Peer support workers (PSWs) play a critical role in addressing the substance use crisis, and PSWs' training experiences may influence important occupational outcomes such as job stress and burnout. This cross-sectional study examined associations between PSWs' training experiences, job stress, and 2 dimensions that contribute to burnout - a lack of personal achievement and emotional exhaustion - in a sample of 25 PSWs (Mage = 49.3, SD = 12.9; 64% cisgender women; 80% white) from South Carolina. Participants completed the Subjective Stress Scale and the Abbreviated Maslach Burnout Inventory. While burnout is typically characterized by 3 dimensions, this study was only able to measure personal achievement and emotional exhaustion due to low reliability of the depersonalization scale. Participants also reported the total number of training hours they received prior to becoming a PSW and what topics they received training in, which were categorized as knowledge-based, skill-based, or value-based. Sum counts for each topic category were calculated. Adjusted-regression analyses revealed that total number of training hours was not associated with personal achievement or emotional exhaustion (p's > .131) but was positively associated with job stress (B = 0.031, SE = 0.014, 95% CI [0.001, 0.060], p = .042, ηp2 = .200). Total number of training topics was not associated with job stress or emotional exhaustion (p's > .248) but was positively associated with personal achievement (B = 0.577, SE = 0.245, 95% CI [0.065, 1.090], p = .029, ηp2 = .226). Having received more knowledge-based training (B = 1.494, SE = 0.592, 95% CI [0.254, 2.734], p = .021, ηp2 = .270) and value-based training (B = 1.627, SE = 0.722, 95% CI [0.116, 3.138], p = .036, ηp2 = .211), but not skill-based training, was associated with greater personal achievement. High-quality training curricula that cover a range of topics, particularly knowledge- and value-based topics, may enhance PSWs' sense of personal accomplishment. Improving content and quality over quantity may also reduce PSWs' job stress. These efforts can support positive work experiences and engagement among PSWs in the substance use disorder recovery field.

In South Korea, apartment security jobs are commonly held by older men. The high prevalence of chronic conditions in this population, combined with the job's long hours and shift work, may increase risks of job stress and cardiovascular disease. This study aimed to identify individual and work environment factors that influence job stress among middle-aged and older security workers with hypertension. A cross-sectional study used self-reported questionnaires to collect data from 146 security workers with hypertension at 45 apartment complexes in South Korea. The data were analyzed through descriptive analysis and multilevel modeling. Higher educational attainment, lower sleep satisfaction, and lower social support were significantly (p < .05) associated with increased job stress, as were a lack of dedicated break areas and a higher number of households per worker. This study identified significant individual and workplace factors influencing job stress among older Korean security workers with hypertension. Education level, sleep satisfaction, and social support were key personal factors. The number of assigned households per security worker and the availability of break areas were critical workplace factors. These findings highlight the need for targeted interventions that address both personal and workplace conditions to manage job stress effectively. Age-sensitive policies are essential to reducing job stress. Providing rest areas, adjusting workloads, and fostering a supportive work culture can alleviate environmental stressors. Tailoring roles based on education and physical ability and providing health education on sleep hygiene and effective break use may reduce fatigue and stress.

Identifying employees at risk for work addiction is critical for early intervention, yet systematic screening approaches face practical challenges for organizations. This study compared two screening strategies: a demographic-only model that requires no additional data collection versus a psychosocial model that incorporates job satisfaction and job stress assessments. We analyzed data from employees across 85 countries or territories. Dataset 1 (psychosocial model, n = 22,136) included demographic, occupational, and psychosocial variables. Dataset 2 (demographic model, n = 23,219) used only readily available information. Work addiction risk was assessed using the International Work Addiction Scale. Five machine learning algorithms (Logistic Regression, Random Forest, XGBoost, Neural Networks, Ensemble Voting) were evaluated on both full and Elastic Net-selected feature sets using cross-validation. The psychosocial model demonstrated superior performance. The best-balanced model (LogisticRegression with Elastic Net selection) achieved balanced accuracy of 0.72 ± 0.01, AUC-ROC of 0.80 ± 0.01, and Youden's J of 0.45 ± 0.02, correctly identifying 72.7% of at-risk individuals while maintaining 72.2% specificity. The demographic model demonstrated moderate performance (Ensemble Voting: balanced accuracy 0.61 ± 0.01, AUC-ROC 0.65 ± 0.01), yet retained practical utility, detecting 57.0% of at-risk cases. High-sensitivity configurations achieved detection rates of 71%, but with elevated false-positive rates, presenting important trade-offs for screening design. While psychosocial variables provide superior prediction, demographic-only models offer a practicalscreening alternative that can identify over half of at-risk individuals without an additional data-collection burden. This trade-off between predictive performance and implementation feasibility has important implications for organizational screening programs.

The coronavirus disease 2019 pandemic introduced unprecedented demands on healthcare systems globally. This study aimed to investigate the associations between perceived coronavirus disease 2019 threat, job stress, job satisfaction, and stress-coping strategies among healthcare workers within an integrated relational framework. Utilizing a cross-sectional relational screening design, data were collected online via convenience sampling from 448 healthcare professionals (including physicians, nurses, midwives, and technicians) working in healthcare institutions in Turkey. Data collection tools included personal information forms, the Perceived Coronavirus Disease 2019 Threat Scale, the Minnesota Job Satisfaction Survey, the Job Stress Scale, and the Coping with Stress Scale. Statistical analyses were performed using Jamovi software. Descriptive statistics, Pearson product-moment correlation, and path analysis based on ordinary least squares regression were applied. Moderation analyses were conducted to examine whether specific coping strategies interacted with job stress and job satisfaction. Path analysis indicated that job stress served as a significant potential indirect pathway between perceived threat and job satisfaction. Moderation analysis revealed significant interaction terms, demonstrating that positive evaluation and seeking professional support functioned as critical moderators in the relationship between job stress and job satisfaction. Specifically, the total association model remained significant for workers with low and medium levels of positive evaluation, where job stress demonstrated a potential partial indirect role. For seeking professional support, the total association model was significant across low, medium, and high levels. Job stress exhibited a potential partial indirect role for individuals with low and medium levels of seeking professional support, whereas a potential full indirect role was observed for those with high levels. The findings underscore that job stress is an important conceptual link connecting pandemic-related threat perceptions to diminished job satisfaction. Furthermore, specific coping mechanisms, particularly positive evaluation and professional support-seeking behaviors, modify how job stress correlates with occupational satisfaction. Interventions aimed at enhancing targeted coping strategies and mitigating structural workplace stress are recommended to preserve the psychological well-being and job satisfaction of healthcare personnel during public health crises.

Background Burnout and well-being among academic faculty have garnered substantial attention within the medical education literature. While various contributors to burnout have been studied, the role of email management remains relatively unexplored. Objective This study investigated the impact of email challenges on faculty well-being using the Job Demands-Resources model as a framework. Methods In 2023 the authors surveyed faculty across accredited medical education institutions to assess experiences with email management. They collected data on email communication difficulties and their impact on faculty well-being. Results Respondents included 447 faculty from 115 institutions. Results indicated that faculty spent large amounts of time on email-related tasks, and that the demands of email management are exacerbated by institutional firewalls, managing multiple professional email accounts, frequent required password changes, automatic deletion or archiving of emails, and other technical issues. Respondents indicated that email management stressors negatively impact well-being. Faculty reported implementing workarounds to navigate email difficulties, often at the expense of information security and personal resources. Reported positive institution-level changes, while infrequent, included reduced password change frequency, expanded storage space, increased autonomy for email deletion and archival, and enhanced IT support. Conclusions This study illuminates the current role of email as both a job-resource and a job-demand. The results of this study underscore the need for institutional action to address email-related challenges to promote faculty well-being. The authors propose five recommendations for reducing email-related job stressors.

Network Analysis of Sleep, Mental Health, and Stress in Korean Dentists.

Entrepreneurs play a vital role in economic development but are exposed to significant psychosocial stressors, including financial uncertainty, long working hours, and job insecurity, which may adversely affect mental health. Evidence on anxiety, depression, and psychological distress among entrepreneurs in Nigeria remains limited. This study assessed the prevalence and predictors of anxiety, depression, and psychological distress among small and medium-scale entrepreneurs in Lagos State, Southwest Nigeria. A cross-sectional study was conducted among 156 entrepreneurs registered with the National Association of Small and Medium Enterprises (NASME). Data were collected electronically using a structured questionnaire incorporating the Hospital Anxiety and Depression Scale (HADS), the General Health Questionnaire (GHQ-12), and a work-related stress scale based on the Job Demand-Control model. Descriptive statistics, Chi-square tests, and multivariable logistic regression analyses were used to examine associations between socio-demographic and occupational factors and mental health outcomes. Overall,12.9% of respondents had anxiety,12.3% had depression, and 17.9% had psychological distress. High work-related stress was reported in 25.6% of participants, while 60.6% reported feeling stressed at work. Male entrepreneurs were less likely to have depression. (AOR 0.13, 95% CI: 0.03-0.54). Entrepreneurs who had dependents were more likely to have psychological distress (AOR = 4.50; 95% CI: 1.08-18.78). Good job control was protective against anxiety (AOR 0.17, 95% CI: 0.05-0.57), depression (AOR 0.10, 95% CI: 0.02-0.40), and psychological distress (AOR = 0.13; 95% CI: 0.04-0.40). High work-related stress significantly increased the odds of anxiety (AOR 3.43, 95% CI: 1.10-10.69) and psychological distress (AOR 5.33, 95% CI: 1.70-16.72). Working more than 40h per week was protective against depression and psychological distress. ( AOR = 0.24; 95% CI: 0.08-0.73) CONCLUSION: A substantial proportion of entrepreneurs in Southwest Nigeria experienced anxiety, depression, and psychological distress, largely associated with having dependents, high work-related stress and low job control while male entrepreneurs were less likely to have depression. These findings highlight the need for targeted mental health interventions, stress management support, and policies that promote healthier and more supportive work environments for entrepreneurs.

State of diversity in nursing academia in the United States: An integrative review.

ABSTRACT Considering Turkey’s tectonic location, earthquakes are arguably the most common natural disasters that cause the greatest loss of life and property. During earthquakes, people experience high levels of uncertainty. Furthermore, the stress experienced by people during natural disasters like earthquakes is intense. Similarly, psychological well-being fluctuates under intense uncertainty and stress. Furthermore, significant changes occur in the work environment, and new developments emerge. This study investigates the moderating effect of damage level on the indirect impact of work stress on the impact of intolerance to uncertainty on psychological well-being during an earthquake. In this context, a 34-question survey measuring intolerance to uncertainty, perceived stress, and psychological well-being was administered to 1,041 individuals working in businesses operating in various sectors in the Gaziantep province in the period immediately following the earthquake disaster on 6 February 2023. Of the sample, 38.5% were female and 61.5% were male, with 43.2% between the ages of 25 and 34, and 24.8% between the ages of 35 and 44. Analyses revealed that earthquake damage moderated the indirect effect of intolerance to uncertainty on psychological well-being through job stress. Furthermore, the findings indicated that the impact of job stress on psychological well-being was lower for employees living in less damaged homes, demonstrating the importance of living in more resiliently constructed homes for working lives.

Owing to its association with a range of adverse psychological outcomes, including rumination and job stress, perfectionism can affect the performance of operating room nurses, thereby impacting the quality of care, service delivery, and patient safety. This study aimed to investigate the level of perfectionism and its relationship with rumination and job stress in operating room nurses. This cross-sectional study was conducted between June 2024 and July 2025 on 202 operating room nurses working in selected hospitals (three randomly selected government hospitals) in Tehran. A multistage sampling method was employed. Data were collected using the Ahvaz Perfectionism, Hoeksema Rumination, and Hellriegel and Slocum Job Stress questionnaires. Data were analyzed using descriptive statistics and linear regression analysis. Statistical significance was set at p < 0.05. The mean scores indicated moderate to high levels of perfectionism (52.27 ± 12.24), moderate rumination (47.52 ± 12.34), and high job stress (52.92 ± 17.49). Perfectionism was significantly and positively correlated with both rumination (r = 0.474, p < 0.001) and job stress (r = 0.445, p < 0.001). Linear regression analysis showed that rumination (β = 0.328, p < 0.001), job stress (β = 0.183, p < 0.001), bachelor's education (β = 8.397, p < 0.001), and permanent employment (β = 3.197, p = 0.030) were significantly positively associated with perfectionism. The predictors jointly accounted for 33.6% of the variance in perfectionism (R² = 0.336, adjusted R² = 0.319). Rumination and job stress are significantly associated with perfectionism among OR nurses, and higher education and permanent employment further is associated with elevated perfectionism levels. Therefore, measures to improve and promote the mental health of operating room nurses in the field of perfectionism correction are recommended. Not applicable.

The influence of family and workplace support on different domains of health-related quality of life (HRQOL) remains unclear in optimizing psychosocial interventions to improve HRQOL for young adult cancer survivors. In this study, we aimed to clarify the mediating effects of family and workplace support on the association between cancer-related symptoms and each domain of HRQOL among young adults with a self-reported cancer diagnosis (self-reported young adult cancer survivors). This cross-sectional observational study used an online survey conducted in Japan in January 2022. The survey was designed to assess demographic and clinical characteristics, physical fatigue (using Physical Fatigue subscale of the Cancer Fatigue Scale), depression (using Kessler-6), cognitive impairments (using Cognitive Functioning subscale of the European Organization for Research and Treatment of Cancer Quality of Life Questionnaire Core 30), family support (using a subscale of the Multidimensional Scale of Perceived Social Support), workplace support (using a subscale of the New Brief Job Stress Questionnaire), and HRQOL (using the 12-Item Short-Form Health Survey). We conducted structural equation modeling (SEM) using data from 192 participants. Of the 192 participants, 78% were female, 60% had undergone surgery, and 67% were permanent workers. Notably, the mean scores in the social domain of HRQOL were significantly lower than the national standard values in the Japanese population aged 20-39 years. The indirect effects of workplace support were significant for the association of cancer-related symptoms with mental (β = -0.07) and social (β = -0.06) domains of HRQOL. Similarly, the indirect effects of family support were significant for the association of cancer-related symptoms with physical (β = -0.06) and social (β = -0.05) domains of HRQOL. Family support mediated the association of cancer-related symptoms with physical and social QOL, whereas workplace support mediated the association of cancer-related symptoms with mental and social QOL. The social QOL among self-reported young adult cancer survivors was lower than that of the general Japanese population aged 20-39 years. Therefore, strategies targeting family and workplace support may be crucial for Japanese young adult cancer survivors in maintaining and improving their social QOL.

Background:The COVID-19 pandemic disrupted work environments worldwide, increasing productivity loss through absenteeism and presenteeism. Identifying key associated factors is essential for informing workplace health strategies during public health crises. Methods/Project: A systematic review and meta-analysis were conducted following PRISMA guidelines, using comprehensive searches of seven electronic databases from inception through January 2024. Studies were systematically selected based on predefined eligibility criteria, and 24 studies examining individual and work-related factors associated with work productivity loss were included. Risk of bias was assessed using the Joanna Briggs Institute critical appraisal tools. Correlation coefficients were synthesized using a random-effects meta-analysis of correlations in STATA 17.0, and heterogeneity was evaluated using the I2 statistic and Cochran's Q test. Findings: Twenty-one factors were analyzed. Job stress, fear of COVID-19, mental health problems, job insecurity, turnover intention, exhaustion, and job demands exhibited moderate positive correlations with productivity loss during the COVID-19 pandemic. Fear of COVID-19 and mental health problems showed relatively large positive correlations with presenteeism. General health status was the factor most strongly associated with absenteeism, exhibiting a moderate negative correlation. Conclusions/Application to Practice: These findings identify key individual and work-related determinants of productivity loss during pandemics. The results support the development of targeted workplace health promotion, mental health support, and preparedness strategies to mitigate productivity loss during future public health emergencies.

Job stress is a risk factor for poor quality of life), but the mediating role of sleep quality is underexplored, particularly among medical university employees. This study examined the direct and indirect effects of job stress, measured using the effort-reward imbalance (ERI) model, on quality of life, with sleep quality as a hypothesized mediator. A cross-sectional analysis was conducted using data from 1,250 employees of Qazvin University of Medical Sciences in Iran. Participants completed validated instruments, including the effort-reward imbalance (ERI) questionnaire, the Pittsburgh Sleep Quality Index (PSQI), and the World Health Organization Quality of life Instrument (WHOQOL-BREF). Structural equation modeling was employed to test the mediating role of sleep quality in the relationship between job stress and quality of life. Of the study participants, 61.0% exhibited effort-reward imbalance. This group reported poorer sleep quality and lower quality of life across all domains (physical, psychological, social, environmental). Structural equation modeling revealed that a higher ER ratio had a significant negative direct effect on quality of life (B = -1.31, p < 0.001) and a significant negative total effect (B = -2.80, p < 0.001). The total effect was partially mediated by global sleep quality (indirect effect B = -1.50, p < 0.001). Analysis of specific sleep components identified subjective sleep quality, and daytime dysfunction as significant mediating factors. This study demonstrated that job stress, conceptualized as effort-reward imbalance, is associated with the quality of life through both direct and indirect pathways, with sleep quality serving as a significant mediator. These findings highlight the need for integrated workplace interventions that enhance rewards, manage overcommitment, and promote sleep health to protect the well-being of medical university employees.

PurposeThis study examined the associations among movement behaviors, stress responses, and work performance and explored whether stress responses serve as a mediating factor.DesignCross-sectional study.SettingRemote work settings.SampleA total of 100 workers with remote work arrangements.MeasuresDaily movement behaviors were measured using accelerometers. Stress responses and work performance were assessed using the Brief Job Stress Questionnaire and World Health Organization Health and Work Performance Questionnaire, respectively.AnalysisMultiple linear regression and mediation analyses were conducted using both unadjusted and adjusted models.ResultsIn the adjusted model, higher daily step counts (per 1,000 steps) were significantly associated with lower stress responses (B = -1.03, 95%CI [-1.86, -0.20], P = .02). Stress responses were negatively associated with work performance (B = -0.47, 95%CI [-0.72, -0.21], P < .001). Mediation analysis showed significant indirect effects of daily steps (per 1000 steps) on work performance through stress responses after adjusting for covariates (indirect effect = 0.46, BootSE = 0.25, 95% CI [0.08, 1.03]).ConclusionDaily steps were indirectly associated with work performance through stress responses among Japanese workers with remote work arrangements. Encouraging walking and increasing daily movement may enhance occupational mental well-being and productivity in this population.

To examine the differential predictors of turnover intention among registered nurses (RNs) and nursing assistants (NAs). High turnover among RNs and NAs challenges healthcare systems worldwide. Although factors influencing RN turnover have been widely studied, those affecting NAs remain underexplored. A cross-sectional survey was conducted between July and August 2024 with 386 participants (193 RNs and 193 NAs) from various healthcare settings. Data were collected on demographics, work-related characteristics, and study variables, including burnout (exhaustion and cynicism), emotional labor, job stress, resilience, stress response, and turnover intention. Multiple regression analyses were performed separately for each group to identify significant predictors. For RNs, exhaustion (β = 0.368, p <.001) was the strongest predictor of turnover intention, followed by stress response (β = 0.322, p < .001) and cynicism (β = 0.196, p = .005). For NAs, cynicism (β = 0.277, p < .001) and stress response (β = 0.244, p = .002) were the most influential factors. Other predictors for NAs included working in hospitals with fewer than 100 beds compared to those with over 500 beds (β = 0.180, p = .015), having a diploma versus a bachelor's degree (β = 0.142, p = .009), and shorter working experience (β = -0.138, p = .036). Turnover among RNs mainly arises from exhaustion related to heavy responsibility, whereas among NAs it reflects cynicism stemming from limited recognition and hierarchical inequities. To reduce turnover, interventions should address exhaustion in RNs and cynicism and stress responses in both RNs and NAs. Tailored, role-specific interventions are needed to address these differing occupational stressors and enhance workforce retention. Policies should prioritize reducing exhaustion among RNs through workload adjustment, adequate staffing, and addressing cynicism and stress among NAs, particularly novices in smaller hospitals, through mentoring, supportive leadership, and stress management.

A quasi-experimental evaluation of a psychological support communication training program on nurse competencies and ward-level patient-reported outcomes.

This randomized controlled trial evaluated the effectiveness of a self-efficacy-based intervention in enhancing caring self-efficacy, reducing job-related stress and decreasing perceived stigma among psychiatric nurses. A parallel-arm RCT was conducted between July and November 2023. Seventy psychiatric nurses were randomized 1:1 to an intervention group (n = 35) receiving eight structured self-efficacy sessions or a control group (n = 35) receiving treatment as usual. Outcomes were measured using the Caring Efficacy Scale, Psychiatric Nurses Job Stress Scale and Perceived Devaluation and Discrimination Scale (stigma) at baseline, postintervention, and 3 months later. The intervention group showed significant improvements in caring self-efficacy, with Caring Efficacy Scale scores increasing from 69.83 ± 23.90 preintervention to 98.20 ± 27.92 postintervention (p < 0.001, effect size = 0.537), and remaining elevated 3 months later (95.06 ± 27.31, p < 0.001), while the control group scores showed no significant change. Job stress scores decreased significantly in the intervention group compared to controls across all Psychiatric Nurses Job Stress Scale subscales (p < 0.001). The proportion of participants reporting high perceived stigma dropped significantly from 71.4% preintervention to 2.9% postintervention (p < 0.001, effect size = 0.760), sustained at 3 months. Findings support integrating self-efficacy training into psychiatric nursing professional development; such an intervention may enhance nurses' psychological well-being and ultimately improve the quality of patient care in clinical settings. The study protocol has been registered at ClinicalTrials.gov (Identifier Code: NCT05952414).

Burnout, Stress, and Moral Injury Among Emergency Medical Services Clinicians: A Systematic Review.

BackgroundMidwives face escalating decision fatigue (DF) and job stress. If left unaddressed, these issues may impair their mental health and clinical performance, compromise maternal and neonatal safety, and exacerbate workforce shortages, making it urgent to explore the underlying influencing mechanisms. This study explored the status of job stress among midwives, analyzed the correlations between DF, psychological capital (PsyCap), perceived organizational support (POS), and job stress and further examined the mediating role of PsyCap as well as the moderating role of POS on the relationship between DF and job stress.MethodsA multicenter cross‐sectional survey was conducted among midwives from 146 Baby‐Friendly Hospitals in Sichuan, China, between October 2024 and September 2025. Using multistage stratified cluster sampling, 1263 midwives completed questionnaires on DF, PsyCap, POS, and job stress. SPSS 26.0 was applied for descriptive statistics, one‐way ANOVA, and Pearson correlation analysis, while Mplus 8.3 was used to conduct mediation and moderation analyses.ResultsThe total scores (mean ± SD) of job stress, DF, PsyCap, and POS among midwives were 90.45 ± 19.57, 20.58 ± 5.92, 88.83 ± 14.08, and 43.71 ± 9.98, respectively. One‐way ANOVA showed significant differences in job stress scores across age, ethnicity, hospital ownership, hospital level, employment type, work experience, and monthly night shifts (all p < 0.05). Pearson correlation analysis revealed that job stress was positively correlated with DF (r = 0.648, p < 0.01) and negatively correlated with PsyCap (r = −0.673, p < 0.01) as well as POS (r = −0.342, p < 0.01). PsyCap partially mediated the relationship between DF and job stress (indirect effect = 0.258, 95% CI [0.223, 0.300]). Moreover, POS negatively moderated the path between PsyCap and job stress (γ = −0.165, p < 0.001), indicating a significant moderated mediation effect.ConclusionDF directly increases job stress among midwives and also exerts an indirect effect through PsyCap, with this mediation being moderated by POS. Targeted interventions to reduce DF, enhance PsyCap, and strengthen POS may alleviate job stress and improve midwives’ well‐being.Implication for Nursing ManagementNursing managers should formulate targeted measures to reduce midwives’ DF, improve their PsyCap, and strengthen organizational support. Such comprehensive strategies may effectively relieve job stress, promote occupational well‐being, and stabilize the midwifery workforce in Baby‐Friendly Hospitals.

Background: Burnout is common among academicians and is linked to both mental and physical health problems. However, its connection to musculoskeletal disorders (MSDs) is not well understood. This study aimed to investigate how burnout, job stress, and work–life balance are related to multisite musculoskeletal pain in academicians. Methods: In this cross-sectional study, 99 academicians at Yalova University completed validated instruments assessing MSDs, burnout, work-related stress, and work–life balance. The study employed a voluntary convenience sampling method and included academicians who agreed to participate. Data were analysed using correlation and ordinal regression analysis. Results: The one-year prevalence of MSDs was 88.9% and most commonly involved the neck, lower back, and upper back. While overall burnout scores were not significantly related to the number of painful regions, the number of painful regions was positively correlated with job stress and computer usage and negatively with work–life balance and personal accomplishment (p < 0.05). Ordinal regression analysis showed that job stress, computer usage, and impaired work–life balance were associated with greater multisite pain burden (p < 0.01). Conclusions: Although overall burnout was not associated with multisite musculoskeletal pain, psychosocial factors such as job stress and work–life balance were significantly related to multisite pain. These findings suggest that occupational stress may be linked to physical health outcomes before the full manifestation of burnout develops. Addressing job stress and work–life balance may help reduce MSDs among academicians.