Decrease Job Stress Research Articles

Employees’ Emotional Intelligence and Job Satisfaction: The Mediating Role of Work Climate and Job Stress

(1) Background: This study examines the mediating roles of work climate and perceived job stress on the relationship between emotional intelligence (EI) and job satisfaction using a serial mediation model in a sample of employees. Although EI is known to influence several organizational outcomes, its interaction with work climate and job stress is less well understood. (2) Methods: The PROCESS macro (Model 6) v4.2 by Hayes was employed to test the multiple mediating effects of work climate and perceived job stress on the relationship between emotional intelligence and job satisfaction. (3) Results: The results indicate that higher EI is associated with a more positive work climate, higher job satisfaction, and lower perceived job stress. Work climate and job stress mediate the relationship between EI and job satisfaction. Specifically, EI improves job satisfaction both directly and indirectly by increasing positive work climate and decreasing job stress. (4) Conclusions: These findings highlight the critical role of EI in creating a supportive work environment and improving employee well-being.

의료기관 종사자의 일과 삶의 균형이 조직효과성과 주관적 행복에 미치는 영향

Objective : This study confirmed the current status of work-life balance for workers at domestic medical institutions, and confirmed the direct and indirect relationship between organizational effectiveness and individual subjective happiness. Methods : Data was collected from September 3 to September 23, 2021, with a total of 300 surveys distributed. Among them, 227 surveys were ultimately used for analysis. The collected data were analyzed using statistical software, specifically SPSS 21.0 and Amos 22.0. The measurement tool was adapted based on previous research to be suitable for the circumstances of healthcare professionals. It consisted of a total of 39 items, categorized as follows: General Characteristics, Work-Life Balance, Emotional Labor, Job Stress), Job Satisfaction, Subjective Happiness. Results : The work-life balance of healthcare professionals was found not to significantly impact the profound emotional labor, but it was observed to reduce job stress. Additionally, emotional labor was identified as a decisive factor in decreasing job stress and increasing job satisfaction. Job stress not only diminishes job satisfaction but also has been confirmed as a factor decreasing subjective happiness. However, no direct relationship was found between emotional labor and subjective well-being. Conclusion : Studying the work-life balance of members in specialized service fields, such as healthcare services, not only provides insights into the current situation but also offers various theoretical perspectives in understanding the relationship between work-life balance and Organizational effectiveness.

Inv estigations of W ork-Life Balance and S tress for Working Women in the Indonesian Banking Sector

Purpose: Workloads have substantial impacts on the working woman's identity. The banking sector also exhibits this trend with long working hours, commuting, and potential job stress. This study investigates the possible relationships between work-family conflict, social support toward work-life balance, and job stress from Indonesian female bankers.
 Design/methodology/approach: This study obtains data from 197 female workers in the banking sector in I ndonesia and constructs a hypothesized path model by maximizing the covariance-based structural-equation modelling with the Lisrel 10.2 software.
 Findings: This study reports dynamic results as work-family conflict does not contribute to work-life balance but toward job stress. Furthermore, social support is foundational for the work-life balance but not toward stress. The partial mediating effect is also reported.
 Research limitations/implications: This study's predictive power can get further upgrades from a wider participant across the industry. The comparison between genders can clarify this issue's advantages and disadvantages. The social peers' positive support may remedy the work-life balance issue; thus, firms must recognize this problem at their managerial discretion.
 Originality/value: This study extends the neglected conjoint effects of work-family conflict and social support to work-life balance, decreasing job stress among working women. The novel finding suggests the absence of conflict in the family-office relationships, indicating that work-life balance requires an update on the office-level policy.

THE IMPACT OF JOB SATISFACTION ON NURSING PERFORMANCE AMONG MARFA HOSPITAL (UAE) NURSES: THE MODERATING EFFECT OF JOB STRESS

In an atmosphere of pressure, tension and division of work, Nurses’ performance is one of the most basic challenges that healthcare services face. The reason for this is that performance is linked to work satisfaction and stress on one hand, and management, funding, and organizational growth on the other. Furthermore, Nurse's performance is naturally connected to patient safety.
 The purpose of this study was to analyze the relationship between job satisfaction impact on nursing performance and to find out how the job stress play as a moderate variable effect on the relationship between job Satisfaction and nursing performance. 
 To obtain information regarding demographic data, job performance, job satisfaction and job stress from participants, a survey questionnaire was conducted to nurses in one of the public hospital, Marfa hospital, in the United Arab Emirates after taking the approval from hospital administration. The hospital administration sent a link to all nurses to fill in the survey questionnaire. 111 out of total 120 nurses participated to the survey. 
 The Statistical Package for the Social Sciences (SPSS) Software, version 21, was used for data input and analysis. To test the hypothesis, two different statistical analyses were utilized, namely Pearsons correlation analysis and liner regression analysis. 
 The study finds that there is a positive correlation between nurses’ job satisfaction and nursing performance. In addition, the job stress moderator negatively affected on the relationship between job satisfaction and nursing performance. 
 This research useful to health care managements to develop and enhance polices and rules to increase satisfaction and decrease job stress to enhance the nursing performance.

The Correlation Between Emotional Intelligence and Academic Performance in Undergraduate Students

A cross-sectional correlational study conducted in Kohat University of Science & Technology investigated the association between emotional intelligence, the capability of an individual to effectively perceive, understand, manage, and utilize his or her own emotions, and academic performance in terms of Cumulative Grade Point Average. The Emotional Intelligence Scale was employed to collect participants’ level of intelligence in the 11 sub-dimensions, and statistical tools such as multiple linear regression and Pearson’s product-moment correlation were used to assess the relationship between the two variables. Findings reveal that there is an overall positive correlation between all sub-dimensions of emotional intelligence and success among undergraduates, though the strength of the correlation varies. Several sub-dimensions have also been shown to predict academic success of undergraduates. Likewise, in another study that measured the relationship between emotional intelligence and job burnout, it was found that an increase in emotional intelligence is directly related to decreased job stress for hospital staff. Overall, research shows that emotional intelligence has a positive influence on life success and is beneficial for excelling in schools and the workplace. Hence, emotional intelligence training should be integrated into the school curriculum at each level to produce emotionally academically competent students. Training students how to understand and manage their own and others’ emotions will prepare them for future career success.

A causal model of job stress among Thai nurse-midwives

Abstract Objective To test a causal model of job stress among nurse-midwives working in labor and delivery units in Thailand. Methods Random and convenience sampling was used to recruit 282 nurse-midwives with at least 6 months of work experience from 16 regional tertiary hospitals in Thailand. Data were collected from May to December 2020. Research instruments with good internal consistency reliability ranged from 0.83 to 0.91 including the Job Stress Scale and the Thai version of the Job Content Questionnaire (TJCQ). Descriptive statistics and a structural equation model were used for data analysis. Results Job demands were the strongest predictor of job stress. At the theoretical level, high job control plays a crucial role in directly reducing job stress. However, the present research provides contrary evidence to the theoretical predictions. When nurse-midwives perceive high job control, they perceive pressure to meet the expectations of their supervisors and colleagues. Therefore, high job control can contribute to job stress. Likewise, job support had an indirect effect on job stress among nurse-midwives through job control. The modified model fitted the empirical data (χ 2 = 57.76, df = 22, CMIN/df = 2.62, goodness of fit (GFI) =0.96, adjusted goodness of fit (AGFI) =0.91, comparative fit index (CFI) = 0.95, and root mean square error of approximation (RMSEA) = 0.07). The effects of job demands, job control, and job support on job stress among Thai nurse-midwives can explain 67% of the model's total variance for job stress. Conclusions Nurse-midwives who encounter high job demands and less control over their work control suffer from job stress. Job support does not directly affect nurse-midwives’ job stress but influences it through perceived job control. Strategies to decrease job stress among Thai nurse-midwives should focus on how to balance job demands, and enhance job control, and job support.

THE EFFECT OF JOB STRESS, PERCEIVED ORGANIZATIONAL SUPPORT, AND TRAINING ON EMPLOYEE PERFORMANCE WITH ORGANIZATIONAL COMMITMENT AS MEDIATION AT BSI KC BANDA ACEH DAUD BEUREUEHI

This study was to analyze the effect of job stress, perceived organizational support, and training on employee performance either directly or indirectly through commitment in Bank Syariah Indonesia (BSI) Banda Aceh branch (BSI KC Banda Aceh Daud Beureueh I), located in Banda Aceh city, Indonesia. Respondents were determined by a census with a total of 126 employees, while the data analysis technique used was SEM. The result reveals that Job stress negatively affects commitment, perceived organizational support positively affects commitment, Training positively affects commitment, Job stress negatively affects performance, perceived organizational support positively affects performance, Training positively affects performance, Commitment positively affects performance, Job stress affects performance indirectly through commitment, perceived organizational support affects performance indirectly through commitment, and Training affects performance indirectly through commitment. These findings also explain that commitment acts as a partial mediator and a full mediator in the model. So these findings prove that the model of improving employee performance is a function of decreasing job stress, increasing perceived organizational support, increasing training, and increasing commitment.

Passion in the pit: the effects of harmonious and obsessive passion on nurse burnout

PurposeAnecdotal and survey reports indicate that nurses are suffering increased stress and burnout due to the coronavirus disease (COVID-19) pandemic. Therefore, this study investigated two forms of passion, harmonious and obsessive passion, as resources that may indirectly predict two forms of burnout, disengagement and exhaustion, through the mediator of job stress.Design/methodology/approachThe authors tested their hypotheses in a mediation model using a sample of nurses surveyed at three timepoints during the COVID-19 pandemic.FindingsAs hypothesized, harmonious passion indirectly decreased disengagement and exhaustion by decreasing job stress. Contrary to authors’ hypotheses, obsessive passion also indirectly decreased (rather than increased, as hypothesized) both disengagement and exhaustion by decreasing job stress. Harmonious, but not obsessive, passion, was significantly negatively directly related to disengagement and exhaustion.Research limitations/implicationsData were collected during the COVID-19 pandemic, which may have impacted nurses’ work environments and their willingness to respond.Originality/valueThis study extends conservation of resources theory to conceptualize harmonious and obsessive passion as resources with differing outcomes based on their contrasting identity internalization, per the Dualistic Model of Passion. This study also operationalizes burnout more comprehensively by including cognitive and physical exhaustion along with emotional exhaustion, as well as disengagement. By collecting responses at three timepoints, this study provides a more robust test of causality than previous work examining passion and burnout.

GX프로그램에 참여하는 직장인 비만여성들의 직무스트레스와 가속도맥파에 미치는 효과

The purpose of this study is to investigate the effect of GX (HIIT) exercise on the accelerometer (vascular age), which deteriorates health due to occupational stress and various stresses, for obese office workers who lack physical activity and cannot exercise. Research was conducted to find out. The HIIT exercise was conducted in groups for a total of 8 weeks, 3 times a week, 45 minutes a day (10 minutes warm-up, 25 minutes main exercise, 10 minutes cool-down). Occupational stress and accelerometer wave were measured twice in total at 0 weeks and 8 weeks by a non-invasive method, and the following conclusions were drawn based on the measurement results. The GX exercise, HIIT exercise, decreased job stress of obese office workers and showed positive results in the accelerometer wave.<BR>Combining the above, GX exercise resulted in a decrease in α-amylase and a decrease in blood vessel age as a way to promote and maintain health for obese office workers who were unable to exercise or do physical activity. If these exercises are considered according to the individual level and appropriately combined with exercise prescription factors, it is thought that obese office workers can lead a healthy life by relieving obesity and reducing stress.

Participatory Development Process of Two Human Dimension Intervention Programs to Foster Physical Fitness and Psychological Health and Well-Being in Wildland Firefighting.

Intervention programs designed, delivered, and evaluated by and within organizations are a critical component in the promotion of employee health and well-being and in the prevention of occupational injury. Critical for transference of findings across complex occupational settings is a clearly articulated development process, a reliance on and evaluation of underlying theoretical foundations, and the inclusion of relevant outcomes emerging out of participatory action processes. To date, there have been no documented efforts outlining the development, implementation, or evaluation of human dimension intervention programs targeting wildland firefighters. The purpose of this paper is to outline the development of two collaborative and participatory intervention programs, targeting wildland firefighters’ physical and psychological health and well-being. Two human dimension intervention programs were developed in a collaborative, iterative and participatory process following the Context–Content–Process–Outcomes Framework. First, a physical fitness training intervention program was designed to maintain wildland firefighter’s physical fitness levels and attenuate risk of injury. Second, a psychosocial education intervention program was developed to mitigate the impact of psychosocial risk factors, foster work engagement, and decrease job stress. The current study provides evidence for the capacity of researchers and organizations to collaboratively develop practical programs primed for implementation and delivery.

Social media connectivity and its effect on job stress among office employees in oil and gas sector Malaysia

The modern era with technological advancement removed physical activities. Most of the people seem busy in their androids. Especially, office workers perform duties online throughout the working hours, along with online work activities employees have developed their interest in leisure activities on social media websites. Statistically, 81% of the Malaysian population are social media users in 2020, whereas 17% spend more than 9 hours on social media websites (Statista, 2020; Yougov, 2019). The purpose of the study is to identify the effect of social media addictiveness and social media activities related to the job on job stress among office employees. A simple random sampling technique is used to collect data. Data is collected through a questionnaire survey from 253 office employees working in the oil and gas industry, Malaysia. The reliability of the questionnaire was found through Cronbach alpha. Pearson Bivariate Correlation analysis is used to identify associations among social media addictiveness and social media activities related to job and job stress among office employees. The results indicated that social media addictiveness enhances job stress by 52% at 1% level of significance, whereas social media activities reduce job stress by 12% at 5% level of significance and social media addictiveness. It is concluded that job stress among office employees can be reduced by discouraging social media addictiveness. Although social media activities related to jobs decrease job stress, it can be harmful to the reputation of the employer and can create problems for the employee in the long term. Alternative methods should be used to release job stress, such as social support within the workplace and physical interaction among employees. This study is useful for the organizations related to office employees to identify the employees with social addiction, provide them training about safety in surfing online websites, enhance physical interaction and create social support for the employees within the organization. Employees may adopt the right channel to release their stress despite social media that is actually enhancing stress. Further, this study is valuable for the forthcoming researchers to enhance research in this area.

Psychological Capital Mediates the Association between Job Stress and Burnout of among Korean Psychiatric Nurses.

This study examined the mediating effect of psychological capital in the relationship between job stress and burnout of psychiatric nurses. The participants were 108 psychiatric nurses working in three psychiatric hospitals located in South Korea. Data were collected from 10 August to 15 September 2018 using self-report questionnaires. Data were analyzed using descriptive statistics, t-test, one-way ANOVA, Pearson’s correlation coefficient, and multiple linear regression by IBM SPSS 24.0 program. In addition, a bootstrapping test using the SPSS PROCESS macro was conducted to test the statistical significance of the mediating effect. There was significant correlation between job stress, psychological capital, and burnout. Psychological capital showed partial mediating effects in the relationship between job stress and burnout. Job stress explained 29.7% of the variance in burnout, and the model including job stress and psychological capital explained 49.6% of the variance in burnout. The bootstrapping showed that psychological capital was a significant sub-parameter and decreased job stress and burnout (LLCI = −0.1442, ULCI = −0.3548). These findings suggest that psychiatric nurses’ burnout can be reduced by implementing various health care programs designed to increase psychological capital.

Democratic Policing and Officer Well-Being.

Efforts to improve police–community relationships have increased initiatives that aim to build trust and mutual respect between officers and the communities they serve. Existing literature examines the impact of internal departmental dynamics and individual-level characteristics on officers’ endorsement of community-oriented policing strategies. Research has indicated that when officers feel fairly treated within their agencies and when they are less psychologically and emotionally distressed, they report stronger support for policing tactics that increase fairness in police processes and decision making. This mixed-method study is the first to examine the reciprocal relationship by asking: How do procedurally just and community-oriented policing strategies impact officer well-being and occupational stress? Sworn officers in a medium-sized California department completed a survey assessing their views on their agency, various police tactics, the communities they serve, and their physical and mental health. Results showed that officers’ increased support for community-oriented and procedurally just police strategies are significantly associated with decreased job stress, depression, anxiety, and negative affect, controlling for race, gender, perceived job dangerousness, cynicism, and how many years they had served as a police officer. In-depth interviews with officers in the department revealed three explanatory mechanisms for these statistical relationships. First, the tenets of procedural justice provided officers with tactics that reduce the threat and stress of intergroup interactions. Second, community-oriented policing activities increased opportunities for officers to have positive interactions with the communities they work in, mitigating the distrust, cynicism, and detachment fostered by enforcement activities. Last, procedural justice and community-oriented police strategies empowered officers to counter negative stereotypes about police and reaffirm their self-image. Taken together, these survey and interview findings highlight the mutuality of democratic policing and officer wellness.

The Relationship between Occupational Stress and Mental Health in Central Bafgh Iron Workers

Introduction: Occupational stress is one of the most important phenomena in the workplace. Mental health, as an important factor in all personal, social, and occupational life aspects, is one of the areas of interest in mental health. The purpose of this study was to determine the relationship between job stress and mental health among workers of central iron ore in Bafgh City, Iran.&#x0D; Methods: This was a descriptive correlational study. The statistical population included 2400 people (1600 workers and 800 employees) working in central Bafgh iron ore in 2014. The sample size was estimated as 331 using the Morgan and Krejcie table. Approximately, 216 persons were employed in the labor sector and 115 in the employment sector. Data collection tools included the Goldberg general health questionnaire (GHQ) and Depression Anxiety Stress Scales (DASS). The DASS was designed in three parts. The first part included demographic data (7 items). The second section had 28 questions and dealt with the participants' general health status. The third part included 42 questions and was about occupational stress. Later, Spss21 was used and Pearson correlation coefficient and regression tests were run to analyze the data and test the hypotheses.&#x0D; Results: The results showed that mental health was higher in employees, while job stress was higher among the workers. This indicated a significant association between job stress and mental health in both employees and workers. However, regarding the demographic variables, only gender was related to mental health and rest of the demographic variables had no significant relationship with mental health and job stress (5≥participants).&#x0D; Conclusion: Occupational stress was related to mental health in employees and workers; this can affect the level of production and product quality. Furthermore, occupational tress and mental health not only affect the workers and employees, but also expose the society and other people at risk. Consequently, it is necessary to plan and render different services at the occupation environment to decrease job stress and improve the current situation.

보험회사 콜센터 종사자의 감정노동이 행복에 미치는 영향: 일과삶의 균형에 의해 조절된 직무스트레스의 매개효과 중심으로

The purpose of this study is to empirically verify the mediation effect of job stress moderated by work-life balance in relation to emotional labor and happiness of call center workers. The results of the study are as follows; The mediating effect of job stress on the relationship between emotional labor and happiness was found significantly, and work-life balance moderated the relationship between job stress and happiness. These results suggest that emotional labor affects happiness by decreasing job stress and the effect occurs when the level of work-life balance is high. Call centers can improve employees’ happiness through work-life balance enhancement programs and strategies for dealing with job stress.

Relationship between Job Stress and Fatigue Based on Job Demand-control-support Model in Hospital Nurses.

Background:This study aimed to examine nurses’ job stress based on Karasek's demand-control-support model and assess its relationship with different aspects of fatigue.Methods:This cross-sectional study was conducted on 522 nurses working in educational hospitals. Job stress dimensions and fatigue were measured by the Persian version of Job Content Questionnaire (JCQ) and Multidimensional Fatigue Inventory (MFI), respectively.Results:The results showed that psychological and physical job demands obtained high scores, but social support and decision latitude got low scores. MFI results indicated that the highest score was related to the general fatigue. Moreover, the results showed a significant positive relationship between psychological job demands and general fatigue, but a significant negative correlation to reduced activity.Conclusions:Considering the effects of job stress on nurses’ fatigue, it is necessary to develop a suitable interventional program for nurses in healthcare centers, especially hospitals, to decrease job stress and improve working conditions.

Nurse Leader Initiatives to Decrease Job Stress on the Acute Care Unit

Nurses are expected to provide high quality, safe healthcare in working environments where limited resources and increasing responsibilities are common. An imbalance between providing high quality care and managing or minimizing the assault of stressors can lead to increased job stress. Nurses on the Acute Care Unit (ACU) of a Midwestern, rural hospital utilized the Nursing Stress Scale (NSS) developed by Gray-Toft &amp; Anderson (1981) to analyze aggregated mean data self-reported scores for job stressors before and after focused change initiatives. Nurses selected and led change initiatives for the top five scoring stressors that nurses concurred were modifiable using interprofessional interventions. Multidisciplinary teams collaborated to choose educational sessions, updated resources, and revised communication tools in an attempt to decrease job stress on the unit. The results of the second NSS when compared to the first survey overall demonstrated decreased stress mean scores in six of the seven subscales. The specific nurse led unit initiatives decreased self-reported job stress in four of the five areas. This project found encouraging results in decreasing job stress by implementing nurse led change initiates on the ACU. &#x0D; Keywords: nursing, job stress, leadership, change initiatives

Predict of nursing students job stress on the Hackman & Oldham’s job characteristics model

Background: Job stress is one of the most important diseases of the century, plays a major role in today's organizations which researchers are trying to control and reduce it. One method for control and reduce of stress is hidden in job and its characteristics. Nursing students are faced continually with one of the stressful job. Hackman & Oldham Job Characteristics Model is famous theory in this field that focus on job and its characters. The purpose of this study is to study the role of job characteristics on job stress in nursing at hospitals Based on the view of nursing student that affiliated with the University of Medical Sciences. Methods: This study is a descriptive-correlation. The population includes all nursing students who are work in hospitals affiliated with Kurdistan University of Medical Sciences at 2014. The sample consisted of 140 nursing students who were selected by stratified sampling method. Required data was collected by two standard questionnaires, Wagner job characteristics and Elliott job stress. Data by SPSS software using Pearson correlation coefficient and linear regression method was analyzed. Results: Data analysis showed significant inverse relationship between all characteristics of job with job stress (p=0.01). As well as, Except Feedback, four other features include a variety, identity, significance, freedom have significant role in explaining the variance of job stress. The coefficients are orderly (-0.42), (-0.373), (-0.147) and (-0.111). Conclusion: Job characteristics can reduce stress among nursing students working in hospitals. So that by applying techniques such as career development, job enrichment and training, nursing jobs excitation power increases. This leads to increased motivation and decreased job stress among nursing students.

Association Between Workplace Social Capital and Absolute Presenteeism: A Multilevel Study in a Chinese Context.

The aim of this study was to investigate the association between workplace social capital (WSC) and presenteeism in a Chinese context. We conducted a cross-sectional study in Shanghai, China, from December 2016 to March 2017. Totally, 2380 workers were randomly sampled through a two-stage sampling procedure. Validated and psychometrically tested measures were used to assess job stress, self-rated health and absolute presenteeism (AP), and WSC. Job stress [unstandardized coefficients, B:1.83, 95% confidence interval (95% CI): 0.43 to 3.24] was positively associated with AP. Compared with participants with excellent self-rated health, those with very good, good, and general self-rated health had gradationally higher levels of AP. High individual-level WSC (B: -6.32; 95% CI: -7.62 to -5.02) and workplace-level WSC (B: -4.43; 95% CI: -7.44 to -1.42) were negatively associated with AP. Interventions on promoting workers' health, decreasing job stress, and enhancing WSC may contribute to decreasing AP in Chinese workplaces.

Evaluation of a Multiple Mediator Model of the Relationship Between Core Self-Evaluations and Job Satisfaction in Employed Individuals With Disabilities

Purpose:To test a meditation model of the relationship between core self-evaluations (CSE) and job satisfaction in employed individuals with disabilities.Method:A quantitative descriptive design using Hayes’s (2012) PROCESS macro for SPSS and multiple regression analysis. Two-hundred fifty-nine employed persons with disabilities were recruited from Amazon Mechanical Turk to participate in the study.Results:Support from supervisors, work engagement, wage, and job stress were found to partially mediate the relationship between CSE and job satisfaction. The direct effect of CSE on job satisfaction was still significant after controlling for the effects of all mediators.Conclusions:CSE affected job satisfaction in persons with disabilities, both directly and through improved supervisory support, greater engagement in work, increased pay, and decreased job stress. Implications of the results on rehabilitation counseling practice to improve job satisfaction in clients with disabilities are discussed.