regressions and binary probit regression models were used to estimate the relationships between job satisfaction and job stress on productivity and unhealthy lifestyle choices. RESULTS: Workplace stress variables have a small effect on lifestyle choices. Job satisfaction has an effect on the probability of smoking, but not on drinking. Workplace stress and job satisfaction do not have statistically significant effects on productivity. DISCUSSION: The study found weak relationships among the work related stress variables and productivity. These findings can allow policy makers to consider efforts to reduce workplace stress which can be beneficial to productivity.

  20. Relationship between Job Stress and 5-HT2A Receptor Polymorphisms on Self-Reported Sleep Quality in Physicians in Urumqi (Xinjiang, China): A Cross-Sectional Study.

    Science.gov (United States)

    Gao, Xiaoyan; Ge, Hua; Jiang, Yu; Lian, Yulong; Zhang, Chen; Liu, Jiwen

    2018-05-21

    The serotonin receptor (5-HTR) plays a key role in sleep quality regulation. Job-related stress is an important factor that influences sleep quality. However, few reports on the interaction between 5-HTR2A polymorphisms and job stress, and how they may impact upon sleep quality are available. Therefore this study investigated the effects of job stress, 5-HTR2A polymorphisms, and their interaction on sleep quality, in physicians. Using a two-stage stratified sampling method, 918 participants were initially invited to participate in the study. After screening for study inclusion and exclusion criteria, 504 subjects were eventually included in the study. Job stress and sleep quality were assessed using the Job Stress Survey (JSS) and Pittsburgh Sleep Quality Index (PSQI), respectively. The 5-HTR2A receptor gene polymorphisms T102C and -1438G/A of were determined using polymerase chain reaction-restriction fragment length polymorphism. Job stress was significantly associated with sleep quality. High levels of job stress were linked to a higher risk of poor sleep quality compared to low or moderate levels [odds ratio (OR) = 2.909, 95% confidence interval (CI): 1.697⁻4.986]. High levels of stress may reduce subjects’ sleep quality, leading to an increase the likelihood of sleep disturbances and subsequent daytime dysfunction. The 5-HTR2A receptor gene polymorphism T102C was not significantly associated with sleep quality in this study, however, the -1438G/A polymorphism was significantly associated with sleep quality. The GG genotype of the -1438G/A polymorphism was linked to poorer sleep quality. When compared with subjects with low job-related stress levels×AG/AA genotype (OR = 2.106, 95% CI: 1.278⁻3.471), physicians with high job-related stress levels×GG genotype had a higher risk of experiencing poor sleep quality (OR = 13.400, 95% CI: 3.143⁻57.137). The findings of our study indicate that job stress and 5-HTR2A receptor gene polymorphisms are associated

  1. ORGANIZATIONAL AND PERSONALITY EFFECTS ON MANAGERS’ JOB STRESS: Is It Different for Malaysian Men and Women?

    Directory of Open Access Journals (Sweden)

    Aizzat Mohd. Nasurdin

    2004-06-01

    Full Text Available The purpose of this paper is to determine the influence of organizational variables (conflict, blocked career, alienation, work overload, and unfavorable work environment and personality variables (neuroticism, extraversion, openness, agreeableness, and conscientiousness on job stress among managers working in the electronics sector in 4Malaysia and whether this relationship varies according to their gender. Analyses of 285 responses using hierarchical regression revealed that four of five organizational variables (blocked career, alienation, work overload, and conflict had significant positive effects on job stress. In terms of the personality traits, neuroticism and conscientiousness were found to be significantly and positively related to stress. Extraversion and agreeableness, on the other hand, had significant negative effects on job stress. Gender was found to moderate the effects of all the independent variables on job stress at the 0.01 level. Implications for managerial practice and future research are discussed.

  2. A Study on the Job Stress Assessment in Korean Nuclear Power Plants based on KOSS

    Energy Technology Data Exchange (ETDEWEB)

    Hwang, Seong Hwan; Lee, Yong Hee; Lee, Jung Woon [Korea Atomic Energy Research Institute, Daejeon (Korea, Republic of); Sung, Sook Hee; Jung, Kwang Hee; Jung, Yeon Sub [Korea Hydro and Nuclear Power Co., Daejeon (Korea, Republic of)

    2010-05-15

    Job stress is a harmful physical and emotional response that occurs when there is a poor match between job demands and the capabilities, resources, or needs of the worker. Stress-related disorders encompass a broad array of conditions, including psychological disorders (e.g., depression, anxiety, posttraumatic stress disorder) and other types of emotional strain (e.g., dissatisfaction, fatigue, tension, etc.), maladaptive behaviors (e.g., aggression, substance abuse), and cognitive impairment (e.g., concentration and memory problems). In turn, these conditions may lead to poor work performance or even injury. Job stress is also associated with various biological reactions that may lead ultimately to compromised health, such as cardiovascular disease or in extreme cases, death. In Korea, organizational job stress factors were investigated for the jobs in nuclear power plants that are operated based on procedures. Especially, the occupational stress scale for Korean employees (KOSS) was developed. The KOSS has 8 subscales by using a factor analysis and validation process in order to measure stress at work and to find methods for the prevention of stressors. In this point of view, the RHRI (Radiation Health Research Institute of KHNP (Korea Hydro and Nuclear Power) assessed how wellsuited employees were for their job during their health examination in 2009. In this study the present condition of employee's stress level is investigated to find a way to manage their stressors

  3. A Study on the Job Stress Assessment in Korean Nuclear Power Plants based on KOSS

    International Nuclear Information System (INIS)

    Hwang, Seong Hwan; Lee, Yong Hee; Lee, Jung Woon; Sung, Sook Hee; Jung, Kwang Hee; Jung, Yeon Sub

    2010-01-01

    Job stress is a harmful physical and emotional response that occurs when there is a poor match between job demands and the capabilities, resources, or needs of the worker. Stress-related disorders encompass a broad array of conditions, including psychological disorders (e.g., depression, anxiety, posttraumatic stress disorder) and other types of emotional strain (e.g., dissatisfaction, fatigue, tension, etc.), maladaptive behaviors (e.g., aggression, substance abuse), and cognitive impairment (e.g., concentration and memory problems). In turn, these conditions may lead to poor work performance or even injury. Job stress is also associated with various biological reactions that may lead ultimately to compromised health, such as cardiovascular disease or in extreme cases, death. In Korea, organizational job stress factors were investigated for the jobs in nuclear power plants that are operated based on procedures. Especially, the occupational stress scale for Korean employees (KOSS) was developed. The KOSS has 8 subscales by using a factor analysis and validation process in order to measure stress at work and to find methods for the prevention of stressors. In this point of view, the RHRI (Radiation Health Research Institute of KHNP (Korea Hydro and Nuclear Power) assessed how wellsuited employees were for their job during their health examination in 2009. In this study the present condition of employee's stress level is investigated to find a way to manage their stressors

  4. Job stress, depression, work performance, and perceptions of supervisors in military personnel.

    Science.gov (United States)

    Pflanz, Steven E; Ogle, Alan D

    2006-09-01

    Recent studies have identified high levels of job stress in military personnel. This study examined the relationship among job stress, depression, work performance, types of stressors, and perceptions about supervisors in military personnel. Eight hundred nine military personnel answered a 43-item survey on work stress, physical and emotional health, work performance, perceptions about leadership, job stressors, and demographics. More than one- quarter (27.4%) of this military population reported suffering from significant job stress. Both the report of work stress and depression were significantly related to impaired work performance, more days of missed work, poorer physical health, and negative perceptions about the abilities of supervisors and commanders. Depression and job stress were significantly and positively related to each other. These results support accumulating data indicating that work stress is a significant occupational health hazard in the routine military work environment. Targeting and eliminating sources of job stress should be a priority for the U.S. military to preserve and protect the mental health of military personnel.

  5. Moderating effects of coping on work stress and job performance for nurses in tertiary hospitals: a cross-sectional survey in China.

    Science.gov (United States)

    Li, Li; Ai, Hua; Gao, Lei; Zhou, Hao; Liu, Xinyan; Zhang, Zhong; Sun, Tao; Fan, Lihua

    2017-06-12

    Work stress is a major problem for nurses and it can negatively influence job performance. Therefore, it is critical to explore variables that can reduce or buffer the negative effects of work stress. This study explores the moderating effects of coping strategies on the relationship between work stress and job performance for nurses in China. A cross-sectional survey of 852 nurses from four tertiary hospitals in Heilongjiang Province, China, was conducted in 2013. Descriptive statistics were reported for socioeconomic status and demographic characteristics, level of work stress, coping strategies, and job performance. Regression analysis was conducted to test the interaction between work stress and coping strategies on job performance. Three subscales of work stress were negatively related to job performance. Positive coping strategies moderated Patient Care and job performance while negative coping strategies moderated Workload and Time and performance, and between Working Environment and Resources and performance. Positive coping strategies reduce or buffer the negative effects of work stress on job performance and negative coping strategies increased the negative effects.

  6. Relationship between job stress and subjective oral health symptoms in male financial workers in Japan.

    Science.gov (United States)

    Yoshino, Koichi; Suzuki, Seitaro; Ishizuka, Yoichi; Takayanagi, Atsushi; Sugihara, Naoki; Kamijyo, Hideyuki

    2017-04-07

    The aim was to assess subjective oral health symptoms and job stress, as measured by self-assessment of how demanding the job is, in male financial workers. The participants were recruited by applying screening procedures to a pool of Japanese registrants in an online database. For the stress check, 7 items about how demanding the job is were selected from The Brief Job Stress Questionnaire (BJSQ). Participants comprised a total of 950 financial male workers, ages 25 to 64. Participants who answered "I can't complete my work in the required time" had more decayed teeth (p=0.010). Participants who felt that their job is highly demanding (answered affirmatively to 6 or all 7 items) were more likely to report "often get food stuck between teeth" (p=0.030), "there are some foods I can't eat" (p=0.005), "bad breath" (p=0.032), and "jaw makes clicking sound" (p=0.032). The independent variable of total stress score of 24-28 was found to be correlated to at least three oral health symptoms (OR: 3.25; 95%CI: 1.66-6.35). These results indicate that certain job stress factors are associated with certain oral health symptoms, and that oral health symptoms are likely predictors of job stress.

  7. Hardiness and support at work as predictors of work stress and job satisfaction.

    Science.gov (United States)

    McCalister, Katherine T; Dolbier, Christyn L; Webster, Judith A; Mallon, Mark W; Steinhardt, Mary A

    2006-01-01

    To test a theoretically and empirically based model linking potential protective resources (hardiness, coworker and supervisor support) to the outcomes of work stress and job satisfaction and replicating the relationship of work stress to job satisfaction while accounting for the potential influence of negative affectivity. A cross-sectional research design using survey data collected from two convenience samples. Two worksites: (1) a high-tech company and (2) a government agency. High-tech employees (N = 310; response rate, 73.8%) and government agency employees (N = 745; response rate, 49.7%). The Dispositional Resilience Scale measured hardiness and the Positive and Negative Affect Schedule measured negative affectivity. Coworker and supervisor support were measured using the Coworker Support Scale and the Supervisor Support Scale, respectively. The Perceived Work Stress Scale measured work stress, and a single item from the Job Satisfaction Scale assessed overall job satisfaction. A multiple-group path analysis examined the proposed model. Similar patterns of association were found for both samples and suggested a more parsimonious model without the path from negative affectivity to job satisfaction. The model supports the protective nature of hardiness and support at work with regard to work stress and job satisfaction. Explanations of relationships depicted in the model, practical implications for reducing work stress and enhancing job satisfaction, limitations and future directions are discussed.

  8. Associations of menopausal symptoms with job-related stress factors in nurses in Japan.

    Science.gov (United States)

    Matsuzaki, Kazuyo; Uemura, Hirokazu; Yasui, Toshiyuki

    2014-09-01

    The main objective was to ascertain the typical menopausal symptoms and job-related stress factors in Japanese nurses during the menopausal transition, and the associations of menopausal symptoms with job-related stress. A supplementary objective was to determine whether there were any differences in menopausal symptoms and job-related stress factors among nurses in managerial positions. One thousand seven hundred female registered nurses aged 45-60 years who were working in hospitals in Japan were asked to complete a self-administered survey that included Greene's Climacteric Scale and the Brief Job Stress Questionnaire. The proportions of nurses who reported feelings of tiredness, irritability and difficulty in concentration were higher than the proportions with other menopausal symptoms. The proportions of nurses reporting feeling unhappy or depressed and having crying spells were higher among nurses in managerial positions than among other nurses. Stresses related to 'quantitative overload' on the Brief Job Stress Questionnaire among nurses in managerial positions were significantly greater than among nurses not in managerial positions, while stresses related to 'physical overload', 'job control', 'skill discretion', 'workplace environment' and 'job satisfaction' among nurses not in managerial positions were significantly greater than they were among nurses in managerial positions. Psychological symptoms were significantly correlated with poor job-related interpersonal relationships. Health care practitioners should be aware that menopausal symptoms are associated with job-related stress during the menopausal transition. Information on the differences in these associations between nurses in managerial positions and other nurses is important as it will allow their health care to be managed on a more individual basis. Copyright © 2014 Elsevier Ireland Ltd. All rights reserved.

  9. Occupational stress in (inter)action: the interplay between job demands and job resources

    NARCIS (Netherlands)

    Vegchel, van N.; Jonge, de J.; Landsbergis, P.A.

    2005-01-01

    The present study addresses theoretical issues involving different interaction effects between job demands and job resources, accompanied by a thorough empirical test of interaction terms in the demand-control (DC) model and the effort-reward imbalance (ERI) model in relation to employee health and

  10. Virtual Reality Job Interview Training for Veterans with Posttraumatic Stress Disorder.

    Science.gov (United States)

    Smith, Matthew J; Humm, Laura Boteler; Fleming, Michael F; Jordan, Neil; Wright, Michael A; Ginger, Emily J; Wright, Katherine; Olsen, Dale; Bell, Morris D

    2015-01-01

    Veterans with posttraumatic stress disorder (PTSD) have low employment rates and the job interview presents a critical barrier for them to obtain competitive employment. To evaluate the acceptability and efficacy of virtual reality job interview training (VR-JIT) among veterans with PTSD via a small randomized controlled trial (n=23 VR-JIT trainees, n=10 waitlist treatment-as-usual (TAU) controls). VR-JIT trainees completed up to 10 hours of simulated job interviews and reviewed information and tips about job interviewing, while wait-list TAU controls received services as usual. Primary outcome measures included two pre-test and two post-test video-recorded role-play interviews scored by blinded human resource experts and self-reported interviewing self-confidence. Trainees attended 95% of lab-based VR-JIT sessions and found the intervention easy-to-use, helpful, and prepared them for future interviews. VR-JIT trainees demonstrated significantly greater improvement on role-play interviews compared with wait-list TAU controls (p=0.04) and demonstrated a large effect for within-subject change (Cohen's d=0.76). VR-JIT performance scores increased significantly over time (R-Squared=0.76). Although VR-JIT trainees showed a moderate effect for within-subject change on self-confidence (Cohen's d=0.58), the observed difference between conditions did not reach significance (p=0.09). Results provide preliminary support that VR-JIT is acceptable to trainees and may be efficacious for improving job interview skills and self-confidence in veterans with PTSD.

  11. The Relationship between Stress, Job Performance, and Burnout in College Student Resident Assistants.

    Science.gov (United States)

    Nowak, Kenneth M.; Hanson, Alan L.

    1983-01-01

    Examined the relationship of stress, personality characteristics, and cognitive hardiness to job performance, burnout, and physical illness in resident assistants (N=37). Results indicated cognitive hardiness acts as a buffer against burnout and physical illness. Resident assistants rating themselves as Type A received poorer job performance…

  12. Teaching in the Yukon: Exploring Teachers' Efficacy Beliefs, Stress, and Job Satisfaction in a Remote Setting

    Science.gov (United States)

    Klassen, Robert M.; Foster, Rosemary Y.; Rajani, Sukaina; Bowman, Carley

    2009-01-01

    This article presents a mixed methods examination of teachers' job beliefs in the Yukon Territory in northern Canada. In Study 1 we used questionnaires to examine job beliefs for 221 teachers from the Yukon and western Canada. Teachers' self- and collective efficacy and workload stress were lower for Yukon teachers, but levels of overall stress…

  13. Job-Related Stress and Sleep Disorders among North Carolina College Presidents

    Science.gov (United States)

    Royal, Patricia; Grobe, William J.

    2008-01-01

    The purpose of this study was threefold. First, the study was to determine the extent of job-related stress among North Carolina community college presidents. Second, the study was to determine the extent of sleep disorders that exist in the target population. And finally, the study was to measure, if any, the relationship between job-related…

  14. Post-traumatic Stress Disorder and the Book of Job

    DEFF Research Database (Denmark)

    Nielsen, Kirsten

    2014-01-01

    Ronnie Janoff-Bulman lists three types of fundamental assumptions: The world is benevolent. The world is meaningful. The self is worthy. The same assumptions are found in the Book of Job. According to Janoff-Bulmann traumatised people experience “shattered assumptions”. Job too experiences that t...

  15. Job stress and burnout: A comparative study of senior and head nurses in China.

    Science.gov (United States)

    Luan, Xiaorong; Wang, Ping; Hou, Wenxiu; Chen, Lili; Lou, Fenglan

    2017-06-01

    Senior nurses can suffer from high job stress and burnout, which can lead to negative patient outcomes and higher turnover rates; however, few studies have examined this topic. We recruited 224 head and senior nurses from September to December 2015 using convenience and cluster sampling, to compare job stress and burnout levels between the two groups. The Nurse Job Stressors Inventory and Maslach Burnout Inventory scales were used to evaluate job stress and burnout, respectively. Results indicated that job stress scores significantly differed between head and senior nurses. The highest scoring subscales in both groups were time allocation and workload problems. Scores for the three burnout dimensions also significantly differed between the groups. Positive correlations between job stress and burnout were stronger among senior nurses than head nurses. Burnout may be higher among senior nurses given head nurses' potential for greater perceived job control. Our findings suggest that measures need to be taken to reduce burnout and turnover rates among senior nurses. © 2017 John Wiley & Sons Australia, Ltd.

  16. The Relative Salience of Daily and Enduring Influences on Off-Job Reactions to Work Stress.

    Science.gov (United States)

    Calderwood, Charles; Ackerman, Phillip L

    2016-12-01

    Work stress is an important determinant of employee health and wellness. The occupational health community is recognizing that one contributor to these relationships may be the presence of negative off-job reactivity to work, which we argue involves continued thoughts directed towards work (cognitive reactivity), continued negative mood stemming from work (affective reactivity), and the alteration of post-work behaviours in response to work factors (behavioural reactivity). We explored the relative contributions of daily work stressors, affective traits, and subjective job stress perceptions to negative off-job reactivity. These relationships were evaluated in a study of hospital nurses (n = 75), who completed trait measures and then provided self-assessments of daily work stress and off-job reactions for four work days. The results of several multilevel analyses indicated that a main-effects model best described the data when predicting cognitive, affective, and behavioural reactivity from daily work stressors, affective traits, and subjective job stress perceptions. A series of multilevel dominance analyses revealed that subjective job stress perceptions dominated the prediction of behavioural reactivity, while trait negative affect dominated the prediction of affective reactivity. Theoretical implications and the relative salience of daily and enduring contributors to negative off-job reactivity are discussed. Copyright © 2015 John Wiley & Sons, Ltd. Copyright © 2015 John Wiley & Sons, Ltd.

  17. Job Stress Across Gender: The Importance of Emotional and Intellectual Demands and Social Support in Women

    Directory of Open Access Journals (Sweden)

    María José Montero-Simó

    2013-01-01

    Full Text Available This study aims to analyse whether any differences exist between the genders with respect to the effect of perceived Job Demands, Control and Support (JDCS model on how individuals reach high levels of job stress. To do this, the perceived risk of suffering an illness or having an accident in the workplace is used as an outcome measure. The study is based on the First Survey on Working Conditions in Andalusia, which has a sample of 5,496 men and 2,779 women. We carry out a multi-sample analysis with structural equation models, controlling for age and sector. The results show that the generation of job stress has a different pattern in men and women. In the case of men, the results show that only one dimension of the job demands stressor is significant (quantitative demands, whose effect on job stress is weakened slightly by the direct effects of control and support. With women, in contrast, emotional and intellectual aspects (qualitative demands are also statistically significant. Moreover, social support has a greater weakening effect on the levels of job stress in women than in men. These results suggest that applying the JDCS model in function of the gender will contribute to a greater understanding of how to reduce the levels of job stress in men and women, helping the design of more effective policies in this area.

  18. Cardiovascular Responsivity, Physical and Psychosocial Job Stress, and the Risk of Preterm Delivery

    National Research Council Canada - National Science Library

    Hatch, Maureen

    2000-01-01

    .... This study, a military/civilian collaboration, will assess the effect of various sources of job stress as risk factors for pre term delivery among military women seeking prenatal care at Wilford Hall Medical Center...

  19. Cardiovascular Responsivity, Physical and Psychosocial Job Stress, and the Risk of Preterm Delivery

    National Research Council Canada - National Science Library

    Hatch, Maureen

    1999-01-01

    .... The study in progress, a military/civilian collaboration, will assess the effect of various sources of job stress as risk factors for preterm delivery among 1000 military women seeking prenatal care...

  20. Job strain associated with increases in ambulatory blood and pulse pressure during and after work hours among female hotel room cleaners.

    Science.gov (United States)

    Feaster, Matt; Krause, Niklas

    2018-06-01

    Previously documented elevated hypertension rates among Las Vegas hotel room cleaners are hypothesized to be associated with job strain. Job strain was assessed by questionnaire. Ambulatory blood pressure (ABP) was recorded among 419 female cleaners from five hotels during 18 waking hours. Multiple linear regression models assessed associations of job strain with ABP and pulse pressure for 18-h, work hours, and after work hours. Higher job strain was associated with increased 18-h systolic ABP, after work hours systolic ABP, and ambulatory pulse pressure. Dependents at home but not social support at work attenuated effects. Among hypertensive workers, job strain effects were partially buffered by anti-hypertensive medication. High job strain is positively associated with blood pressure among female hotel workers suggesting potential for primary prevention at work. Work organizational changes, stress management, and active ABP surveillance and hypertension management should be considered for integrated intervention programs. © 2018 Wiley Periodicals, Inc.

  1. EFL Teachers' Stress and Job Satisfaction: What Contribution Can Teacher Education Make?

    Directory of Open Access Journals (Sweden)

    Karim Sadeghi

    2016-10-01

    Full Text Available The present study was conducted to find out the level of job satisfaction and stress among Iranian EFL teachers. More precisely, an attempt was made to investigate the main sources of EFL teachers’ stress, their level of satisfaction with the job and the relationship between occupational stress and instructors’ age, marital status and tenure. Using a localized self-reported questionnaire, adapted from Ferguson, Frost, and Hall (2012, data was collected from 149 EFL teachers working in Urmia, Iran. The analysis of the data revealed that 29.93% of the teachers reported feelings of stress in one way or another. In addition, more than one-third of the teachers claimed to be somewhat or very dissatisfied with their job. It was also observed that age, marital status and employment play significant roles in the level of occupational stress perceived by EFL teachers. Suggestions are offered for relieving teachers from stress and how teacher education programmes can contribute.

  2. Organizational politics, nurses' stress, burnout levels, turnover intention and job satisfaction.

    Science.gov (United States)

    Labrague, L J; McEnroe-Petitte, D M; Gloe, D; Tsaras, K; Arteche, D L; Maldia, F

    2017-03-01

    This is a research report examining the influence of organizational politics perceptions on nurses' work outcomes (job satisfaction, work stress, job burnout and turnover intention). Organizational politics is a phenomenon common in almost all institutions and is linked with undesirable consequences in employees. Despite the plethora of research around the world on this topic, studies describing organizational politics in nursing remain underexplored. A cross-sectional research design was utilized in this study. One hundred sixty-six (166) nurses participated. Five standardized tools were used: the Job Satisfaction Index, the Job Stress Scale, the Burnout Measure Scale, the Turnover Intention Inventory Scale and the Perception of Organizational Politics Scale. Nurses employed both in private and government-owned hospitals perceived moderate levels of organizational politics. Positive correlations were identified between perceived organizational politics and job stress, turnover intention and job burnout. Negative correlations were found between perceived organizational politics and job satisfaction. Perceptions of workplace politics in Filipino nurses were lower when compared to findings in other international studies. A strong link was found between organizational politics perceptions and the four job outcomes (stress and burnout levels, turnover intention and job satisfaction). Use of a self-reporting questionnaire and exclusion of nurses from other provinces. Perceived organizational politics predicted nurses' stress and burnout levels, turnover intention and job satisfaction. The findings of this study may provide a valuable perspective of this organizational issue and could assist policymakers and nurse administrators in formulating interventions that could minimize the effect of workplace politics. © 2016 International Council of Nurses.

  3. Job Stress and Presenteeism among Chinese Healthcare Workers: The Mediating Effects of Affective Commitment

    OpenAIRE

    Tianan Yang; Yina Guo; Mingxu Ma; Yaxin Li; Huilin Tian; Jianwei Deng

    2017-01-01

    Background: Presenteeism affects the performance of healthcare workers. This study examined associations between job stress, affective commitment, and presenteeism among healthcare workers. Methods: To investigate the relationship between job stress, affective commitment, and presenteeism, structural equation modeling was used to analyze a sample of 1392 healthcare workers from 11 Class A tertiary hospitals in eastern, central, and western China. The mediating effect of affective commitment o...

  4. Work Related Stress, Burnout, Job Satisfaction and General Health of Nurses

    OpenAIRE

    Khamisa, Natasha; Oldenburg, Brian; Peltzer, Karl; Ilic, Dragan

    2015-01-01

    Gaps in research focusing on work related stress, burnout, job satisfaction and general health of nurses is evident within developing contexts like South Africa. This study identified the relationship between work related stress, burnout, job satisfaction and general health of nurses. A total of 1200 nurses from four hospitals were invited to participate in this cross-sectional study (75% response rate). Participants completed five questionnaires and multiple linear regression analysis was us...

  5. Challenge or hindrance: Does job stress affect presenteeism among Chinese healthcare workers?

    Science.gov (United States)

    Yang, Tianan; Ma, Mingxu; Zhu, Mingjing; Liu, Yuanling; Chen, Qian; Zhang, Shiyang; Deng, Jianwei

    2018-03-27

    We examined the effects of challenge stress and hindrance stress on general health and presenteeism among Chinese healthcare workers. Structural equation modeling was used to evaluate data from a national hospital survey in China (n = 1392). Job stress, general health, and presenteeism were measured by the Perceived Ability to Work Scale, the 8-item Short-Form Health Survey, and the Challenge- and Hindrance-Related Self-reported Stress Scale. Challenge stress and hindrance stress were significantly positively correlated (β = 0.62, SE = 0.021; p stress was directly negatively associated with presenteeism (β = -0.05, SE = 0.037; p stress was positively associated with presenteeism (β = 0.25, SE = 0.040; p health. Hospital managers should provide healthcare workers with an appropriate level of challenge, but employee health is the most important consideration. Further efforts targeting job stress and health of junior healthcare workers are required.

  6. Personality traits predict job stress, depression and anxiety among junior physicians.

    Science.gov (United States)

    Gramstad, Thomas Olsen; Gjestad, Rolf; Haver, Brit

    2013-11-09

    High levels of stress and deteriorating mental health among medical students are commonly reported. In Bergen, Norway, we explored the impact of personality traits measured early in their curriculum on stress reactions and levels of depression and anxiety symptoms as junior physicians following graduation. Medical students (n = 201) from two classes participated in a study on personality traits and mental health early in the curriculum. A questionnaire measuring personality traits (Basic Character Inventory (BCI)) was used during their third undergraduate year. BCI assesses four personality traits: neuroticism, extroversion, conscientiousness and reality weakness. Questionnaires measuring mental health (Hospital Anxiety and Depression Scale (HADS) and Symptom Checklist 25 (SCL-25)), and stress (Perceived Medical School Stress (PMSS)) were used during their third and sixth undergraduate year. During postgraduate internship, Cooper's Job Stress Questionnaire (CJSQ) was used to measure perceived job stress, while mental health and stress reactions were reassessed using HADS and SCL-25. Extroversion had the highest mean value (5.11) among the total group of participants, while reality weakness had the lowest (1.51). Neuroticism and reality weakness were related to high levels of perceived job stress (neuroticism r = .19, reality weakness r = .17) as well as higher levels of anxiety symptoms (neuroticism r = .23, reality weakness r = .33) and symptoms of depression (neuroticism r = .21, reality weakness r = .36) during internship. Neuroticism indirectly predicted stress reactions and levels of depression and anxiety symptoms. These relations were mediated by perceived job stress, while reality weakness predicted these mental health measures directly. Extroversion, on the other hand, protected against symptoms of depression (r = -.20). Furthermore, females reported higher levels of job stress than males (difference = 7.52). Certain personality traits measured early in

  7. Relationship between noise and job stress at a private thread spinning company

    Directory of Open Access Journals (Sweden)

    Andi Mursali

    2009-04-01

    Full Text Available Noise exposure is one of the major occupational hazards in many places, and has several health effects, including hearing loss and psychological effects such as sleep disturbances and mental stress. The objective of this research was to determine the relationship between noise and stress and other risk factors that affect job stress. A cross-sectional comparative design involved a total of 326 workers consisting of 220 workers in high noise conditions and 106 workers in low noise conditions. The data were collected directly from the respondents by filling out the questionnaire on worker characteristics, the stress diagnostic questionnaire, and the symptom checklist 90, through discussions with company management, and by measurement of noise levels. The job stress prevalence in workers in high noise conditions was 55% and in those in low noise conditions 24.5%. The results showed that risk factors such as gender of workers, noise conditions, habitual use of ear plugs, shift work, and work stressors had a significant relationship with job stress. Multivariate analysis indicated that the habit of using earplugs was a dominant risk factor causing job stress. The prevalence of job stress in high noise conditions was higher than that in workers in low noise conditions. Noise conditions have a significant relationship with job stress (OR=2.46; 95% CI 1.33 - 4.55. Workers in high noise conditions who did not always use or never had used ear plugs had a higher chance of experiencing stress than those in low noise conditions who did not need ear plugs (OR=21.76; 95% CI 8.09 - 58.52. This study supported that noise exerts its health effect via stress, since noise often raise stress in various ways.

  8. Emotional burnout, perceived sources of job stress, professional fulfillment, and engagement among medical residents in Malaysia.

    Science.gov (United States)

    Al-Dubai, Sami Abdo Radman; Ganasegeran, Kurubaran; Perianayagam, Wilson; Rampal, Krishna Gopal

    2013-01-01

    This study was the first to explore factors associated with emotional burnout (EB) among medical residents in Malaysia. A cross-sectional study was conducted in a universal sample of 205 medical residents in a Malaysian general hospital. The self-administered questionnaire used consisted of questions on sociodemographics and work characteristics, sources of job stress, professional fulfillment, engagement, and EB. EB was measured using the emotional exhaustion subscale, the Maslach Burnout Inventory (MBI). Mean (±SD) age of the respondents was 26.5 (±1.6). The most common source of job stress was "fear of making mistakes." Most of the participants were dissatisfied with the increase of residentship period from one year to two years. A high level of EB was reported by 36.6% of the respondents. In multivariate analysis, the most important correlates of EB were sources of job stress, professional fulfillment, and engagement. A high prevalence of EB was found among medical residents. Sociodemographic characteristics, performance pressure, and satisfaction with policies were significantly associated with EB. Although this study was limited by its cross-sectional design, its findings posit a sufficient foundation to relevant authorities to construct, amend, and amalgamate existing and future policies. Nothing will sustain you more potently than the power to recognize in your humdrum routine, as perhaps it may be thought, the true poetry of life-the poetry of the common place, of the common man, of the plain, toil-worn woman, with their loves and their joys, their sorrows and their grief.SirWilliam Osler, Aphorisms from the Student Life (Aequanimitas, 1952).

  9. Does Organizational and Coworker Support Moderate Diabetes Risk and Job Stress Among Employees?

    Science.gov (United States)

    Wolff, Marilyn B; Gay, Jennifer L; Wilson, Mark G; DeJoy, David M; Vandenberg, Robert J

    2018-05-01

    Examine the moderating role of perceived organizational and coworker support on the relationship between job stress and type 2 diabetes risk among employees. A cross-sectional survey was administered to employees at the workplace. One national retail organization. Baseline data were obtained from 1595 employees in 21 retail stores. Self-reported organizational and coworker support to encourage and fulfill job responsibilities and job stress. Diabetes risk was calculated using age, gender, race/ethnicity, blood pressure, physical activity, weight status, and self-reported diagnosed type 2 diabetes. Multilevel multiple regression was conducted to test the interaction effect of support on the association between job stress and diabetes risk. Mean age was 37.95 years (±12.03) and body mass index was 26.72 (±4.95). Three percent of participants reported diagnosed diabetes. Organizational support was positively associated with coworker support. Both were negatively associated with job stress. Organizational support, but not coworker support, moderated the relationship of job stress with diabetes risk. Participants with greater perceived organizational support had lower diabetes risk scores compared to those with lower perceived organizational support. Organizational support may be a key factor for workplaces to reduce stress and diabetes risk. Further testing of organizations' supportive role on employee health may be helpful in developing future workplace programs.

  10. How Do the Nurses Cope with Job Stress? A Study with Grounded Theory Approach

    Directory of Open Access Journals (Sweden)

    Rasool Eslami Akbar

    2017-09-01

    Full Text Available Introduction: Due to the adverse effects of job stress on health of nurses and the importance of coping process of nurses in management of job stress, the present study was carried out with the aim of exploring the experiences of the nurses in order to reveal the original coping process of the nurses in the case of encountering occupational stress. Methods: This qualitative study was conducted with grounded theory approach. Research participants were 15 clinical nurses and four directors of nursing. Sampling method of study were purposive and theoretical sampling. Data collection done with unstructured interviews and field notes and continued until data saturation. Data analysis was performed using the Strauss and Corbin 1998 constant comparative method. Results: The results of the analysis led to four axial concepts: "feeling stress at nursing work", "situational coping", "and the effect of personal and environmental factors in coping with job stress" and "Grey outcome of coping". The core variable in the nurse’s process of coping with job stress was "comprehensive effort to calm stressed condition". Conclusion: Explaining the basic and original psychosocial process of nurses to cope with job stress, revealed context-based nature of the coping processes that nurses adopt, which that can help in taking appropriate measures to lighten up the grey consequences of coping of nurses.

  11. Job dissatisfaction as a contributor to stress-related mental health problems among Japanese civil servants.

    Science.gov (United States)

    Tatsuse, Takashi; Sekine, Michikazu

    2013-01-01

    Although studies on the association of job dissatisfaction with mental health have been conducted in the past, few studies have dealt with the complicated links connecting job stress, job dissatisfaction, and stress-related illness. This study seeks to determine how job dissatisfaction is linked to common mental health issues. This study surveyed 3,172 civil servants (2,233 men and 939 women) in 1998, taking poor mental functioning, fatigue, and sleep disturbance as stress-related mental health problems. We examine how psychosocial risk factors at work and job dissatisfaction are associated independently with poor mental functioning, fatigue, and sleep disturbance after adjustment for other known risk factors, and how job dissatisfaction contributes to change in the degree of association between psychosocial risk factors at work and mental health problems. In general, psychosocial risk factors were independently associated with mental health problems. When adjusted for job dissatisfaction, not only was job satisfaction independently associated with mental health problems but it was also found that the association of psychosocial risk factors with mental health problems declined. Our results suggest that, although longitudinal research is necessary, attitudes toward satisfaction at work can potentially decrease the negative effects of psychosocial risk factors at work on mental health.

  12. Effects of Deployments on Homestation Job Stress and Burnout

    Science.gov (United States)

    2005-03-01

    training that may have left the deployees feeling under-prepared for the demands faced during the deployment. Upon returning to his or her homestation... face another day on the job. 01 2 3 4 5 6 7 33. I feel I am working too hard on my job. 01 2 3 4 5 6 7 34. Home station bureaucratic pressures...receive the recognitio it that I should receive. 3. There is too much bickering and fighting at w 4. I like my job better than the average

  13. The Impact of Occupational Stress on Job Satisfaction and Counterproductive Work Behaviour

    Directory of Open Access Journals (Sweden)

    Horia D. Pitariu

    2009-01-01

    Full Text Available The present economical challenges increase the level of demand and pressure on people in their workplaces, eventually affecting the efficiency of organizations. Given the relationship between job strain and individual and organizational outcomes (Robertson, 2009, the present context places an even higher importance on understanding and dealing correctly with these issues. The research at hand examines the predictive value of different occupational sources of pressure on job satisfaction and counterproductive work behaviour, using an occupational sample in the financial services field. The participants were asked to complete two questionnaires: OSI-90 (Cooper, Sloan & Williams, 1996 and Workplace Deviance Scale (Bennett & Robinson, 2000. The results indicate that stressors related to the organizational climate, the work relationships, organizational hassles and workload predict counterproductive work behaviour. Furthermore, job satisfaction was positively related to the high quality of the work relationship and low levels of tension in the organizational climate and hassles, while the level of satisfaction with the organization was associated with the work-family balance and the organizational climate. Implications for developing programs that help employees effectively cope with these sources of stress as well as recommendations for developing healthier organizations are discussed.

  14. Exploring stress levels, job satisfaction, and quality of life in a sample of police officers in Greece.

    Science.gov (United States)

    Alexopoulos, Evangelos C; Palatsidi, Vassiliki; Tigani, Xanthi; Darviri, Christina

    2014-12-01

    The ongoing economic crisis in Greece has affected both stress and quality of life (QoL) at all socioeconomic levels, including professionals in the police force. The aim of this study was to examine perceived stress, job satisfaction, QoL, and their relationships in a sample of police officers in Greece. A cross-sectional study was conducted during the first trimester of 2011 in 23 police stations in the greater Athens area. A total of 201 police officers agreed to participate (response rate 44.6%). The General Health Questionnaire-28 (GHQ-28) was used to assess general health, and the World Health Organization Quality of Life-BREF Questionnaire and Perceived Stress Scale-14 (PSS-14) questionnaires were used to assess QoL and perceived stress, respectively. The PSS and GHQ subscales and total scores exhibited strong, positive, and significant correlations coefficients (r): 0.52 for somatic disturbances, 0.56 for stress and insomnia, 0.40 for social dysfunction, and 0.37 for depression, yielding an r equal to 0.57 for the total GHQ score. A higher level of perceived stress was related to a lower likelihood of being satisfied with their job; in this regard, male participants and higher ranked officers reported lower job satisfaction. The PSS and GHQ scores were inversely, consistently, and significantly related to almost all of the QoL aspects, explaining up to 34% of their variability. Parenthood had a positive effect on QoL related to physical health, and women reported lower QoL related to psychological health. Higher levels of stress are related to an increased risk of reporting suboptimal job satisfaction and QoL. The magnitude of these associations varied depending on age, gender, and rank, highlighting the need for stress-management training.

  15. Risk Factor, Job Stress and Quality of Life in Workers With Lower Extremity Pain Who Use Video Display Terminals.

    Science.gov (United States)

    Choi, Sehoon; Jang, Seong Ho; Lee, Kyu Hoon; Kim, Mi Jung; Park, Si-Bog; Han, Seung Hoon

    2018-02-01

    To investigate the general characteristics of video display terminal (VDT) workers with lower extremity pain, to identify the risk factors of work-related lower extremity pain, and to examine the relationship between work stress and health-related quality of life. A questionnaire about the general characteristics of the survey group and the musculoskeletal symptom was used. A questionnaire about job stress used the Korean Occupational Stress Scale and medical outcome study 36-item Short Form Health Survey (SF-36) to assess health-related quality of life. There were 1,711 subjects in the lower extremity group and 2,208 subjects in the control group. Age, sex, hobbies, and feeling of loading affected lower extremity pain as determined in a crossover analysis of all variables with and without lower extremity pain. There were no statistically significant difference between the two groups in terms of job stress and SF-36 values of the pain and control groups. Job stress in VDT workers was higher than average, and the quality of life decreased as the stress increased. Factors such as younger age, women, hobbies other than exercise, and feeling of loading influenced lower extremity pain of workers. Further long-term follow-up and supplementary studies are needed to identify risk factors for future lower extremity pain, taking into account ergonomic factors such as worker's posture.

  16. The Impact of Correctional Officer Perceptions of Inmates on Job Stress

    Directory of Open Access Journals (Sweden)

    Marcos Misis

    2013-05-01

    Full Text Available Research suggests that job-related stress affects correctional officers’ attitudes toward their work environment, coworkers, and supervisors, as well as their physical and mental health; however, very few studies have examined the relationship between stress and attitudes toward inmates. This study examined the relationship between correctional officers’ levels of stress and their perceptions of inmates by surveying a sample of 501 correctional officers employed by a Southern prison system. Hierarchical multiple regression analysis was used to test the principal hypothesis of this study—that more negative perceptions of inmates would result in higher levels of stress for correctional officers. Independent variables were grouped into four groups (demographic variables, supervisory support, job characteristics, and attitudes toward inmates and were entered into the model in blocks. Lower supervisory support and perceptions of the job being dangerous were associated with higher levels of job stress. More importantly, correctional officers who saw inmates as intimidated (not arrogant and nonmanipulative reported lower levels of job stress, while officers who perceived inmates as being unfriendly, antisocial, and cold reported higher levels of stress.

  17. Health status, job stress and work-related injury among Los Angeles taxi drivers.

    Science.gov (United States)

    Wang, Pin-Chieh; Delp, Linda

    2014-01-01

    Taxi drivers work long hours for low wages and report hypertension, weight gain, and musculoskeletal pain associated with the sedentary nature of their job, stressful working conditions, and poor dietary habits. They also experience a high work-related fatality rate. The objective of this study is to examine the association of taxi drivers' health status and level of job stress with work-related injury and determine if a potential interaction exists. A survey of 309 Los Angeles taxi drivers provides basic data on health status, job stress, and work-related injuries. We further analyzed the data using a Modified Poisson regression approach with a robust error variance to estimate the relative risk (RR) and the 95% confidence intervals (CI) of work-related injuries. Focus group results supplemented and helped interpret the quantitative data. The joint effect of good health and low job stress was associated with a large reduction in the incidence of injuries, consistent with the hypothesis that health status and stress levels modify each other on the risk of work-related injury. These results suggest that the combination of stress reduction and health management programs together with changes in the stressful conditions of the job may provide targeted avenues to prevent injuries.

  18. Association between satisfaction and stress with aspects of job and practice management among primary care physicians.

    Science.gov (United States)

    Mazzaglia, Giampiero; Lapi, Francesco; Silvestri, Caterina; Roti, Lorenzo; Giustini, Saffi Ettore; Buiatti, Eva

    2009-01-01

    Reforms introduced in the last decade in Italian general practice, have contributed to the changing role of primary care physicians (PCPs) within the Italian National Health Service, with potential difficulties adapting that may lead to job stress and dissatisfaction. The present study aims to compare job satisfaction and stress levels of PCPs working in primary healthcare teams (PHCTs) with those for practitioners operating in single ambulatory offices, and to assess potential associations with aspects of job and practice management. A postal survey was conducted between January and March 2005 among PCPs working in Tuscany. Data were collected by using a structured questionnaire containing questions concerning personal, professional, job and practice characteristics. The Warr-Cook-Wall scale and the Cooper test were used to assess job satisfaction and stress, respectively. From 3043 PCPs, a response rate of 45.2% was achieved. Significant differences were found between PHCT physicians and solo practitioners in several aspects of their job. Physicians working in PHCTs appeared more satisfied in some aspects of their practice such as organisation, whereas they were less satisfied about workload and interaction with other healthcare providers. Multivariate modelling showed relevant aspects of dissatisfaction and stress, particularly the difficulties of collaboration with other healthcare providers, and access to specialised services. Reform strategies aimed at improving the quality of care among PCPs needs to take into account the contextual determinants of physician satisfaction and stress, and should highlight programmes that might be pursued to improve the integration of PCPs within the Italian National Health System.

  19. Organizational stressors associated with job stress and burnout in correctional officers: a systematic review

    Directory of Open Access Journals (Sweden)

    Finney Caitlin

    2013-01-01

    Full Text Available Abstract Background In adult correctional facilities, correctional officers (COs are responsible for the safety and security of the facility in addition to aiding in offender rehabilitation and preventing recidivism. COs experience higher rates of job stress and burnout that stem from organizational stressors, leading to negative outcomes for not only the CO but the organization as well. Effective interventions could aim at targeting organizational stressors in order to reduce these negative outcomes as well as COs’ job stress and burnout. This paper fills a gap in the organizational stress literature among COs by systematically reviewing the relationship between organizational stressors and CO stress and burnout in adult correctional facilities. In doing so, the present review identifies areas that organizational interventions can target in order to reduce CO job stress and burnout. Methods A systematic search of the literature was conducted using Medline, PsycINFO, Criminal Justice Abstracts, and Sociological Abstracts. All retrieved articles were independently screened based on criteria developed a priori. All included articles underwent quality assessment. Organizational stressors were categorized according to Cooper and Marshall’s (1976 model of job stress. Results The systematic review yielded 8 studies that met all inclusion and quality assessment criteria. The five categories of organizational stressors among correctional officers are: stressors intrinsic to the job, role in the organization, rewards at work, supervisory relationships at work and the organizational structure and climate. The organizational structure and climate was demonstrated to have the most consistent relationship with CO job stress and burnout. Conclusions The results of this review indicate that the organizational structure and climate of correctional institutions has the most consistent relationship with COs’ job stress and burnout. Limitations of the

  20. Stress Causing Factors Among Teachers in Elementary Schools and Their Relationship with Demographic and Job Characteristics

    OpenAIRE

    Agai–Demjaha, Teuta; Minov, Jordan; Stoleski, Sasho; Zafirova, Beti

    2015-01-01

    BACKGROUND: Once high levels of work-related stress among teachers were confirmed many studies concentrated on identifying and investigating key stress factors among school teachers. Unfortunately there are very few researches made on stress causing factors among teachers in Republic of Macedonia. AIM: To determine the most frequent stress causing factors among teachers in elementary schools and to investigate their relationship with demographic and job characteristics. METHODOLOGY: W...

  1. The Relationship Between Job Stress, Job Satisfaction, and the Symptom Checklist-90-Revision (SCL-90-R in Marine Officers on Board

    Directory of Open Access Journals (Sweden)

    Jae Hee Kim

    2016-11-01

    Full Text Available Objectives This study was conducted to investigate the relationships among job stress, job satisfaction, and mental health in marine officers. Methods The researchers gathered data on marine officers working at a harbor in Chungcheong Province, South Korea, using a self-reported questionnaire. Mental health was measured by the Symptom Checklist-90-Revision (SCL-90-R, and general characteristics including socioeconomic factors, job stress, and job satisfaction were measured by structured questionnaires. Multiple regression analysis was performed to investigate the relationships among job stress, job satisfaction, and mental health status according to the symptom dimensions of the SCL-90-R. Results Among the marine officers, obsessive-compulsive behavior, depression, and somatization were the most problematic symptoms. Those who reported poor health, low job satisfaction, and high job stress had a higher prevalence of psychoticism, somatization, depression, anxiety, and phobic anxiety. Conclusions An occupational health system should be introduced that would regularly check the mental health of marine officers in charge of ships and sailors, in order to help reduce their stress levels, enhance their job satisfaction, and thereby improve their mental health.

  2. Job Stress and Related Factors Among Iranian Male Staff Using a Path Analysis Model.

    Science.gov (United States)

    Azad-Marzabadi, Esfandiar; Gholami Fesharaki, Mohammad

    2016-06-01

    In recent years, job stress has been cited as a risk factor for some diseases. Given the importance of this subject, we established a new model for classifying job stress among Iranian male staff using path analysis. This cross-sectional study was done on male staff in Tehran, Iran, 2013. The participants in the study were selected using a proportional stratum sampling method. The tools used included nine questionnaires (1- HSE questionnaire; 2- GHQ questionnaire; 3- Beck depression inventory; 4- Framingham personality type; 5- Azad-Fesharaki's physical activity questionnaire; 6- Adult attachment style questionnaire; 7- Azad socioeconomic questionnaire; 8- Job satisfaction survey; and 9- demographic questionnaire). A total of 575 individuals (all male) were recruited for the study. Their mean (±SD) age was 33.49 (±8.9) and their mean job experience was 12.79 (±8.98) years. The pathway of job stress among Iranian male staff showed an adequate model fit (RMSEA=0.021, GFI=0.99, AGFI=0.97, P=0.136). In addition, the total effect of variables like personality type (β=0.283), job satisfaction (β=0.287), and age (β=0.108) showed a positive relationship with job stress, while variables like general health (β=-0.151) and depression (β=-0.242) showed the reverse effect on job stress. According to the results of this study, we can conclude that our suggested model is suited to explaining the pathways of stress among Iranian male staff.

  3. Affective temperament, job stress and professional burnout in nurses and civil servants.

    Science.gov (United States)

    Jaracz, Marcin; Rosiak, Izabela; Bertrand-Bucińska, Anna; Jaskulski, Maciej; Nieżurawska, Joanna; Borkowska, Alina

    2017-01-01

    The risk of professional burnout is constituted by job-related as well as individual factors. The latter involve affective temperament, which influences the perception of job-related stress. The aim of the present study was to assess the affective temperament, the level of job stress and professional burnout, as well as the relationships between these variables, in public servants and nurses. 100 civil servants and 100 nurses were enrolled in the study. Affective temperament and burnout were assessed by means of TEMPS-A and MBI questionnaires, respectively. To measure the level of job-related stress, we have designed a 6-item self-reported questionnaire, which considered stressors common for both professions. Compared to the civil servants, nurses showed higher rate of anxious temperament and experienced greater intensity of job-related stress. The groups did not differ in the intensity of burnout symptoms. The rates of cyclothymic and anxious temperaments correlated with the intensity of stress, and burnout symptoms in the group of nurses. Within the civil servants group, the level of stress correlated with intensity of burnout, however no correlations with affective temperament were observed. The regression analysis performed in both groups revealed the significant effect of stress and cyclothymic temperament on burnout, while the effect of anxious temperament was not significant. Cyclothymic and anxious temperaments are related to the level of experienced job stress and the risk of burnout. In professions like nursing, where employees show elevated rates of these temperaments, burnout prevention and stress management education is of particular importance.

  4. Affective temperament, job stress and professional burnout in nurses and civil servants.

    Directory of Open Access Journals (Sweden)

    Marcin Jaracz

    Full Text Available The risk of professional burnout is constituted by job-related as well as individual factors. The latter involve affective temperament, which influences the perception of job-related stress. The aim of the present study was to assess the affective temperament, the level of job stress and professional burnout, as well as the relationships between these variables, in public servants and nurses.100 civil servants and 100 nurses were enrolled in the study. Affective temperament and burnout were assessed by means of TEMPS-A and MBI questionnaires, respectively. To measure the level of job-related stress, we have designed a 6-item self-reported questionnaire, which considered stressors common for both professions.Compared to the civil servants, nurses showed higher rate of anxious temperament and experienced greater intensity of job-related stress. The groups did not differ in the intensity of burnout symptoms. The rates of cyclothymic and anxious temperaments correlated with the intensity of stress, and burnout symptoms in the group of nurses. Within the civil servants group, the level of stress correlated with intensity of burnout, however no correlations with affective temperament were observed. The regression analysis performed in both groups revealed the significant effect of stress and cyclothymic temperament on burnout, while the effect of anxious temperament was not significant.Cyclothymic and anxious temperaments are related to the level of experienced job stress and the risk of burnout. In professions like nursing, where employees show elevated rates of these temperaments, burnout prevention and stress management education is of particular importance.

  5. A study of job stress and burnout and related factors in the hospital personnel of Iran

    Science.gov (United States)

    Abarghouei, Mohammad Reza; Sorbi, Mohammad Hossein; Abarghouei, Mehdi; Bidaki, Reza; Yazdanpoor, Shirin

    2016-01-01

    Introduction Job stress has become one of the main factors in reducing efficiency and the loss of human resources that may cause physical and psychological adverse effects in employees. Hospital personnel are facing different stressful events, such as birth, pain and death, in a single day. Hence, identifying the job stress rates and related factors may be effective in offering proper strategies. Therefore, the present research was done to study the rate of job stress and burnout in hospital personnel and compare some of the related factors in hospitals personnel of Yazd, Iran. Methods This cross-sectional study was conducted on 306 hospital personnel (Male: 114, Female: 192) in Yazd in 2015–16. The data were collected using a demographic questionnaire, Maslach Burnout Inventory (MBI), and Hospital Stress (HSS-35). SPSS-16 software and Pearson-product moment correlation and independent-samples t-test were used for data analysis. Results The mean job stress score was above average. The mean burnout dimensions that were above average included emotional exhaustion (21.7 ± 7.27), depersonalization (9.61 ± 3.74) and personal accomplishment (26.80 ± 6.17). While Pearson correlation revealed a significant positive relationship between job stress, emotional exhaustion, and depersonalization, there was a negative relationship between job stress and personal accomplishment (p hospital personnel is worrying and it has adverse effects on personnel health, effective strategies on physical and mental health, such as employment support and stress management training, seem crucial to enhance physical and psychological health of hospital personnel. PMID:27648189

  6. A modified model of pharmacists' job stress: the role of organizational, extra-role, and individual factors on work-related outcomes.

    Science.gov (United States)

    Gaither, Caroline A; Kahaleh, Abir A; Doucette, William R; Mott, David A; Pederson, Craig A; Schommer, Jon C

    2008-09-01

    Understanding the effects of job stress continues to be a concern for health-care providers as workload and personnel needs increase. The overall objective of this study was to test a direct effects model of job stress that examines the characteristics of the organizational environment (interpersonal interactions, environmental aspects, the level of compensation and advancement, role stress, and availability of alternative jobs); extra-role factors (work-home conflict); job stress; individual factors (career commitment); and the work-related psychological outcomes of job satisfaction, organizational commitment, and job turnover intention. A cross-sectional mail survey was sent to a nationwide random sample of 4895 licensed pharmacists in the United States. Previously validated summated Likert-type scales measured each of the study variables. Data analyses included descriptive statistics, and exploratory and confirmatory factor analyses. Structural equation modeling was used to estimate the final model. A response rate of 46% was achieved. Psychometric analyses indicated acceptable reliability and validity. The study model fit the data well (CFI[comparative fit index] = 0.90, RMSEA[root mean square error of approximation] = 0.05). Organizational factors in the form of role overload (standardized beta = 0.45) and conflict (0.31) and ease of finding a job with better interpersonal characteristics (0.26) had the largest effects on job stress. Interpersonal characteristics were also one of the strongest predictors of job satisfaction (-0.61) and organizational commitment (-0.70). Work-home conflict directly affected job turnover intention (0.11) and career commitment (-0.16). Other significant, but sometimes, opposite direct effects were found. Job satisfaction and organizational commitment directly affected job turnover intention. Given the increased demand for pharmacy services, health-care organizations will benefit from increasing positive and reducing negative work

  7. Job Stress and Dyadic Synchrony in Police Marriages: A Preliminary Investigation

    Science.gov (United States)

    ROBERTS, NICOLE A.; LEONARD, RACHEL C.; BUTLER, EMILY A.; LEVENSON, ROBERT W.; KANTER, JONATHAN W.

    2015-01-01

    Despite reports documenting adverse effects of stress on police marriages, few empirical studies focus on actual emotional behaviors of officers and spouses. In this preliminary investigation, 17 male police officers and their nonpolice wives completed daily stress diaries for 1 week and then participated in a laboratory-based discussion about their respective days. Conversations were video-recorded and coded for specific emotional behaviors reflecting hostility and affection, which are strong predictors of marital outcomes. We examined associations between officers’ job stress (per diaries and the Police Stress Survey) and couples’ emotional behavior (mean levels and behavioral synchrony) using a dyadic repeated measures design capitalizing on the large number of observations available for each couple (1020 observations). When officers reported more job stress, they showed less hostility, less synchrony with their wives’ hostility, and more synchrony with their wives’ affection; their wives showed greater synchrony with officers’ hostility and less synchrony with officers’ affection. Therefore, for officers, greater job stress was associated with less behavioral negativity, potentially less attunement to wives’ negativity, but potentially greater attunement to wives’ affection—perhaps a compensatory strategy or attempt to buffer their marriage from stress. These attempts may be less effective, however, if, as our synchrony findings may suggest, wives are focusing on officers’ hostility rather than affection. Although it will be important to replicate these results given the small sample, our findings reveal that patterns of behavioral synchrony may be a key means to better understand how job stress exacts a toll on police marriages. PMID:23763686

  8. Role Stress Revisited: Job Structuring Antecedents, Work Outcomes, and Moderating Effects of Locus of Control

    Science.gov (United States)

    Conley, Sharon; You, Sukkyung

    2014-01-01

    A previous study examined role stress in relation to work outcomes; in this study, we added job structuring antecedents to a model of role stress and examined the moderating effects of locus of control. Structural equation modeling was used to assess the plausibility of our conceptual model, which specified hypothesized linkages among teachers'…

  9. [Relationship of personality with job burnout and psychological stress risk in clinicians].

    Science.gov (United States)

    Huang, Lei; Zhou, Dinglun; Yao, Yongcheng; Lan, Yajia

    2015-02-01

    To analyze the job burnout and mental health status of clinicians and the relationship of personality with job burnout and psychological stress, and to investigate the direct or indirect effects of personality on psychological stress. Maslach Burnout Inventory-General Survey (MBI-GS), Eysenck Personality Questionnaire-Revised Short Scale (EPQ-RSC), and Kessler 10 Scale were administered to 775 clinicians. Of all clinicians, 29.5% had mild burnout, with a score of 22.7 ± 8.18 for psychological stress risk. The effect of personality on emotional exhaustion and cynicism was greater than that on personal accomplishment. Clinicians with a personality of introversion, neuroticism, and psychoticism suffered a higher risk of psychological stress. Personality had both direct and indirect effects on psychological stress. Neuroticism had the strongest effect on psychological stress, with an effect size of 0.55. Clinicians have a high level of both job burnout and mental psychological stress risk. Personality is significantly correlated with job burnout and psychological stress risk. Measures depending on personality should be taken for effective intervention.

  10. Job-Related Stress, Personality, Social Support and Burnout among College of Education Lecturers

    Science.gov (United States)

    Salami, Samuel O.

    2010-01-01

    The main purpose of this study was to investigate the relationship of job stress, personality and social support to burnout among college of education lecturers. The second purpose was to examine the extent to which personality and social support can buffer the negative effects of stress on burnout. Design/methodology/approach--Survey methodology…

  11. Relation of Organizational Structure to Job Satisfaction, Anxiety-Stress, and Performance

    Science.gov (United States)

    Ivancevich, John M.; Donnelly, James H., Jr.

    1975-01-01

    Reports on the relationship between organizational shape or structure (tall, medium, and flat) and job satisfaction, anxiety-stress, and performance. Indicates that salesmen in flat organizations perceive more autonomy and more satisfaction with respect to self-actualization, perceive lower amounts of anxiety-stress, and perform more efficiently.…

  12. The Associations of Job Stress and Organizational Identification with Job Satisfaction among Chinese Police Officers: The Mediating Role of Psychological Capital

    Directory of Open Access Journals (Sweden)

    Lu Lu

    2015-11-01

    Full Text Available Police officers’ job satisfaction is an important issue for police force management, but insufficient research exists on the topic, especially in China. This study aimed to examine the associations of job stress and organizational identification with job satisfaction among Chinese police officers, and particularly the mediating role of psychological capital (PsyCap. A cross-sectional study was conducted in Liaoning Province of China during the period of September–October 2014. A set of self-administered questionnaires was distributed to 2514 police officers, and complete responses were obtained from 2226 participants. The associations among variables in relation to job satisfaction were validated by structural equation modeling. Job stress was negatively associated with job satisfaction, while organizational identification and PsyCap were positively associated with job satisfaction among Chinese police officers. PsyCap mediated the associations of job stress and organizational identification with job satisfaction. Interventions to improve Chinese police officers’ job satisfaction should be developed in the future, especially the enhancement of PsyCap.

  13. The Associations of Job Stress and Organizational Identification with Job Satisfaction among Chinese Police Officers: The Mediating Role of Psychological Capital.

    Science.gov (United States)

    Lu, Lu; Liu, Li; Sui, Guoyuan; Wang, Lie

    2015-11-30

    Police officers' job satisfaction is an important issue for police force management, but insufficient research exists on the topic, especially in China. This study aimed to examine the associations of job stress and organizational identification with job satisfaction among Chinese police officers, and particularly the mediating role of psychological capital (PsyCap). A cross-sectional study was conducted in Liaoning Province of China during the period of September-October 2014. A set of self-administered questionnaires was distributed to 2514 police officers, and complete responses were obtained from 2226 participants. The associations among variables in relation to job satisfaction were validated by structural equation modeling. Job stress was negatively associated with job satisfaction, while organizational identification and PsyCap were positively associated with job satisfaction among Chinese police officers. PsyCap mediated the associations of job stress and organizational identification with job satisfaction. Interventions to improve Chinese police officers' job satisfaction should be developed in the future, especially the enhancement of PsyCap.

  14. The Associations of Job Stress and Organizational Identification with Job Satisfaction among Chinese Police Officers: The Mediating Role of Psychological Capital

    Science.gov (United States)

    Lu, Lu; Liu, Li; Sui, Guoyuan; Wang, Lie

    2015-01-01

    Police officers’ job satisfaction is an important issue for police force management, but insufficient research exists on the topic, especially in China. This study aimed to examine the associations of job stress and organizational identification with job satisfaction among Chinese police officers, and particularly the mediating role of psychological capital (PsyCap). A cross-sectional study was conducted in Liaoning Province of China during the period of September–October 2014. A set of self-administered questionnaires was distributed to 2514 police officers, and complete responses were obtained from 2226 participants. The associations among variables in relation to job satisfaction were validated by structural equation modeling. Job stress was negatively associated with job satisfaction, while organizational identification and PsyCap were positively associated with job satisfaction among Chinese police officers. PsyCap mediated the associations of job stress and organizational identification with job satisfaction. Interventions to improve Chinese police officers’ job satisfaction should be developed in the future, especially the enhancement of PsyCap. PMID:26633436

  15. The impact of role stress on workers' behaviour through job satisfaction and organizational commitment.

    Science.gov (United States)

    Antón, Concha

    2009-06-01

    Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well-being of workers and the functioning of organizations. An individual's experience of receiving incompatible or conflicting requests (role conflict) and/or the lack of enough information to carry out his/her job (role ambiguity) are causes of role stress. According to previous theory, role ambiguity and conflict decrease workers' performance and are positively related to the probability of workers leaving the organization. Job satisfaction refers to a positive evaluation of a job, while organizational commitment refers to an employee's attachment to the organization. The affective dimensions of organizational commitment and job satisfaction are considered to be important predictors of turnover intention, absenteeism, and job performance. In the literature, role conflict and ambiguity have been proposed as determining factors of workers' job satisfaction and their commitment towards the organization. The role of job satisfaction and organizational commitment were analysed as variables that should mediate between role ambiguity and conflict and employees' behaviour. The hypotheses were confirmed by means of path analysis carried out with data obtained from a sample of Spanish blue-collar workers employed by a bus company and a water supply company. Role stressors were negatively related to affective commitment mediated through job satisfaction. Affective commitment to the organization exerted a positive influence on performance and reduces the withdrawal behaviour analysed— intention to leave and absenteeism—although the strongest predictor of intention to leave was, in this study, job satisfaction.

  16. Periodontitis and increase in circulating oxidative stress

    Directory of Open Access Journals (Sweden)

    Takaaki Tomofuji

    2009-05-01

    Full Text Available Reactive oxygen species (ROS are products of normal cellular metabolism. However, excessive production of ROS oxidizes DNA, lipids and proteins, inducing tissue damage. Studies have shown that periodontitis induces excessive ROS production in periodontal tissue. When periodontitis develops, ROS produced in the periodontal lesion diffuse into the blood stream, resulting in the oxidation of blood molecules (circulating oxidative stress. Such oxidation may be detrimental to systemic health. For instance, previous animal studies suggested that experimental periodontitis induces oxidative damage of the liver and descending aorta by increasing circulating oxidative stress. In addition, it has been revealed that clinical parameters in chronic periodontitis patients showed a significant improvement 2 months after periodontal treatment, which was accompanied by a significant reduction of reactive oxygen metabolites in plasma. Improvement of periodontitis by periodontal treatment could reduce the occurrence of circulating oxidative stress. Furthermore, recent studies indicate that the increase in circulating oxidative stress following diabetes mellitus and inappropriate nutrition damages periodontal tissues. In such cases, therapeutic approaches to systemic oxidative stress might be necessary to improve periodontal health.

  17. [Job stress in locomotive attendants in a locomotive depot and related influencing factors].

    Science.gov (United States)

    Kang, L; Jia, X C; Lu, F; Zhou, W H; Chen, R

    2017-10-20

    Objective: To investigate the current status of job stress in locomotive attendants in a locomotive depot and related influencing factors. Methods: From 2012 to 2013, cluster sampling was used to select 1500 locomotive attendants in a locomotive depot in Zhengzhou Railway Bureau as respondents.The contents of the investigation included general data and occupational information.A job satisfaction questionnaire was used to investigate the degree of satisfaction, a depression scale was used to investigate the frequency of symptoms, and a daily stress scale was used to investigate the frequency of fatigue and stress. Results: There was a significant difference in depression score between locomotive attendants with different ages, working years, degrees of education, working situations of spouse, total monthly family incomes, numbers of times of attendanceat night, monthly numbers of times of attendance,ormonthly attendance times( P job satisfaction score between locomotive attendants with different ages,working years, degrees of education, working situations of spouse, total monthly family incomes, numbers of times of attendance at night, monthly attendance times,or ways to work( P job satisfaction( β =1.546)and monthly number of times of attendance,working years,attendance time at night,and degree of education were negatively correlated with job satisfaction( β =-0.185,-0.097,-0.020,and -1.106); monthly number of times of attendance andcommute time were positively correlated with depression( β =0.243 and 0.029); attendance time at night,working situation of spouse,commute time,monthly number of times of attendance,degree of education,and working years were positively correlated with daily stress( β =0.006,0.473,0.010,0.043,0.585, and 0.028). Conclusion: Number of times of attendance, attendance time,working years,and spouse are influencing factors for job stress in locomotive attendants. Improvement in work process and care for their personal life help to reduce

  18. Work Related Stress, Burnout, Job Satisfaction and General Health of Nurses

    Directory of Open Access Journals (Sweden)

    Natasha Khamisa

    2015-01-01

    Full Text Available Gaps in research focusing on work related stress, burnout, job satisfaction and general health of nurses is evident within developing contexts like South Africa. This study identified the relationship between work related stress, burnout, job satisfaction and general health of nurses. A total of 1200 nurses from four hospitals were invited to participate in this cross-sectional study (75% response rate. Participants completed five questionnaires and multiple linear regression analysis was used to determine significant relationships between variables. Staff issues are best associated with burnout as well as job satisfaction. Burnout explained the highest amount of variance in mental health of nurses. These are known to compromise productivity and performance, as well as affect the quality of patient care. Issues, such as security risks in the workplace, affect job satisfaction and health of nurses. Although this is more salient to developing contexts it is important in developing strategies and intervention programs towards improving nurse and patient related outcomes.

  19. Work Related Stress, Burnout, Job Satisfaction and General Health of Nurses

    Science.gov (United States)

    Khamisa, Natasha; Oldenburg, Brian; Peltzer, Karl; Ilic, Dragan

    2015-01-01

    Gaps in research focusing on work related stress, burnout, job satisfaction and general health of nurses is evident within developing contexts like South Africa. This study identified the relationship between work related stress, burnout, job satisfaction and general health of nurses. A total of 1200 nurses from four hospitals were invited to participate in this cross-sectional study (75% response rate). Participants completed five questionnaires and multiple linear regression analysis was used to determine significant relationships between variables. Staff issues are best associated with burnout as well as job satisfaction. Burnout explained the highest amount of variance in mental health of nurses. These are known to compromise productivity and performance, as well as affect the quality of patient care. Issues, such as security risks in the workplace, affect job satisfaction and health of nurses. Although this is more salient to developing contexts it is important in developing strategies and intervention programs towards improving nurse and patient related outcomes. PMID:25588157

  20. Work related stress, burnout, job satisfaction and general health of nurses.

    Science.gov (United States)

    Khamisa, Natasha; Oldenburg, Brian; Peltzer, Karl; Ilic, Dragan

    2015-01-12

    Gaps in research focusing on work related stress, burnout, job satisfaction and general health of nurses is evident within developing contexts like South Africa. This study identified the relationship between work related stress, burnout, job satisfaction and general health of nurses. A total of 1200 nurses from four hospitals were invited to participate in this cross-sectional study (75% response rate). Participants completed five questionnaires and multiple linear regression analysis was used to determine significant relationships between variables. Staff issues are best associated with burnout as well as job satisfaction. Burnout explained the highest amount of variance in mental health of nurses. These are known to compromise productivity and performance, as well as affect the quality of patient care. Issues, such as security risks in the workplace, affect job satisfaction and health of nurses. Although this is more salient to developing contexts it is important in developing strategies and intervention programs towards improving nurse and patient related outcomes.

  1. Neuroticism, work demands, work-family conflict and job stress consequences

    Directory of Open Access Journals (Sweden)

    Bogusława Halina Lachowska

    2014-06-01

    Full Text Available Background: The objective of the study was to the determine of neuroticism, requirements of the labor market and work-family conflict while exploring consequences of various aspects of job stress in occupationally active parents. Material and Methods: The investigations covered 159 females and 154 males from families where both parents are occupationally active and bring up at least one child aged up to 12 years. The following consequences of occupational stress were analyzed: the state of psychological health self-reported by the employees (symptoms of somatic disorders, anxiety and insomnia, functioning disorders, symptoms of depression, global distress, as well as distress experienced at work, employee intention to turnover, and job satisfaction. Results: The importance of neuroticism, work demands, and work-family conflict varies when explaining individual consequences of job stress. Of all the predictors analyzed, neuroticism is significantly correlated with the majority of consequences. Having considered the importance of work-family conflict, the role of work demands in understanding various consequences of job stress is much lower or even statistically insignificant. Conclusions: The construction of complex theoretical models, taking account of a wide range of factors related with the sphere of occupational activity, the role of work-family conflict and individual factors, allow for a better understanding of the determinants of job stress and its consequences. Med Pr 2014;65(3:387–398

  2. Predicting Job Stress Based on Elements of Coping Styles in Nurses

    Directory of Open Access Journals (Sweden)

    Mansoureh Nezari Sedeh

    2016-07-01

    Full Text Available Using coping methods can help to dominate on physical, mental, and social relationships, individual contradiction problems, and can be considered as one of effective factors in general and mental health of nurses. The objective of the present research is predicting job stress based on elements of coping styles in nurses. By correlative methodology for this research, 120 female20-45 years old nurses in Tehran city were selected by simple random sampling method based on Cochran formula. The research instrument includes job stress questionnaire and coping style questionnaire of Lazzarus & Folkman; the Pearson correlation coefficient test, and linear regression were used to test hypotheses and generalize the obtained information from tests. Findings showed that participants’ scores were near normal range and Cronbach’s alpha coefficient was 0.58 which indicated scores internal consistency. The obtained results showed that coping elements in 0.05 significant level with f-value of 12.403 significantly predicted job stress. In addition, regression coefficient among support, responsibility, and managerial solution elements was negative and positive with two other relationships including job stress and escape-avoidance. Therefore, it can be concluded that elements of support, responsibility, escape-avoidance, and managerial solution significantly predict nurses’ job stress among coping elements.

  3. [Neuroticism, work demands, work-family conflict and job stress consequences].

    Science.gov (United States)

    Lachowska, Bogusława Halina

    2014-01-01

    The objective of the study was to the determine of neuroticism, requirements of the labor market and work-family conflict while exploring consequences of various aspects of job stress in occupationally active parents. The investigations covered 159 females and 154 males from families where both parents are occupationally active and bring up at least one child aged up to 12 years. The following consequences of occupational stress were analyzed: the state of psychological health self-reported by the employees (symptoms of somatic disorders, anxiety and insomnia, functioning disorders, symptoms of depression, global distress), as well as distress experienced at work, employee intention to turnover, and job satisfaction. The importance of neuroticism, work demands, and work-family conflict varies when explaining individual consequences of job stress. Of all the predictors analyzed, neuroticism is significantly correlated with the majority of consequences. Having considered the importance of work-family conflict, the role of work demands in understanding various consequences of job stress is much lower or even statistically insignificant. The construction of complex theoretical models, taking account of a wide range of factors related with the sphere of occupational activity, the role of work-family conflict and individual factors, allow for a better understanding of the determinants of job stress and its consequences.

  4. Job stress and family social behavior: the moderating role of neuroticism.

    Science.gov (United States)

    Wang, Shu-wen; Repetti, Rena L; Campos, Belinda

    2011-10-01

    We investigated the role of neuroticism in the associations between job stress and working adults' social behavior during the first hour after work with their spouse and school-age children. Thirty dual-earner families were videotaped in their homes on two weekday afternoons and evenings. An observational coding system was developed to assess behavioral involvement and negative emotion expression. Participants also completed self-report measures of job stressors and trait neuroticism. There were few overall associations between job stress and social behavior during the first hour adults were at home with their spouse and school-age children. However, significant moderator effects indicated that linkages between work experiences and family behavior varied for men who reported different levels of trait neuroticism, which captures a dispositional tendency toward emotional instability. Among men who reported high neuroticism, job stress was linked to more active and more negative social behavior. Conversely, for men reporting low neuroticism, job stress was related to less talking and less negative emotion. These patterns were not found for the women in the study. The findings suggest that when work is stressful, men who are higher on neuroticism (i.e., less emotionally stable) may show a negative spillover effect, whereas men who are lower on neuroticism (i.e., more emotionally stable) may withdraw from social interactions. (PsycINFO Database Record (c) 2011 APA, all rights reserved).

  5. Work stress and job satisfaction in hospital-based home care.

    Science.gov (United States)

    Beck-Friis, B; Strang, P; Sjödén, P O

    1991-01-01

    The entire staff of the hospital-based home care (HBHC) at Motala (n = 35) participated in a study concerning work stress and job satisfaction. A significant number of the patients in the HBHC have advanced malignancies and most of them are terminally ill. A total of 219 questions about stress and job satisfaction were asked in a self-administered questionnaire. Only 3%-17% of the staff often or very often experienced stress factors such as high expectations, confusing orders, or lack of information. Instead, a majority stated that they often/very often experienced different aspects of job satisfaction, such as meaningfulness, security, and stimulation. Staff members stating that they often were proud/very proud of their jobs, members feeling that their skill and experience were needed, as well as staff members who often received praise from their superiors, were less prone to look for other jobs (p less than 0.01, p less than 0.05, and p less than 0.05, respectively). Those who often/very often were allowed to take initiatives of their own more often regarded their jobs as non-monotonous (p less than 0.05) and stimulating to their personal development (p less than 0.001). Despite demanding jobs with severely ill patients, most of the staff gave high ratings for different aspects of job satisfaction. This positive spirit was also reflected in the exceptionally low job turnover among them. Possible explanations may be a careful selection of personnel and an organization which both stimulates the staff's own initiatives and provides support when necessary.

  6. Stress, burnout, and job dissatisfaction in mental health workers.

    Science.gov (United States)

    Rössler, Wulf

    2012-11-01

    As the industrial world has transformed toward a service economy, a particular interest has developed in mental health problems at the workplace. The risk for burnout is significantly increased in certain occupations, notably for health care workers. Beyond the effects of an extensive workload, many working hours, or long night shifts, the medical field has specific stressors. Physicians work in emotionally demanding environments with patients, families, or other medical staff. They must make quick decisions while faced with a quite frequent information overload. All of these stressors have to be weighed against a rapidly changing organizational context within medicine. Today, economics objectives have priority over medical values in health care. In principal, mental health workers should experience similar work stressors and the same contextual factors as health professionals from other medical disciplines. However, several studies have identified stressors that are unique to the psychiatric profession. These challenges range from the stigma of this profession, to particularly demanding relationships with patients and difficult interactions with other mental health professionals as part of multidisciplinary teams to personal threats from violent patients. Other sources of stress are a lack of positive feedback, low pay, and a poor work environment. Finally, patient suicide is a major stressor, upon which a majority of mental health workers report post-traumatic stress symptoms.

  7. Differences in job stress experienced by female and male Japanese psychiatric nurses.

    Science.gov (United States)

    Yada, Hironori; Abe, Hiroshi; Omori, Hisamitsu; Matsuo, Hisae; Masaki, Otsubo; Ishida, Yasushi; Katoh, Takahiko

    2014-10-01

    In psychiatric nursing, female nurses tend to spend more time building rapport with patients and developing cooperative working relationships with colleagues; they encounter more sexual harassment by patients. In contrast, male nurses respond to aggressive patients and tend to resist physically caring for female patients; they encounter more physical and verbal assault from patients. These gender differences might result in differences in job-related stress. We quantitatively examined gender differences in psychiatric nurses' job stress. The Psychiatric Nurse Job Stressor Scale and the Stress Reaction Scale of the Brief Job Stress Questionnaire were administered to 159 female and 85 male Japanese psychiatric nurses. The results indicated that female nurses had significantly higher stress levels than males related to psychiatric nursing ability, attitude towards nursing, and stress reactions of fatigue and anxiety. Moreover, the factors affecting stress reactions differed somewhat between sexes. In particular, male nurses reported that greater irritability was affected by patients' attitudes. Their anxiety and somatic symptoms were affected by their attitude towards nursing, and depressed mood was affected by psychiatric nursing ability. Knowledge of these differences can lead to better mental health-care interventions for psychiatric nurses. © 2014 Australian College of Mental Health Nurses Inc.

  8. An investigation of coping strategies associated with job stress in teachers.

    Science.gov (United States)

    Griffith, J; Steptoe, A; Cropley, M

    1999-12-01

    School teaching is regarded as a stressful occupation, but the perception of the job as stressful may be influenced by coping responses and social support. To assess the associations between teacher stress, psychological coping responses and social support, taking into account the plaintive set engendered by negative affectivity. Questionnaire survey of 780 primary and secondary school teachers (53.5% response rate). In stepwise multiple regression, social support at work and the coping responses behavioural disengagement and suppression of competing activities predicted job stress independently of age, gender, class size, occupational grade and negative affectivity. High job stress was associated with low social support at work and greater use of coping by disengagement and suppression of competing activities. It is suggested that behavioural disengagement and suppression of competing activities are maladaptive responses in a teaching environment and may actually contribute to job stress. Coping and social support not only moderate the impact of stressors on well-being but influence the appraisal of environmental demands as stressful.

  9. Evaluation of Pressure Pain Threshold as a Measure of Perceived Stress and High Job Strain

    DEFF Research Database (Denmark)

    Hven, Lisbeth; Frost, Poul; Bonde, Jens Peter Ellekilde

    2017-01-01

    pressure pain algometry measurements of PPT on the trapezius and supraspinatus muscles and the tibia. Associations of stress symptoms and job strain with PPT of each site was analyzed for men and women separately with adjustment for age body mass index, and discomfort in the anatomical region closest...... to the point of pressure algometry using multivariable linear regression. RESULTS: We found significant inverse associations between perceived stress and PPT in both genders in models adjusting for age and body mass index: the higher level of perceived stress, the lower the threshold. For job strain...... associations between perceived stress and PPT, the discriminative capability of PPT to distinguish individuals with and without stress is low. PPT measured by pressure algometry seems not applicable as a diagnostic tool of a state of mental stress....

  10. Professional burnout, stress and job satisfaction of nursing staff at a university hospital

    OpenAIRE

    Silvia Portero de la Cruz; Manuel Vaquero Abellán

    2015-01-01

    OBJECTIVES: to describe the social and work characteristics of the nursing staff at a tertiary hospital in the Public Health Service of Andaluc?a, to assess the degree of professional professional burnout and job satisfaction of those professionals and to study the possible relation between the professional burnout variables and the stress and job satisfaction levels on the one hand and social and employment variables on the other. METHOD: descriptive and cross-sectional study in a sample of ...

  11. Role Stress and Work Engagement as Antecedents of Job Satisfaction: Results From Portugal

    Directory of Open Access Journals (Sweden)

    Daniel Moura

    2014-05-01

    Full Text Available With more organizations looking for employees who take initiative and respond creatively to the challenges of the job, engagement becomes important at both individual and organizational levels. Engaged employees are generally more satisfied with their work, committed and effective at work. According to the JDR model (Schaufeli & Bakker, 2004, engagement may be produced by two types of working conditions: job demands (i.e., role stress and job resources (i.e., self-efficacy. This study examines the role of role stress (role ambiguity and role conflict and work engagement as antecedents of job satisfaction. A cross sectional study using online questionnaires was conducted. The sample consisted of 312 Portuguese workers. Hierarchical multiple regressions analyses have revealed that job satisfaction was significantly predicted by role conflict and work engagement. Results support JDR model by showing that positive outcomes, such as job satisfaction, may be predicted by motivational process and job demands. On a practical level, JDR model provides a framework for understanding motivating workplaces and engaged and satisfied employees.

  12. What Differentiates Employees' Job Performance Under Stressful Situations: The Role of General Self-Efficacy.

    Science.gov (United States)

    Lu, Chang-Qin; Du, Dan-Yang; Xu, Xiao-Min

    2016-10-02

    The aim of this research is to verify the two-dimensional challenge-hindrance stressor framework in the Chinese context, and investigate the moderating effect of general self-efficacy in the stress process. Data were collected from 164 Chinese employee-supervisor dyads. The results demonstrated that challenge stressors were positively related to job performance while hindrance stressors were negatively related to job performance. Furthermore, general self-efficacy strengthened the positive relationship between challenge stressors and job performance, whereas the attenuating effect of general self-efficacy on the negative relationship between hindrance stressors and job performance was nonsignificant. These findings qualify the two-dimensional challenge-hindrance stressor framework, and support the notion that employees with high self-efficacy benefit more from the positive effect of challenge stressors in the workplace. By investigating the role of an individual difference variable in the challenge-hindrance stressor framework, this research provides a more accurate picture of the nature of job stress, and enhances our understanding of the job stressor-job performance relationship.

  13. Job stress dimension and work-related musculoskeletal disorders among southeast Nigerian physiotherapists.

    Science.gov (United States)

    Abaraogu, Ukachukwu Okoroafor; Ezema, Charles Ikechukwu; Nwosu, Chinenye Kosisochukwu

    2017-09-01

    Although publications describe physical demands of the job in the physiotherapy profession, there is a dearth of literature on job stress dimensions (JSDs), and their relationship to work-related musculoskeletal disorders (WMSDs). To investigate JSDs and their relationship to WMSDs among physiotherapists currently practicing in southeast Nigeria. A cross-sectional study using items related to the Job Content Questionnaire and the Nordic musculoskeletal questionnaire. Data were summarized with descriptive statistics, and the relationship between WMSDs and JSDs was analyzed with the Mann-Whitney U test. A total of 126 physiotherapists responded. There were high levels of stress in most of the job dimensions investigated: 82.1% and 22.8% of the physiotherapists had WMSDs in at least one body region in the last 12 months and the last 7 days respectively. The lower back was the most commonly affected in both periods. No specific domain was related to development of WMSDs. Over 80% of physiotherapists in southeast Nigeria have WMSDs. However, despite high levels of physical demands on the job, physiotherapists have job control and good social support. Intervention programs aimed at reducing WMSDs in physiotherapists should focus on risk factors that target the physical demands of the job.

  14. gender and school types as factors responsible for job stress

    African Journals Online (AJOL)

    Emeka Egbochuku

    public Universities should be looked into so that all factors responsible for stress might be .... universities in Malaysia, university academic staffs faced more problems .... adjustment with different coping styles. .... in college students: The role of rumination and stress. ... International Journal of Stress Management, 8, 285–29.

  15. Associations of life course socioeconomic position and job stress with carotid intima-media thickness. The Brazilian Longitudinal Study of Adult Health (ELSA-Brasil).

    Science.gov (United States)

    Camelo, Lidyane V; Giatti, Luana; Chor, Dóra; Griep, Rosane Härter; Benseñor, Isabela M; Santos, Itamar S; Kawachi, Ichiro; Barreto, Sandhi Maria

    2015-09-01

    The association between life course socioeconomic position (SEP) and subclinical atherosclerosis is not consistent across studies. Socioeconomic adversities early in life are related to an increased probability of a low occupational grade and more stressful jobs in adulthood. However, the role of job stress in explaining the life course social gradient in subclinical atherosclerosis is unknown. To examine whether life course SEP is associated with carotid intima-media thickness (IMT) and to investigate whether this association is partially mediated by job stress. This study used baseline data (2008-2010) for 8806 current workers from ELSA-Brasil. Maternal education, social class of first occupation and social class of current occupation were used to evaluate childhood, youth and adulthood SEP, respectively. Accumulation of risk across the life course was also evaluated. Job stress was assessed by the Swedish Demand-Control-Support Questionnaire. Directed acyclic graph and linear regression models were used. Low childhood SEP was associated with increased IMT only in women, but low youth and adulthood SEP were associated with higher IMT in both genders. The simultaneous adjustment for all SEP indicators showed that only adulthood SEP continued to be associated with IMT. However, higher IMT values were observed among men and women sequentially exposed to low SEP in more than one period of life. High-strain jobs and low job control were not associated with IMT independent of SEP. Our results support a model of the cumulative effects of exposures to SEP across the life span because the highest IMT values were observed in individuals sequentially exposed to low SEP in more than one period of life. We did not find that job stress explained the association between life course SEP and IMT, suggesting that strategies to address socioeconomic inequalities in CVD should target additional steps beyond reducing job stress. Copyright © 2015 Elsevier Ltd. All rights reserved.

  16. Evaluation of Pressure Pain Threshold as a Measure of Perceived Stress and High Job Strain

    DEFF Research Database (Denmark)

    Hven, Lisbeth; Frost, Poul; Bonde, Jens Peter Ellekilde

    2017-01-01

    OBJECTIVE: To investigate whether pressure pain threshold (PPT), determined by pressure algometry, can be used as an objective measure of perceived stress and job strain. METHODS: We used cross-sectional base line data collected during 1994 to 1995 within the Project on Research and Intervention...... in Monotonous work (PRIM), which included 3123 employees from a variety of Danish companies. Questionnaire data included 18 items on stress symptoms, 23 items from the Karasek scale on job strain, and information on discomfort in specified anatomical regions was also collected. Clinical examinations included...... pressure pain algometry measurements of PPT on the trapezius and supraspinatus muscles and the tibia. Associations of stress symptoms and job strain with PPT of each site was analyzed for men and women separately with adjustment for age body mass index, and discomfort in the anatomical region closest...

  17. Job satisfaction, occupational stress, burnout and work engagement as components of work-related wellbeing

    Directory of Open Access Journals (Sweden)

    Sebastiaan Rothmann

    2008-11-01

    Full Text Available The objective of this study was to investigate the relationship between job satisfaction, occupational stress, burnout and work engagement as dimensions of work-related wellbeing in a sample of members of the police force in South Africa. A survey design was used. Stratifed random samples of members of the police force (N = 677 were taken in the North West Province of South Africa. The Minnesota Job Satisfaction Questionnaire, Police Stress Inventory, Maslach Burnout Inventory – General Survey and Utrecht Work Engagement Scale were used as measuring instruments. The results provided support for a four-factorial model of work-related wellbeing consisting of the following dimensions: job satisfaction (indicating pleasure vs. displeasure, occupational stress (indicating anxiety vs. comfort, burnout (indicating fatigue vs. vigour, and engagement (indicating enthusiasm vs. depression.

  18. Evaluating stress, burnout and job satisfaction in New Zealand radiation oncology departments.

    Science.gov (United States)

    Jasperse, M; Herst, P; Dungey, G

    2014-01-01

    This research aimed to determine the levels of occupational stress, burnout and job satisfaction among radiation oncology workers across New Zealand. All oncology staff practising in all eight radiation oncology departments in New Zealand were invited to participate anonymously in a questionnaire, which consisted of the Maslach Burnout Inventory and measures of stress intensity associated with specific occupational stressors, stress reduction strategies and job satisfaction. A total of 171 (out of 349) complete responses were analysed using spss 19; there were 23 oncologists, 111 radiation therapists, 22 radiation nurses and 15 radiation physicists. All participants, regardless of profession, reported high stress levels associated with both patient-centred and organisational stressors. Participants scored high in all three domains of burnout: emotional exhaustion, depersonalisation and personal accomplishment. Interestingly, although organisational stressors predicted higher emotional exhaustion and emotional exhaustion predicted lower job satisfaction, patient stressors were associated with higher job satisfaction. Job satisfaction initiatives such as ongoing education, mentoring and role extension were supported by many participants as was addressing organisational stressors, such as lack of recognition and support from management and unrealistic expectations and demands. New Zealand staff exhibit higher levels of burnout than Maslach Burnout Inventory medical norms and oncology workers in previous international studies. © 2013 John Wiley & Sons Ltd.

  19. The moderating role of psychological capital in the relationship between job stress and the outcomes of incivility and job involvement amongst call centre employees

    Directory of Open Access Journals (Sweden)

    Sarah B. Setar

    2015-12-01

    Full Text Available Orientation: South African call centres were found to rank amongst those with the highest degree of performance monitoring and feedback. This revelation comes at a time when many scholars concur that research has not entirely succeeded in helping organisations overcome the negative aspects of work and enhance the positive aspects of work, such as job involvement. Research purpose: This study sought to examine the relationship between job stress, job involvement and the display of uncivil behaviour amongst call centre employees, whilst also studying the role of psychological capital (PsyCap in this relationship. Motivation for the study: The study was prompted by the scarcity of research in the area of PsyCap and job involvement, none of which has examined relationships between job stress and the outcomes of incivility and job involvement and the moderating role of PsyCap in this relationship, focusing on call centre employees. Research design, approach and method: A quantitative design employed a cross-sectional survey to collect data from 104 South African call centre employees using a biographical data sheet, the PsyCap Questionnaire, Job Stress Scale, Uncivil Workplace Behaviour Scale and the Job Involvement Scale. Main findings: PsyCap and uncivil workplace behaviour were negatively related, whilst PsyCap and job involvement were positively related. Job stress held predictive value for incivility and the hostility subscale. Hierarchical regression analysis indicated that PsyCap did not moderate the relationship between job stress and incivility and neither did it moderate the relationship between job stress and job involvement. Practical implications: Organisations should work on minimising stressors within the workplace in order to enhance the PsyCap of employees, which not only lowers the risk of incivility displayed by employees but also ensures greater employee involvement. Contribution/value-add: Although previous studies have examined

  20. A social work study on detecting organizational and job related factors creating stress: A case study of hydro power employees

    Directory of Open Access Journals (Sweden)

    Ebrahim Jafari

    2012-08-01

    Full Text Available The study investigates different factors influencing people to have more stress in a hydropower unit located in city of Esfahan, Iran. Since there were only 81 people working for customer service section of this company and the proposed study tries to focus only on this part of the firm we have decided to distribute questionnaires among all of them. The questionnaire consists of two parts, in the first part, we gather all private information such as age, gender, education, job experience, etc. through seven important questions. In the second part of the survey, there are 66 questions, which include all the important factors influencing employees' stress. Cronbach alpha is calculated as 0.946, which is well above the minimum acceptable level. The results of our ANOVA tests shows that among different factors, difficulty of working condition as well as work pressure are two most important factors increasing stress among employees. The other findings indicate that there is not a significant difference on work stress among different groups of employees in terms of their job title, educational level, employment type and gender (P>0.05. The other finding indicates that there is a meaningful difference between different groups of people with various ages, marital status and job experience (P>0.05.

  1. Coping, perceived stress, and job satisfaction among medical interns: The mediating effect of mindfulness

    Directory of Open Access Journals (Sweden)

    M Vinothkumar

    2016-01-01

    Full Text Available Background: Past research studies on the exploration of attributes to the stress of doctors/medical interns were reported more often than the types of coping strategies, healthy practices to strengthen their internal resources to deal effectively with the stressful situations. Objectives: The present study was conducted to find such internal resource – “mindfulness” as a mediator of coping, perceived stress, and job satisfaction among medical interns. Methods: A cross-sectional descriptive study comprised 120 medical interns forms from various medical colleges in Mangalore were recruited and completed the assessment on mindfulness, cognitive-emotive regulation, coping strategies, perceived stress, and job satisfaction from doctoral interns were collected. Results: Initial correlation analysis results indicate that adaptive coping strategies significantly associate with greater mindfulness and less perceived stress. In turn, mindfulness is negatively correlated with nonadaptive coping strategies and perceived. Job satisfaction showed no significant relationship with any of the other variables. Mediational models indicate that the relationship between adaptive coping strategies and perceived stress was significantly mediated by mindfulness. Furthermore, partial mediation between nonadaptive strategies and perceived stress through mindfulness indicates that respondents reported a high level of nonadaptive strategy experience and a lower level of mindfulness can be counterproductive as they encourage the ineffective way to deal with the stresses. Conclusion: The implication of the results were discussed with suggesting a possible intervention to improve the adaptive strategies and mindfulness among the medical interns.

  2. Coping, perceived stress, and job satisfaction among medical interns: The mediating effect of mindfulness.

    Science.gov (United States)

    Vinothkumar, M; Arathi, A; Joseph, Merin; Nayana, Prasad; Jishma, E Joshy; Sahana, U

    2016-01-01

    Past research studies on the exploration of attributes to the stress of doctors/medical interns were reported more often than the types of coping strategies, healthy practices to strengthen their internal resources to deal effectively with the stressful situations. The present study was conducted to find such internal resource - "mindfulness" as a mediator of coping, perceived stress, and job satisfaction among medical interns. A cross-sectional descriptive study comprised 120 medical interns forms from various medical colleges in Mangalore were recruited and completed the assessment on mindfulness, cognitive-emotive regulation, coping strategies, perceived stress, and job satisfaction from doctoral interns were collected. Initial correlation analysis results indicate that adaptive coping strategies significantly associate with greater mindfulness and less perceived stress. In turn, mindfulness is negatively correlated with nonadaptive coping strategies and perceived. Job satisfaction showed no significant relationship with any of the other variables. Mediational models indicate that the relationship between adaptive coping strategies and perceived stress was significantly mediated by mindfulness. Furthermore, partial mediation between nonadaptive strategies and perceived stress through mindfulness indicates that respondents reported a high level of nonadaptive strategy experience and a lower level of mindfulness can be counterproductive as they encourage the ineffective way to deal with the stresses. The implication of the results were discussed with suggesting a possible intervention to improve the adaptive strategies and mindfulness among the medical interns.

  3. Job stress and behavioral characteristics in relation to coronary heart disease risk among Japanese police officers.

    Science.gov (United States)

    Shiozaki, Maki; Miyai, Nobuyuki; Morioka, Ikuharu; Utsumi, Miyoko; Hattori, Sonomi; Koike, Hiroaki; Arita, Mikio; Miyashita, Kazuhisa

    2017-08-08

    This study examined the association between job-related behavioral characteristics and the risk of coronary heart diseases (CHD) in Japanese male police officers. Compared to office clerks, police officers exhibited greater age-related increases of the prevalence of CHD risk factors, and a clustering number of CHD risk factors was significantly higher in the group of those over 45 yr of age. Among the police officers, coronary-prone behavior was more frequent than that seen in office clerks. The police officers with coronary-prone behavior tended to engage in shift work and to work overtime more; yet they were less likely to perceive job stress and to express the relevant physical and psychological symptoms than those without coronary-prone behavior. The subjects with such behavioral characteristics had a significantly greater number of CHD risk factors. In a multiple regression analysis, coronary-prone behavior together with age, social support, walking hours per day, and amount of alcohol consumption were selected as significant determinants of a cluster of CHD risk factors. These results suggest that coronary-prone behavior may contribute to the higher prevalence of CHD risk factors in police officers via leading the long working hours and the work-related unfavorable lifestyles, such as alcohol drinking and physical inactivity.

  4. [Job satisfaction vs. occupational stress - Quantitative analysis of 3 organizational units of a public sector institution].

    Science.gov (United States)

    Rogozińska-Pawełczyk, Anna

    2018-05-22

    The influence of subjective perception of occupational stress and its individual factors on the overall level of job satisfaction was analyzed. The respondents were also asked to answer the question of the potential differences in terms of variables in managers and non-managers, and in various demographic factors. This article presents the results of a study conducted among 5930 people employed in 3 units of the examined public sector institution. The research was conducted using computer-assisted web interview method. The parameters of the polynomial model of ordered categories were estimated. The results showed a statistically significant effect between the variables and the differences between the groups of subjects. Analyzes showed slight differences between men and women. Employees with a low level of stress and high job satisfaction were noted in the oldest group, aged over 55 years, and in managers. Low levels of stress and job satisfaction were observed in young employees with the shortest period of employment. Among those least satisfied with the work and experiencing high levels of stress there were respondents with 6-15 years of employment in non-managerial positions. While the highest levels of stress and high satisfaction were found in people aged 46-55 years, with more than 20 years of work experience. The results of the estimation of the polynomial model parameters of ordered categories indicate that the level of perceived stress is related to the level of job satisfaction. The lower the level of stress and stressors in the workplace, the greater the job satisfaction in the surveyed unit. Med Pr 2018;69(3):301-315. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

  5. Combating stress risks with the job stress self diagnostic method: paper XV World Congress of Sociology 2002

    NARCIS (Netherlands)

    Oeij, P.R.A.

    2002-01-01

    In this paper of the World Congress of Sociology 2002 of ISA (International Sociological Association), the content and uses of the Job Stress Self Diagnostic Method (JSSDM) are described. The JSSDM aim is (a) to diagnose work processes to determine the presence of conditions for control problems and

  6. Nurse practitioner job content and stress effects on anxiety and depressive symptoms, and self-perceived health status.

    Science.gov (United States)

    Chen, Chin-Huang; Wang, Jane; Yang, Cheng-San; Fan, Jun-Yu

    2016-07-01

    We explored the impact of job content and stress on anxiety, depressive symptoms and self-perceived health status among nurse practitioners (NPs). Taiwan's NP roles vary between hospitals as a result of the diverse demands and complex tasks that cause job-related stress, potentially affecting the health of the NP. This study utilised a cross-sectional descriptive design with 161 NPs from regional hospitals participating. Data collection involved demographics, the Taiwan Nurse Stress Checklist, the Job Content Questionnaire, the Beck Anxiety Inventory, the Beck Depression Inventory, a General Health Status Checklist and salivary cortisol tests. NPs reported moderate job stress, similar job control to nurses, mild anxiety and depression, and below-average self-perceived health. Being a licensed NP, personal response, competence, and incompleteness of the personal arrangements subscales of job stress, and anxiety predicted self-perceived health after adjusting for other covariates. Job stress and anxiety affect NP health. NPs are a valuable resource, and the healthcare system demand is growing. Reasonable NP staffing, working hours, proper promotion systems, the causes of job stress, job content clarification and practical work shift scheduling need to be considered. The occupational safety and physical and psychological health of NPs are strongly associated with the quality of patient care. © 2016 John Wiley & Sons Ltd.

  7. Effects of Co-Worker and Supervisor Support on Job Stress and Presenteeism in an Aging Workforce: A Structural Equation Modelling Approach

    Directory of Open Access Journals (Sweden)

    Tianan Yang

    2015-12-01

    Full Text Available We examined the effects of co-worker and supervisor support on job stress and presenteeism in an aging workforce. Structural equation modelling was used to evaluate data from the 2010 wave of the Health and Retirement Survey in the United States (n = 1649. The level of presenteeism was low and the level of job stress was moderate among aging US workers. SEM revealed that co-worker support and supervisor support were strongly correlated (β = 0.67; p < 0.001. Job stress had a significant direct positive effect on presenteeism (β = 0.30; p < 0.001. Co-worker support had a significant direct negative effect on job stress (β = −0.10; p < 0.001 and presenteeism (β = −0.11; p < 0.001. Supervisor support had a significant direct negative effect on job stress (β = −0.40; p < 0.001 but not presenteeism. The findings suggest that presenteeism is reduced by increased respect and concern for employee stress at the workplace, by necessary support at work from colleagues and employers, and by the presence of comfortable interpersonal relationships among colleagues and between employers and employees.

  8. The Effect of individual Difference on Perceptions of Job-related Stress among National College and University Librarians in Taiwan

    Directory of Open Access Journals (Sweden)

    Su-may Sheih Chen

    2004-06-01

    Full Text Available Defined as an environmental force in the workplace, either real or imagined, job-related stress interacts with an individual’s perception. Individuals’ perceptions alter with age, gender, work experience, job characteristics, and personality behavior of individuals. In an attempt to gain a comprehensive understanding, this study examines the relationship between individual difference and the perceptions of job-related stress in the library settings of national colleges and universities on Taiwan. The result shows that individual difference is influential for librarians’ perceptions of job-related stress. [Article content in Chinese

  9. The relationships of character strengths with coping, work-related stress, and job satisfaction.

    Science.gov (United States)

    Harzer, Claudia; Ruch, Willibald

    2015-01-01

    Personality traits have often been highlighted to relate to how people cope with stressful events. The present paper focuses on character strengths as positive personality traits and examines two basic assumptions that were derived from a core characteristic of character strengths (i.e., to determine how individuals deal with adversities): (1) character strengths correlate with coping and (2) buffer the effects of work-related stress on job satisfaction. Two different samples (i.e., a mixed sample representing various occupations [N = 214] and a nurses sample [N = 175]) filled in measures for character strengths, coping, work-related stress, and job satisfaction. As expected, intellectual, emotional, and interpersonal strengths were related to coping. Interpersonal strengths played a greater role for coping among nurses, as interactions with others are an essential part of their workday. Furthermore, intellectual strengths partially mediated the negative effect of work-related stress on job satisfaction. These findings open a new field for research on the role of personality in coping with work-related stress. Character strengths are trainable personal characteristics, and therefore valuable resources to improve coping with work-related stress and to decrease the negative effects of stress. Further research is needed to investigate this assumed causality.

  10. The relationships of character strengths with coping, work-related stress, and job satisfaction

    Directory of Open Access Journals (Sweden)

    Claudia eHarzer

    2015-02-01

    Full Text Available Personality traits have often been highlighted to relate to how people cope with stressful events. The present paper focuses on character strengths as positive personality traits and examines two basic assumptions that were derived from a core characteristic of character strengths (i.e., to determine how individuals deal with adversities: (1 Character strengths correlate with coping and (2 buffer the effects of work-related stress on job satisfaction. Two different samples (i.e., a mixed sample representing various occupations [N = 214] and a nurses sample [N = 175] filled in measures for character strengths, coping, work-related stress, and job satisfaction. As expected, intellectual, emotional, and interpersonal strengths were related to coping. Interpersonal strengths played a greater role for coping among nurses, as interactions with others are an essential part of their workday. Furthermore, intellectual strengths partially mediated the negative effect of work-related stress on job satisfaction. These findings open a new field for research on the role of personality in coping with work-related stress. Character strengths are trainable personal characteristics, and therefore valuable resources to improve coping with work-related stress and to decrease the negative effects of stress. Further research is needed to investigate this assumed causality.

  11. Scrutinizing EFL teachers' job satisfaction and stress at work: The intervening roles of gender, teaching experience, and educational level

    OpenAIRE

    Fahimeh Kamali Cheshmeh Jalal; Afsaneh Ghanizadeh; Omid Akbari

    2017-01-01

    The present study sought to explore the relationship between English as a foreign language (EFL) EFL teachers' stress at work and their job satisfaction. Moreover, it explored the role of EFL teachers' gender, length of teaching experience, and educational level in their job satisfaction and stress at work. For this purpose, 134 EFL teachers were chosen from different private language institutes in Mashhad, a city in northeast of Iran. They were asked to complete two questionnaires: Job Descr...

  12. Stress Causing Factors Among Teachers in Elementary Schools and Their Relationship with Demographic and Job Characteristics.

    Science.gov (United States)

    Agai-Demjaha, Teuta; Minov, Jordan; Stoleski, Sasho; Zafirova, Beti

    2015-09-15

    Once high levels of work-related stress among teachers were confirmed many studies concentrated on identifying and investigating key stress factors among school teachers. Unfortunately there are very few researches made on stress causing factors among teachers in Republic of Macedonia. To determine the most frequent stress causing factors among teachers in elementary schools and to investigate their relationship with demographic and job characteristics. We performed a descriptive-analytical model of a cross-sectional study which involved 300 teachers employed in nine elementary schools. Evaluation of examined subjects included completion of a specially designed questionnaire. Among six categories of factors that generate work related stress (job demands, control, relationships, role, changes and support) control and support had the highest mean scores. Within the control category the highest levels of perceived teacher's work-related stress were caused by the following factors - changes in terms and conditions without consultation and given responsibility without the authority to take decisions. 141 out of the interviewed teachers (47%) have mentioned changes in terms and conditions without consultation as very stressful, while another 50 (16.67%) have reported it as stressful. 123 out of interviewed teachers (41%) have stated given responsibility without the authority to take decisions as very stressful, with another 105 (35%) have reported it as stressful. In the category support the highest levels of perceived teacher's work-related stress were caused by stress factors - lack of funds/resources to do the job and limited or no access to training. Out of 300 interviewed teachers, 179 (59.67%) have reported lack of funds/resources to do the job as very stressful, while another 50 (16.67%) as stressful. There is no significant relationship between the stress factor limited or no access to training and demographic and job characteristics. Our findings confirm that

  13. Job Stress and Locus of Control in Teachers: Comparisons between Samples from the United States and Zimbabwe

    Science.gov (United States)

    Crothers, Laura M.; Kanyongo, Gibbs Y.; Kolbert, Jered B.; Lipinski, John; Kachmar, Steven P.; Koch, Gary D.

    2010-01-01

    This study examines the relationship between educators' locus of control and job stress using samples from the US and Zimbabwe. Multiple regression analyses are used to identify significant relationships in the US sample between teachers' external locus of control and the severity of the job stress that they experience, coupled with the perceived…

  14. Three job stress models and their relationship with musculoskeletal pain in blue- and white-collar workers

    NARCIS (Netherlands)

    Herr, R.M.; Bosch, J.A.; Loerbroks, A.; van Vianen, A.E.M.; Jarczok, M.N.; Fischer, J.E.; Schmidt, B.

    2015-01-01

    Objectives: Musculoskeletal pain has been found to co-occur with psychosocial job stress. However, different conceptualizations of job stress exist, each emphasizing different aspects of the work environment, and it is unknown which of these aspects show the strongest associations with

  15. Job stress in young physicians with an emphasis on the work-home interface: a nine-year, nationwide and longitudinal study of its course and predictors.

    Science.gov (United States)

    Røvik, Jan Ole; Tyssen, Reidar; Hem, Erlend; Gude, Tore; Ekeberg, Oivind; Moum, Torbjørn; Vaglum, Per

    2007-10-01

    Although physicians are known to experience more stress than other workers, knowledge is lacking on the course of stress from a longitudinal perspective. This study explored the course of and contributors to, different dimensions of early career job-stress among physicians by means of a nationwide mail survey, with a particular emphasis on stress relating to the work-home interference. All physicians graduating from all four Norwegian universities in 1993 / 94 (N=631), responded during their final year of medical school (N=522), during their internship (N=402), in their 4th postgraduate year (N=422), and in their 10th postgraduate year (N=390). The mean observation period was 9.2 yr (SD=0.5). The main outcomes were job stress dimensions derived from an established job stress questionnaire (Cooper / Tyssen), with emphasis placed on dimensions of the work-home interference. Stress relating to the work-home interference increased during the observation period for both genders (repeated measures: beta=0.06, pstress relating to emotional pressure, time pressure, and fear of complaints and criticism, decreased. Stress relating to the work-home interference increased during their early career, mainly due to a lack of adaptive reduction in work hours and an increased number of children. Neuroticism, conscientiousness, and lack of support from one's partner and colleagues, appeared to be predictive of this stress.

  16. Job satisfaction, stress and burnout associated with haemodialysis nursing: a review of literature.

    Science.gov (United States)

    Hayes, Bronwyn; Bonnet, Ann

    2010-12-01

    Job dissatisfaction, stress and burnout are linked to high rates of nurses leaving the profession, poor morale and poor patient outcomes. Haemodialysis (HD) nursing is uniquely characterised by the intense-prolonged interaction with patients who require complex technological care. A review of nine papers found that factors affecting job satisfaction were aspects of nursing care, organisational factors and length of time that a nurse has been working in nephrology nursing. Factors affecting job stress and burnout were due to interpersonal relationships with physicians, patient care activities, violence and abuse from patients, organisational factors and a lack of access to ongoing education. © 2010 European Dialysis and Transplant Nurses Association/European Renal Care Association.

  17. Home health nurses: stress, self-esteem, social intimacy, and job satisfaction.

    Science.gov (United States)

    Moore, S; Lindquist, S; Katz, B

    1997-06-01

    A survey of 253 home health care nurses' perceptions of work-related stress, self-esteem, social intimacy, and job satisfaction found that stress has a negative correlation with self-esteem, social intimacy, and job satisfaction. A positive correlation, however, was found between self-esteem and social intimacy and job satisfaction. Health system administrators, owners, and directors had significantly higher levels of self-esteem, nurses with 5 years or more in their home health nursing position had significantly higher levels of self-esteem. The survey found that nurses with less than a baccalaureate degree possessed significantly lower levels of sociability than those with a graduate or baccalaureate degree. Administrators and managers scored significantly higher on sociability than head nurses.

  18. Searching for a job: Cardiac responses to acute stress and the mediating role of threat appraisal in young people.

    Science.gov (United States)

    Zandara, M; Garcia-Lluch, M; Villada, C; Hidalgo, V; Salvador, A

    2018-02-01

    Being unemployed and looking for a job has become a source of stress for many people in several European countries. However, little attention has been paid to the impact of this stressful situation on the individuals' psychophysiological stress responses. The aim of this study was to investigate the effect of being an unemployed job seeker on cognitive threat appraisal and cardiac responses to a psychosocial stressor. We exposed a group of unemployed job seekers (N = 42) and a matched group of unemployed non-job seekers (N = 40) to a standardized social stressor in form of job interview, the Trier Social Stress Test. Our results showed that unemployed job seekers manifest lower cardiac responses, along with a lower cognitive threat appraisal, compared to non-job seekers. Moreover, we observed a full mediating role of cognitive threat appraisal on the relationship between being an unemployed job seeker and cardiac responses to stress. These findings reveal that being unemployed and looking for a job has an effect on physiological responses to acute stress, as well as the importance of psychological process related to the situation. These responses might lead to negative health and motivational consequences. Theoretical and practical implications are discussed. Copyright © 2017 John Wiley & Sons, Ltd.

  19. PREVALENCE AND CORRELATES OF JOB STRESS AMONG JUNIOR DOCTORS IN THE UNIVERSITY COLLEGE HOSPITAL, IBADAN.

    Science.gov (United States)

    Adeolu, J O; Yussuf, O B; Popoola, O A

    2016-12-01

    Doctors respond differently to their complex work environment, some find it stimulating while others find it stressful. This study aimed to assess the prevalence and correlates of stress among junior doctors in a teaching hospital in Southwest Nigeria. A descriptive cross sectional survey of all junior doctors employed at the University College Hospital, Ibadan was carried out. Information was collected with a structured pretested questionnaire from 253 doctors. Descriptive statistics were generated. T-test, chi square and logistic regression analyses were conducted using SPSS version 16. Statistical significance was set at 5%. Mean age of respondents was 29.9 (±4.1) years, 61.3% were males, 59% had spent less than 5 years in medical practice, and 34.8% were married. Majority (79.4%) were resident doctors. Prevalence of stress, job dissatisfaction and poor mental health were 31.6%, 15.4% and 9.9% respectively. Age, gender, years of medical practice, religion, ethnicity and marital status were not significantly associated with job stress (p>0.05). Doctors who were stressed were more likely to be dissatisfied with their jobs (OR=2.33; CI=1.08-4.04) and to have poor mental health (OR=3.82; CI=1.47-9.95) than those who were not stressed. The prevalence of stress in this study is high, and job dissatisfaction and poor mental health have been implicated as determinants of stress. As such, there should be an improvement in doctors' welfare, health care facilities and delivery.

  20. Organizational Culture's Role in the Relationship between Power Bases and Job Stress

    Science.gov (United States)

    Erkutlu, Hakan; Chafra, Jamel; Bumin, Birol

    2011-01-01

    The purpose of this research is to examine the moderating role of organizational culture in the relationship between leader's power bases and subordinate's job stress. Totally 622 lecturers and their superiors (deans) from 13 state universities chosen by random method in Ankara, Istanbul, Izmir, Antalya, Samsun, Erzurum and Gaziantep in 2008-2009…

  1. Prevalence and correlates of job stress among junior doctors in the ...

    African Journals Online (AJOL)

    Prevalence and correlates of job stress among junior doctors in the ... Journal Home > Vol 14, No 2 (2016) > ... Descriptive statistics were generated. ... 61.3% were males, 59% had spent less than 5 years in medical practice, and 34.8% were ...

  2. Effects of Gender on Teachers' Perceptions of School Environment, Teaching Efficacy, Stress and Job Satisfaction

    Science.gov (United States)

    Tran, Van Dat

    2015-01-01

    This study investigates how teachers' perceptions of school environment factors, teaching efficacy, teacher stress and job satisfaction, and to determine whether gender was a differentiating factor. A total of 387 Vietnamese junior high school teachers completed one questionnaire for four sections about school-level environment, teaching efficacy,…

  3. The perceived effect of job stress on the marital happiness of some ...

    African Journals Online (AJOL)

    The perceived effect of job stress on the marital happiness of some public examinations councils\\' emplyess in Nigeria. S T Akanbi. Abstract. No Abstract. African Journal of Cross-Cultural psychology and sport facilitation (AJCPSF) Vol. 7 2005: pp. 31-38. Full Text: EMAIL FULL TEXT EMAIL FULL TEXT · DOWNLOAD FULL ...

  4. Job Stress, Coping Strategies, and Burnout among Abuse-Specific Counselors

    Science.gov (United States)

    Wallace, Sam Loc; Lee, Jayoung; Lee, Sang Min

    2010-01-01

    The purpose of this study is to investigate whether effective coping strategies play an important role to reduce burnout levels among sexual or substance abuse counselors. The authors examined whether coping strategies mediated or moderated relations between job stress and burnout in a sample of 232 abuse-specific counselors. Results indicated…

  5. The Interconnections Between Job Satisfaction and Work-Related Stress in Academic Deans.

    Science.gov (United States)

    Wolverton, Mimi; Wolverton, Marvin L.; Gmelch, Walter H.

    This study examined the interrelationships between stress, job satisfaction, and other exogenous influences among academic deans at American colleges and universities. A total of 579 deans from a sample of 360 colleges and universities responded to a mailed survey, which included the Role Conflict and Role Ambiguity Questionnaire (Rizzo et al.,…

  6. Job Stress Risk Factors Among Power Generation and Machine Production Employees: A Case Study-2010

    Directory of Open Access Journals (Sweden)

    Z. Naghavi

    2013-05-01

    Conclusion: Workload should be set up base on personnel ability, skills and also their physical and mental limitations. Clear definition of role responsibility is very important. Workers participation in decision making and improving physical environment of workplace were suggested for job stress mitigation approaches.

  7. Prevalence and Determinants of Job Stress in Patients with Inflammatory Bowel Disease.

    Science.gov (United States)

    Schreiner, Philipp; Biedermann, Luc; Rossel, Jean-Benoit; Rogler, Gerhard; Pittet, Valérie; von Känel, Roland

    2017-02-01

    Psychosocial factors have been shown to predict a poor disease course in patients with inflammatory bowel disease (IBD), but whether this applies to job stress is currently unknown. We assessed the prevalence of job stress and its correlates in a large cohort of patients with IBD. We included all adult, professionally active patients enrolled between 2006 and 2015 in the Swiss IBD Cohort. Job stress was measured through the self-report effort-reward imbalance ratio and overcommitment (OC) to work questionnaires. We used multiple linear regressions to assess association with sociodemographic, lifestyle, psychosocial, and disease-related factors. Altogether 1656 patients completed the questionnaires (905 Crohn's disease and 751 ulcerative colitis/IBD unclassified). Only 91 (5.7%) of patients had an effort-reward imbalance ratio >1. Effort-reward imbalance and OC scores were higher in full-time versus part-time employees (coef = 0.050, P = 0.002; coef = 0.906, P < 0.001) and among those absent from the workplace in the previous 3 months (coef = 0.049, P = 0.010; coef = 1.062, P < 0.001). Higher OC scores were associated with sex (women vs. men: coef = 0.568, P = 0.014), being in a relationship (coef = 0.805, P = 0.001), higher level of occupation (director vs. trainee: coef = 1.447, P < 0.001), and extraintestinal manifestations (coef = 0.623, P = 0.005). Patients hospitalized in the previous 12 months had lower OC scores (coef = 0.560, P = 0.038). The average level of job stress seems to be remarkably low in patients with IBD from Switzerland. The clinician should turn attention especially to women, full-time employees with a high level of education, and patients with extraintestinal manifestations to identify those with the most vulnerability to suffer from job stress.

  8. Job Stress with Supervisor’s Social Support as a Determinant of Work Intrusion on Family Conflict

    Directory of Open Access Journals (Sweden)

    Azman Ismail

    2013-09-01

    Full Text Available Purpose: The primary objective of this study is to examine the influence of supervisor’s social support in the correlation between job stress and work intrusion on family conflict.Design/methodology/approach: A survey method was employed to gather survey questionnaires from academic staff in a Malaysian government university in Borneo. Findings: The outcomes of SmartPLS path model showed three major findings: first, supervisor’s social support does act as an important moderating variable in the relationship between role ambiguity and work intrusion on family conflict. Second, supervisor’s social support does not act as an important moderating variable in the relationship between role conflict and work intrusion on family conflict. Third, supervisor’s social support does not act as an important moderating variable in the relationship between role overload and work intrusion on family conflict. In sum, supervisor’s social support does act as a partial moderating variable in the hypothesized model.Practical implications: The findings of this study can be used as guidelines by management to overcome job stress problems through updating the content and methods of stress management training program, strengthening work groups and group cohesiveness in executing job, improving work-life balance programs to reduce the employee physiological and psychological stresses, revisiting the existing job designs based on the qualifications and expectations of individual employees, and  revising compensation and benefits policies and procedures to cover stress-related disorder diseases, and activating internal employee assistance programme in order to help employees and their families with problems arising from both work-related and external resources. If these suggestions are given highly attention this may increase the capability of employees to enhance the performance of institutions of higher learning.Originality/value: The role of supervisor

  9. Justice at Work, Job Stress, and Employee Health

    Science.gov (United States)

    Fujishiro, Kaori; Heaney, Catherine A.

    2009-01-01

    A small but growing literature has documented an association between justice at work and employee health. However, the pathways and mechanisms underlying this association are not well understood. This article proposes a conceptual framework that bridges the organizational justice, occupational stress, and occupational epidemiology literatures.…

  10. Work related stress, burnout, job satisfaction and general health of nurses: A follow-up study.

    Science.gov (United States)

    Khamisa, Natasha; Peltzer, Karl; Ilic, Dragan; Oldenburg, Brian

    2016-12-01

    Nurses experience high levels of work related stress and burnout as well as low job satisfaction and poor general health owing to the nature of their work. This paper seeks to provide a better understanding of the nature of relationships between work related stress, burnout, job satisfaction and general health of nurses over one year. This study involved a longitudinal design. Two hundred and seventy seven nurses from four hospitals completed a follow up survey consisting of five questionnaires. Data were collected between 2013 and 2014. The data were analysed using generalized estimation equation analysis. Lack of support was associated with burnout, patient care was associated with job satisfaction and staff issues were associated with general health of nurses. Burnout is more strongly related to job satisfaction than general health. The findings of this study could inform evidence based policy and practice through interventions aimed at improving job satisfaction and reducing the impact of burnout on general health of nurses. © 2016 John Wiley & Sons Australia, Ltd.

  11. Job stress: its relationship to hospital pharmacists' insomnia and work outcomes.

    Science.gov (United States)

    Yeh, Ying-Chen; Lin, Blossom Yen-Ju; Lin, Wen-Hung; Wan, Thomas T H

    2010-06-01

    Research must examine the nature of the work environment in order to achieve insight into the causes and effects of factors relevant to reducing job-related stress and improving the quality of work. This study aims to describe the job stressors of hospital pharmacists and to explore their effects on hospital pharmacists' insomnia and work-related outcomes. The study employed a cross-sectional, mailed survey. Structured questionnaires were distributed by postal mail to hospital pharmacists between February and April 2005. The individual hospital pharmacist is the unit of analysis. Descriptive analyses and structural equation modeling were performed on the survey responses from the 247 hospital pharmacists who responded. The top ten stress burdens occur in the areas of dispensing, pharmacy management, and hospital rules. The study findings confirmed the proposed hypotheses: that a hospital pharmacist's job stressors are related to his or her insomnia, intention to reduce working hours, intention to change job content, and intention to quit employment. The study also found associations between hospital pharmacists' social supports, gender, age, and monthly income and their insomnia and work outcomes. Hygienic job stressors based on Herzberg's two-factor motivation theory were examined in this study. These stressors were verified to be related to hospital pharmacists' insomnia and work outcomes. Hospital administrators could consider ways to improve the influences on hospital pharmacists' health.

  12. The Effectiveness of Marriage Enrichment Training on Job Stress and Quality of Work Life of working women

    Directory of Open Access Journals (Sweden)

    H

    2016-11-01

    Full Text Available Introduction: Today, women alongside men to help their family economic cycle. So the quality of work life and job stress affect on behavioral reactions such as job satisfaction, job involvement and job performance. Because more women than men experience job stress, the purpose of this study was to investigate the effectiveness of marriage enrichment training on job stress and quality of work life of working women at Bafg Central Iron Ore Company. Methods: This study was quasi-experimental with pretest-posttest  and control group. The population of this study was all of married female employees who worked at Bafg Central Iron Ore Company (150 persons. From these 150 persons 30 persons were selected by purposeful sampling method. then, they were assignment  into 2 groups (experimental and control groups including test and control group. The marriage enrichment training (eight sessions was held on experimental group. The instruments of this research were Health and Safety Executive HSE and Quality of work life QWL. Results: The results showed that marriage enrichment training had significant influence on job stress in experimental group. But, marriage enrichment training did not affect on quality of working life in the experimental group. And so, this was not observed in the control group. Conclusion: since, the job in women is very important, using of this training can reduce job stress the importance of women in the workforce is remarkable use of enrichment education can in women.

  13. Unravelling safety compliance in the mining industry: examining the role of work stress, job insecurity, satisfaction and commitment as antecedents

    Directory of Open Access Journals (Sweden)

    Uanda Masia

    2011-11-01

    Research purpose: The objective of this study was to investigate the relationship of work stress, job insecurity, satisfaction and commitment to safety compliance in a mine. Motivation for the study: The study aims to predict safety compliance through work-related variables in order to manage safety better. Research design, approach and method: The researchers used a cross-sectional survey design with a convenience sample (n = 158. They distributed a survey booklet. It included a biographical questionnaire, scales for job insecurity, satisfaction, affective organisational commitment, workplace accidents and safety compliance as well as a work stress measure that comprised dimensions of role clarity, conflict and overload. Main findings: The results showed that work stress and job insecurity had a negative relationship with safety compliance. The researchers found that only job satisfaction was a significant predictor of safety. Practical/managerial implications: Although exploratory, this study suggests that promoting job satisfaction may improve safety compliance whilst job stress and job insecurity also relate negatively to safety compliance. Contribution/value-add: This study shows that job satisfaction is more important than organisational commitment, job security and work stress for predicting safety compliance.

  14. An empirical study on the impact of stress on the relationship between locus of control and job satisfaction and job performance

    Directory of Open Access Journals (Sweden)

    Mahbobeh Khorshidifar

    2011-10-01

    Full Text Available Stress plays an important role on job satisfaction in many industries such as accounting. We present an empirical study to examine the impact of job stress on the relationship between the locus of control and accountants' job satisfaction. The study selects a sample of 65 senior and regular accountants who work for thirteen different regional municipalities of city of Mashad located in east part of Iran. The study uses different well-known questionnaire methods such as stress diagnostic survey, locus of control, job satisfaction and employees' performance to perform the study. The results indicate that the stress is on average level for the dominant locos of control factors and job satisfaction and employee performance are in relatively high level. The study also reveals that there are four important factors of role of ambiguity, quantitative overload, career development and handling other workers' responsibilities play important role on job satisfaction and managing career development has important impact on the performance of accountants.

  15. Job Satisfaction and Self-Efficacy in Accountants

    Directory of Open Access Journals (Sweden)

    Davood Davami

    2015-01-01

    Full Text Available Experience the job stress could have harmful effects on physical and mental health. Stress can also have negative effects on the organization (such as violence in the workplace, increase in workplace accidents, job absenteeism and burnout.

  16. Self-perceived depression, anxiety, stress and their relationships with psychosocial job factors in male automotive assembly workers.

    Science.gov (United States)

    Edimansyah, Bin Abdin; Rusli, Bin Nordin; Naing, Lin; Mohamed Rusli, Bin Abdullah; Winn, Than; Tengku Mohamed Ariff, Bin Raja Hussin

    2008-01-01

    Depression, anxiety and stress have been recognized as important mental outcome measures in stressful working settings. The present study explores the prevalence of self-perceived depression, anxiety and stress; and their relationships with psychosocial job factors. A cross-sectional study involving 728 male automotive assembly workers was conducted in two major automotive assembly plants in Malaysia using the validated Malay versions of the Depression Anxiety Stress Scales (DASS) and Job Content Questionnaire (JCQ). Based on the DASS cut-off of > or =78 percentile scores, the prevalence of self-perceived depression, anxiety and stress was 35.4%, 47.2% and 31.1%, respectively. Four (0.5%), 29 (4.0%) and 2 (0.3%) workers, respectively, reported extremely severe self-perceived depression, anxiety and stress. Multiple linear regression analyses, controlling for age, education, salary, duration of work and marital status, revealed that psychological job demand, job insecurity and hazardous condition were positively associated with DASS-Depression, DASS-Anxiety and DASS-Stress; supervisor support was inversely associated with DASS-Depression and DASS-Stress. We suggest that reducing psychological job demand, job insecurity and hazardous condition factors may improve the self-perceived depression, anxiety and stress in male automotive assembly workers. Supervisor support is protective for self-perceived depression and stress.

  17. Job related stress among nurses working in Jimma Zone public hospitals, South West Ethiopia: a cross sectional study.

    Science.gov (United States)

    Dagget, Tadesse; Molla, Ashagre; Belachew, Tefera

    2016-01-01

    Occupational stress exists in every profession, nevertheless, the nursing profession appears to experience more stress at work compared to other health care workers. Unmanaged stress leads to high levels of employee dissatisfaction, illness, absenteeism, high turnover, and decreased productivity that compromise provision of quality service to clients. However, there is a scarcity of information about nurses' job stress in Jimma zone public hospital nurses. The aim of the present study was to assess job related stress and its predictors among nurses working in Jimma Zone public hospitals, South-West Ethiopia in 2014. An institution based cross sectional study was conducted from March 10 to April 10, 2014 through a census of nurses who are working in Jimma Zone public hospitals using a structured self-administered questionnaire. SPSS Statistics Version 20 used. For the outcome variable: overall job related stress, the participant's responses on each item score summed: a stress score ranging from a minimum of 26 and maximum score of 116. The higher the sum the more the stressed the nurse. The level of stress calculated through tertial the lower to low stress, the middle to moderate & the higher to high stress. Moreover, bivariate and multivariable linear regressions done to see the association between the predictor (sex, age, mutual understanding at work, Job satisfaction and working unit/department) and the outcome variable (Job related stress). A total of 341 nurses working in Jimma Zone public hospitals were given the questionnaire, and the response rate was 92.3 % (315). This study indicated an average overall job related stress level of 58.46 ± 12.62. The highest level of job related stress was on the sub scale of dealing with death & dying mean score of 62.94 % followed by uncertainty regarding patient treatment 57.72 % and workload 57.6 %. While job related stress from sexual harassment had the lowest mean score of 46.19 %. Overall job related stress varies

  18. The Effectiveness of Communication Skills Training to Increase Job Satisfaction and Job Performance of Employees in Bandar Imam Petrochemical Plant in Mahshahr

    Directory of Open Access Journals (Sweden)

    Shayesteh Khaleghi

    2017-06-01

    Full Text Available The aim of this study was to determine the effectiveness of communication skills training to increase job satisfaction and job performance in employees of Bandar Imam petrochemical plant in Mahshahr in 2016. The statistical population consisted of all employees of Bandar Imam petrochemical plant in Mahshahr in 2015. 30 employees who were selected by convenient sampling constituted the sample of the study and were assigned to experimental and control groups (15=experiment and 15=control.  The research employed quasi-experimental and pretest-posttest methods with control group. The tools used in this study were Fildoroso's job satisfaction and Paterson’s job performance questionnaires.  The results of the test using analysis of covariance showed that, according to the average job satisfaction in the experimental group compared to the control group, communication skills training increased job satisfaction in the experimental group. The effect or difference is equal to 0/44. According to the average job performance in an experimental group compared to the average control group, communication skills training increased job performance in the experimental groups. The effect or difference is equal to 0/46.

  19. Effects of job-related stress and burnout on asthenopia among high-tech workers.

    Science.gov (United States)

    Ostrovsky, Anat; Ribak, Joseph; Pereg, Avihu; Gaton, Dan

    2012-01-01

    Eye- and vision-related symptoms are the most frequent health problems among computer users. The findings of eye strain, tired eyes, eye irritation, burning sensation, redness, blurred vision and double vision, when appearing together, have recently been termed 'computer vision syndrome', or asthenopia. To examine the frequency and intensity of asthenopia among individuals employed in research and development departments of high-tech firms and the effects of job stress and burnout on ocular complaints, this study included 106 subjects, 42 high-tech workers (study group) and 64 bank employees (control group). All participants completed self-report questionnaires covering demographics, asthenopia, satisfaction with work environmental conditions, job-related stress and burnout. There was a significant between-group difference in the intensity of asthenopia, but not in its frequency. Burnout appeared to be a significant contributing factor to the intensity and frequency of asthenopia. This study shows that burnout is a significant factor in asthenopic complaints in high-tech workers. This manuscript analyses the effects of psychological environmental factors, such as job stress and burnout, on ocular complaints at the workplace of computer users. The findings may have an ergonomic impact on how to improve health, safety and comfort of the working environment among computer users, for better perception of the job environment, efficacy and production.

  20. Psychosocial work characteristics, job satisfaction, and work stress as predictors of absenteeism

    DEFF Research Database (Denmark)

    Løkke Nielsen, Ann-Kristina; Wendelbo, Troels

    This paper studies the interaction of sector and occupational status with psychosocial work characteristics, job satisfaction, and work stress as predictors of absenteeism. The odds ratio and population attributable risk are estimated based on data from a survey of 10,748 individuals from four...... Nordic countries. We find that the effect of pay and 'sociability' on absence depends on the individual being employed in a private or public organization. We also find that the effect of pay depends on being a manager or not, and so do work pressure, job security, cooperation, climate among colleagues......, and whether work gets the individual down....

  1. Filipino nurses in the United States: recruitment, retention, occupational stress, and job satisfaction.

    Science.gov (United States)

    Hayne, Arlene N; Gerhardt, Clara; Davis, Jonathan

    2009-07-01

    Solutions to the nursing shortage in North America include the recruitment of international nurses. This descriptive study examines strategies to facilitate the cultural adaptation, job satisfaction, and perception of role and social support of a group of recruited Filipino nurses. Instruments used were the Nursing Work Index-Revised Edition and Occupation Stress Inventory-Revised Edition. Results indicated that the investment in promoting the well-being of recruits in both social and work contexts positively benefits job satisfaction and spills over into related areas of satisfaction and positive adaptation. The literature study also focuses on areas of cultural competence in the context of transcultural nursing.

  2. The study of Job Stress and Tension Management among Oncology Nurses of Ahvaz Hospitals in 2015

    Directory of Open Access Journals (Sweden)

    Mina abdali Bardeh

    2016-05-01

    Full Text Available Nursing care for cancer patients is stressful for nurses and to maintain the quality of care they should be able to manage these tensions. Therefore, the aim of current study was to determine the level of job stress and tension management among oncology nurses of hospitals in the city of Ahvaz in 2015. Our descriptive survey was conducted on 93 oncology nurses at the hospitals of Ahvaz (Imam Khomeini, Oil Company, Arya, Golestan, and Shafa. Census method was used for sampling and required data collected by research-designed questionnaire. Validity of the questionnaire was determined by formal content validity and its reliability was obtained through internal consistency using Cronbach's alpha. Cronbach's alpha for t job stress scale questionnaire and tension-relieve management were0.966 and 0.958, respectively. The study showed that most of the subjects, female, married, bachelor, contract employment, working in public hospitals, aged less than 30 years, working for 1-5 years (as a nurse and 1-5 years of experience as oncology nurses haven’t take effective courses on stress management. In terms of job tension associated with patient, his family, colleagues and physicians all nurses experienced average levels of stress. Job stress level of 3.61 percent of the participants was about average. Tension relive rate of all nurses in the areas of distraction, selfregulation, social support at workplace and a positive attitude towards the profession was moderate. The level of tension relieve management was moderate among 58.1 percent of the subjects. The results of variance analysis with repeated measurements showed that there is a significant difference in the average of four types of job stress (p<0.05 and 4 areas of tension relieve management (p<0.001. According to the level of nurses’ occupational stress, the stress level can be minimized through being aware of the needs of nurses and providing practical and fundamental approaches for management

  3. Physical activity, job demand-control, perceived stress-energy, and salivary cortisol in white-collar workers

    DEFF Research Database (Denmark)

    Hansen, Åse Marie; Blangsted, Anne Katrine; Hansen, Ernst Albin

    2010-01-01

    The aim of the present study is to examine the association between physical activity and perceived job demand, job control, perceived stress and energy, and physiological arousal reflected by morning and evening concentrations of cortisol in saliva among white-collar workers.......The aim of the present study is to examine the association between physical activity and perceived job demand, job control, perceived stress and energy, and physiological arousal reflected by morning and evening concentrations of cortisol in saliva among white-collar workers....

  4. Programs and resources for control of job stress in the Federal workplace

    Science.gov (United States)

    Joice, Wendell

    1993-01-01

    A couple of weeks ago, the American Psychological Association and the National Institute of Occupational Safety and Health held a conference in Washingtion, D.C. entitled 'Stress in the 90's'. At this conference the Office of Personnel Management (OPM) conducted a session on 'Programs and Resources for the Control of Job Stress in the Federal Workplace'. I am going to present an overview of that three-hour session and some related information from the conference. My discussion covers stress terminology and models, selected programs and resources, evaluation research, some concerns about our progress, and plans to expand our efforts at OPM.

  5. Mindfulness as a personal resource to reduce work stress in the job demands-resources model.

    Science.gov (United States)

    Grover, Steven L; Teo, Stephen T T; Pick, David; Roche, Maree

    2017-10-01

    Based on the job demands-resources (JD-R) model, this study examines the different ways that the personal resource of mindfulness reduces stress. Structural equation modeling based on data from 415 Australian nurses shows that mindfulness relates directly and negatively to work stress and perceptions of emotional demands as well as buffering the relation of emotional demands on psychological stress. This study contributes to the literature by employing empirical analysis to the task of unravelling how personal resources function within the JD-R model. It also introduces mindfulness as a personal resource in the JD-R model. Copyright © 2016 John Wiley & Sons, Ltd.

  6. How job and family demands impact change in perceived stress: A dyadic study.

    Science.gov (United States)

    Smoktunowicz, Ewelina; Cieślak, Roman

    2018-01-07

    The aim of this two-wave study has been to test the spillover and crossover of job and family demands on changes in perceived stress at work and in the family. Specifically, we proposed that demands from one domain (work or family) spilled over to another domain through interrrole conflict (work-family/family-work conflict) and context-specific self-efficacy. Additionally, we hypothesized that changes in perceived stress were impacted not only by a person's own demands through interrole conflict but also by the demands of one's significant other, in the process of crossover. The study was of dyadic design and it was conducted online, among 130 heterosexual couples, at 2 time points separated by 3 months interval. Hypotheses were verified by means of the path analysis. No support was found for the spillover of job and family demands on changes in perceived stress through interrole conflict and self-efficacy, neither for women nor for men. With regard to the crossover, no support was found for the actor effects, i.e., a person's demands did not impact changes in one's own work- and family-related perceived stress but partial support was found for the partner effects, i.e., women's job demands were associated with men's changes in work and family-related stress through women's work-family conflict, and men's family demands were associated with women's change in family-related perceived stress through men's family-work conflict. The study is a longitudinal test of the Spillover-Crossover model and Work-Home Resources model demonstrating that job and family demands are transmitted across domains and across partners in the intimate relationships through the interrole conflict but the nature of this crossover is different for men and women. Int J Occup Med Environ Health 2018;31(2)199-215. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

  7. Investigation Effect of Shift Work on Job Burnout and Depression, Anxiety, Stress Scale in Military Personnel

    Directory of Open Access Journals (Sweden)

    Ayoub Ghanbary Sartang

    2018-06-01

    Full Text Available Shift work has been recognized as an important tool for organizing of work in developing countries. The disturbed depression, stress accident are the most common health‐related effects of shift work. The military personnel shift worker during work, are exposed to stress and psychological pressure that certainly affect the efficiency of their work. The aim of this study was to Investigation Effect of shift work on job burnout and Depression, Anxiety, Stress Scale in military personnel. This cross-sectional study was carried out on 100 military personnel male in Southern Iran. Respondents were divided into two groups based on their working schedule (50 shift work personnel / 50 day work personnel. Data collection tools were a Depression, Anxiety, and Stress Scale (DASS-21, demographic characteristics and Maslach job burnout questionnaire. Convenience sampling was used as sampling method. Finally, Data analysis was performed with SPSS (version 20, descriptive statistics, One Way Anova test, ANCOVA and t-independent test. The results of showed that shift work has an impact on burnout and DASS-21 and mean obtained score for DASS-21 and job burnout in shift workers are more day work individuals. Analysis of variance test showed significant difference between job burnout in day workers and shift workers and job burnout were more in shift workers. Also significant difference between DASS-21 in day workers and shift workers and DASS-21 was more in shift workers. This study showed that shift work has an impact on burnout and scale DASS-21 shall is taken to Intervention actions in shift works.

  8. Job stress as a risk factor for absences among manual workers: a 12-month follow-up study

    OpenAIRE

    HEO, Yong-Seok; LEEM, Jong-Han; PARK, Shin-Goo; JUNG, Dal-Young; KIM, Hwan-Cheol

    2015-01-01

    This study was conducted to evaluate the impact of job stress on absence from work caused by illnesses and accidents through a prospective research design. A total of 2,349 manual workers were included in this analysis. In the first survey, job stress was determined using the Korean Occupational Stress Scale-Short Form. In the second survey, information on absence due to accidents or illnesses during the past one year was obtained through a questionnaire. The relationship was analyzed using a...

  9. Relationship between Job Stress and Hypo-high-density Lipoproteinemia of Chinese Workers in Shanghai: The Rosai Karoshi Study.

    Science.gov (United States)

    Muratsubaki, Tomohiko; Hattori, Tomomi; Li, Jue; Fukudo, Shin; Munakata, Masanori

    2016-10-20

    Karoshi, or death due to overwork, has now become a serious social problem in China. Worsening of cardiovascular risks by stress might initiate karoshi. Many studies have examined the relationship between job stress and obesity, hypertension, and type 2 diabetes mellitus, but less evidence exists for dyslipidemia like hypo-high-density lipoproteinemia (hypo-HDL). The aim of this study was to investigate the relationship between job stress and hypo-HDL of Chinese workers in Shanghai. We studied 2219 Chinese workers in Shanghai, who participated in the Japan-China cooperative study for the prevention of karoshi. A questionnaire was administered to examine the lifestyle characteristics, job category, weekly working hours, and job stress. Job demand and job control were quantified using the National Institute for Occupational Safety and Health questionnaire. Modified job strain measure was defined by the combination of low job control and high demand. Hypo-HDL was defined as plasma high-density lipoprotein cholesterol concentration of <1.04 mmol/L (40 mg/dl). Multivariate logistic regression analysis was performed for hypo-HDL as a dependent variable. Modified job strain was not related to hypo-HDL either in men or women. In men, multivariate adjusted odds ratio (OR) for having hypo-HDL was significantly higher in the lowest job control tertile compared with the highest job control tertile (OR = 1.39, 95% confidence interval [CI] 1.03-1.87, P = 0.034). In the same model, a similar trend was observed for women, but it did not reach a statistically significant level (OR = 1.51, 95% CI, 0.88-2.56, P = 0.132). A low level of job control but not modified job strain was significantly related to higher prevalence of hypo-HDL of Chinese workers in Shanghai.

  10. Reducing job insecurity and increasing performance ratings: does impression management matter?

    Science.gov (United States)

    Huang, Guo-hua; Zhao, Helen Hailin; Niu, Xiong-ying; Ashford, Susan J; Lee, Cynthia

    2013-09-01

    Prior research on job insecurity has demonstrated its detrimental effects on both employees and the organization, yet no research has detailed how people actively deal with it. Drawing from proactivity research, this article argues that job insecurity prompts a proactive use of impression management tactics in the workplace. The effectiveness of these tactics depends on the level of supervisory liking for the employee and the attributions supervisors make regarding the employee's motives for the impression management behaviors (i.e., for the good of the organization or for self-interest). A 3-wave survey study of 271 Chinese employees and their supervisors showed that employees experiencing job insecurity in Time 1 reported using a variety of tactics to impress their supervisors at Time 2 and that these tactics curbed the affect associated with job insecurity and enhanced supervisor rated performance, through supervisor's liking and attributed motives. The relationship between impression management and increased supervisor-rated performance was moderated by supervisor attributions; the relationship between impression management and reduced affective job insecurity depended on supervisor liking. PsycINFO Database Record (c) 2013 APA, all rights reserved

  11. Pre-cold stress increases acid stress resistance and induces amino ...

    African Journals Online (AJOL)

    Pre-cold stress increases acid stress resistance and induces amino acid homeostasis in Lactococcus lactis NZ9000. ... Purpose: To investigate the effects of pre-cold stress treatments on subsequent acid stress resistance ... from 32 Countries:.

  12. Assessing and Increasing Staff Preference for Job Tasks Using Concurrent-Chains Schedules and Probabilistic Outcomes

    Science.gov (United States)

    Reed, Derek D.; DiGennaro Reed, Florence D.; Campisano, Natalie; Lacourse, Kristen; Azulay, Richard L.

    2012-01-01

    The assessment and improvement of staff members' subjective valuation of nonpreferred work tasks may be one way to increase the quality of staff members' work life. The Task Enjoyment Motivation Protocol (Green, Reid, Passante, & Canipe, 2008) provides a process for supervisors to identify the aversive qualities of nonpreferred job tasks.…

  13. Investigation of marital satisfaction and its relationship with job stress and general health of nurses in Qazvin, Iran.

    Science.gov (United States)

    Azimian, Jalil; Piran, Pegah; Jahanihashemi, Hassan; Dehghankar, Leila

    2017-04-01

    Pressures in nursing can affect family life and marital problems, disrupt common social problems, increase work-family conflicts and endanger people's general health. To determine marital satisfaction and its relationship with job stress and general health of nurses. This descriptive and cross-sectional study was done in 2015 in medical educational centers of Qazvin by using an ENRICH marital satisfaction scale and General Health and Job Stress questionnaires completed by 123 nurses. Analysis was done by SPSS version 19 using descriptive and analytical statistics (Pearson correlation, t-test, ANOVA, Chi-square, regression line, multiple regression analysis). The findings showed that 64.4% of nurses had marital satisfaction. There was significant relationship between age (p=0.03), job experience (p=0.01), age of spouse (p=0.01) and marital satisfaction. The results showed that there was a significant relationship between marital satisfaction and general health (pstress and disorder in general health of nurses and low marital satisfaction by running health promotion programs and paying attention to its dimensions can help work and family health of nurses.

  14. The Impact of Occupational Stress on Job Satisfaction and Counterproductive Work Behaviour

    OpenAIRE

    Horia D. Pitariu; Andrea Budean

    2009-01-01

    The present economical challenges increase the level of demand and pressure on people in their workplaces, eventually affecting the efficiency of organizations. Given the relationship between job strain and individual and organizational outcomes (Robertson, 2009), the present context places an even higher importance on understanding and dealing correctly with these issues. The research at hand examines the predictive value of different occupational sources of pressure on job satisfaction and ...

  15. The influence of job stress, social support and health status on intermittent and chronic sleep disturbance: an 8-year longitudinal analysis.

    Science.gov (United States)

    Gosling, John A; Batterham, Philip J; Glozier, Nick; Christensen, Helen

    2014-08-01

    To determine the role of health status and social support in the relationship between job stress and sleep disturbance, for both intermittent and chronic sleep disturbance. A total of 1946 mid-life adults completed three questionnaires spanning an 8-year time frame. Sleep disturbance was assessed at each time point, and participants were classified as experiencing intermittent, chronic or no sleep disturbance across this 8-year period. Independent variables included a range of job stress measures, social support, physical and mental health, and demographic characteristics. After controlling for physical and mental health, perceived lack of job marketability increased risk of intermittent sleep disturbance (odds ratio (OR)=1.33, p=0.012). No other job stress measures were associated with either intermittent or chronic sleep disturbance after adjusting for years of education, social support, and employment status. Poorer mental and physical health status, although significantly increasing odds for intermittent sleep disturbance, represented a significantly greater increase in the odds for chronic sleep disturbance over and above intermittent disturbance (OR=0.96, pjob stress had an independent effect on chronic or intermittent sleep disturbance independent of health, social support, and education. Risk profiles for intermittent and chronic sleep disturbance did not differ with regard to job stress; however, various demographic and social support factors were distinguishing factors. Health status, both physical and mental, also showed a significantly greater impact on chronic sleep disturbance than intermittent sleep disturbance. Karasek's model of job strain had little value in predicting sleep disturbance outcomes. Copyright © 2014 Elsevier B.V. All rights reserved.

  16. Does aging make employees more resilient to job stress? Age as a moderator in the job stressor-well-being relationship in three Finnish occupational samples.

    Science.gov (United States)

    Mauno, Saija; Ruokolainen, Mervi; Kinnunen, Ulla

    2013-01-01

    This study examined whether an employee's age moderates the relationships between job stressors (i.e. job insecurity, workload, work-family conflict) and self-rated well-being (i.e. work-family enrichment, life satisfaction, job satisfaction, vigor at work). Analysis of covariance and moderated hierarchical regression analysis were used to examine the cross-sectional Finnish data collected among service sector employees (N = 1037), nurses (N = 1719), and academic employees (N = 945). In a situation of high job insecurity, the younger nurses reported higher work-family enrichment, job satisfaction, and vigor compared to their older colleagues. A similar result was also found among the service sector workers in relation to vigor at work. Thus, young age buffered against negative outcomes related to job insecurity. Moreover, older age buffered against the negative effect of high workload on job satisfaction among the service sector and against high work-family conflict on life satisfaction among the academic employees. More attention should be paid to the ability of younger employees to manage problems related to work-family imbalance and high workload, and to older employees' ability to cope with job insecurity. The findings of this study recommend different stress management interventions for older and younger employees.

  17. Interrole conflict and self-efficacy to manage work and family demands mediate the relationships of job and family demands with stress in the job and family domains.

    Science.gov (United States)

    Smoktunowicz, Ewelina; Cieslak, Roman; Demerouti, Evangelia

    2017-09-01

    This study derives from Work-Home Resources model (ten Brummelhuis, L. L., & Bakker, A. B. (2012). A resource perspective on the work-home interface: The work-home resources model. American Psychologist, 67(7), 545-556. doi: 10.1037/a0027974 ) and Social Cognitive Theory (Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory. Englewood Cliffs, NJ, US: Prentice-Hall, Inc.) to investigate mechanisms responsible for the effect of job and family demands on work- and family-related perceived stress. We hypothesized that interrole conflict and self-efficacy to manage work and family demands operate either independently or sequentially transmitting the effects of demands on perceived stress. A sample of 100 employees of various occupations participated in the study conducted online in two waves: Time 1 (T1) and Time 2 (T2) with a three-month interval. Regression analysis with bootstrapping was applied. Interrole conflict (T1) did not mediate the relationships between demands (T1) and perceived stress (T2), whereas self-efficacy (T1) mediated only those between family demands (T1) and stress (T2). However, data supported the sequential mediation hypotheses: Demands (T1) were associated with increased interrole conflict (T1) which in turn decreased self-efficacy (T1) and ultimately resulted in the elevated perceived stress at work and in the family (T2). Demands originating in one domain can impact stress both in the same and other life areas through the sequence of interrole conflict and context-specific self-efficacy.

  18. [Subjective and objective indicators of job stress and burnout in a residential home for the elderly].

    Science.gov (United States)

    Fiabane, Elena; Dordoni, Paola; Argentero, Piergiorgio

    2016-01-01

    Elderly care workers have a higher risk than other professionals of developing burnout. Despite literature has highlighted the methodological advantage resulting from an integration of subjective and objective measures of stressors, only few studies have investigated job stress and burnout in the Italian elderly care context using this kind of assessment. The aims of this study were: (a) to investigate the level of stress and burnout and their organizational sources in a sample of eldercare workers by means of subjective and objective tools, and b) to compare the stress and burnout levels between health care staff and nursing aides employed in a residential home for the, elderly. The sample of the study included the totality of the elderly workers employed in a residential home for the elderly (N=49; response rate: 100%). The Maslach Burnout Inventory-GS and the Areas of Worklife Scale were used for the subjective assessment of burnout and organizational riskfactors. A check list of objective indicators was used for the objective assessment of job stress. Results from the self-report questionnaires showed high levels of exhaustion and a perception of high workload and unfairness for, the total sample. Objective parameters ofjob stress risk were biomechanical overload, dealing with suffering people and the risk of work-related violence. Nursing aides had greater risk of burnout and reported a greater number of objective sources of stress, compared to health care workers. This exploratory study supports the use of both subjective and objective method for the assessment of job stress risk as the most comprehensive approach for the implementation of preventive and corrective interventions.

  19. Effect of personal and work stress on burnout, job satisfaction and general health of hospital nurses in South Africa

    Directory of Open Access Journals (Sweden)

    Natasha Khamisa

    2017-10-01

    Full Text Available The majority of studies to date have focused on the effects of work stress in the nursing environment, with the effect of personal stress in nursing being less explored. This study sought to determine whether personal stress is a more significant predictor of burnout, job satisfaction and general health than work stress. Of the 1200 nurses randomly selected to participate in the study, 895 agreed to complete six questionnaires over 3 weeks. Data was analysed using hierarchical multiple linear regression. Findings revealed that personal stress is a better predictor of burnout and general health than job satisfaction, which is better predicted by work stress. The findings of this study could inform potential solutions to reduce the impact of personal and work stress on burnout, job satisfaction and general health. Coping strategies and staffing strategies need to be evaluated within developing contexts such as South Africa to as certain their effectiveness.

  20. [Relationship between job stress contents, psychosocial factors and mental health status among university hospital nurses in Korea].

    Science.gov (United States)

    Yoon, Hyun-Suk; Cho, Young-Chae

    2007-09-01

    The present study was intended to assess the mental health of nurses working for university hospitals and to establish which factors determine their mental health. Self-administered questionnaires were given to 1,486 nurses employed in six participating hospitals located in Daejeon City and Chungnam Province between July 1st and August 31st, 2006. The questionnaire items included sociodemographic, job-related, and psychosocial factors, with job stress factors (JCQ) as independent variables and indices of mental health status (PWI, SDS and MFS) as dependent variables. For statistical analysis, the Chi-square test was used for categorical variables, with hierarchical multiple regression used for determining the factors effecting mental health. The influence of psychosocial and job-related factors on mental health status was assessed by covariance structure analysis. The statistical significance was set at pnurses included sociodemographic characteristics such as age, number of hours of sleep, number of hours of leisure, and subjective health status; job-related characteristics such as status, job satisfaction, job suitability, stresses such as demands of the job, autonomy, and coworker support; and psychosocial factors such as self-esteem, locus of control and type A behavior patterns. Psychosocial factors had the greatest impact on mental health. Covariance structure analysis determined that psychosocial factors affected job stress levels and mental health status, and that the lower job stress levels were associated with better mental health. Based on the study results, improvement of mental health status among nurses requires the development and application of programs to manage job stress factors and/or psychosocial factors as well as sociodemographic and job-related characteristics.

  1. Effects of job stress on hypertension among medical diagnostic X-ray workers in China

    International Nuclear Information System (INIS)

    Zhao Zhigang; Wang Jixian; Zhao Yongcheng; Zhang Wei

    2004-01-01

    Objective: To study the relation between job stress and hypertension among medical diagnostic x-ray workers in China. Methods: A total of 264 confirmed cases of hypertension were selected among medical diagnostic X-ray workers from 10 provinces and cities. A case-control study with 1:2 matched pair was conducted. Job stress was defined according to Siegrist effort-reward imbalance model. Results: High imbalance ,high overcommitment and severe work environment were associated with enhanced hypertension risk significantly. The OR was 1.848 (P=0.018), 2.058 (P=0.000) and 1.797 (P=0.008) for imbalance, overcommitment and severe work environment, respectively. After controlling other risk factors, the relation still remained significant. Conclusion: The main work-related risk factors causing hypertension among diagnostic X-ray workers are effort-reward imbalance, overcommitment and severe work environment. (authors)

  2. Interaction effect study on stress reaction and job burnout, personality, self-esteem in radiological medical personnel

    International Nuclear Information System (INIS)

    Li Linlin; Feng Liyun; Yang Yanyan; Wu Di

    2009-01-01

    Objective: To explore interaction effect between stress reaction and job burnout, personality, self-esteem in radiological medical personnel with path analysis. Methods: 728 radiological medical personnels were investigated with Maslach burnout Inventory-General Survey (MBI-GS), Chinese Perceived Stress Scale (CPSS), Eysenck Personality Questionnaire (EPQ) and Self-esteem Scale. Results: Multiple regression and path analysis revealed that there were statistically significant relation between stress reaction and job burnout, Personality and self-esteem. Conclusion: Psychological stress is a complicated and multiple interaction of psychological stress related factors. (authors)

  3. Effects of Deployments on Homestation Job Stress and Burnout

    National Research Council Canada - National Science Library

    Johnson, S. R

    2005-01-01

    .... The increased rate of deployments, coupled with the reduction in resources, has military leaders concerned that these changing demands will cause undue strain, adversely affecting the military member's quality of life...

  4. The Impact of Performance Appraisal, Reward System, Job Stress, and Work Life Conflict to Employee Performance

    OpenAIRE

    Rumambie, Yuliana Fransisca

    2014-01-01

    Employee Performance is an important part in a company or organization. It plays a very important role in an organization because performance of the company or organization largely depends on the performance of its employee. Recently, organizations realize that there are several factors that can affect employee performance. Several factors that can considered as the major determinants of employee performance, such as Performance Appraisal, Reward System, Job Stress, and Work life conflict. Th...

  5. Emotional Burnout, Perceived Sources of Job Stress, Professional Fulfillment, and Engagement among Medical Residents in Malaysia

    OpenAIRE

    Al-Dubai, Sami Abdo Radman; Ganasegeran, Kurubaran; Perianayagam, Wilson; Rampal, Krishna Gopal

    2013-01-01

    This study was the first to explore factors associated with emotional burnout (EB) among medical residents in Malaysia. A cross-sectional study was conducted in a universal sample of 205 medical residents in a Malaysian general hospital. The self-administered questionnaire used consisted of questions on sociodemographics and work characteristics, sources of job stress, professional fulfillment, engagement, and EB. EB was measured using the emotional exhaustion subscale, the Maslach Burnout In...

  6. The effect of organisational restructuring on job satisfaction, career aspirations and stress levels of employees

    Directory of Open Access Journals (Sweden)

    E. N. Marais

    1996-06-01

    Full Text Available The field study reported here examined the effects of organisational restructuring on employees' job satisfaction, career aspirations and stress levels. Immediately after restructuring took place in the organisation, the employees affected by this advent were tested to determine whether restructuring would impact on the three variables. Eight months after restructuring in the organisation took place their job satisfaction, career aspirations and stress levels were measured again. The results of the research indicated no changes in job satisfaction levels, career aspirations or stress levels. The results provided no support for the expectation that after a time lapse of eight months the effects or organisational restructuring would diminish and that workers would experience a greater degree of job satisfaction. In addition, it would appear that the time lapse did not improve perceived career prospects or that stress levels decreased. Opsomming Die navorsing wat hier gerapporteer word/ het die effek van organisatoriese herstrukturering op werknemers se werkstevredenheid, loopbaanaspirasies en spanningsvlakke ondersoek. Onmiddellik nadat herstrukturering in die organisasie plaasgcvind het, is die werknemers wat deur die herstrukturering geraak is, getoets om vas te stel of herstrukturering 'n impak op die drie veranderlikes sou hê. Agt maande later is hul werkstevredenheid, loopbaanaspirasies en spanningsvlakke weer gemeet. Daar is gevind dat die werknemers se reaksie op organisatoriese herstrukturering onveranderd gebly het. Die resultate het geen steun verleen aan die verwagting dat die tydsverloop van agt maande die effek van organisatoriese herstrukturering sal verminder nie en dat werknemers tot 'n groter mate werkstevredenheid sal ervaar nie. Dit blyk verder dat die tydsverloop ook nie verbeterde loopbaanvooruitsigte tot gevolg gehad het of dat die werknemers se spanningsvlakke verlaag het nie.

  7. The effect of performance-based pay systems on job satisfaction and stress

    OpenAIRE

    Hornbach, Jessica Janina

    2013-01-01

    Previous investigations regarding the health- and wellbeing-related outcomes of performance-based pay systems have been scarce and ambiguous so far. Considering the huge economic and organizational impact of stress-related health problems, it is important to further investigate this relation, including the impact of different variables that can help to explain the variation in the relationship between performance-based pay and job strain. The main purpose of this study is to challenge the res...

  8. Job stress models, depressive disorders and work performance of engineers in microelectronics industry.

    Science.gov (United States)

    Chen, Sung-Wei; Wang, Po-Chuan; Hsin, Ping-Lung; Oates, Anthony; Sun, I-Wen; Liu, Shen-Ing

    2011-01-01

    Microelectronic engineers are considered valuable human capital contributing significantly toward economic development, but they may encounter stressful work conditions in the context of a globalized industry. The study aims at identifying risk factors of depressive disorders primarily based on job stress models, the Demand-Control-Support and Effort-Reward Imbalance models, and at evaluating whether depressive disorders impair work performance in microelectronics engineers in Taiwan. The case-control study was conducted among 678 microelectronics engineers, 452 controls and 226 cases with depressive disorders which were defined by a score 17 or more on the Beck Depression Inventory and a psychiatrist's diagnosis. The self-administered questionnaires included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, demography, psychosocial factors, health behaviors and work performance. Hierarchical logistic regression was applied to identify risk factors of depressive disorders. Multivariate linear regressions were used to determine factors affecting work performance. By hierarchical logistic regression, risk factors of depressive disorders are high demands, low work social support, high effort/reward ratio and low frequency of physical exercise. Combining the two job stress models may have better predictive power for depressive disorders than adopting either model alone. Three multivariate linear regressions provide similar results indicating that depressive disorders are associated with impaired work performance in terms of absence, role limitation and social functioning limitation. The results may provide insight into the applicability of job stress models in a globalized high-tech industry considerably focused in non-Western countries, and the design of workplace preventive strategies for depressive disorders in Asian electronics engineering population.

  9. Haemodialysis work environment contributors to job satisfaction and stress: a sequential mixed methods study.

    Science.gov (United States)

    Hayes, Bronwyn; Bonner, Ann; Douglas, Clint

    2015-01-01

    Haemodialysis nurses form long term relationships with patients in a technologically complex work environment. Previous studies have highlighted that haemodialysis nurses face stressors related to the nature of their work and also their work environments leading to reported high levels of burnout. Using Kanters (1997) Structural Empowerment Theory as a guiding framework, the aim of this study was to explore the factors contributing to satisfaction with the work environment, job satisfaction, job stress and burnout in haemodialysis nurses. Using a sequential mixed-methods design, the first phase involved an on-line survey comprising demographic and work characteristics, Brisbane Practice Environment Measure (B-PEM), Index of Work Satisfaction (IWS), Nursing Stress Scale (NSS) and the Maslach Burnout Inventory (MBI). The second phase involved conducting eight semi-structured interviews with data thematically analyzed. From the 417 nurses surveyed the majority were female (90.9 %), aged over 41 years of age (74.3 %), and 47.4 % had worked in haemodialysis for more than 10 years. Overall the work environment was perceived positively and there was a moderate level of job satisfaction. However levels of stress and emotional exhaustion (burnout) were high. Two themes, ability to care and feeling successful as a nurse, provided clarity to the level of job satisfaction found in phase 1. While two further themes, patients as quasi-family and intense working teams, explained why working as a haemodialysis nurse was both satisfying and stressful. Nurse managers can use these results to identify issues being experienced by haemodialysis nurses working in the unit they are supervising.

  10. Coping, Stress, and Job Satisfaction as Predictors of Advanced Placement Statistics Teachers' Intention to Leave the Field

    Science.gov (United States)

    McCarthy, Christopher J.; Lambert, Richard G.; Crowe, Elizabeth W.; McCarthy, Colleen J.

    2010-01-01

    This study examined the relationship of teachers' perceptions of coping resources and demands to job satisfaction factors. Participants were 158 Advanced Placement Statistics high school teachers who completed measures of personal resources for stress prevention, classroom demands and resources, job satisfaction, and intention to leave the field…

  11. Does workplace health promotion contribute to job stress reduction? Three-year findings from Partnering Healthy@Work.

    Science.gov (United States)

    Jarman, Lisa; Martin, Angela; Venn, Alison; Otahal, Petr; Sanderson, Kristy

    2015-12-24

    Workplace health promotion (WHP) has been proposed as a preventive intervention for job stress, possibly operating by promoting positive organizational culture or via programs promoting healthy lifestyles. The aim of this study was to investigate whether job stress changed over time in association with the availability of, and/or participation in a comprehensive WHP program (Healthy@Work). This observational study was conducted in a diverse public sector organization (~28,000 employees). Using a repeated cross-sectional design with models corroborated using a cohort of repeat responders, self-report survey data were collected via a 40 % employee population random sample in 2010 (N = 3406) and 2013 (N = 3228). Outcomes assessed were effort and reward (self-esteem) components of the effort-reward imbalance (ERI) measure of job stress. Exposures were availability of, and participation in, comprehensive WHP. Linear mixed models and Poisson regression were used, with analyses stratified by sex and weighted for non-response. Higher WHP availability was positively associated with higher perceived self-esteem among women. Women's mean reward scores increased over time but were not statistically different (p > 0.05) after 3 years. For men, higher WHP participation was associated with lower perceived effort. Men's mean ERI increased over time. Results were supported in the cohort group. For women, comprehensive WHP availability contributed to a sense of organizational support, potentially impacting the esteem component of reward. Men with higher WHP participation also benefitted but gains were modest over time and may have been hindered by other work environment factors.

  12. Relationship of Challenge and Hindrance Stress with Coping Style and Job Satisfaction in Chinese State-Owned Enterprises

    OpenAIRE

    Yamaguchi, Hiroyuki; Zhao, Dong Mei

    2008-01-01

    This study aimed to categorize stresses prevalent in Chinese state-owned enterprises and to investigate the relationships among stresses, coping styles and job satisfaction. Data ( n = 549) were collected from three state-owned enterprises in Cang Zhou, He Bei Province, Mainland China. The result of a factor analysis yielded the following three factors: enterprise stress, interpersonal stress, and challenge stress. In order to test the moderator effect of problem-focused coping and emotion-fo...

  13. Are Bank Employees Stressed? Job Perception and Positivity in the Banking Sector: An Italian Observational Study.

    Science.gov (United States)

    Mannocci, Alice; Marchini, Laura; Scognamiglio, Alfredo; Sinopoli, Alessandra; De Sio, Simone; Sernia, Sabina; La Torre, Giuseppe

    2018-04-10

    Background : The epidemiology of stress on bank workers in Europe is only at the introductory stages. This study investigated for the first time the association between occupational stress level in bank-employees using the BEST8, Karasek-Model and socio-demographic and working factors in Italy. Methods : The observational pilot study involved 384 employees. Three questionnaires were adopted to collect data: Karasek-Model, BEST8 ( p banking sector involves many aspects: gender, type of bank, role, personal morals, high job-demands, low level of decision-making. This study recommended that banks should implement strategic interventions for well-being of employees, and consequently for their productivity.

  14. Correlation of Hope and Self-Efficacy With Job Satisfaction, Job Stress, and Organizational Commitment for Correctional Officers in the Taiwan Prison System.

    Science.gov (United States)

    Law, Fang Mei; Guo, Gwo Jen

    2016-08-01

    The aim of this study was to explore the correlation of hope and self-efficacy with job satisfaction, job stress, and organizational commitment for correctional officers in the Taiwan prison system while controlling for the shared effects of the nature of the institution (i.e., for male or female inmates) and personal characteristics of the officers (i.e., gender, age, and years of work experience). Hope in the context of this study refers to a cognitive set and motivational state that involves reciprocal interaction between goal-directed energy (agency) and planned pathways to meet the goals (pathway). It is a personality trait of hopefulness, rather than having hope for the prisoners restructuring their future. Self-efficacy refers to the belief that individuals have regarding their ability to perform necessary tasks to achieve goals. Although they share similar constructs, hope theory places emphasis on cross-situational goal-directed thought, whereas the concept of self-efficacy focuses on situation-specific goals. The participants were 133 correctional personnel from two correctional institutions, one with male inmates and the other with female inmates, in central Taiwan. The results of ordinary least squares regression analysis indicated that hope had a significant positive association with job satisfaction and a significant negative association with job stress. Self-efficacy had a significant positive association with job satisfaction and organizational commitment. Finally, job satisfaction had a significant positive association with organizational commitment. © The Author(s) 2015.

  15. Human Service Employees Coping with Job Stress, Family Stress and Work-Family Conflict.

    Science.gov (United States)

    Carbone, Dominic J.

    The intersection of work and family life has always been a popular topic of discussion among family theorists. This study examined human service employees in direct service positions coping with work stress, family stress, and work-family conflict. The effects of work stress, family stress and work-family conflict on depression were examined.…

  16. The relationship between occupational stresses with job burnout in pre-hospital emergency staff

    Directory of Open Access Journals (Sweden)

    Zahra Moshtagh Eshgh

    2014-12-01

    Results: 117 individuals (75.5 percent had moderate to high stress. Organizational factors (21.62 ± 6.05 with a mean score from 100 (65.51 had the highest score in causing stress and physical factors (10.44 ± 3.43, occupational (37.12 ± 1.12 and group factors (10.54 ± 1.12 were second and third respectively. Among all the subjects, 76.6% had experienced moderate to high burnout. There was a significant statistical difference between job stress and age (P=0.02 , type of employment (P=0.048 and between burnout and education (P=0.028 in the overall level of job stress and burnout significant correlation was observed (r=0.335, P<0.001. Conclusion: Emergency staffs work in a stressful environment, which leads to burnout, thus identifying stressors and ways to overcome these factors, especially in the corporate (management dimension can help reduce burnout.

  17. The impact of balance-focused attitudes on job stress: Gender differences evidenced in American and Chinese samples.

    Science.gov (United States)

    Li, Chenwei; Wu, Keke 'Coco'; Johnson, Diane E

    2018-02-01

    Based on gender role expectations model, we examined how balance-focused attitudes would affect job stress by influencing individuals' perceptions of family interference with work (FIW), and investigated whether a gender difference would exist in the relationships among balance-focused attitudes, FIW and job stress. Using two independent samples from the United States and China, we found support for the indirect influence of balance-focused attitudes on job stress, through FIW. Participants with balance-focused attitudes experienced lower levels of job stress as they perceived less interference from family to work. As expected, such indirect effect was more pronounce among male participants, meaning that the male participants benefited more from having balance-focused attitudes. Discussion, theoretical and practical implications are provided. © 2016 International Union of Psychological Science.

  18. The relationship between sex life satisfaction and job stress of married nurses

    Directory of Open Access Journals (Sweden)

    Lee Hsiu-Hui

    2012-08-01

    Full Text Available Abstract Background The purpose of this study was to investigate the relationship among work stress, sex life satisfaction, and mental health of married nurses. Demographic information, work stress, sex life satisfaction, sexual desire and mental health measured using the Chinese Health Questionnaire, data were collected from 100 married nurses in Taiwan. Findings Sex life satisfaction and age were negatively correlated, but sex life satisfaction and sexual desire were positively correlated. The mental health of over-committed nursing staff was not affected. Higher reward for effort was positively correlated with sex life satisfaction. Conclusions No matter whether job stress was high or low, receiving a higher reward for effort led to better sex life satisfaction, which had a satisfying positive effect on the nurses' lives. To improve nursing care quality at the hospital, nursing administrators should assist nurses in confronting work stress via positive adjustment, which is associated with the nurses’ sexual harmony, and quality of life.

  19. The relationship between sex life satisfaction and job stress of married nurses.

    Science.gov (United States)

    Lee, Hsiu-Hui; Lung, For-Wey; Lee, Pei-Rong; Kao, Wei-Tsung; Lee, Yu-Lan

    2012-08-19

    The purpose of this study was to investigate the relationship among work stress, sex life satisfaction, and mental health of married nurses. Demographic information, work stress, sex life satisfaction, sexual desire and mental health measured using the Chinese Health Questionnaire, data were collected from 100 married nurses in Taiwan. Sex life satisfaction and age were negatively correlated, but sex life satisfaction and sexual desire were positively correlated. The mental health of over-committed nursing staff was not affected. Higher reward for effort was positively correlated with sex life satisfaction. No matter whether job stress was high or low, receiving a higher reward for effort led to better sex life satisfaction, which had a satisfying positive effect on the nurses' lives. To improve nursing care quality at the hospital, nursing administrators should assist nurses in confronting work stress via positive adjustment, which is associated with the nurses' sexual harmony, and quality of life.

  20. The organizational stress measure: an integrated methodology for assessing job-stress and targeting organizational interventions.

    Science.gov (United States)

    Spurgeon, Peter; Mazelan, Patti; Barwell, Fred

    2012-02-01

    This paper briefly describes the OSM (Organizational Stress Measure) which was developed over a decade ago and has evolved to become a well-established practical method not only for assessing wellbeing at work but also as a cost-effective strategy to tackle workplace stress. The OSM measures perceived organizational pressures and felt individual strains within the same instrument, and provides a rich and subtle picture of both the organizational culture and the personal perspectives of the constituent staff groups. There are many types of organizational pressure that may impact upon the wellbeing and potential effectiveness of staff including skill shortages, ineffective strategic planning and poor leadership, and these frequently result in reduced performance, absenteeism, high turnover and poor staff morale. These pressures may increase the probability of some staff reacting negatively and research with the OSM has shown that increased levels of strain for small clusters of staff may be a leading indicator of future organizational problems. One of the main benefits of using the OSM is the ability to identify 'hot-spots', where organizational pressures are triggering high levels of personal strain in susceptible clusters of staff. In this way, the OSM may act as an 'early warning alarm' for potential organizational problems.

  1. Perceived Workplace Culture as an Antecedent of Job Stress: The Mediating Role of Work-Family Conflict

    OpenAIRE

    Aminah Ahmad; Zoharah Omar

    2010-01-01

    Problem statement: Few studies have tested the mediating effect of work-family conflict on the relationship between workplace culture and job stress. Approach: This study tested a mediation model consisting of job stress as the dependent variable, perceived family-supportive work culture as the independent variable and work-family conflict as the mediator. Data were gathered from 693 employees from private service organizations in the Klang Valley, Malaysia, using self-administered questionna...

  2. Occupational accident and disease claims, work-related stress and job satisfaction of physiotherapists.

    Science.gov (United States)

    Brattig, Birte; Schablon, Anja; Nienhaus, Albert; Peters, Claudia

    2014-01-01

    Physiotherapists are exposed to diverse occupational demands. Until now, little has been known about the interaction between occupational stress and the job satisfaction of physiotherapists. This paper aims to examine their work-related stress and job satisfaction. It will analyse accidents at work and occupational diseases of physiotherapists along with work-related physical and psychosocial stress and job satisfaction. We analysed routine data of the German Institute for Statutory Accident Insurance and Prevention in the Health and Welfare Services (BGW) on accidents at work and occurring en route to/from work as well as occupational diseases of physiotherapists. Work-related stress and job satisfaction were examined in a cross-sectional survey using a standard questionnaire to be completed by subjects themselves. Between 2007 and 2011, 1,229 cases of occupational disease were reported to the BGW. The majority of reports involved skin diseases (73%). Stumbles and falls were the most frequent causes of accidents at work (42.9%). Eighty-five physiotherapists all over Germany took part in the survey. They experience high quantitative demands at work. The main physical demands consist of a torso posture between 45° and 90° and high hand activity. Of the 85 subjects, 51% suffer from complaints of the musculoskeletal system in the neck and thoracic spine area and 24% have skin diseases. Most physiotherapists (88%) are satisfied with their work overall. This is aided by a high degree of influence on their work and breaks, by practical application of skills and expert knowledge, high regard for their profession, varied work and a good atmosphere at work. Reservations tend to be about statutory regulations and the social benefits provided by the German healthcare system. Overall, despite high demands and stress relating to the adequacy of resources, the majority of physiotherapists surveyed seem to be satisfied with their job. The main focus of action to promote the

  3. Perceived Workplace Stress Is Associated with an Increased Risk of Prostate Cancer before Age 65.

    Science.gov (United States)

    Blanc-Lapierre, Audrey; Rousseau, Marie-Claude; Parent, Marie-Elise

    2017-01-01

    Evidence is lacking regarding the potential role of chronic psychological stress on cancer incidence. The workplace is reported to be the main source of stress among Canadian men. We examined the association between perceived lifetime workplace stress and prostate cancer (PCa) risk in a large case-control study. Cases were 1,933 men, aged ≤ 75 years, newly diagnosed with PCa in 2005-2009 across hospitals in Montreal, Canada. Concurrently, 1994 population controls frequency-matched on age were randomly selected from the electoral list based on cases' residential districts. Detailed lifestyle and work histories (including perceived stress, from any type of work stressor, for each job held) were collected during in-person interviews. Logistic regression was used to estimate odds ratios (OR) and 95% confidence intervals (CI) for the association between work-related stress and PCa risk in multivariate analyses. Over the lifetime, 58% of subjects reported at least one job as stressful. Occupations described as stressful were most often among white-collar workers. Perceived workplace stress duration was associated with a higher risk of PCa (OR = 1.12, 95% CI:1.04-1.20 per 10-year increase) among men younger than 65 years, but not among older men. Associations were similar irrespective of PCa aggressiveness. Frequent or recent screening for PCa, age at first exposure and time since exposure to work-related stress, and socioeconomic and lifestyle factors, had little influence on risk estimates. Findings are in line with an association between reporting prolonged workplace stress and an increase in risk of PCa before age 65.

  4. The mediation effect of PTSD, perceived job stress and resilience on the relationship between trauma exposure and the development of depression and alcohol use problems in Korean firefighters: A cross-sectional study.

    Science.gov (United States)

    Kim, Johanna Inhyang; Park, Heyeon; Kim, Jeong-Hyun

    2018-03-15

    Firefighters constitute a high-risk group for depression and alcohol use disorders (AUDs) due to frequent exposure to trauma. Perceived job stress and resilience are powerful factors affecting the occurrence of depression and AUDs; however, research on this subject is scarce. We investigated the relationship of perceived job stress and resilience with depression or AUDs in firefighters. A total of 7151 Korean firefighters were included for analysis. Participants completed self-report scales, including a self-reported number of exposure to incident stressors, the Korean Occupational Stress Scale - Short Form, the Post-traumatic Stress Disorder (PTSD) Symptoms Checklist - Civilian version, the Patient Health Questionnaire 9, the Brief Resilience Scale, and the Alcohol Use Disorders Identification Test. Hierarchical multivariable linear regression analyses were performed to identify the relationship of perceived job stress and resilience with depression or AUDs. Path analyses were applied to investigate the mediation effects of PTSD, perceived job stress and resilience between trauma exposure and depression or AUDs. There were significant associations of perceived job stress and resilience with depression and AUDs, respectively, even after adjusting for demographic factors, number of traumatic events, and PTSD symptoms. The relationship between trauma exposure and depression/AUDs was mediated by PTSD symptoms, which had both direct and indirect effects on depression and AUDs; indirect effect was mediated by job stress and resilience. The findings in this study demonstrated that PTSD, perceived job stress and resilience can mediate the development of depression or AUDs following trauma exposure in firefighters. Efforts to prevent PTSD, reduce job stress and increase individual resilience could help prevent depression and AUDs. The cross-sectional study design and self-report nature of the assessment tools limit the current findings. Copyright © 2018 Elsevier B.V. All

  5. Relationship between the onset of depression and stress response measured by the Brief Job Stress Questionnaire among Japanese employees: a cohort study.

    Directory of Open Access Journals (Sweden)

    Keiko Wada

    Full Text Available BACKGROUND: The proportion of Japanese workers experiencing intense worry or stress during working life is in excess of 60%, and the incidence of psychiatric disorders and suicide due to psychological burden from work duties is increasing. To confirm whether the stress response measured by the Brief Job Stress Questionnaire (BJSQ can identify risk for depression, a cohort study was conducted to evaluate whether the stress response measured by BJSQ was associated with the onset of depression. METHODS: A total of 1,810 participants aged 20-70 years in 2005 completed the stress response of the BJSQ and were followed-up until August, 2007 by examining sick pay records. Depression was defined by a description in sick pay records that included "depression" or "depressive symptoms" as a reason for sick leave according to a physician's medical certificate. The participants were divided into quartiles (Ql, Q2, Q3, and Q4 according to the total stress response score of BJSQ at baseline. Furthermore, the participants were divided into a higher score category (Q4 and a lower score category (Q1-Q3. Risk ratios of the stress response of the BJSQ for onset of depression were calculated using a multivariable Cox proportional hazard model. RESULTS: Among 1,810 participants, 14 developed depression during a mean of 1.8 years of follow-up. The risk ratio was 2.96 (95% confidence interval [CI], 1.04-8.42, p for trend = 0.002 when the higher stress response score category of BJSQ was compared with the low stress response score category for sick leave due to depression. After adjusting for gender, age, marital status, and having children, the risk ratios were similar to no adjustment. CONCLUSIONS: These findings suggest that the stress response measured by the BJSQ can demonstrate risk for the onset of depression.

  6. [Investigation on occupational stress, social support and job burnout of the staffs in sport goods chain stores].

    Science.gov (United States)

    Wang, H Y; Wei, W

    2018-02-20

    Objective: To understand the relationship between occupational stress, social support and job burnout, and to explore the moderating role of social support for occupational stress and job burnout. Methods: 256 employees were conveniently chosen to engage in a survey, including occupational stress indicator (OSI) , social support rating scale (SSRS) as well as maslach burnout inventory-general survey (MBI-GS) from March to June in 2017. Results: The occupational stress score of the stafls in sport goods Chain stores was 55.5 ± 11.7, the score of social support was 28.2 ± 7.6, and the score of job burnaut was 41.3 ± 11.6. Occupational stress was positively correlated with job burnout ( r =0.425, P occupational stress was negatively related to objective support, subjective support and support utilization ( r values were-0.182, -0.227, and-0.208, P occupational stress and subjective support and support utilization were statistically significant ( β values were-0.069 and-0.077, P occupational stress and job burnout, especially in subjective support and support utilization.

  7. Job stress, satisfaction, and coping strategies among medical interns in a South Indian tertiary hospital.

    Science.gov (United States)

    Chandramouleeswaran, Susmita; Edwin, Natasha C; Braganza, Deepa

    2014-07-01

    It has previously been demonstrated that there is a significant drop in all domains of quality of life among interns during internship. A modified version of the health consultant's job stress and satisfaction questionnaire (HCJSSQ) was used to assess and quantify aspects of internship that were perceived as stressful and satisfying. Methods used to cope with work place stress were explored. A prospective cohort study was undertaken among 93 medical interns doing a rotating internship at the Christian Medical College and Hospital, a tertiary-care hospital in southern India. After completion of 6 months of internship, the modified version of the HCJSSQ was administered to all participants. The data were entered into Statistical Package for the Social Sciences (SPSS) Version 9 by double data entry technique. Percentages of interns reporting high levels of stress, satisfaction were calculated. While 63.4% of interns reported high levels of satisfaction, 45.2% of the interns experienced high levels of stress, 17.6% coped with work stress by using alcohol and nicotine, and 37% coped through unhealthy eating habits. More people found internship satisfying than stressful. However, a high proportion found it stressful, and many reported unhealthy coping mechanisms.

  8. Job satisfaction, stress and burnout in anaesthetic technicians in New Zealand.

    Science.gov (United States)

    Kluger, M T; Bryant, J

    2008-03-01

    Anaesthetic technicians play a key role in the operating room, yet little is known about their levels of job satisfaction or workplace stress. A blinded, confidential single mail-out survey was posted to anaesthetic technicians in New Zealand. The survey consisted of demographic information, a job satisfaction survey, the Maslach Burnout Inventory and the Short Form 12. At total of 154 forms were returned (51% response rate). Respondents worked predominantly in public hospitals and many had duties outside the operating room. Job satisfaction was related to teamwork, practical nature of work and patient contact, while dissatisfaction was related to lack of respect from nurses and limited career pathway. High to moderate levels of emotional exhaustion (48%), depersonalisation (39%) and low levels of personal accomplishment (58%) were indicators of burnout. The Short Form 12 revealed high levels of physical impairment in 24% and emotional impairment in 35% of respondents. These data suggest that work is needed to evaluate anaesthetic assistants' job structure and actively manage their important physical and emotional sequelae.

  9. Influencing the psychological well-being of beginning teachers across three years of teaching : Self-efficacy, stress causes, job tension and job discontent

    NARCIS (Netherlands)

    Helms-Lorenz, Michelle; Maulana, Ridwan

    2016-01-01

    In this study, the path of influence of support programmes for beginning teachers (BTs) is examined. Longitudinal relationships between self-efficacy and stress causes experienced by BTs and their job tension and discontent are investigated. Differential effects are explored in the relationships

  10. Pediatric novice nurses: examining compassion fatigue as a mediator between stress exposure and compassion satisfaction, burnout, and job satisfaction.

    Science.gov (United States)

    Meyer, Rika M L; Li, Angela; Klaristenfeld, Jessica; Gold, Jeffrey I

    2015-01-01

    We investigated whether compassion fatigue mediated associations between nurse stress exposure and job satisfaction, compassion satisfaction, and burnout, controlling for pre-existing stress. The Life Events Checklist was administered to 251 novice pediatric nurses at the start of the nurse residency program (baseline) and 3 months after to assess pre-existing and current stress exposure. Compassion satisfaction, compassion fatigue, and burnout were assessed 3 months after baseline and job satisfaction 6 months after. Stress exposure significantly predicted lower compassion satisfaction and more burnout. Compassion fatigue partially mediated these associations. Results demonstrate a need for hospitals to prevent compassion fatigue in healthcare providers. Copyright © 2015 Elsevier Inc. All rights reserved.

  11. Stress Causing Factors Among Teachers in Elementary Schools and Their Relationship with Demographic and Job Characteristics

    Directory of Open Access Journals (Sweden)

    Teuta Agai–Demjaha

    2015-07-01

    CONCLUSION: Our findings confirm that within the control category, the highest levels of perceived teacher’s work-related stress were caused by changes in terms and conditions without consultation and given responsibility without the authority to take decisions, while in the category support, the same was true for stress factors lack of funds/resources to do the job and limited or no access to training. We have also concluded that the lower-grade school teachers, female teachers, teachers for whom this is the first job and teachers with university education perceive more often the lack of authority to take decisions as a very stressful factor than the upper-grade school teachers, male teachers, teachers previously employed in another workplace, and those with high education. The lower-grade school teachers, older teachers and teachers with university education perceive more often changes in education as a very stressful factor than the upper grade school teachers, younger teachers and those with high education.

  12. Relationship between job stress level and coping strategies used by Hong Kong nurses working in an acute surgical unit.

    Science.gov (United States)

    Wang, Wenru; Kong, Amelia Wai Man; Chair, Sek Ying

    2011-11-01

    The aim of this study is to explore the relationship between job stress and coping strategies of Hong Kong nurses working in an acute surgical unit. This is a descriptive correlational study. Data were collected from 98 Hong Kong surgical nurses using the Nursing Stress Scale and the Jalowiec Coping Scale. Results showed that workload (M = 15.36), lack of support (M = 13.32), and inadequate preparation (M = 12.33) are the most common stressors for Hong Kong surgical nurses. The most frequent strategies used by nurses to cope with stress can be characterized as evasive (M = 19.23), confrontive (M = 17.46), and optimistic (M = 15.81), all of which are also rated as the most effective strategies in reducing stress levels. Only the confrontive, optimistic, supportant, and emotive coping strategies reveal significant correlations (p stress levels of nurses, whereas the evasive, fatalistic, palliative, and self-reliant strategies showed no significant correlation with stress levels (p > .05). Recognizing the impacts of job-related stress and making use of effective coping methods play a vital role in reducing nurse's stress. A change in leadership styles from the managerial level and reallocation of manpower may help reduce job stress. The use of confrontive and optimistic coping strategies in reducing job-related stress for surgical nurses should be advocated and promoted in their daily work. Copyright © 2011 Elsevier Inc. All rights reserved.

  13. Stress on the Job: How Family Literacy Program Directors Perceive Occupational Stress

    Science.gov (United States)

    Sandlin, Jennifer A.; Chen, Chia-Yin

    2007-01-01

    Little research has examined stress among family literacy administrators, although studies in other contexts reveal occupational stress can lead to illness, distress, and organizational problems. This article presents findings from a recent study of stress among family literacy program directors in Texas. Findings reveal family literacy program…

  14. Effects of the medication nursing assistant role on nurse job satisfaction and stress in long-term care.

    Science.gov (United States)

    Walker, Margaret J

    2008-01-01

    Long-term care nurses continue to struggle with increasing workloads, fulfilling regulatory requirements and limited staffing resources. One method of impacting the workload is the introduction of the new medication nursing assistant (MNA) role to alleviate the nurse from prolonged time intervals spent administering medications. An early step in MNA role implementation is to evaluate its impact by comparing agencies using the MNA and those not using the role. This article presents findings from a mixed method study examining the efficacy of the MNA role in relationship to job satisfaction and the degree of perceived stress experienced by long-term care nurses. Ninety-one nurses employed at 2 large New Hampshire facilities responded. Findings offer empirical evidence supporting the use of the MNA to reduce job stress and increase satisfaction for licensed nurses. The MNA role is accepted by nurse leaders and viewed as a benefit. Findings also support a correlation between empowerment and decision making in the nursing environment with levels of nurse satisfaction.

  15. Periodontitis and increase in circulating oxidative stress

    OpenAIRE

    Takaaki Tomofuji; Koichiro Irie; Toshihiro Sanbe; Tetsuji Azuma; Daisuke Ekuni; Naofumi Tamaki; Tatsuo Yamamoto; Manabu Morita

    2009-01-01

    Reactive oxygen species (ROS) are products of normal cellular metabolism. However, excessive production of ROS oxidizes DNA, lipids and proteins, inducing tissue damage. Studies have shown that periodontitis induces excessive ROS production in periodontal tissue. When periodontitis develops, ROS produced in the periodontal lesion diffuse into the blood stream, resulting in the oxidation of blood molecules (circulating oxidative stress). Such oxidation may be detrimental to systemic health. Fo...

  16. Job Stress in the United Kingdom: Are Small and Medium-Sized Enterprises and Large Enterprises Different?

    Science.gov (United States)

    Lai, Yanqing; Saridakis, George; Blackburn, Robert

    2015-08-01

    This paper examines the relationships between firm size and employees' experience of work stress. We used a matched employer-employee dataset (Workplace Employment Relations Survey 2011) that comprises of 7182 employees from 1210 private organizations in the United Kingdom. Initially, we find that employees in small and medium-sized enterprises experience lower level of overall job stress than those in large enterprises, although the effect disappears when we control for individual and organizational characteristics in the model. We also find that quantitative work overload, job insecurity and poor promotion opportunities, good work relationships and poor communication are strongly associated with job stress in the small and medium-sized enterprises, whereas qualitative work overload, poor job autonomy and employee engagements are more related with larger enterprises. Hence, our estimates show that the association and magnitude of estimated effects differ significantly by enterprise size. Copyright © 2013 John Wiley & Sons, Ltd.

  17. Job stress and risk of menstrual duration disorder in female civilian flight attendants in Indonesia

    Directory of Open Access Journals (Sweden)

    Melissa Audry Rampen

    2016-03-01

    Full Text Available Abstrak Latar belakang: Gangguan durasi haid pada pramugari dapat mengganggu performa kerja. Tujuan penelitianadalah untuk mengetahui faktor-faktor risiko yang terhadap gangguan durasi haid pada pramugari.Metode: Penelitian potong lintang dengan sampling purposif dilakukan pada pramugari berusia 19–50 tahunyang melakukan pemeriksaan kesehatan berkala di Balai Kesehatan Penerbangan dan Garuda Sentra Medikatanggal 18–29 Mei 2015. Gangguan durasi haid ialah durasi haid lebih dari 8 hari dan/atau lebih pendek daribiasa (3–5 hari. Stres diidentifikasi dengan kriteria National Institute for Occupational Safety and HealthGeneric Job Stress Questionnaire Mental Demands Form Number 11. Analisis dilakukan dengan regresi Cox.Hasil: Di antara 521 pramugari sebanyak 393 setuju berpartisipasi, 19 dieksklusi karena menderita gangguandurasi haid sebelum bekerja, sehingga diperoleh 374 subyek untuk analisis, dan 35,8% di antaranya menderitagangguan durasi haid. Stres kerja, jenis penerbangan dan usia merupakan faktor risiko dominan terhadapgangguan durasi haid. Pramugari dengan stres kerja memiliki risiko menderita gangguan durasi haid 58%lebih tinggi [risiko relatif suaian (RRa = 1,58; interval kepercayaan (CI = 0,96-2,62; P = 0,071]. Pramugaridengan jenis penerbangan jarak jauh dalam tiga bulan terakhir memiliki risiko 69% lebih tinggi mengalamigangguan durasi haid (RRa=1,69; CI=1,17-2,43. Pramugari berumur 30–39 tahun memiliki risiko gangguandurasi haid 50% lebih rendah (RRa = 0,50; 95% CI = 0,22-1,02; P = 0,057.Kesimpulan: Pramugari dengan stres kerja, jenis penerbangan jarak jauh dalam tiga bulan terakhir, danberusia 19–24 tahun memiliki risiko lebih tinggi gangguan durasi haid.(Health Science Journal of Indonesia2015;6:87-91Kata kunci: durasi haid, stres kerja, pramugari, Indonesia AbstractBackground: Menstrual duration disorder may cause impaired work performance. The research objectivewas to identify risk factors related to menstrual duration

  18. Greenness and job-related chronic stress in young adults: a prospective cohort study in Germany.

    Science.gov (United States)

    Herrera, Ronald; Markevych, Iana; Berger, Ursula; Genuneit, Jon; Gerlich, Jessica; Nowak, Dennis; Schlotz, Wolff; Vogelberg, Christian; von Mutius, Erika; Weinmayr, Gudrun; Windstetter, Doris; Weigl, Matthias; Heinrich, Joachim; Radon, Katja

    2018-06-04

    We aimed to prospectively study the association between normalised difference vegetation index (NDVI) as a measure of greenness around homes and occupational stress. A population-based cohort in Munich and Dresden cities was followed from age 16-18 years to age 20-23 years (n=1632). At baseline, all participants attended high-school while at follow-up some had started working and others studying at university. At baseline and in each follow-up, we assigned NDVI based on participants' residential geocoded addresses and categorised it by quartiles. School-related, university-related or job-related self-reported chronic stress was assessed at the two follow-ups by the Trier Scale for Assessment of Chronic Stress using work discontent and work overload as outcomes. We modelled the association employing ordinal generalised estimating equations model accounting for changes in sociodemographics, non-job-related stress, job history and environmental covariates. Stratified analysis by each city was performed. NVDI at baseline was higher for participants from Dresden (median=0.36; IQR 0.31-0.41) than Munich (0.31; 0.26-0.34). At follow-up, it decreased only for participants in Dresden (0.34; 0.30-0.40). Higher greenness (quartile 4 vs quartile 1) was associated with less work discontent (OR 0.89; 95% CI 0.80 to 0.99) and less work overload (OR 0.87; 95% CI 0.78 to 0.96). In stratified analyses, results were more consistent for Munich than for Dresden. Our results suggest that residential green spaces, using the vegetation index as a proxy for exposure, are inversely associated with two types of job-related chronic stress in German young adults transitioning from school to university or working life. © Article author(s) (or their employer(s) unless otherwise stated in the text of the article) 2018. All rights reserved. No commercial use is permitted unless otherwise expressly granted.

  19. Job stress among community health workers: a multi-method study from Pakistan

    Directory of Open Access Journals (Sweden)

    Iqbal Zafar

    2008-10-01

    Full Text Available Abstract Background In low income countries, the task of providing primary health care is often the responsibility of community health workers. In Pakistan, community workers called Lady Health Workers (LHW deliver basic health care at the doorstep in the rural areas and urban slums. Evaluations show that it is a successful programme but point out inconsistencies in the quality of service provided. In order achieve this, it would be important to obtain the workers' viewpoint on their job-description, the problems they face and the levels of stress they encounter. Methods We conducted a multi-method study to investigate the aforementioned issues. All LHWs from one typical rural sub-district in Rawalpindi were surveyed. Focus group discussions with a sub-set of these workers were also conducted. Results About a quarter of the LHWs were found to have significant occupational stress. Factors associated with stress included having low socio-economic status and having to travel long distances for work. Inconsistent medical supplies, inadequate stipends, lack of career structure and not being equipped to communicate effectively with families were the main factors for job dissatisfaction among these workers. Recommendations Improvement in remuneration, better administration of supplies and a structured career path should be ensured for better performance of community health workers. In addition, communication skills learning should be an essential part of their training programme.

  20. Professional burnout, stress and job satisfaction of nursing staff at a university hospital.

    Science.gov (United States)

    Portero de la Cruz, Silvia; Vaquero Abellán, Manuel

    2015-01-01

    to describe the social and work characteristics of the nursing staff at a tertiary hospital in the Public Health Service of Andalucía, to assess the degree of professional professional burnout and job satisfaction of those professionals and to study the possible relation between the professional burnout variables and the stress and job satisfaction levels on the one hand and social and employment variables on the other. descriptive and cross-sectional study in a sample of 258 baccalaureate and auxiliary nurses. As research instruments, an original and specific questionnaire was used to collect social and employment variables, the Maslach Burnout Inventory, the Nursing Stress Scale and the Font-Roja questionnaire. Descriptive, inferential statistics and multivariate analysis were applied. average scores were found for professional stress and satisfaction, corresponding to 44,23 and 65,46 points, respectively. As regards professional burnout, an average score was found on the emotional exhaustion subscale; a high score for depersonalization and a low score for professional accomplishment. Studies are needed to identify the scores on these subscales in health organizations and to produce knowledge on their interrelations.

  1. Professional burnout, stress and job satisfaction of nursing staff at a university hospital

    Directory of Open Access Journals (Sweden)

    Silvia Portero de la Cruz

    2015-06-01

    Full Text Available OBJECTIVES: to describe the social and work characteristics of the nursing staff at a tertiary hospital in the Public Health Service of Andalucía, to assess the degree of professional professional burnout and job satisfaction of those professionals and to study the possible relation between the professional burnout variables and the stress and job satisfaction levels on the one hand and social and employment variables on the other.METHOD: descriptive and cross-sectional study in a sample of 258 baccalaureate and auxiliary nurses. As research instruments, an original and specific questionnaire was used to collect social and employment variables, the Maslach Burnout Inventory, the Nursing Stress Scale and the Font-Roja questionnaire. Descriptive, inferential statistics and multivariate analysis were applied.RESULTS: average scores were found for professional stress and satisfaction, corresponding to 44,23 and 65,46 points, respectively. As regards professional burnout, an average score was found on the emotional exhaustion subscale; a high score for depersonalization and a low score for professional accomplishment. Studies are needed to identify the scores on these subscales in health organizations and to produce knowledge on their interrelations.

  2. Job stress is associated with migraine in current workers: the Brazilian Longitudinal Study of Adult Health (ELSA-Brasil).

    Science.gov (United States)

    Santos, I S; Griep, R H; Alves, M G M; Goulart, A C; Lotufo, P A; Barreto, S M; Chor, D; Benseñor, I M

    2014-10-01

    Migraine is an important source of social burden and work-related costs. Studies addressing the association of migraine with job stress are rare. The aim of this paper was to study the association of job stress components and migraine using structured, validated questionnaires that were part of the Brazilian Longitudinal Study of Adult Health (ELSA-Brasil). The ELSA-Brasil is a multicentre cohort of 15,105 civil servants (12,096 current workers) in Brazil. Job strain was assessed using the 17-item Brazilian version of the Swedish Demand-Control-Support Questionnaire. Headache episodes in the preceding 12 months were assessed using a questionnaire based on the International Headache Society criteria. We analysed the association between job stress domains and migraine in men and women using adjusted logistic regression and interaction models. We included 3113 individuals without headache and 3259 migraineurs. Low job control [odds ratio (OR) 1.30; 95% confidence interval (95% CI) 1.10-1.53], high job demands (OR 1.37; 95% CI 1.18-1.59) and low social support (OR 1.49; 95% CI 1.29-1.71) were associated with migraine. Job control was more strongly associated with migraine in women (p for interaction = 0.02). High-strain (high demand and low control) jobs were associated with migraine in both men (OR 1.48; 95% CI 1.11-1.97) and women (OR 1.51; 95% CI 1.17-1.95). We observed a strong association between high-strain jobs and migraine. Job control was a stronger migraine-related factor for women. Low social support was associated with migraine in both sexes. © 2014 European Pain Federation - EFIC®

  3. Behavior of Personality Type Toward Stress and Job Performance: A Study of Healthcare Professionals

    Directory of Open Access Journals (Sweden)

    Yasmin Janjhua

    2012-01-01

    Full Text Available Background: The present paper has examined the sources of stress among the healthcare professionals and the difference between responses of personality type A and type B healthcare professionals toward stressful situations. Further, the difference in the performance of both the personality types has been studied. The relationship between stress and performance among the healthcare professionals in general and with respect to personality type A and type B healthcare professionals in particular has also been investigated. Methods: A total of 160 healthcare professionals of Post Graduate Institute (PGI, Chandigarh, were subjects of this study. Results: Identification with patients, deterioration and complication in the patient condition, and job criticism emerged to be the sources of stress. Significant difference between personality type A and personality type B professionals′ response pertaining to identification with the patients only has been reported. However, type A individuals showed slightly higher inclination as compared to type B individuals on majority of stressful situations. It was further noted that type A individuals had scored higher on almost all the performance indicators as compared to personality type B individuals. The mean difference between the personality types was found to be significant for two performance dimensions, i.e., relationship with colleagues, and teaching and training. Conclusions: The stressful situation relationship with patients was found to have significantly negative impact on the performance factors such as good clinical care and rapport with patients. Daily work was also found to be negatively related to good medical practice.

  4. Behavior of personality type toward stress and job performance: a study of healthcare professionals.

    Science.gov (United States)

    Janjhua, Yasmin; Chandrakanta

    2012-07-01

    The present paper has examined the sources of stress among the healthcare professionals and the difference between responses of personality type A and type B healthcare professionals toward stressful situations. Further, the difference in the performance of both the personality types has been studied. The relationship between stress and performance among the healthcare professionals in general and with respect to personality type A and type B healthcare professionals in particular has also been investigated. A total of 160 healthcare professionals of Post Graduate Institute (PGI), Chandigarh, were subjects of this study. Identification with patients, deterioration and complication in the patient condition, and job criticism emerged to be the sources of stress. Significant difference between personality type A and personality type B professionals' response pertaining to identification with the patients only has been reported. However, type A individuals showed slightly higher inclination as compared to type B individuals on majority of stressful situations. It was further noted that type A individuals had scored higher on almost all the performance indicators as compared to personality type B individuals. The mean difference between the personality types was found to be significant for two performance dimensions, i.e., relationship with colleagues, and teaching and training. The stressful situation relationship with patients was found to have significantly negative impact on the performance factors such as good clinical care and rapport with patients. Daily work was also found to be negatively related to good medical practice.

  5. Prenatal stress may increase vulnerability to life events

    DEFF Research Database (Denmark)

    Hougaard, Karin S; Andersen, Maibritt B; Kjaer, Sanna L

    2005-01-01

    Prenatal stress has been associated with a variety of alterations in the offspring. The presented observations suggest that rather than causing changes in the offspring per se, prenatal stress may increase the organism's vulnerability to aversive life events. Offspring of rat dams stressed...

  6. Marital Stress and Extraversion Personality as Predicators of Job Satisfaction among Married Women Teachers in Enugu, Nigeria

    Science.gov (United States)

    Elom, Sampson Omena; Egba, Nwamaka A.

    2015-01-01

    The study investigated marital stress and extraversion personality as predictors of job satisfaction among married women teachers in Enugu, Nigeria. One hundred and eighty eight married women teachers in Enugu, Nigeria participated in the study. Three instruments were used to gather information in this study. They included marital stress inventory…

  7. Examining the offender-victim overlap among police officers: the role of social learning and job-related stress.

    Science.gov (United States)

    Zavala, Egbert

    2013-01-01

    This study uses data from the Police Stress and Domestic Violence in Police Families in Baltimore, Maryland 1997-1999 to examine the offender-victim overlap among police officers in the context of intimate partner violence (IPV). Specifically, the study examines the role of parental violence, child maltreatment, and job-related stress on perpetrating violence and victimization. Results from two logistic regression models indicate that one element of job-related stress (negative emotions) was positive and significant in predicting IPV perpetration, whereas parental violence, child maltreatment, and negative emotions were found to be positive and significant in predicting victimization. The study's limitations and future research are discussed.

  8. Perceived Job Insecurity and Quality of Life: Testing the Effect of Stress Proliferation from Work to Family Life

    OpenAIRE

    Fehrenbacher, Anne E.

    2016-01-01

    The organization of work in the United States has changed dramatically over the last four decades as a result of globalization, industrial shifts, and technological innovation (Burgard et al., 2009; Seigrist & Marmot, 2005; Sverke & Hellgren, 2002). Long-term, stable employment relationships have increasingly been replaced with work arrangements characterized by shorter job tenure and fewer worker protections, leading to an increase in perceived job insecurity (Standing, 2011). Perceived job ...

  9. A Multilevel Association Model for IT Employees’ Life Stress and Job Satisfaction: An Information Technology (IT Industry Case Study

    Directory of Open Access Journals (Sweden)

    Mehmood Khalid

    2017-01-01

    Full Text Available The aim of this research was to investigate the association among IT employees’ life stress and job satisfaction in information technology (IT firms. Data on 250 IT employees’ in 30 working groups was obtained from 10 Information Technology (IT Chinese firms from Beijing, and analyzed using hierarchical linear modeling (HLM. Results found momentous association among life stress of IT employees’ and their job satisfaction at an individual-level and group-level in IT firms. Furthermore, life stress in Beijing at group-level moderates the association among job satisfaction and IT employees’ life stress at an individual-level. Finally, limitations and implications of the present study are also discussed.

  10. Investigating the effect of work stress, general health quality, organizational intelligence and job satisfaction on employee performance

    Directory of Open Access Journals (Sweden)

    Masoud Samadzadeh

    2013-12-01

    Full Text Available During the past few years, there have been tremendous efforts on measuring the effects of different factors such as work stress, general heath quality, etc. on performance of employees. In this paper, we present an empirical investigation to study the effects of work stress, general health, organizational intelligence and job satisfaction on employee performance. The proposed study of this paper uses two questionnaires where one is associated with general heath quality (GHQ with 20 questions and the other one consists of 12 questions, which is associated with work stress. The study chooses a sample of 144 employees from 222 people who worked for one of Islamic Azad University in Iran. Cronbach alphas for work stress, general health, organizational intelligence, job satisfaction and organizational performance are 0.911, 0.895, 0.795, 0.863 and, 0.864, respectively. The results indicate that job satisfaction has the highest influence on organizational performance followed by other factors.

  11. Development of short questionnaire to measure an extended set of role expectation conflict, coworker support and work-life balance: The new job stress scale

    Directory of Open Access Journals (Sweden)

    Abhishek Shukla

    2016-12-01

    Full Text Available This study aimed to investigate the reliability and validity of a new version of job stress scale, which measures the extended set of psychosocial stressors by adding new scales to the current version of the job stress scale. Additional scales were extensively collected from theoretical job stress models and similar questionnaire from different countries. Items were tested in workplace and refined through a pilot survey (n = 400 to examine the reliability and construct validity. Most scales showed acceptable levels of internal consistency, intra-class reliability, and test–retest reliability. Factor analysis and correlation analysis showed that these scales fit the theoretical expectations. These findings provided enough evidences that the new job stress scale is reliable and valid. Although confirmatory analysis should be examined in future studies. The new job stress scale is a useful instrument for organization and academicians to evaluate job stress in modern Indian workplace.

  12. Baseline job satisfaction and stress among pharmacists and pharmacy technicians participating in the Fleetwood Phase III Study.

    Science.gov (United States)

    Lapane, Kate L; Hughes, Carmel M

    2004-11-01

    To provide baseline levels of job satisfaction and stress among members of the long-term care pharmacy team participating in the Fleetwood Phase III evaluation. Cross-sectional design; long-term care pharmacy provider in North Carolina (the implementation site of the large-scale Fleetwood Phase III study). All current pharmacy employees as of May/June 2002. None. Health Professional Stress Inventory and job satisfaction. Ninety-four percent (16/17) of consultant pharmacists were satisfied with their job, with 89% reporting they would definitely choose to be a pharmacist again. Seventy-five percent both of dispensing pharmacists and pharmacy technicians reported overall job satisfaction. Forty-one reported that they would not choose to be a pharmacist (pharmacy technician) again. The most frequently reported sources of stress among the dispensing pharmacists and pharmacy technicians were conflicts with non-work obligations (i.e., family, personal life) and the ability to perform duties with short staffing. In addition, inadequate pay and few opportunities for job advancement were often/frequent sources of stress among pharmacy technicians. More than one third of dispensing pharmacists also reported stress frequently because of fears of mistakes in patient treatment. Overall, consultants are very satisfied with their positions, although dispensing pharmacists and pharmacy technicians are less satisfied with their work. The reasons may be because of the different nature of each job, as well as staffing shortages. The extent to which the Fleetwood Model can improve job satisfaction and impact on stress will be evaluated once we resurvey the pharmacy team after the intervention period of the Fleetwood Phase III study.

  13. How accurately does the Brief Job Stress Questionnaire identify workers with or without potential psychological distress?

    Science.gov (United States)

    Tsutsumi, Akizumi; Inoue, Akiomi; Eguchi, Hisashi

    2017-07-27

    The manual for the Japanese Stress Check Program recommends use of the Brief Job Stress Questionnaire (BJSQ) from among the program's instruments and proposes criteria for defining "high-stress" workers. This study aimed to examine how accurately the BJSQ identifies workers with or without potential psychological distress. We used an online survey to administer the BJSQ with a psychological distress scale (K6) to randomly selected workers (n=1,650). We conducted receiver operating characteristics curve analyses to estimate the screening performance of the cutoff points that the Stress Check Program manual recommends for the BJSQ. Prevalence of workers with potential psychological distress defined as K6 score ≥13 was 13%. Prevalence of "high-risk" workers defined using criteria recommended by the program manual was 16.7% for the original version of the BJSQ. The estimated values were as follows: sensitivity, 60.5%; specificity, 88.9%; Youden index, 0.504; positive predictive value, 47.3%; negative predictive value, 93.8%; positive likelihood ratio, 6.0; and negative likelihood ratio, 0.4. Analyses based on the simplified BJSQ indicated lower sensitivity compared with the original version, although we expected roughly the same screening performance for the best scenario using the original version. Our analyses in which psychological distress measured by K6 was set as the target condition indicate less than half of the identified "high-stress" workers warrant consideration for secondary screening for psychological distress.

  14. Relationship between occupational stress and job burnout among rural-to-urban migrant workers in Dongguan, China: a cross-sectional study.

    Science.gov (United States)

    Luo, Hao; Yang, Hui; Xu, Xiujuan; Yun, Lin; Chen, Ruoling; Chen, Yuting; Xu, Longmei; Liu, Jiaxian; Liu, Linhua; Liang, Hairong; Zhuang, Yali; Hong, Liecheng; Chen, Ling; Yang, Jinping; Tang, Huanwen

    2016-08-17

    In China, there have been an increasing number of migrant workers from rural to urban areas, and migrant workers have the highest incidence of occupational diseases. However, few studies have examined the impact of occupational stress on job burnout in these migrant workers. This study aimed to investigate the relationship between occupational stress and job burnout among migrant workers. This study used a cross-sectional survey. This investigation was conducted in Dongguan city, Guangdong Province, China. 3806 migrant workers, aged 18-60 years, were randomly selected using multistage sampling procedures. Multistage sampling procedures were used to examine demographic characteristics, behaviour customs and job-related data. Hierarchical linear regression and logistic regression models were constructed to explore the relationship between occupational stress and burnout. Demographics, behaviour customs and job-related characteristics significantly affected on burnout. After adjusting for the control variable, a high level of emotional exhaustion was associated with high role overload, high role insufficiency, high role boundary, high physical environment, high psychological strain, high physical strain, low role ambiguity, low responsibility and low vocational strain. A high level of depersonalisation was associated with high role overload, high role ambiguity, high role boundary, high interpersonal strain, high recreation, low physical environment and low social support. A low level of personal accomplishment was associated with high role boundary, high role insufficiency, low responsibility, low social support, low physical environment, low self-care and low interpersonal strain. Compared to the personal resources, the job strain and personal strain were more likely to explain the burnout of rural-to-urban migrant workers in our study. The migrant workers have increased job burnouts in relation to occupational stress. Relieving occupational stress and maintaining

  15. Primary care practice a la carte among GPs: using organizational diversity to increase job satisfaction.

    Science.gov (United States)

    Geneau, Robert; Lehoux, Pascale; Pineault, Raynald; Lamarche, Paul A

    2007-04-01

    Primary care revival in Canada and elsewhere is viewed by many as conditional to the introduction of new organizational models. Endorsement by GPs is a key factor in the success of these models, and increasing GPs' job satisfaction is often one of the desired outcomes of the reforms currently underway. The phenomenon of work satisfaction from the GP's perspective is not yet fully understood. The objectives of this study were to elicit its different facets and to understand better how organizational factors affect it. This is a case study carried out in the province of Quebec (Canada). We conducted semi-structured interviews with 28 GPs working in private clinics and community health centres (Centre local de services communautaires). The main themes uncovered are related to the relationship between time management and quality of care, variation in work, autonomy in day-to-day practice, team 'orientedness' and social rewards. We also found that some GPs prefer to combine work in different organizations and models in order to increase their job satisfaction and to better cope with an increasingly complex task environment. Our study provides a comprehensive view of the various dimensions that GPs consider important in their professional life. Our findings suggest that, for many GPs, the perfect practice is tailor made and implies a combination of organizational models in order to fulfil their multiple professional goals. This has important implications for decision makers who are promoting new primary care models.

  16. The effects of employer-provided massage therapy on job satisfaction, workplace stress, and pain and discomfort.

    Science.gov (United States)

    Back, Chris; Tam, Helen; Lee, Elaine; Haraldsson, Bodhi

    2009-01-01

    Long-term care staff have high levels of musculoskeletal concerns. This research provided a pilot program to evaluate the efficacy of employer-funded on-site massage therapy on job satisfaction, workplace stress, pain, and discomfort. Twenty-minute massage therapy sessions were provided. Evaluation demonstrated possible improvements in job satisfaction, with initial benefits in pain severity, and the greatest benefit for individuals with preexisting symptoms. A long-term effect was not demonstrated.

  17. The Effectiveness of Communication Skills Training to Increase Job Satisfaction and Job Performance of Employees in Bandar Imam Petrochemical Plant in Mahshahr

    OpenAIRE

    Shayesteh Khaleghi; Rezvan Homaei

    2017-01-01

    The aim of this study was to determine the effectiveness of communication skills training to increase job satisfaction and job performance in employees of Bandar Imam petrochemical plant in Mahshahr in 2016. The statistical population consisted of all employees of Bandar Imam petrochemical plant in Mahshahr in 2015. 30 employees who were selected by convenient sampling constituted the sample of the study and were assigned to experimental and control groups (15=experiment and 15=control).  The...

  18. Pad stress tests with increasing load for the diagnosis of stress urinary incontinence.

    Science.gov (United States)

    Rimstad, Liv; Larsen, Elsa Skjønhaug; Schiøtz, Hjalmar A; Kulseng-Hanssen, Sigurd

    2014-09-01

    The aim of the study was to test the ability of pad stress tests with increasing load (supine, jumping on the floor, and jumping on a trampoline) to document stress incontinence in subjectively stress incontinent women. In this prospective study 147 subjectively stress and mixed incontinent women performed consecutively the three pad stress tests with a bladder volume of 300 ml. Nineteen women performed a second trampoline pad stress test to test repeatability of the test. Nine continent women performed a trampoline pad stress test in order to determine if subjectively continent women would leak during the test. Seventy-two women (49%) leaked during the supine, 136 (93%) leaked during the jumping, and 146 (99%) leaked during the trampoline pad stress test. The differences between pad stress tests were significant with P trampoline pad stress tests was high at 0.8. None of the nine continent women leaked during the trampoline pad stress test. The supine pad stress test has low sensitivity and is therefore often falsely negative. The jumping pad stress test is a simple test to perform and is satisfactory for everyday use. Subjectively stress incontinent women who do not leak during the jumping pad stress test may perform a trampoline pad stress test to document stress incontinence. The trampoline pad stress test is also simple to perform and detected leakage in 91% of the women who did not leak during the jumping pad stress test. © 2013 Wiley Periodicals, Inc.

  19. Mind over matter: exploring job stress among female blue-collar workers.

    Science.gov (United States)

    Griffin-Blake, C Shannon; Tucker, Pattie J; Liburd, Leandris

    2006-12-01

    Although overall health has been defined holistically as the integration of a person's optimal mental, physical, social, intellectual, and spiritual well-being, a mental health focus remains on the fringe of many public health efforts. This report describes recent efforts by the Centers for Disease Control and Prevention (CDC) to explore job stress among female blue-collar workers. Using a more holistic approach to understand its impact on blue-collar women's overall health, health-related quality of life (HRQOL) was used to assess optimal human performance. Attempting to encapsulate how overall health affects one's ability to participate and fulfill daily personal/professional tasks, HRQOL yields a broader understanding of the interaction between psychological well-being (mind) and physical functioning (matter). Embedding CDC HRQOL-4 measures into a questionnaire used as part of a larger mixed methods project, blue-collar women responded to questions about their health, including both mental and physical. For these female workers, mental health appeared to be of greater consequence, which could be interpreted as mind being more significant than matter. This paper highlights the findings related to HRQOL issues experienced by these female blue-collar workers and summarizes recommendations for effective individual and organizational approaches to address job stress.

  20. [Stress and job satisfaction in the discipline of inpatient anesthesiology : results of a web-based survey].

    Science.gov (United States)

    Bauer, J; Groneberg, D A

    2014-01-01

    How do physicians in the specialty of anesthesiology perceive the working conditions regarding stress and job satisfaction? The health system in Germany has been confronted with a rapidly changing framework over the last 20 years: For example, an increased influence of economic patterns on the workflow and the medical decision of physicians has been established forcing them to always take the economic aspects into account. Moreover, a new generation (generation Y) of physicians with other requirements of the work place, meaning mainly a demand for a better work-life balance, has gained a foothold in hospitals. These changes make it very important to investigate the status quo of current working conditions. Working conditions in hospitals in the specialty of anesthesiology is the main issue investigated in this study. For this study 1,321 completed online-questionnaires from physicians in hospitals with the specialty of anesthesiology were analyzed. The questionnaire was based on the stress theory, the effort-reward-imbalance model (ERI) and the job-demand-control model (JDC).The items used in the questionnaire were taken from the ERI questionnaire and the short questionnaire on work analysis (KFZA). By calculating a certain ratio of several items (according to the stress theory), the prevalence of distress could be measured. In addition the overall job satisfaction in the field of anesthesiology was measured and analyzed. In this study 47.0 % (95 %-CI: 44.3-49.7 %) of all respondents showed signs of distress. Simultaneously, 61.8 % (95 %-CI: 59.2-64.5 %) were very satisfied with the job situation. Regarding gender, female physicians perceived a lower control of the work situation whereas male physicians perceived a much higher decision level. This led to a higher prevalence of distress in the group of female physicians regarding the JDC model (odds ratio, OR: 1.54, 95 %-CI: 1.19-2.01). Regarding age, the prevalence of distress increased from 36.5

  1. The mediating role of psychological capital on the association between occupational stress and job burnout among bank employees in China.

    Science.gov (United States)

    Li, Xirui; Kan, Dan; Liu, Li; Shi, Meng; Wang, Yang; Yang, Xiaoshi; Wang, Jiana; Wang, Lie; Wu, Hui

    2015-03-10

    Although job burnout is common among bank employees, few studies have explored positive resources for combating burnout in this population. This study aims to explore the relationship between occupational stress and job burnout among Chinese bank employees, and particularly the mediating role of psychological capital. A cross-sectional study was conducted in Liaoning, China, during June to August of 2013. A questionnaire that included the effort-reward imbalance scale, the Psychological Capital Questionnaire and the Maslach Burnout Inventory-General Survey, as well as demographic and working factors, was distributed to 1739 employees of state-owned banks. This yielded 1239 effective respondents (467 men, 772 women). Asymptotic and resampling strategies explored the mediating role of psychological capital in the relationship between occupational stress and job burnout. Both extrinsic effort and overcommitment were positively associated with emotional exhaustion and depersonalisation. Meanwhile, reward was negatively associated with emotional exhaustion and depersonalisation, but positively associated with personal accomplishment. There was a gender difference in the mediating role of Psychological capital on the occupational stress-job burnout. In male bank employees, Psychological capital mediated the relationships of extrinsic effort and reward with emotional exhaustion and depersonalization; in female bank employees, it partially mediated the relationships of extrinsic effort, reward and overcommitment with emotional exhaustion and depersonalisation, as well as the relationship between reward and personal accomplishment. Psychological capital was generally a mediator between occupational stress and job burnout among Chinese bank employees. Psychological capital may be a potential positive resource in reducing the negative effects of occupational stress on job burnout and relieving job burnout among bank employees, especially female bank employees.

  2. The Mediating Role of Psychological Capital on the Association between Occupational Stress and Job Burnout among Bank Employees in China

    Directory of Open Access Journals (Sweden)

    Xirui Li

    2015-03-01

    Full Text Available Although job burnout is common among bank employees, few studies have explored positive resources for combating burnout in this population. This study aims to explore the relationship between occupational stress and job burnout among Chinese bank employees, and particularly the mediating role of psychological capital. A cross-sectional study was conducted in Liaoning, China, during June to August of 2013. A questionnaire that included the effort-reward imbalance scale, the Psychological Capital Questionnaire and the Maslach Burnout Inventory-General Survey, as well as demographic and working factors, was distributed to 1739 employees of state-owned banks. This yielded 1239 effective respondents (467 men, 772 women. Asymptotic and resampling strategies explored the mediating role of psychological capital in the relationship between occupational stress and job burnout. Both extrinsic effort and overcommitment were positively associated with emotional exhaustion and depersonalisation. Meanwhile, reward was negatively associated with emotional exhaustion and depersonalisation, but positively associated with personal accomplishment. There was a gender difference in the mediating role of Psychological capital on the occupational stress-job burnout. In male bank employees, Psychological capital mediated the relationships of extrinsic effort and reward with emotional exhaustion and depersonalization; in female bank employees, it partially mediated the relationships of extrinsic effort, reward and overcommitment with emotional exhaustion and depersonalisation, as well as the relationship between reward and personal accomplishment. Psychological capital was generally a mediator between occupational stress and job burnout among Chinese bank employees. Psychological capital may be a potential positive resource in reducing the negative effects of occupational stress on job burnout and relieving job burnout among bank employees, especially female bank

  3. Influence of lifestyle, coping, and job stress on blood pressure in men and women.

    Science.gov (United States)

    Lindquist, T L; Beilin, L J; Knuiman, M W

    1997-01-01

    We designed this study to clarify the role of work stress on long-term blood pressure control and in particular to investigate whether perceived work stress directly affected resting blood pressure levels or whether there were indirect effects mediated by coping mechanisms and lifestyle. Men (n = 337) and women (n = 317) working in a government tax office completed questionnaires for assessment of work-related stress, coping strategies, and lifestyle. Seven resting blood pressure measurements were recorded serially on each of two occasions a week apart. Men had higher blood pressures (119.6/68.6 versus 110.9/65.6 mm Hg) than women; they used more "maladaptive" coping strategies, drank more alcohol, and ate less healthily but exercised more than women. There were no direct associations between measures of work stress and blood pressure. In univariate and regression analyses, both body mass index and lifestyle factors in the form of alcohol consumption, exercise, and diet were related to blood pressure in men and women. Various "adaptive" or "maladaptive" coping mechanisms were identified and independently related to both job stress and blood pressure levels. Women were more likely to use "healthier" or adaptive coping mechanisms than men. Thus, work stress per se had no direct effect on blood pressure, but the ways that individuals reported coping with stress were significantly related to blood pressure, with blood pressure elevation effects appearing to be mediated largely by dietary and drinking habits and physical inactivity. The results point to the need to target individual coping strategies and lifestyle as much as the working environment in workplace cardiovascular health promotion programs.

  4. A systematic review on the relationship between the nursing shortage and nurses' job satisfaction, stress and burnout levels in oncology/haematology settings.

    Science.gov (United States)

    Gi, Toh Shir; Devi, Kamala M; Neo Kim, Emily Ang

    2011-01-01

    the review using standardised critical appraisal instruments from the Joanna Briggs Institute-Meta Analysis of Statistics Assessment and Review Instrument (JBI-MAStARI). Disagreements were resolved through discussion, or with a third reviewer. Data were extracted using standardised data extraction tool adapted from the JBI-MAStARI. Data synthesisDue to the heterogeneous nature of the included papers, a meta-analysis was not possible. Hence, a narrative summary was presented for the studies. This review encompassed seven descriptive/descriptive-correlational studies. Findings revealed a positive bidirectional relationship between the nursing shortage and oncology nurses' job dissatisfaction, stress and burnout. In addition, the extent of oncology nurses' job dissatisfaction, stress and burnout, and their perception of staffing inadequacy also differed according to nurses' demography and work settings. The nursing shortage, coupled with an increasing number of patients diagnosed with cancer, entail a pressing need for organisations to ensure sufficient staffing in oncology/haematology settings, in order to provide quality patient care. This then requires interventions that target both the recruitment and retention of nurses. Organisations need to customise their strategies for the recruitment and retention of oncology nurses. The strategies should take into considerations the specific demographic characteristics of oncology nurses or characteristics of work settings that are experiencing staffing inadequacy and negative nursing outcomes. The strategies should also aim to replicate features of other institutions that are attractive to oncology nurses; and also include training that help oncology nurses better manage their emotions. Future research need to examine the relationship between the nursing shortage and oncology nurses' job satisfaction, stress and burnout in bone marrow transplant units, paediatric oncology settings and also Asian oncology settings

  5. Intercorrelation between immunological biomarkers and job stress indicators among female nurses: A nine-month longitudinal study

    Directory of Open Access Journals (Sweden)

    Hyung-Suk eYoon

    2014-10-01

    Full Text Available Some immunological biomarkers have been reported to be associated with job stress. This study was conducted to explore an intercorrelation between the psychological components of job stress and various immunological biomarkers among female nurses. To assess monthly and weekly job stress, 41 nurses had repeatedly completed the questionnaires such as the GJSQ, the POMS and the CES-D. Using flow cytometry and radioimmunoassay, the number of white blood cells, lymphocytic proliferation to mitogens, and toxoid were measured. Moreover, the levels of hydrocortisol, IL-b, INF-r, and TNF-a and salivary IgA were eveluated by enzyme-linked immunosorbent assay. When the Pearson correlation coefficients between job stress and immunological biomarkers were estimated after adjusting for age and smoking status, Clashes: conflict at work was significantly related to the number of CD4 cells (r = 0.36, p-value < 0.05, CD4 to CD8 ratio (0.35; < 0.05, response to concanavalin A (0.42; < 0.05, and phytohemagglutinin (0.35; < 0.05. Additionally, the level of hydrocortisol was significantly related to seven psychosocial measures; i.e., role conflict (-0.47; < 0.01, role ambiguity (-0.39; < 0.05, clashes at work (-0.38; < 0.05, control & influence at work (0.53; < 0.01, task control (0.55; < 0.001, resources at work (0.35; < 0.05, and skill underutilization (0.43; < 0.05. The results indicate that 1 the psychological job stress is associated with the levels of some immunological biomarkers in nurses; and 2 especially, hydrocortisol shows a remarkable relationship with diverse job stress indicators.

  6. Burnout, Perceived Stress, and Job Satisfaction Among Trauma Nurses at a Level I Safety-Net Trauma Center.

    Science.gov (United States)

    Munnangi, Swapna; Dupiton, Lynore; Boutin, Anthony; Angus, L D George

    Nurses are at the forefront of our health care delivery system and have been reported to exhibit a high level of burnout. Burnout and stress in trauma nurses at a safety-net hospital can negatively impact patient care. Safety-net hospitals are confronted with unique social, financial, as well as resource problems that can potentially make the work environment frustrating. The purpose of this study was to explore the levels of burnout, stress, and job satisfaction in nurses providing care to trauma patients at a Level I safety-net trauma center. A cross-sectional survey design was used to investigate principal factors including personal and professional demographics, burnout, perceived stress, and job satisfaction. Trauma nurses working at a Level I safety-net trauma center are stressed and exhibited moderate degree of burnout. The extent of emotional exhaustion experienced by the nurses varied with work location and was highest in surgical intensive care unit nurses. The level of job satisfaction in terms of opportunities for promotion differed significantly by race and the health status of the nurses. Satisfaction with coworkers was lowest in those nurses between the ages of 60-69 years. Female nurses were more satisfied with their coworkers than male nurses. In addition, the study revealed that significant relationships exist among perceived stress, burnout, and job satisfaction. Work environment significantly impacts burnout, job satisfaction, and perceived stress experienced by trauma nurses in a safety-net hospital. Nursing administration can make an effort to understand the levels of burnout and strategically improve work environment for trauma nurses in order to minimize stressors leading to attrition and enhance job satisfaction.

  7. Increased neural responses to empathy for pain might explain how acute stress increases prosociality

    OpenAIRE

    Tomova, L.; Majdand?i?, J.; Hummer, A.; Windischberger, C.; Heinrichs, M.; Lamm, C.

    2016-01-01

    Abstract Recent behavioral investigations suggest that acute stress can increase prosocial behavior. Here, we investigated whether increased empathy represents a potential mechanism for this finding. Using functional magnetic resonance imaging, we assessed the effects of acute stress on neural responses related to automatic and regulatory components of empathy for pain as well as subsequent prosocial behavior. Stress increased activation in brain areas associated with the automatic sharing of...

  8. The Effect of Work Stress and Workplace Conflict on Job Performance at PT. Tirta Investama, Airmadidi

    OpenAIRE

    Massie, Patricia Magda Yull

    2013-01-01

    Many companies are trying to avoid the workplace stress, since it could effects the performance of employee. That's why negative effects of work stress and workplace conflict also become a concern of HR manager. Since those things can bring so many problem like cardiovascular problem, depression and increase the possibility to catch another disease. Work Stress is the adverse reaction people have to exercise pressures and Workplace Conflict contains a variety of personalities that can someth...

  9. Decreased total antioxidant levels and increased oxidative stress in ...

    African Journals Online (AJOL)

    Background: Chronic hyperglycaemia in diabetes mellitus leads to increased lipid peroxidation in the body, followed by the development of chronic complications due to oxidative stress. Objective: The aim of this study was to compare total antioxidant (TAO) levels and oxidative stress in type 2 diabetes mellitus (T2DM) ...

  10. Job stress and mental health of permanent and fixed-term workers measured by effort-reward imbalance model, depressive complaints, and clinic utilization.

    Science.gov (United States)

    Inoue, Mariko; Tsurugano, Shinobu; Yano, Eiji

    2011-01-01

    The number of workers with precarious employment has increased globally; however, few studies have used validated measures to investigate the relationship of job status to stress and mental health. Thus, we conducted a study to compare differential job stress experienced by permanent and fixed-term workers using an effort-reward imbalance (ERI) model questionnaire, and by evaluating depressive complaints and clinic utilization. Subjects were permanent or fixed-term male workers at a Japanese research institute (n=756). Baseline data on job stress and depressive complaints were collected in 2007. We followed up with the same population over a 1-year period to assess their utilization of the company clinic for mental health concerns. The ERI ratio was higher among permanent workers than among fixed-term workers. More permanent workers presented with more than two depressive complaints, which is the standard used for the diagnosis of depression. ERI scores indicated that the effort component of permanent work was associated with distress, whereas distress in fixed-term work was related to job promotion and job insecurity. Moreover, over the one-year follow-up period, fixed-term workers visited the on-site clinic for mental concerns 4.04 times more often than permanent workers even after adjusting for age, lifestyle, ERI, and depressive complaints. These contrasting findings reflect the differential workloads and working conditions encountered by permanent and fixed-term workers. The occupational setting where employment status was intermingled, may have contributed to the high numbers of mental health-related issues experienced by workers with different employment status.

  11. Isothermal martensitic transformation as an internal-stress-increasing process

    International Nuclear Information System (INIS)

    Liu, Y.; Xie, Z.L.; Haenninen, H.; Humbeeck, J. van; Pietikaeinen, J.

    1995-01-01

    Based on the results that the magnitude of the stabilization of retained austenite increases with increasing the amount of martensite transformed, it has been assumed that the martensitic transformation is accompanied with an increase in internal resisting stress which subsequently results in the stabilization of retained austenite. By simplifying this internal resisting stress to be a type of hydrostatic compressive stress acting on retained austenite due to surrounding martensite plates, a thermodynamical analysis for an isothermal martensitic transformation under applied hydrostatic pressure has been performed. The calculated results, to some extent, show a good agreement with the experimental data. (orig.)

  12. A rational-emotive stress management intervention for reducing job burnout and dysfunctional distress among special education teachers

    Science.gov (United States)

    Ugwoke, Samuel C.; Eseadi, Chiedu; Onuigbo, Liziana N.; Aye, Eucharia N.; Akaneme, Immaculata N.; Oboegbulem, Angie I.; Ezenwaji, Ifeyinwa O.; Nwobi, Anthonia U.; Nwaubani, Okechukwu O.; Ezegbe, Bernedeth N.; Ede, Moses O.; Orji, Chibueze T.; Onuoha, Joseph C.; Onu, Eucharia U.; Okeke, Francisca; Agu, Patricia; Omeje, Joachim C.; Omeke, Faith; Ugwu, Romanus; Arumede, Florence; Eneh, Annastasia

    2018-01-01

    Abstract Background: Job-related burnout and distress are adverse stress responses which affect individuals in their occupational environment. This study aimed at investigating the effect of a rational-emotive stress management program on job burnout and dysfunctional distress among special education teachers in Nigeria. Methods: A pretest–posttest randomized control group design was used. The participants in the study were 54 special education teachers. Data were collected using self-report questionnaires. Participants were allocated to either the treatment group (n = 28 [59.1%]) or the waitlist control group (n = 26 [48.1%]), respectively. A rational-emotive stress management manual was used to deliver the intervention. We statistically analyzed the data collected at three-time points with repeated-measures analysis of variance. Results: At baseline, the job-related burnout symptoms and distress scores of participants were high. However, an intention-to-treat analysis showed that the rational-emotive stress management intervention program was efficacious in reducing the levels of job-related burnout symptoms and dysfunctional distress among participants assigned to the treatment group, compared to a waitlisted group at post-treatment and follow-up meetings. Conclusion: Our study demonstrates the effectiveness of a rational-emotive stress management intervention in reducing the level of job-related burnout and distress in a sample of special education teachers in Nigeria. Occupational health counsellors and other clinicians with sufficient knowledge of rational-emotive behavior therapy framework are urged to employ this approach in assisting other employees in managing job burnout symptoms, and distress. PMID:29703004

  13. The relationship between psychosocial job stress and burnout in emergency departments: an exploratory study.

    Science.gov (United States)

    García-Izquierdo, Mariano; Ríos-Rísquez, María Isabel

    2012-01-01

    The purpose of this study was to examine the relationship and predictive power of various psychosocial job stressors for the 3 dimensions of burnout in emergency departments. This study was structured as a cross-sectional design, with a questionnaire as the tool. The data were gathered using an anonymous questionnaire in 3 hospitals in Spain. The sample consisted of 191 emergency departments. Burnout was evaluated by the Maslach Burnout Inventory and the job stressors by the Nursing Stress Scale. The Burnout Model in this study consisted of 3 dimensions: emotional exhaustion, cynicism, and reduced professional efficacy. The model that predicted the emotional exhaustion dimension was formed by 2 variables: Excessive workload and lack of emotional support. These 2 variables explained 19.4% of variance in emotional exhaustion. Cynicism had 4 predictors that explained 25.8% of variance: Interpersonal conflicts, lack of social support, excessive workload, and type of contract. Finally, variability in reduced professional efficacy was predicted by 3 variables: Interpersonal conflicts, lack of social support, and the type of shift worked, which explained 10.4% of variance. From the point of view of nurse leaders, organizational interventions, and the management of human resources, this analysis of the principal causes of burnout is particularly useful to select, prioritize, and implement preventive measures that will improve the quality of care offered to patients and the well-being of personnel. Copyright © 2012 Elsevier Inc. All rights reserved.

  14. Comparison of job stress and obesity in nurses with favorable and unfavorable work schedules.

    Science.gov (United States)

    Han, Kihye; Trinkoff, Alison M; Storr, Carla L; Geiger-Brown, Jeanne; Johnson, Karen L; Park, Sungae

    2012-08-01

    To compare obesity-related factors between female nurses with favorable work schedules (WSs) and unfavorable WSs. In a cross-sectional study, 1724 female nurses were stratified by WS (favorable vs unfavorable). For each schedule type, the odds of obesity were related to health behaviors, home demands, and job stress using logistic regression models. Among nurses with unfavorable WSs, healthy behaviors (exercise, sleep) were inversely associated with obesity, whereas for those with favorable WSs, obese nurses reported significantly more unhealthy behaviors (smoking, alcohol use; odds ratio [OR], 1.19; 95% confidence interval [CI], 1.02-1.38), more physical lifting of children/dependents (OR, 1.43; 95% CI, 1.06-1.93), having more nurse input into their jobs (OR, 1.21; 95% CI, 1.02-1.44), yet less boss support at work (OR, 0.83; 95% CI, 0.68-0.99). Considering impacts of WSs on obesity and potential obesity-related health outcomes, healthful scheduling should be provided to nurses.

  15. The relationship between job-induced post-traumatic stress and work-based social support

    Directory of Open Access Journals (Sweden)

    S. A. Allen

    2000-06-01

    Full Text Available Research on the role of social support in occupational samples has suggested that work-based social support [WBSS] may have a significant buffering and main effect on occupational stress. Using occupational stress research as a model, the present research explored the relationship between WBSS and job-induced post-traumatic stress [PTS] in a sample of cash-in-transit security guards that had experienced a high incidence of armed robberies in the line of duty. Results indicate that WBSS has a significant relationship with PTS. Factors associated with elevated PTS levels are discussed and comparisons are made with guards who had not experienced traumatic incidents. Opsomming Navorsing omtrent die rol van sosiale ondersteuning in werkersteekproewe dui daarop dat werkgebaseerde sosiale ondersteuning (WGSO n betekenisvolle bufferings- en hoofeffek op beroepstres het. Die huidige navorsing het die verhouding tussenWGSO en werkgeinduseerde posttraumaties stres (PTS inn steekproefkontant- in-transito sekuriteitswagte, wat n hoë insidensie gewapende roof in die uitvoer van hul dagtaak beleefhet, ondersoek. Die bevindinge dui aan dat daar 'n betekenisvolle verhouding tussenWGSO en PTS bestaan. Faktore wat met PTS geassosieer word, word bespreek en vergelykings word getref met sekuriteitswagte wat geen traumatiese belewenis gehad het nie.

  16. Are Bank Employees Stressed? Job Perception and Positivity in the Banking Sector: An Italian Observational Study

    Directory of Open Access Journals (Sweden)

    Alice Mannocci

    2018-04-01

    Full Text Available Background: The epidemiology of stress on bank workers in Europe is only at the introductory stages. This study investigated for the first time the association between occupational stress level in bank-employees using the BEST8, Karasek-Model and socio-demographic and working factors in Italy. Methods: The observational pilot study involved 384 employees. Three questionnaires were adopted to collect data: Karasek-Model, BEST8 (p < 0.001 and Positivity-Scale. Results: 25% of the sample belonged to high stress group. The workers more stressed were older with a commercial role and consumer of antidepressants/sedatives. Women were much more likely to agree with the perception of feeling unsafe in a possible robbery (OR = 2.42; 95% CI: 1.50–3.91 and with that sales requests were in conflict with one’s own personal moral code (OR = 2.31; 95% CI: 1.38–3.87. Older employees declared feeling inadequate in the workplace (OR = 1.97; 95% CI: 1.07–3.65 and younger employees referred to be anxious about meeting financial budget goals. Workers who had a low positivity had a lower probability of adaptation (OR = 0.88; 95% CI: 0.83–0.93. Conclusions: The occupational stress level in the banking sector involves many aspects: gender, type of bank, role, personal morals, high job-demands, low level of decision-making. This study recommended that banks should implement strategic interventions for well-being of employees, and consequently for their productivity.

  17. High workload and job stress are associated with lower practice performance in general practice: an observational study in 239 general practices in the Netherlands.

    NARCIS (Netherlands)

    Hombergh, P. van den; Kunzi, B.; Elwyn, G.; Doremalen, J.H.M. van; Akkermans, R.P.; Grol, R.P.T.M.; Wensing, M.J.P.

    2009-01-01

    BACKGROUND: The impact of high physician workload and job stress on quality and outcomes of healthcare delivery is not clear. Our study explored whether high workload and job stress were associated with lower performance in general practices in the Netherlands. METHODS: Secondary analysis of data

  18. Increased oxidative stress in patients with familial Mediterranean ...

    African Journals Online (AJOL)

    0.05) comparing to HC group. However, there were no statistically significant differences between the groups in terms of antioxidant vitamin levels. Conclusions: Our study demonstrated increased oxidative stress in patients with FMF during AP.

  19. Decreased total antioxidant levels and increased oxidative stress in ...

    African Journals Online (AJOL)

    21–25 ... Decreased total antioxidant levels and increased oxidative stress in South ... antioxidant-rich diet and lifestyle changes in T2DM patients would help to avert the .... glycation of proteins and the formation of advanced glycosylation.

  20. Role stress and job satisfaction: their supervisory antecedents and their influence on organizational commitment

    Directory of Open Access Journals (Sweden)

    C. Boshoff

    1995-06-01

    Full Text Available Despite the more extensive use of other resources such as modern technology, the optimal utilization of human resources will remain a daunting challenge to all managers during the 1990's and beyond. The absence of em- ployees from work, both temporarily and permanently, however, renders the realization of this objective near impossible. Ensuring that employees want to be and are at work, and stay there, thus become important secondary objectives. Both absenteeism and turnover have been shown to undermine optimal employee performance. Some argue that the willingness to be at work will depend on the degree to which employees identify with the organization's goals, objectives, and values (commitment to the organization. This study investigated this contention, and whether the behaviour and actions of supervisors can influence the organizational commitment of employees. A structural equation modelling approach was used to assess whether job stress and job satisfaction serve as intervening variables in the supervision-organizational commitment relationship. The empirical results revealed that intrinsic job satisfaction exerts a significant positive influence on organizational commitment, and role conflict, a negative influence. A management style which can be described as participative is likely to limit the harmful influence of role conflict while enhancing feelings of intrinsic job satisfaction among employees. Opsomming Nieteenstaande die toenemende gebruik van tegnologie in ondernemings, is die optimale benutting van menslike hulpbronne steeds onmisbaar en van deurslaggewende belang. Die doeltreffende gebruik van menslike hulpbronne kan egter belemmer word deur 'n hoe arbeidsomset en afwesigheidsyfer. Daar word aanvaar dat die bereidwilligheid om by die werk te wees in 'n groot mate beinvloed word deur die mate waartoe werknemers hulleself vereenselwig met die onderneming se waardestelsels en doelstellings. Hierdie verskynsel staan bekend as

  1. Acute stress decreases but chronic stress increases myocardial sensitivity to ischemic injury in rodents

    Directory of Open Access Journals (Sweden)

    Eric D Eisenmann

    2016-04-01

    Full Text Available Cardiovascular disease is the largest cause of mortality worldwide, and stress is a significant contributor to the development of cardiovascular disease. The relationship between acute and chronic stress and cardiovascular disease is well-evidenced. Acute stress can lead to arrhythmias and ischemic injury. However, recent evidence in rodent models suggests that acute stress can decrease sensitivity to myocardial ischemia-reperfusion injury. Conversely, chronic stress is arrythmogenic and increases sensitivity to myocardial ischemia-reperfusion injury. Few studies have examined the impact of validated animal models of stress-related psychological disorders on the ischemic heart. This review examines the work that has been completed using rat models to study the effects of stress on myocardial sensitivity to ischemic injury. Utilization of animal models of stress-related psychological disorders is critical in the prevention and treatment of cardiovascular disorders in patients experiencing stress-related psychiatric conditions.

  2. Acute Stress Decreases but Chronic Stress Increases Myocardial Sensitivity to Ischemic Injury in Rodents.

    Science.gov (United States)

    Eisenmann, Eric D; Rorabaugh, Boyd R; Zoladz, Phillip R

    2016-01-01

    Cardiovascular disease (CVD) is the largest cause of mortality worldwide, and stress is a significant contributor to the development of CVD. The relationship between acute and chronic stress and CVD is well evidenced. Acute stress can lead to arrhythmias and ischemic injury. However, recent evidence in rodent models suggests that acute stress can decrease sensitivity to myocardial ischemia-reperfusion injury (IRI). Conversely, chronic stress is arrhythmogenic and increases sensitivity to myocardial IRI. Few studies have examined the impact of validated animal models of stress-related psychological disorders on the ischemic heart. This review examines the work that has been completed using rat models to study the effects of stress on myocardial sensitivity to ischemic injury. Utilization of animal models of stress-related psychological disorders is critical in the prevention and treatment of cardiovascular disorders in patients experiencing stress-related psychiatric conditions.

  3. Acute Stress Decreases but Chronic Stress Increases Myocardial Sensitivity to Ischemic Injury in Rodents

    Science.gov (United States)

    Eisenmann, Eric D.; Rorabaugh, Boyd R.; Zoladz, Phillip R.

    2016-01-01

    Cardiovascular disease (CVD) is the largest cause of mortality worldwide, and stress is a significant contributor to the development of CVD. The relationship between acute and chronic stress and CVD is well evidenced. Acute stress can lead to arrhythmias and ischemic injury. However, recent evidence in rodent models suggests that acute stress can decrease sensitivity to myocardial ischemia–reperfusion injury (IRI). Conversely, chronic stress is arrhythmogenic and increases sensitivity to myocardial IRI. Few studies have examined the impact of validated animal models of stress-related psychological disorders on the ischemic heart. This review examines the work that has been completed using rat models to study the effects of stress on myocardial sensitivity to ischemic injury. Utilization of animal models of stress-related psychological disorders is critical in the prevention and treatment of cardiovascular disorders in patients experiencing stress-related psychiatric conditions. PMID:27199778

  4. Effects of park walks and relaxation exercises during lunch breaks on recovery from job stress : Two randomized controlled trials

    NARCIS (Netherlands)

    de Bloom, Jessica; Sianoja, Marjaana; Korpela, Kalevi; Tuomisto, Martti; Lilja, Ansa; Geurts, Sabine; Kinnunen, Ulla

    Lunch breaks constitute the longest within-workday rest period, but it is unclear how they affect recovery from job stress. We conducted two randomized controlled trials with 153 Finnish knowledge workers who engaged for 15 min daily in prescribed lunch break activities for ten consecutive working

  5. The effects of stress and managers' behaviour on the job satisfaction and organisational citizenship behaviour of hotel employees

    OpenAIRE

    Akgunduz, Yilmaz; Dalgic, Ali; Kale, Anil

    2016-01-01

    Hotel business' organizational success depends heavily on the employees' performance because of its labor-intensive structure. In the industry, levels of employees stress and manager behaviors directly affect the employees' behaviors. These effects could be either negative (turnover intentions, absenteeism, deteriorated performance etc.) or positive (job satisfaction, organizational commitment and organizational citizenship behavior etc.). This study, performed in hotel businesses, delved int...

  6. Stress Coping Strategies among Guidance Counsellors in the Performance of Their Jobs in Secondary Schools Delta North Senatorial District

    Science.gov (United States)

    Onoyase, Anna

    2015-01-01

    The study was set out to investigate stress coping strategies among Guidance Counsellors in the performance of their jobs. One research question and four hypotheses were formulated to guide the study. Two instruments were used to collect data for the study. One hundred and ten copies of the instruments were administered on one hundred and ten…

  7. Role Perceptions and Job Stress among Special Education School Principals: Do They Differ from Principals of Regular Schools?

    Science.gov (United States)

    Gaziel, Haim Henry; Cohen-Azaria, Yael; Ermenc, Klara Skubic

    2012-01-01

    The objective of the present study was to compare principals' perceptions of their leadership roles in regular (Dovno, 1999) versus special education (Zaretzky, Faircloth & Moreau, 2005) schools, and how these perceptions affect feelings of job stress (Friedman, 2001; Margalit, 1999). We predicted that regular school principals would differ in…

  8. Job stress, absenteeism and coronary heart disease European cooperative study (the JACE study): Design of a multicentre prospective study

    NARCIS (Netherlands)

    Houtman, I.; Kornitzer, M.; Smet, P. de; Koyuncu, R.; Backer, G. de; Pelfrene, E.; Romon, M.; Boulenguez, C.; Ferrario, M.; Origgi, G.; Sans, S.; Perez, I.; Wilhelmsen, L.; Rosengren, A.; Isacsson, S.-O.; Östergren, P.-O.

    1999-01-01

    Background: The motives, objectives and design of a multicentre prospective study on job stress, absenteeism and coronary heart disease in Europe (the JACE study) is presented in this paper. Some specific gaps in the reviewed literature are explicitly tapped into by the JACE study. Its objectives

  9. Mental Health Nurse's Exposure to Workplace Violence Leads to Job Stress, Which Leads to Reduced Professional Quality of Life.

    Science.gov (United States)

    Itzhaki, Michal; Bluvstein, Irit; Peles Bortz, Anat; Kostistky, Hava; Bar Noy, Dor; Filshtinsky, Vivian; Theilla, Miriam

    2018-01-01

    Professional quality of life (ProQOL) reflects how individuals feel about their work as helpers. Psychiatric ward nurses cope with significant psychological and physical challenges, including exposure to verbal and physical violence. This study was based on two aspects of ProQOL, the positive compassion satisfaction, and the negative compassion fatigue, with the aim of investigating the relation of ProQOL to job stress and violence exposure at a large mental health center. Data were collected from 114 mental health nurses (49/63 M/F) who completed a self-administered questionnaire examining violence exposure, ProQOL, and job stress. The results showed that during the last year, almost all nurses (88.6%) experienced verbal violence, and more than half (56.1%) experienced physical violence. Only 2.6% experienced no violence. ProQOL was not associated with violence exposure but was reduced by work stress and by previous exposure to violence; nurses who perceived their work as more stressful had lower satisfaction from their work. In conclusion, although most mental health nurses are exposed to physical and verbal violence, their ProQOL is more related to job stress than to workplace violence (WPV). Hospital managements should conduct work stress reduction intervention programs and promote strategizes to reduce WPV. Further exploration of (a) factors affecting ProQOL and (b) the effect of violence coping workshops on ProQOL is warranted.

  10. The association of relational and organizational job stress factors with sleep disorder: analysis of the 3rd Korean working conditions survey (2011).

    Science.gov (United States)

    Kim, Gyuree; Min, Bokki; Jung, Jaeyoup; Paek, Domyung; Cho, Sung-Il

    2016-01-01

    Sleep disorder is a disease that causes reduction in quality of life and work efficiency of workers. This study was performed to investigate the relationship between job-related stress factor and sleep disorder among wageworkers in Korea. This study was based on analysis of the 3rd Korean working conditions survey. We analyzed 35,902 workers whose employment status is wageworker. We classified the job-related stress factor into 12 sections. Logistic regression was performed to estimate the relationship between job-related stress factor and sleep disorder and Odds ratio and 95 % CI were calculated using the SPSS version 23.0 program. Many categories of Job-related stress factor were correlated with sleep disorder (8 of 12 for women, 10 of 12 for men). The results of the regression analysis, corrected for general and occupational characteristics, indicated that sleep disorder was significantly correlated with the following categories of job-related stress: discrimination experience (OR 3.37, 95 % CI = 2.49 ~ 4.56 in women, OR 1.96, 95 % CI = 1.53 ~ 2.51 in men), direct customer confrontation (OR 2.72, 95 % CI = 1.91 ~ 3.86 in women, OR 1.99, 95 % CI = 1.45 ~ 2.72 in men), emotional stress (OR 2.01, 95 % CI = 1.30 ~ 3.09 in men), work dissatisfaction (detailed) (OR 1.99, 95 % CI = 1.36 ~ 2.93 in men), work dissatisfaction (overall) (OR 2.30, 95 % CI = 1.66 ~ 3.20 in women, OR 2.40, 95 % CI = 1.88 ~ 3.08 in men), expression of opinion difficulty (OR 0.66, 95 % CI = 0.48 ~ 0.92 in women, OR 0.57, 95 % CI = 0.45 ~ 0.73 in men). A number of studies have reported that stress affects sleep disorder. In this study, many factors suspected to increase the risk of sleep disorder were added to previously known job stress factors. In particular, this study found a strong correlation between work-associated sleep disorder and relational and organizational job stress factors. Sleep disorder

  11. Do time-invariant confounders explain away the association between job stress and workers' mental health? Evidence from Japanese occupational panel data.

    Science.gov (United States)

    Oshio, Takashi; Tsutsumi, Akizumi; Inoue, Akiomi

    2015-02-01

    It is well known that job stress is negatively related to workers' mental health, but most recent studies have not controlled for unobserved time-invariant confounders. In the current study, we attempted to validate previous observations on the association between job stress and workers' mental health, by removing the effects of unobserved time-invariant confounders. We used data from three to four waves of an occupational Japanese cohort survey, focusing on 31,382 observations of 9741 individuals who participated in at least two consecutive waves. We estimated mean-centered fixed effects models to explain psychological distress in terms of the Kessler 6 (K6) scores (range: 0-24) by eight job stress indicators related to the job demands-control, effort-reward imbalance, and organizational injustice models. Mean-centered fixed effects models reduced the magnitude of the association between jobs stress and K6 scores to 44.8-54.2% of those observed from pooled ordinary least squares. However, the association remained highly significant even after controlling for unobserved time-invariant confounders for all job stress indicators. In addition, alternatively specified models showed the robustness of the results. In all, we concluded that the validity of major job stress models, which link job stress and workers' mental health, was robust, although unobserved time-invariant confounders led to an overestimation of the association. Copyright © 2014 Elsevier Ltd. All rights reserved.

  12. Increased neural responses to empathy for pain might explain how acute stress increases prosociality.

    Science.gov (United States)

    Tomova, L; Majdandžic, J; Hummer, A; Windischberger, C; Heinrichs, M; Lamm, C

    2017-03-01

    Recent behavioral investigations suggest that acute stress can increase prosocial behavior. Here, we investigated whether increased empathy represents a potential mechanism for this finding. Using functional magnetic resonance imaging, we assessed the effects of acute stress on neural responses related to automatic and regulatory components of empathy for pain as well as subsequent prosocial behavior. Stress increased activation in brain areas associated with the automatic sharing of others' pain, such as the anterior insula, the anterior midcingulate cortex, and the primary somatosensory cortex. In addition, we found increased prosocial behavior under stress. Furthermore, activation in the anterior midcingulate cortex mediated the effects of stress on prosocial behavior. However, stressed participants also displayed stronger and inappropriate other-related responses in situations which required them to take the perspective of another person, and to regulate their automatic affective responses. Thus, while acute stress may increase prosocial behavior by intensifying the sharing of others' emotions, this comes at the cost of reduced cognitive appraisal abilities. Depending on the contextual constraints, stress may therefore affect empathy in ways that are either beneficial or detrimental. © The Author (2016). Published by Oxford University Press.

  13. Cardiovascular Responsivity, Physical and Psychosocial Job Stress, and the Risk of Preterm Delivery

    National Research Council Canada - National Science Library

    Hatch, Maureen

    2001-01-01

    ..., was 2.0 (95% Confidence Interval (CI) 0.9, 4.4). Of the job stressors we studied, including long hours, only a High Workload and Low Job Satisfaction had elevated relative risks for preterm delivery...

  14. Acute psychosocial stress does not increase dysfunctional attitudes.

    Science.gov (United States)

    Yeoh, Su Ying; Wilkinson, Paul

    2014-11-01

    Dysfunctional attitudes about oneself, the world and the future, measured quantitatively by Weissman's Dysfunctional Attitudes Scale (DAS), are thought to influence the onset and persistence of major depressive disorder. However, never-depressed individuals may also harbour latent negative schema which may become activated under stressful conditions, giving rise to dysfunctional negative cognitions. This study investigated whether everyday psychosocial stresses could be sufficient to activate dysfunctional self-schema and increase negative cognitions in a large group of healthy adolescents and a preliminary cohort of previously depressed adolescents. 92 never-depressed adolescents aged 17-19 and 18 previously depressed adolescents, recruited from the Cambridge ROOTS cohort, took either version A or B of the DAS at rest on day 1. On day 2, they were subjected to the Trier Social Stress Test, a psychosocial stress paradigm, 22 minutes after which they took the other version of DAS. Stress did not affect the DAS score in either group. Brief psychosocial stress does not appear to influence negative assumptions in healthy young adults with or without a past history of depression. It is possible that this is because dysfunctional assumptions, unlike self-schemas, are not latent. More long-term stresses may be needed to activate negative thoughts to a level where risk of depression is increased.

  15. The effectiveness of stress inoculation group training (SIT on reducing job stress of employees of RAZAK pharmaceutical company in Tehran

    Directory of Open Access Journals (Sweden)

    M. Soudani

    2011-01-01

    approach in all industrial and organizational centers as an effective therapeutic approach to reduce career stress and increase organizational productivity.  

  16. Jobs, Jobs, Jobs!

    Science.gov (United States)

    Jacobson, Linda

    2011-01-01

    Teaching is not the safe career bet that it once was. The thinking used to be: New students will always be entering the public schools, and older teachers will always be retiring, so new teachers will always be needed. But teaching jobs aren't secure enough to stand up to the "Great Recession," as this drawn-out downturn has been called. Across…

  17. Does self-scheduling increase nurses' job satisfaction? An integrative literature review.

    Science.gov (United States)

    Koning, Clare

    2014-09-25

    Flexible work schedules give nurses the freedom and control to manage the demands of work and home, allow organisations to meet their staffing needs and can improve job satisfaction. This article reports the results of an integrative review of published peer-reviewed research and personal narratives that examined nurses' perceptions of the relationship between job satisfaction and a self-scheduling system. Results suggest that self-scheduling is one of a number of factors that influence job satisfaction, but that implementing and sustaining such a system can be challenging. The review also found that self-scheduling programmes underpin more flexible work schedules and can benefit nurses and their organisations.

  18. The honeymoon effect in job performance - Temporal increases in the predictive power of achievement motivation

    Science.gov (United States)

    Helmreich, Robert L.; Sawin, Linda L.; Carsrud, Alan L.

    1986-01-01

    Correlations between a job performance criterion and personality measures reflecting achievement motivation and an interpersonal orientation were examined at three points in time after completion of job training for a sample of airline reservations agents. Although correlations between the personality predictors and performance were small and nonsignificant for the 3-month period after beginning the job, by the end of six and eight months a number of significant relationships had emerged. Implications for the utility of personality measures in selection and performance prediction are discussed.

  19. Parental stress and air pollution increase childhood asthma in China.

    Science.gov (United States)

    Deng, Qihong; Deng, Linjing; Lu, Chan; Li, Yuguo; Norbäck, Dan

    2018-08-01

    Although air pollution and social stress may independently increase childhood asthma, little is known on their synergistic effect on asthma, particularly in China with high levels of stress and air pollution. To examine associations between exposure to a combination of parental stress and air pollution and asthma prevalence in children. We conducted a cohort study of 2406 preschool children in Changsha (2011-2012). A questionnaire was used to collect children's lifetime prevalence of asthma and their parental stress. Parental socioeconomic and psychosocial stresses were respectively defined in terms of housing size and difficulty concentrating. Children's exposure to ambient air pollutants was estimated using concentrations measured at monitoring stations. Associations between exposure to parental stress and air pollution and childhood asthma were estimated by multiple logistic regression models using odds ratio (OR) and 95% confidence interval (CI). Life time prevalence of asthma in preschool children (6.7%) was significantly associated with parental socioeconomic and psychosocial stresses with OR (95% CI) respectively 1.48 (1.02-2.16) and 1.64 (1.00-2.71). Asthma was also associated with exposure to air pollutants, with adjusted OR (95% CI) during prenatal and postnatal periods respectively 1.43 (1.10-1.86) and 1.35 (1.02-1.79) for SO 2 and 1.61 (1.19-2.18) and 1.76 (1.19-2.61) for NO 2 . The association with air pollution was significant only in children exposed to high parental stress, the association with parental stress was significant only in children exposed to high air pollution, and the association was the strongest in children exposed to a combination of parental stress and air pollution. Sensitivity analysis showed that the synergistic effects of parental stress and air pollution on childhood asthma were stronger in boys. Parental stress and air pollution were synergistically associated with increased childhood asthma, indicating a common biological

  20. Job stress and locus of control in teachers: comparisons between samples from the United States and Zimbabwe

    Science.gov (United States)

    Crothers, Laura M.; Kanyongo, Gibbs Y.; Kolbert, Jered B.; Lipinski, John; Kachmar, Steven P.; Koch, Gary D.

    2010-12-01

    This study examines the relationship between educators' locus of control and job stress using samples from the US and Zimbabwe. Multiple regression analyses are used to identify significant relationships in the US sample between teachers' external locus of control and the severity of the job stress that they experience, coupled with the perceived degree of organisational support received. However, this relationship between the locus of control and stress indices could not be identified for the Zimbabwean sample. Significant differences between the two samples were noted in terms of educators' perceptions of the frequency of poor organisational support, with the Zimbabwean teachers reporting greater dissatisfaction. To explain these differences, a qualitative approach was utilised to illuminate the contextual stressors that educators face in Zimbabwe. The implications for teacher preparation measures are discussed.

  1. An Empirical Study on Ways of Coping with Job-related Stress among National College and University Librarian in Taiwan

    Directory of Open Access Journals (Sweden)

    Chen Su-may Sheih

    2004-03-01

    Full Text Available Stress is not a naturedly bad thing - it may be stimulating, motivating and provide excitement to individuals. However, when it exceeds individuals’ ability to cope it becomes harmful both to library and staff. Adequate coping strategies keep the librarians in a state of good health and high job performance. The purpose of this study is trying to explore librarians’ ways of coping with job-related stress in the library settings of national colleges and universities in Taiwan. The study indicates that librarians’ ways of coping are both problem-focused and emotion-focused. And as the stress getting greater, librarians are inclined to cope with emotion-focused ways.[Article content in Chinese

  2. Ethnicity and the experience of work: job stress and satisfaction of minority ethnic teachers in the UK.

    Science.gov (United States)

    Miller, G V F; Travers, C J

    2005-10-01

    This paper presents the findings of a nationwide investigation into the mental well-being and job satisfaction of minority ethnic teachers in the UK. Data were collected via a questionnaire containing both open and closed questions. The sample, totalling 208 participants was derived from the National Union of Teachers (NUT) database of minority ethnic teachers and an advertisement in the NUT's Teacher magazine. Univariate analysis of the results revealed that this group of teachers, as compared with other groups were experiencing poorer mental health and lower job satisfaction. Multivariate analysis revealed four reliable factors regarding the 'sources of stress' these minority ethnic teachers perceived they were experiencing. They are the 'hierarchy and culture of the school', workload', 'cultural barriers', and the 'lack of status and promotion'. Some minority ethnic teachers reported that ethnic discrimination on a daily basis or at least several times per week was a contributory factor in their experience of stress. Many of the teachers believed they worked within an institutionally racist environment. Multiple regression analysis discovered that 'total stress', 'total self-esteem', 'working conditions job satisfaction' and 'total discrimination' were the major predictors of mental ill-health in the minority ethnic teachers. Job dissatisfaction was predicted by 'total discrimination', 'workload', 'total general health', 'resolution strategy', and the 'lack of status and promotion'.

  3. Impact of role-, job- and organizational characteristics on Nursing Unit Managers' work related stress and well-being.

    Science.gov (United States)

    Van Bogaert, Peter; Adriaenssens, Jef; Dilles, Tinne; Martens, Daisy; Van Rompaey, Bart; Timmermans, Olaf

    2014-11-01

    To study the impact of role, job- and organizational characteristics on nurse managers' work related stress and well-being such as feelings of emotional exhaustion, work engagement, job satisfaction and turnover intention. Various studies investigated role-, job- and organizational characteristics influencing nurse-related work environments. Research on nurse managers' related work environments define influencing factors, but, a clear understanding of the impact of nurse-managers' work-environment characteristics on their work related stress and well-being is limited. A cross-sectional design with a survey. A cross-sectional survey (N = 365) was carried out between December 2011-March 2012. The questionnaire was based on various validated measurement instruments identified by expert meetings (e.g. staff nurses, nurse managers and executives and physicians). Hierarchical regression analyses were performed using emotional exhaustion, work engagement, job satisfaction and turnover intentions as outcome variables. Study results showed one out of six nursing unit managers have high to very high feelings of emotional exhaustion and two out of three respondents have high to very high work engagement. Hierarchical regression models showed that role conflict and role meaningfulness were strong predictors of nursing unit managers' work related stress and well-being, alongside with job- and organizational characteristics. Several risk factors and stimulating factors influencing nurse unit managers' work related stress and well-being were identified. Further challenges will be to develop proper interventions and strategies to support nursing unit managers and their team in daily practice to deliver the best and safest patient care. © 2014 John Wiley & Sons Ltd.

  4. Job losses and accumulated number of broken partnerships increase risk of premature mortality in Danish men born in 1953

    DEFF Research Database (Denmark)

    Kriegbaum, Margit; Christensen, Ulla; Lund, Rikke

    2009-01-01

    OBJECTIVE: To investigate how accumulation of job losses and broken partnerships affect the risk of premature mortality, and to study joint exposure to both events. METHODS: Birth cohort study of 9789 Danish men born in 1953 with follow-up of events between the ages of 40 and 51. RESULTS: The adj......OBJECTIVE: To investigate how accumulation of job losses and broken partnerships affect the risk of premature mortality, and to study joint exposure to both events. METHODS: Birth cohort study of 9789 Danish men born in 1953 with follow-up of events between the ages of 40 and 51. RESULTS......: The adjusted hazard rates for premature mortality was 1.44 (95% CI = 1.15 to 1.80) for individuals with one job loss, 1.55 (1.13 to 2.13) for individuals with one broken partnership, and 2.15 (95% CI = 1.49 to 3.10) for individuals with two or more broken partnerships. CONCLUSIONS: Experience of at least one...... job loss increased the risk of premature mortality. The risk of premature mortality increased with the number of broken partnerships. There was no statistical interaction between job losses and broken partnerships....

  5. Moderating effects of coping on work stress and job performance for nurses in tertiary hospitals: a cross-sectional survey in China

    OpenAIRE

    Li, Li; Ai, Hua; Gao, Lei; Zhou, Hao; Liu, Xinyan; Zhang, Zhong; Sun, Tao; Fan, Lihua

    2017-01-01

    Background Work stress is a major problem for nurses and it can negatively influence job performance. Therefore, it is critical to explore variables that can reduce or buffer the negative effects of work stress. This study explores the moderating effects of coping strategies on the relationship between work stress and job performance for nurses in China. Methods A cross-sectional survey of 852 nurses from four tertiary hospitals in Heilongjiang Province, China, was conducted in 2013. Descript...

  6. Can stress in farm animals increase food safety risk?

    Science.gov (United States)

    Rostagno, Marcos H

    2009-09-01

    All farm animals will experience some level of stress during their lives. Stress reduces the fitness of an animal, which can be expressed through failure to achieve production performance standards, or through disease and death. Stress in farm animals can also have detrimental effects on the quality of food products. However, although a common assumption of a potential effect of stress on food safety exists, little is actually known about how this interaction may occur. The aim of this review was to examine the current knowledge of the potential impact of stress in farm animals on food safety risk. Colonization of farm animals by enteric pathogens such as Escherichia coli O157:H7, Salmonella, and Campylobacter, and their subsequent dissemination into the human food chain are a major public health and economic concern for the food industries. This review shows that there is increasing evidence to demonstrate that stress can have a significant deleterious effect on food safety through a variety of potential mechanisms. However, as the impact of stress is difficult to precisely determine, it is imperative that the issue receives more research attention in the interests of optimizing animal welfare and minimizing losses in product yield and quality, as well as to food safety risks to consumers. While there is some evidence linking stress with pathogen carriage and shedding in farm animals, the mechanisms underlying this effect have not been fully elucidated. Understanding when pathogen loads on the farm are the highest or when animals are most susceptible to infection will help identifying times when intervention strategies for pathogen control may be most effective, and consequently, increase the safety of food of animal origin.

  7. Radiation Protection Knowledge, Attitude and Practice (RP-KAP) as Predictors of Job Stress Among Radiation Workers in Tehran Province, Iran.

    Science.gov (United States)

    Alavi, S Shohreh; Taghizadeh Dabbagh, Sima; Abbasi, Mahya; Mehrdad, Ramin

    2016-10-01

    In recent years, much attention has been paid to occupational stress, but relatively little or no research has been conducted on the influence of knowledge, attitude, and practice of radiation protection (RP-KAP) on job stress among radiation workers. This study aims to assess job stress among health care workers in Iran who are occupationally exposed to radiation in order to determine the effects of KAP on self-protection against radiation on their job stress. The population in this descriptive cross-sectional study comprised 670 healthcare workers, including 428 staff with a degree in radiology and 242 other medical personnel who were working in 16 hospitals affiliated with Tehran University of Medical Sciences (TUMS) in Tehran, Iran. The census method was used to sample the workers. In total, 264 staff with a degree in radiology and 149 other medical personnel completed the job content questionnaire (JCQ) and the RP-KAP questionnaire from May to November 2014. The prevalence rate of job stress was 22.5% based on calculation formulas and possible scores on the JCQ. Sex, RP-knowledge, attitude, practice, and in-service training predicted 41.8% of the variance in job stress. According to the results of the binary logistic regression, workers with higher scores on knowledge (OR = 0.82, 95% CI: 0.75 - 0.90), attitude (OR = 0.71, 95% CI: 0.63 - 0.82), and practice (OR = 0.78, 95% CI: 0.72 - 0.86) and those who had participated in training programs had significantly lower rates of job stress (OR = 0.51, 95% CI: 0.28 - 0.93). The effects of RP knowledge, attitude, and practice on job stress were significant. In order to reduce job stress in radiation environments, ongoing training programs related to self-care and protection principles are recommended.

  8. The Role of Leadership Support for Health Promotion in Employee Wellness Program Participation, Perceived Job Stress, and Health Behaviors.

    Science.gov (United States)

    Hoert, Jennifer; Herd, Ann M; Hambrick, Marion

    2018-05-01

    The purpose of the study was to explore the relationship between leadership support for health promotion and job stress, wellness program participation, and health behaviors. A cross-sectional survey design was used. Four worksites with a range of wellness programs were selected for this study. Participants in this study were employees (n = 618) at 4 organizations (bank, private university, wholesale supplier, and public university) in the southeastern United States, each offering an employee wellness program. Response rates in each organization ranged from 3% to 34%. Leadership support for health promotion was measured with the Leading by Example instrument. Employee participation in wellness activities, job stress, and health behaviors were measured with multi-item scales. Correlation/regression analysis and descriptive statistics were used to analyze the relationships among the scaled variables. Employees reporting higher levels of leadership support for health promotion also reported higher levels of wellness activity participation, lower job stress, and greater levels of health behavior ( P = .001). To ascertain the amount of variance in health behaviors accounted for by the other variables in the study, a hierarchical regression analysis revealed a statistically significant model (model F 7,523 = 27.28; P = .001), with leadership support for health promotion (β = .19, t = 4.39, P = .001), wellness activity participation (β = .28, t = 6.95, P stress (β = -.27, t = -6.75, P ≤ .001) found to be significant predictors of health behaviors in the model. Exploratory regression analyses by organization revealed the focal variables as significant model predictors for only the 2 larger organizations with well-established wellness programs. Results from the study suggest that employees' perceptions of organizational leadership support for health promotion are related to their participation in wellness activities, perceived job stress levels, and health behaviors.

  9. Job stress, occupational position and gender as factors differentiating workplace bullying experience

    Directory of Open Access Journals (Sweden)

    Marcin Drabek

    2013-06-01

    Full Text Available Background: The results of our research broaden the knowledge concerning the correlates of mobbing. The study is aimed at finding out whether an employee's gender, his/her occupational position and level of occupational stress are related to bullying experience. Material and Methods: 1313 employees of a transport company participated in the study. The relationships between gender, occupational position, the level of stress and bullying were analysed. Bullying was measured by the use of the MDM Questionnaire, while work environment was assessed using the Subjective Assessment of Work Questionnaire. Results: It was found that women were generally more exposed to bullying than men (Z = –1.999; p < 0.05. Women experienced more bullying by their colleagues than men did (Z = –2.712; p < 0.01, in particular: bullying by colleagues that destroys the worker's image (Z = –2.922; p < 0.01 and bullying by colleagues that destroys social relations (Z = –3.004; p < 0.01. Individuals with managerial jobs experienced overall bullying (Z = –2.762; p < 0.01, bullying by colleagues (Z = –0.014; p < 0.05 and bullying by colleagues that destroys social relations (Z = –2.260; p < 0.05 more often than the individuals with non-management positions. The results of the study also indicated that employees with higher level of stress in comparison with less stressed co-workers reported more incidents of bullying behaviour (overall bullying – Z = –8.171; p < 0.001, bullying by colleagues – Z = –7.114; p < 0.001, bullying by supervisors – Z = –6.716; p < 0.001, all types of behaviour – p < 0.001. Conclusions: Comparing the results of our study to the previous research, it seems that the pattern of relationships between individual characteristics and bullying is rooted in the wider cultural context, the specificity of the company, its organisational culture as well as its situation. Therefore it's difficult to talk about irrefutable individual

  10. Workers with hearing impairment: Relationship between vulnerability to stress and job satisfaction

    Directory of Open Access Journals (Sweden)

    Rodolfo A. M. Ambiel

    2012-09-01

    Full Text Available This study aimed to explore the relationships between vulnerability to labour stress and job satisfaction in a sample of people with hearing loss. 54 people were attended, all workers aged between 18 and 58 years (M=30.37. Escala de Vulnerabilidade ao Estresse Laboral (EVENT and Escala de Satisfação no Trabalho (EST were applied, and the application process involved a researcher who communicates by Brazilian Signs Language (LIBRAS. The results showed low and moderate negative correlations between the tests. Men had higher scores on the EVENT and the women in the EST. People who speak LIBRAS had the highest averages in the EST, while the others scored more on EVENT. It was found that the longer in the same company, the greater the tendency to be more vulnerable and less satisfied. It is concluded that further studies should be done in order to evaluate other variables intertwined in the process of inclusion of people with hearing loss.

  11. Consequences of Inadequate Staffing Include Missed Care, Potential Failure to Rescue, and Job Stress and Dissatisfaction.

    Science.gov (United States)

    Simpson, Kathleen Rice; Lyndon, Audrey; Ruhl, Catherine

    2016-01-01

    To evaluate responses of registered nurse members of the Association of Women's Health, Obstetric and Neonatal Nurses (AWHONN) to a survey that sought their recommendations for staffing guidelines and their perceptions of the consequences of inadequate nurse staffing. The goal was to use these member data to inform the work of the AWHONN nurse staffing research team. Secondary analysis of responses to the 2010 AWHONN nurse staffing survey. Online. AWHONN members (N = 884). Review of data from an online survey of AWHONN members through the use of thematic analysis for descriptions of the consequences of inadequate nurse staffing during the childbirth process. Three main themes emerged as consequences of inadequate staffing or being short-staffed: Missed Care, Potential for Failure to Rescue, and Job-Related Stress and Dissatisfaction. These themes are consistent with those previously identified in the literature related to inadequate nurse staffing. Based on the responses from participants in the 2010 AWHONN nurse staffing survey, consequences of inadequate staffing can be quite serious and may put patients at risk for preventable harm. Copyright © 2016 AWHONN, the Association of Women's Health, Obstetric and Neonatal Nurses. Published by Elsevier Inc. All rights reserved.

  12. Emotions and stress increase respiratory resistance in asthma.

    Science.gov (United States)

    Ritz, T; Steptoe, A; DeWilde, S; Costa, M

    2000-01-01

    Clinical reports suggest that various emotions and types of stress can precipitate asthmatic symptoms, but there is little experimental evidence to substantiate this claim. We studied the impact of different emotional states and stress on respiratory resistance in asthmatic and nonasthmatic individuals. Participants (24 asthmatic and 24 nonasthmatic patients) viewed short film sequences selected to induce anxiety, anger, depression, elation, happiness, contentment, or a neutral affective state and completed two stressful tasks, mental arithmetic to induce active coping efforts and viewing of medical slides to induce passive coping efforts. Oscillatory resistance, heart rate, blood pressure, baroreflex sensitivity, skin conductance level, respiration rate and volume, and self-reported affective state were measured throughout the session. Uniform increases in oscillatory resistance were found in all emotional states compared with the neutral state and during mental arithmetic in both groups. Asthmatic patients showed stronger reactions to the medical slides than healthy control subjects, with significant increases in oscillatory resistance, blood pressure, skin conductance level, and minute volume, as well as higher levels of self-reported depression, arousal, and shortness of breath. Changes in oscillatory resistance were inconsistently correlated with other physiological indices. Various emotional states and stress increase oscillatory resistance largely independently of concurrent increases in autonomic or ventilatory activity. The particular sensitivity of asthmatics to passive coping demand requires additional research.

  13. [Increase in number of operations for stress urinary incontinence

    NARCIS (Netherlands)

    Vierhout, M.E.

    2005-01-01

    Since the introduction of the minimally invasive tension-free vaginal tape (TVT) the number of operations performed for treatment of stress urinary incontinence has increased dramatically from over 1600 in 1999 to more than 4200 in 2003. Both gynaecologists and urologists now perform more TVTs and

  14. High workload and job stress are associated with lower practice performance in general practice: an observational study in 239 general practices in the Netherlands

    Directory of Open Access Journals (Sweden)

    Grol Richard

    2009-07-01

    Full Text Available Abstract Background The impact of high physician workload and job stress on quality and outcomes of healthcare delivery is not clear. Our study explored whether high workload and job stress were associated with lower performance in general practices in the Netherlands. Methods Secondary analysis of data from 239 general practices, collected in practice visits between 2003 to 2006 in the Netherlands using a comprehensive set of measures of practice management. Data were collected by a practice visitor, a trained non-physician observer using patients questionnaires, doctors and staff. For this study we selected five measures of practice performance as outcomes and six measures of GP workload and job stress as predictors. A total of 79 indicators were used out of the 303 available indicators. Random coefficient regression models were applied to examine associations. Results and discussion Workload and job stress are associated with practice performance. Workload: Working more hours as a GP was associated with more positive patient experiences of accessibility and availability (b = 0.16. After list size adjustment, practices with more GP-time per patient scored higher on GP care (b = 0.45. When GPs provided more than 20 hours per week per 1000 patients, patients scored over 80% on the Europep questionnaire for quality of GP care. Job stress: High GP job stress was associated with lower accessibility and availability (b = 0.21 and insufficient practice management (b = 0.25. Higher GP commitment and more satisfaction with the job was associated with more prevention and disease management (b = 0.35. Conclusion Providing more time in the practice, and more time per patient and experiencing less job stress are all associated with perceptions by patients of better care and better practice performance. Workload and job stress should be assessed by using list size adjusted data in order to realise better quality of care. Organisational development using

  15. High workload and job stress are associated with lower practice performance in general practice: an observational study in 239 general practices in the Netherlands.

    Science.gov (United States)

    van den Hombergh, Pieter; Künzi, Beat; Elwyn, Glyn; van Doremalen, Jan; Akkermans, Reinier; Grol, Richard; Wensing, Michel

    2009-07-15

    The impact of high physician workload and job stress on quality and outcomes of healthcare delivery is not clear. Our study explored whether high workload and job stress were associated with lower performance in general practices in the Netherlands. Secondary analysis of data from 239 general practices, collected in practice visits between 2003 to 2006 in the Netherlands using a comprehensive set of measures of practice management. Data were collected by a practice visitor, a trained non-physician observer using patients questionnaires, doctors and staff. For this study we selected five measures of practice performance as outcomes and six measures of GP workload and job stress as predictors. A total of 79 indicators were used out of the 303 available indicators. Random coefficient regression models were applied to examine associations. Workload and job stress are associated with practice performance.Workload: Working more hours as a GP was associated with more positive patient experiences of accessibility and availability (b = 0.16). After list size adjustment, practices with more GP-time per patient scored higher on GP care (b = 0.45). When GPs provided more than 20 hours per week per 1000 patients, patients scored over 80% on the Europep questionnaire for quality of GP care.Job stress: High GP job stress was associated with lower accessibility and availability (b = 0.21) and insufficient practice management (b = 0.25). Higher GP commitment and more satisfaction with the job was associated with more prevention and disease management (b = 0.35). Providing more time in the practice, and more time per patient and experiencing less job stress are all associated with perceptions by patients of better care and better practice performance. Workload and job stress should be assessed by using list size adjusted data in order to realise better quality of care. Organisational development using this kind of data feedback could benefit both patients and GP.

  16. Job stress with supervisor’s social support as a determinant of work Intrusion on family conflict

    OpenAIRE

    Ismail, Azman; Suhaimi, Fara Farihana; Bakar, Rizal Abu; Alam, Syed Shah

    2013-01-01

    Purpose: The primary objective of this study is to examine the influence of supervisor’s social support in the correlation between job stress and work intrusion on family conflict.Design/methodology/approach: A survey method was employed to gather survey questionnaires from academic staff in a Malaysian government university in Borneo. Findings: The outcomes of SmartPLS path model showed three major findings: first, supervisor’s social support does act as an important moderating variable in t...

  17. The Mediating Effects of Work-Related Stress on Mentoring Functions and Job Attitude: A Comparison of General and Special Education Teachers

    Science.gov (United States)

    Rabenhorst, Greg A.

    2011-01-01

    The current study is designed to investigate the mediating effects of work-related stress on the relationship between mentoring functions (i.e., career support, psychosocial support, and role modeling) and measures of job attitude (i.e., job satisfaction and organizational commitment). Mentoring is widely used as a means of assisting in the new…

  18. Efficacy Beliefs, Job Satisfaction, Stress and Their Influence on the Occupational Commitment of English-Medium Content Teachers in the Dominican Republic

    Science.gov (United States)

    Barouch Gilbert, Rachel; Adesope, Olusola O.; Schroeder, Noah Lee

    2014-01-01

    The purpose of the present study was to investigate the effects of efficacy, job satisfaction, job stress and their influence on the occupational commitment of English-medium content teachers. A total of 109 practicing English-medium and Spanish-medium content teachers from the Dominican Republic volunteered to participate in the study. Findings…

  19. Work stress, work motivation and their effects on job satisfaction in community health workers: a cross-sectional survey in China.

    Science.gov (United States)

    Li, Li; Hu, Hongyan; Zhou, Hao; He, Changzhi; Fan, Lihua; Liu, Xinyan; Zhang, Zhong; Li, Heng; Sun, Tao

    2014-06-05

    It is well documented that both work stress and work motivation are key determinants of job satisfaction. The aim of this study was to examine levels of work stress and motivation and their contribution to job satisfaction among community health workers in Heilongjiang Province, China. Cross-sectional survey. Heilongjiang Province, China. The participants were 930 community health workers from six cities in Heilongjiang Province. Multistage sampling procedures were used to measure socioeconomic and demographic status, work stress, work motivation and job satisfaction. Logistic regression analysis was performed to assess key determinants of job satisfaction. There were significant differences in some subscales of work stress and work motivation by some of the socioeconomic characteristics. Levels of overall stress perception and scores on all five work stress subscales were higher in dissatisfied workers relative to satisfied workers. However, levels of overall motivation perception and scores on the career development, responsibility and recognition motivation subscales were higher in satisfied respondents relative to dissatisfied respondents. The main determinants of job satisfaction were occupation; age; title; income; the career development, and wages and benefits subscales of work stress; and the recognition, responsibility and financial subscales of work motivation. The findings indicated considerable room for improvement in job satisfaction among community health workers in Heilongjiang Province in China. Healthcare managers and policymakers should take both work stress and motivation into consideration, as two subscales of work stress and one subscale of work motivation negatively influenced job satisfaction and two subscales of work motivation positively influenced job satisfaction. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

  20. Work stress, work motivation and their effects on job satisfaction in community health workers: a cross-sectional survey in China

    Science.gov (United States)

    Li, Li; Hu, Hongyan; Zhou, Hao; He, Changzhi; Fan, Lihua; Liu, Xinyan; Zhang, Zhong; Li, Heng; Sun, Tao

    2014-01-01

    Objective It is well documented that both work stress and work motivation are key determinants of job satisfaction. The aim of this study was to examine levels of work stress and motivation and their contribution to job satisfaction among community health workers in Heilongjiang Province, China. Design Cross-sectional survey. Setting Heilongjiang Province, China. Participants The participants were 930 community health workers from six cities in Heilongjiang Province. Primary and secondary outcome measures Multistage sampling procedures were used to measure socioeconomic and demographic status, work stress, work motivation and job satisfaction. Logistic regression analysis was performed to assess key determinants of job satisfaction. Results There were significant differences in some subscales of work stress and work motivation by some of the socioeconomic characteristics. Levels of overall stress perception and scores on all five work stress subscales were higher in dissatisfied workers relative to satisfied workers. However, levels of overall motivation perception and scores on the career development, responsibility and recognition motivation subscales were higher in satisfied respondents relative to dissatisfied respondents. The main determinants of job satisfaction were occupation; age; title; income; the career development, and wages and benefits subscales of work stress; and the recognition, responsibility and financial subscales of work motivation. Conclusions The findings indicated considerable room for improvement in job satisfaction among community health workers in Heilongjiang Province in China. Healthcare managers and policymakers should take both work stress and motivation into consideration, as two subscales of work stress and one subscale of work motivation negatively influenced job satisfaction and two subscales of work motivation positively influenced job satisfaction. PMID:24902730

  1. MINDFULNESS – MAY DIMINISH STRESS AND INCREASE ENERGY

    Directory of Open Access Journals (Sweden)

    Andronicus TORP

    2015-06-01

    Full Text Available Mindfulness is increasingly being applied in companies as a means to increase, among others, employee wellbeing and energy, and in the same time to diminish stress. This paper argues that there seems to be scientific evidence showing that certain mindfulness techniques may diminish stress and increase energy, yet it seems that there is a period in the beginning of the mindfulness practice where the techniques have the opposite effects. These findings seem to be contradictory to past findings, which indicated that only two thirds of people practicing mindfulness techniques have positive effects from that practice. It may be that everybody can have positive effects from the practice of the mentioned techniques, just that some need to practice for a longer period before obtaining these positive effects. Further scientific studies seem to be needed in order to clarify the full spectrum of effects and consequences of practicing different mindfulness techniques, and just as important, if these effects are valid for everybody.

  2. The effects of supervisors' supportive role, job stress, and work-family conflicts on the nurses' attitudes.

    Science.gov (United States)

    Farhadi, Payam; Sharifian, Roxana; Feili, Ardalan; Shokrpour, Nasrin

    2013-01-01

    This study developed and tested a research model that examined the effects of supervisor support (SUPPORT), work-family conflict (W-FCON), family-work conflict (F-WCON), and job stress (JSTRESS) on a number of selected consequences using data collected from nurses and nurse axillaries in Shiraz University of Medical Sciences hospitals in Fars province (south of Iran). The results demonstrated that W-FCON and F-WCON exerted a significant positive influence on JSTRESS. Contrary to the study hypothesis, the results did not provide any empirical support for the significant negative relationship between W-FCON, F-WCON, and JSTRESS with family satisfaction (FSAT). The findings further revealed that higher JSTRESS led to lower life satisfaction (LSAT). As expected, high levels of FSAT resulted in increased LSAT. However, this study failed to find significant negative relationships between conflicts in the work-family interface and LSAT. The results also revealed that JSTRESS was not significantly associated with LSAT. Consonant with the study hypotheses, W-FCON, F-WCON, and JSTRESS were found to be significant for turnover intentions, whereas LSAT did not. Implications for managers and future research directions are presented.

  3. The association between job stress and leisure-time p