Investigating the Relationship between Job Compatibility and Controlling Job Stress with Nurses' Performance: A Case Study on Shiraz State Hospitals

Abstract

Introduction: Performance is considered as the predicted criterion in the framework offered in this study. This framework serves as a tool for judging the effectiveness of individuals, groups, and organizations. This study aimed to investigate the relationship between job compatibility and controlling job stress with nurses' performance in 2020. Methods: The present study was performed by a descriptive-correlation method with applied nature in 2020. The statistical population includes nurses working in Shiraz state hospitals (Namazi, Shahid Faghihi, and Hafez). The sample size was calculated according to Cochran's formula of 196 nurses and the sampling method was performed in Stratified Sampling. In this study, researchers’ self-made questionnaire with three main sections, 13 questions, and a five-option Likert scale was used, from completely agree to disagree. Cronbach's alphas reliability was calculated to be 77.4 in the questionnaire and its validity was obtained using the opinion of experts. Statistical analysis was performed using SPSS ver. 22 software and to examine the normality of the data, the Kolmogorov-Smirnov test was used. Due to the non-normality of the data, Spearman test, Durbin-Watson statistics, statistics F and statistics T and regression model have been used at a confidence level of %95. Results: According to statistical analysis, the mean and standard deviation of the variable of job compatibility were 3.368 and 1.15, the variable of job stress control were 3.084, 1.17, and the variable of the performance of nurses were 3.408 and 1.02. Also, the Coefficient of determination is 0.887, and Spearman's correlation at a significance level of 0.001 between job compatibility with a performance of 0.731 and stress control with performance is calculated as 0.651. Conclusion: Job compatibility leads to people’s effective performance and a positive attitude towards the new job role, and also reduces the high level of stress. Furthermore, work stress causes physical and psychological damage, so personal and organizational performance will be improved by controlling it.