Differences In Work Stress Research Articles

Overview and Correlation Between Work Stress and Dry Eyes Syndrome among Nurses in Indonesia

Exhausted nurses in providing nursing care can impact work stress. Many factors cause work stress. Work stress is the type of psychological stress that reduces the lacrimal gland's activity, affecting dry eye syndrome. The study aims to analyze the correlation between work stress and nurses' dry eye syndrome in Nganjuk General Hospital. The study was a descriptive correlative observational with a cross-sectional design. The sample was 84 nurses, taken by simple random sampling. Data were collected using Health and Safety Executive (HSE) and Ocular Surface Disease (OSDI) questionnaires. The study showed nurses experienced mild stress (96.43%) and moderate dry eye syndrome (36.90%). There was a positive correlation between work stress and dry eye syndrome in nurses in the weak category (r=0.356; p= 0.001< 0.05). There were no significant differences in work stress by age, gender, working period, and marital status (p=0.388; p=0.687 p=0.730; p = 0.839 > α 0.05). There was a significant difference in work stress based on education (p=0.033 < α 0,05). There were no significant differences in dry eye syndrome with age, gender, working period, and marital status (p=0.644; p=0.436; p= 0.865; p=0.072; p=0.719 > α 0,05). The study conclusion is that work stress is related to dry eyes syndrome. Apart from that, work stress is also influenced by the level of education. Therefore, interventions to reduce work stress in nurses should pay attention to education level to reduce the risk of dry eyes syndrome.

Comparative Analysis Of Employee Work Stress Based On Work Shifts At Pt. Pelita Adi Pratama Tanjung Balai City

Work stress is a consequence of every action taken by employees in dealing with work, where the situation places employees on physical and psychological demands that can interfere with work productivity and the stability of daily life, one of the causes of work stress is work shifts The aim of this research is to find out the comparison of work stress for employees who enter the morning shift and night shift employees. When this research was conducted from February 2023 to June 2023. This study used a quantitative survey method with a cross-sectional design. The sampling technique used purposive sampling because the researchers chose samples based on working hours, namely morning and evening shift employees with a total sample of 60 employees, namely 30 morning shift employees and 30 night shift employees. Data collection included filling in the prepared questionnaire, namely the Occupational Stress Inventory-Revised EditionTM (OSI-RTM) questionnaire with closed questions consisting of 28 items. All data were analyzed using SPSS using an independent sample t-test. The results showed that there were differences in work stress for morning shift employees and night shift employees with a value (sig = 0.000). Based on this research, it is hoped that it can be an improvement for the company regarding employee comfort by making additional work shifts to 3 shifts within 8 hours/shift with different employees.

Work Stress and Willingness of Nursing Aides during the COVID-19 Pandemic.

Objectives: During the coronavirus disease 2019 (COVID-19) pandemic, nursing aides (NAs) experienced greater work stress than they do typically because they worked in highly contagious environments. This may have influenced their work morale and willingness to work, which can reduce patient satisfaction, influence their physical and mental health, and even endanger patient safety or cause medical system collapse. Design: A cross-sectional survey with a structured self-report questionnaire was conducted. Setting and Participants: 144 NAs from a medical center in Central Taiwan participated. Methods: We recruited NAs through convenience sampling to discuss their work stress, willingness to work, and patients’ satisfaction with them during the COVID-19 pandemic. Result: Of the 144 recruited NAs, 115 (79.9%) were women and 29 (20.1%) were men, and 89 (61.8%) had completed COVID-19 training courses. NAs with different work tenure lengths exhibited significant differences in work stress (p = 0.022), willingness to work (p = 0.029), and patient satisfaction (p = 0.029) scores during the pandemic. Conclusion: The study findings provide crucial data for the management of NAs during pandemics to prevent them from neglecting patients due to excessive work stress or losing their willingness to work, which may cause the medical system to collapse.

Occupational Stress Resilience among University Teachers and their Work Performance

This study attempts to test the relationship between professional stress tolerance and the productivity of university professors. The evaluation criteria used in this study are 1. Work Stress Questionnaire (JSQ) ofTöres, (1988), 2. Work Resilience Questionnaire (WRQ) of Winwood et al., (2013) and, 3. Work Performance Questionnaire (WPQ) of Koopmans, (2014). The regression analysis has been applied to predict the relationship among the research variables of this study. In addition, the t-test is also used to analyze the gender-based differences and differences in work stress and work resilience of university academicians. The results depicted at female university teachers faced more work stress compared to male university teachers, and male university teachers had a higher mean score regarding work resilience than female university teachers. Furthermore,obtained the results of the research explained that level of flexibility and supposed work efficiency are positively correlated. The significant prognosticator of work performance was occupational stress resilience. However,work performance was not predicted by work stress.

The Associations between Work Stress, Leadership Behaviors and Job Performance among Workers in Three Types of Occupations in Malaysia

The objectives of this study were to identify the differences in work stress, leadership behaviors (consideration and initiating structure) and job performance based on demographic information; and investigate the association between work stress, leadership behaviors and job performance after controlling other variables (demographic information). Data from 200 workers from three types of occupations in Malaysia (promoter, cleaner and factory workers) was collected. Participants were given a questionnaire consisting of six demographic information: Job Stress Scale, Leader Behavior Description Questionnaire, and Job Performance Scale. The findings revealed that female workers experience higher work stress and job performance, workplace stress and job performance are higher in different age groups (40-49 years old), the leaders were rated as being more thoughtful (consideration behavior) (30-39 years old) and initiating structure (50-59 years old). Furthermore, workers with three to four years of experience evaluated themselves as more stressed and having high job performance, but workers with less than two years of experience regarded their bosses as having more considerate behavior and initiating structure. Moreover, after controlling the demographic information, it was discovered that work stress was negatively related to job performance, whereas consideration behavior was positively associated. Lastly, the findings are discussed along with the limitations, implications and recommendations for future research.

The effect of progressive muscle relaxation on decreasing work stress in air traffic controller

This study aims to determine the effect of relaxation on reducing stress levels in Air Traffic Controller (ATC). The study design used quasi experimental research with pre-test post-test control group design. The sample of the research was ATC employees in Makassar Air Traffic Service Center, which amounted to 60 people consisting of 30 people given relaxation therapy interventions and 30 people as a control group. Datacollection using questionnaires and blood pressure measurements. Data collection was done using the stress scale questionnaire (Perceived Stress Scale) and using the job stress NIOSH questionnaire. The results of the statistical test at the pretest and posttest with the Wilcoxon Sign Rank Test showed a value of z=-2670 and a value of p=0.008 (p<0.05). The conclusion that there were significant differences in work stress between pre-test and post-test in the intervention group, so there was a significant decrease in work stress after being given relaxation therapy.

Age Differences in Work Stress, Exhaustion, Well-Being, and Related Factors From an Ecological Perspective.

The aim of this study was to examine the association of work stress, exhaustion, well-being, and related individual, organizational, and social factors, focusing especially on age differences in Taiwan. The data were from the 2015 Taiwan Social Change Survey. The participants were community-based adults, aged 18 years or older, selected via stratified multistage proportional probability sampling from the Taiwanese population. Well-being was measured by self-rated health and psychological health. Descriptive analysis, one-way analysis of variance, and linear regression analysis were used. Work stresses were related to three types of exhaustion, and exhaustion was related to well-being. Individual working style (being creative and using new methods), organizational factors (job satisfaction, work-family conflict, discrimination against women), and social factors (difficult finding a good job than older cohorts) were related to well-being. Older age was related to worse self-rated health, and age showed a reverse-U-shaped relation with psychological health. The resilience of older workers could be an opportunity for the global active aging trend, and interventions to support older workers in organizations would be beneficial.

Circadian Misalignment Increases C-Reactive Protein and Blood Pressure in Chronic Shift Workers.

Shift work is a risk factor for inflammation, hypertension, and cardiovascular disease. This increased risk cannot be fully explained by classical risk factors. Shift workers' behavioral and environmental cycles are typically misaligned relative to their endogenous circadian system. However, there is little information on the impact of acute circadian misalignment on cardiovascular disease risk in shift workers, independent of differences in work stress, food quality, and other factors that are likely to differ between night and day shifts. Thus, our objectives were to determine the independent effect of circadian misalignment on 24-h high-sensitivity C-reactive protein (hs-CRP; a marker of systemic inflammation) and blood pressure levels-cardiovascular disease risk factors-in chronic shift workers. Chronic shift workers undertook two 3-day laboratory protocols that simulated night work, comprising 12-hour inverted behavioral and environmental cycles (circadian misalignment) or simulated day work (circadian alignment), using a randomized, crossover design. Circadian misalignment increased 24-h hs-CRP by 11% ( p < 0.0001). Circadian misalignment increased 24-h systolic blood pressure (SBP) and diastolic blood pressure (DBP) by 1.4 mmHg and 0.8 mmHg, respectively (both p ≤ 0.038). The misalignment-mediated increase in 24-h SBP was primarily explained by an increase in SBP during the wake period (+1.7 mmHg; p = 0.017), whereas the misalignment-mediated increase in 24-h DBP was primarily explained by an increase in DBP during the sleep opportunity (+1.8 mmHg; p = 0.005). Circadian misalignment per se increases hs-CRP and blood pressure in shift workers. This may help explain the increased inflammation, hypertension, and cardiovascular disease risk in shift workers.

The association between education and work stress: does the policy context matter?

ObjectivesSeveral studies report socioeconomic differences in work stress, where people in lower socioeconomic positions (SEP) are more likely to experience this burden. In the current study, we analyse associations between education and work stress in a large sample of workers from 16 European countries. In addition we explore whether distinct national labour market policies are related to smaller inequalities in work stress according to educational attainment.MethodsWe use data collected in 2010/11 in two comparative studies (‘Survey of Health, Ageing and Retirement in Europe’ and the ‘English Longitudinal Study of Ageing’; N = 13695), with samples of men and women aged 50 to 64 from 16 European countries. We measure highest educational degree according to the international standard classification of education (ISCED) and assess work stress in terms of the demand-control and the effort-reward imbalance model. National labour market policies are measured on the basis of policy indicators which are divided into (1) ‘protective’ policies offering financial compensation to those excluded from the labour market (e.g. replacement rate), and (2) ‘integrative’ policies supporting disadvantaged individuals on the labour market (e.g. investments into active labour market policies or possibilities for further qualification in later life). In addition to country-specific analyses, we estimate multilevel models and test for interactions between the indicators of national policies and individual education.ResultsMain findings demonstrate consistent associations between lower education and higher levels of work stress in all countries. The strength of this association, however, varies across countries and is comparatively small in countries offering pronounced ‘integrative’ policies, in terms of high investments into measures of an active labor market policy and high participation rates in lifelong learning activities.ConclusionsOur results point to different types of policies that may help to reduce educational differences in work stress, in particular policies supporting those who are disadvantaged on the labour market.

Job insecurity during recessions: effects on survivors’ work stress

BackgroundPrevious studies show a variety of negative health consequences for the remaining workforce after downsizing events. This study examined self-reported work stress from 2009–2012 in the context of a large multi-site aluminum manufacturing company that underwent severe downsizing in 2009.MethodsThis study examined the association between work stress and working at a work site that underwent severe downsizing. We assessed the level of downsizing across thirty plants in 2009 and categorized seven as having undergone severe downsizing. We linked plant-level downsizing information to individual workers’ responses to an annual work engagement survey, which included three work stress questions. From 2009 to 2012 over 14, 000 employees were asked about their experience of work stress. Though the surveys were anonymous, the surveys captured employees’ demographic and employment characteristic as well as plant location. We used hierarchical logistic regressions to compare responses of workers at severely downsized plants to workers at all other plant while controlling for demographic and plant characteristics. Responses to the work stress questions and one control question were examined.ResultsIn all yearly surveys salaried workers consistently reported having more work stress than hourly workers. There was no differential in work stress for workers at severely downsized plants in 2009. In 2010 to 2012, salaried workers who remained at severely downsized plants reported significantly higher work stress than salaried workers at all other plants across multiple work stress questions. Examination of the 2006 survey confirmed that there were no pre-existing differences in work stress among salaried employees working at plants that would eventually experience severe downsizing. In addition, there was no difference in responses to the control question at severely downsized plants.ConclusionSalaried workers at plants with high layoffs experienced more work stress after 2009 than their counterparts at 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.

Relationships Between Work Life Quality Of Teachers With Work Commitment, Stress And Satisfaction: A Study In Kuching, Sarawak, Malaysia

This study examined the relationships between quality of work life and work commitment, work stress and work satisfaction. This study also investigated the differences in work life quality, work commitment, work stress and work satisfaction based on demographic variables and the relationships amongst the variables. Questionnaire data was collected from a cross–sectional survey administered to 110 permanent teachers at a government secondary school in Kuching, Sarawak, Malaysia. Findings in this study showed that the respondents only had moderate work life quality. There were also moderate relationships between work life quality and work commitment, stress, and satisfaction but there were no differences in the quality of work life based on demographic variables. However there were differences in work commitment based on gender. This research also revealed that there were also no differences in work stress and satisfaction based on the same demographic variables. Similarly, the findings suggested that work commitment, work stress and satisfaction were not significantly correlated. Work life quality of teachers could still be improved to ensure that students gain maximum benefits from teaching and learning practices in the classrooms. Kata kunci: Work life quality; work commitment; work stress; work satisfaction This study examined the relationships between quality of work life and work commitment, work stress and work satisfaction. This study also investigated the differences in work life quality, work commitment, work stress and work satisfaction based on demographic variables and the relationships amongst the variables. Questionnaire data was collected from a cross–sectional survey administered to 110 permanent teachers at a government secondary school in Kuching, Sarawak, Malaysia. Findings in this study showed that the respondents only had moderate work life quality. There were also moderate relationships between work life quality and work commitment, stress, and satisfaction but there were no differences in the quality of work life based on demographic variables. However there were differences in work commitment based on gender. This research also revealed that there were also no differences in work stress and satisfaction based on the same demographic variables. Similarly, the findings suggested that work commitment, work stress and satisfaction were not significantly correlated. Work life quality of teachers could still be improved to ensure that students gain maximum benefits from teaching and learning practices in the classrooms. Key words: Work life quality; work commitment; work stress; work satisfaction

Work stress of primary care physicians in the US, UK and German health care systems

Work-related stress among physicians has been an issue of growing concern in recent years. How and why this may vary between different health care systems remains poorly understood. Using an established theoretical model (effort-reward imbalance), this study analyses levels of work stress among primary care physicians (PCPs) in three different health care systems, the United States, the United Kingdom and Germany. Whether professional autonomy and specific features of the work environment are associated with work stress and account for possible country differences are examined. Data are derived from self-administered questionnaires obtained from 640 randomly sampled physicians recruited for an international comparative study of medical decision making conducted from 2005 to 2007. Results demonstrate country-specific differences in work stress with the highest level in Germany, intermediate level in the US and lowest level among UK physicians. A negative correlation between professional autonomy and work stress is observed in all three countries, but neither this association nor features of the work environment account for the observed country differences. Whether there will be adequate numbers of PCPs, or even a field of primary care in the future, is of increasing concern in several countries. To the extent that work-related stress contributes to this, identification of its organizational correlates in different health care systems may offer opportunities for remedial interventions.

A real-time assessment of work stress in physicians and nurses.

This study adapted ecological momentary assessment methods to: (a) examine differences in work stress between nurses and physicians, and (b) to study relationships between work stress, work activity patterns, and sleep. A total of 185 physicians and 119 nurses (206 women, 98 men) working in four teaching hospitals participated in an observational study of work stress. Participants carried handheld computers that randomly prompted them for work activity, patient load, and work stress information. Participants completed more than 9,500 random interval surveys during the study (an average of 30.8 surveys per person-week). Approximately 85% of all surveys were completed in full (73.3%) or partially (11.6%). Emotional stress scores among physicians were nearly 50% higher (26.9[19.0]) than those of nurses (18.1[14.9], r[302] = .37, p < .001). Direct and indirect care activities were associated with higher stress reports by both clinician groups (rs[159] = .14-.26, ps < .01). Sleep quality and quantity were predictors of work stress scores (ps < .05). Finally, higher work stress and lower sleep quality were also associated with poorer memory performance (r[302] = -.12, .17, ps < 05). The findings identify patterns of work stress in relationship to work activities, sleep habits, and provider differences that may be used to assist ongoing hospital work reform efforts.

Work stress and health in primary health care physicians and hospital physicians

Objective:In order to understand the reasons for the low priority given to work in primary health care among physicians, we studied differences in work stress, health and health related lifestyles...

Diabetes mellitus and employment: is there discrimination in the workplace?

The employment record of 102 diabetic workers (73 men, 29 women), identified in a cross-sectional survey of 5670 middle-aged people in a New Zealand workforce, was studied for evidence of discrimination in the workplace. Compared with 403 matched controls (292 men, 111 women), diabetic workers showed no significant differences in socioeconomic status, educational attainment, or distribution between occupational groups. Similarly, mean duration of current employment (12.3 vs 12.4 years), mean number of jobs in the past 5 years (1.25 vs 1.34 jobs), frequency of sickness absence, and mean number of hours worked each week (43.5 vs 43.3h) did not differ significantly between diabetic and non-diabetic groups. We found no significant differences in work stress, even among those diabetic individuals with poor blood glucose control. There was no convincing evidence across a broad spectrum of industry that diabetic workers did suffer discrimination in the workplace.

Work stress, social support, and strains among male and female managers

Abstract According to some theories about men and women in management, women as minority members (“tokens”) in managerial functions are confronted with unique problems that are not shared by their male counterparts. This may imply that women managers experience more work stress, less social support at work, and more mental and physical complaints than their male colleagues. After discussion of earlier empirical studies, a study amongst 155 male and female managers in the Netherlands is presented. Many aspects of the Michigan-model (main effects of work stress and social support and some buffering effects of social support on both physical and mental health) were replicated, but contrary to expectations, no sex differences in work stress, work support or health were found. The only sex differences that did appear were that women experienced a greater amount of life support than men, and that the relationships between work stress and work support and between life support and job satisfaction were stronger f...

Gender Differences in Work Stress Among Clinical Social Workers

Since no consistent pattern of gender differences in the measurement of burnout and work stress has been reported in the literature, this study presents further data illustrating the effect of various work-related stress variables upon burnout and selected psychological strains related to gender d~fferences. The data were received from a national sample of 617 clinical social workers. The results indicate gender differences in the prediction of burnout and psychological strains utilizing multiple regression analyses. The nature of these differences and the implications of these findings for the reduction of work stress are discussed.

PHYSIOLOGIC STRESSES IN CONSTANT-LOAD PROLONGED EXERCISE ABOVE AND BELOW THE ANAEROBIC THRESHOLD

Studies of endurance performance and exercise prescription methods based on HR suggest that the anaerobic threshold (AT) is not only manifest in constant-load work but also a vital factor in studies of the physiology of exercise of the target HR. To evaluate AT as a factor in the stress of prolonged exercise at the upper and lower limits of the target HR zone, we studied blood lactate (Lac) and other physiological variables in 30 min of cycling at intensities 10% above AT (A-AT) and 20% below AT (B-AT). Six healthy males (Age, 31.314.9 yrs; VO2max, 44.5±4.9 ml/kg; AT, 30.9±4.9 ml/kg) first cycled incrementally to give VO2max and AT by Lac and gas exchange (GX). Based on these data, individualized 30 min work tests A-AT and B-AT were performed twice. Lac and GX were measured every 3 min to reveal differences in work stress A-AT versus B-AT. Work intensities corresponded to the upper and lower limits, respectively, for exercise prescription by HR (90.3±4.9 versus 72.5±6.9 %HRmax). A single factor repeated measures ANOVA revealed significant differences between all physiologic variables A-AT versus B-AT; Lac was 459% greater, VE 62% greater with a VO2 difference of only 0.62 L-min-1. The target HR zone is a region within which the physiologic responses to and stresses of exercise may vary greatly among individuals working at the same relative HR. Consequently, exercise prescriptions based on relatively insensitive indicators of physiologic stress, i.e., HR, may lack specificity in terms of training stimulus and the relative involvement of aerobic and anaerobic metabolism. Thus, the metabolic character of an exercise prescription should be considered, particularly in research into the physiological basis of target HRs and responses to training

Sex Differences in Work Stress

This paper reviews the empirical evidence of sex differences in stress dynamics and proposes a framework for examining the sources of these differences. Nineteen studies indicate that women tend to report higher rates of psychological distress and that men are more prone to severe physical illness. Explanations for these findings are posited and reviewed. They indicate gaps, ambiguities, and inconsistencies in the existing research. An agenda for future research is suggested.

Sex Differences in Work Stress

Sex Differences in Work Stress