Job Stress Research Articles

Agile Practices and IT Development Team Well-Being: Unveiling the Path to Successful Project Delivery

Agile methods have become popular in the field of software development, offering improved efficiency and product quality. Despite this widespread use, fewer studies have explored in one model their effect on job stress, psychological safety, job engagement, and enhanced job and career satisfaction, which are all the factors that can impact project success delivery. Our study surveyed software development teams with extensive agile experiences. The findings showed that agile practices have a positive influence on job and career satisfaction, better job engagement, improved psychological safety, and project success delivery. However, there are high levels of job stress reported that negatively affect job satisfaction and project results. Therefore, successfully implementing agile methods depends on maintaining sustainable development practices and improving the level of motivation in the agile teams.

The Influence of Work Stress Compensation and Job Satisfaction on Nurse Turnover Intention at General Hospital Sinar Husni Medan

This study aims to determine Job Stress partially has a significant effect on Nurse Turnover Intention at Sinar Husni Medan Hospital, to determine Compensation partially has a positive and significant effect on Nurse Turnover Intention at Sinar Husni Medan Hospital, Job Satisfaction partially has a positive and significant effect on Nurse Turnover Intention at Sinar Husni Medan Hospital. The method used in this research is quantitative which analyzes and tests with data using numbers with instrument tools, classical assumption tests, multiple linear regression tests, hypothesis tests, and determination tests. Research results: Partially Job Stress is positive and significant to Turnover intention, partially Compensation has an effect on Turnover Intentuon, partially Job Satisfaction has a positive and significant effect on Turnover Intention, simultaneously Job Stress, Compensation and Job Satisfaction have a positive and significant effect on Turnover Intention.

PENGARUH STRES KERJA TERHADAP KEPUASAN KERJA PEGAWAI DINAS PERTANIAN KOTA BIMA

This study aims to determine the Effect of Job Stress on Employee Job Satisfaction at the Bima City Agriculture Service. The approach used in the study is an associative approach. The population in the study was 102 people with a sample of 60 people. Data collection techniques used were observation, questionnaires, and literature studies. The data analysis technique used in this study was a simple linear regression analysis technique which was assisted by the Statistical Product and Service Solution (SPSS) version 20 program. The results of the study showed that job stress had a significant effect on employee job satisfaction at the Bima City Agriculture Service.

A study of the factors and correlations influencing the safety level, job stress and job satisfaction of workers in small business in Korea

BackgroundJob stress was found to directly increase the likelihood of accidents and indirectly increase the likelihood of accidents by lowering the safety atmosphere. Job stress has a significant impact on the safety environment, and job satisfaction is effective in reducing accident rates. Accordingly, we sought to investigate the correlation between safety level, job stress, and job satisfaction in small businesses with a high risk of industrial accidents. Additionally, we aim to investigate factors that may affect job stress, job satisfaction, and safety levels. MethodsThis study was conducted on 230 workers in small businesses in Korea. First, hierarchical regression analysis was conducted using SPSS software, and anova analysis was used to investigate significant variables. Finally, the relationships between variables were investigated using structural equation modeling (SEM). ResultsThe analysis results showed that safety level and job stress had a negative correlation with a coefficient of -0.8. Safety level and job satisfaction had a correlation with a coefficient of 0.2. Job satisfaction and job stress had a negative correlation with a coefficient of -0.7. This shows that when job stress is high, there is a negative correlation between job satisfaction and safety level. In addition, 4 general characteristics items and 3 job characteristics items showed a correlation with job stress. 2 general characteristics items and 8 job characteristics items showed a correlation with job satisfaction. 4 general characteristics items and 11 job characteristics items showed a correlation with safety level. ConclusionSmall businesses' job stress, safety level, and job satisfaction showed a significant correlation. In addition, the relationship between the variables affecting them was significant. In order to reduce the occurrence of accidents among workers in small businesses, control of factors and efforts to reduce job stress are necessary.

Interdisciplinary cooperation with solution-focused brief therapy to reduce job stress, burnout, and coping in Chinese nurses: A randomised controlled trial

BackgroundIncreased job stress and burnout are common among clinical nurses in China, reducing their work efficiency and nursing quality. Multiple studies have been conducted on brief interventions to reduce job stress and burnout among nurses. However, research has been hampered by a lack of psychological knowledge among nursing staff. AimTo assess a short-term intervention designed to improve nurses' coping strategies and to mitigate job stress and burnout through interdisciplinary cooperation DesignThis randomised controlled trial Settingsand participants: We randomly allocated 60 nurses working at a tertiary general hospital in a city in China to an experimental (n = 30) or a control group (n = 30). MethodsA collaborative research team comprising psychology and nursing specialists was established to conduct this study. The control group received routine psychological intervention, whereas the intervention group received a short-term interdisciplinary treatment approach that focused on cooperation. Chinese nurses’ job stressors, job burnout, and simplified coping style scales were used to evaluate both groups before and after the intervention. ResultsA comparison of the scores for job burnout, total job stress, and positive coping before and after the interventions revealed significant improvements in the test group, whereas the scores for emotional exhaustion, depersonalisation, and total work stress in the control group demonstrated statistically significant differences. No significant differences were observed in the scores for negative coping, personal achievement, and simple coping style between the test and control groups before and after the intervention. ConclusionsSolution-focused brief therapy implemented through interdisciplinary collaboration effectively enhances clinical nurses' active coping style, alleviates job stress and burnout, and offers valuable guidance for nursing management practices.

A Descriptive Study To Assess The Job Stress And Satisfaction, Among Operating Room Nurses Working At Multi Specilty Hospital Of Vellore, Tamil Nadu

We use the word "stress" when we feel that everything seems to have become too much - we are overloaded and wonder whether we really can cope with the pressures placed upon us. Anything that poses a challenge or a threat to our well-being is a stress. More than 60% of nurses say they have suffered the side-effects of workrelated stress, such as physical or mental health problems in the past year. according to the findings from our latest annual survey on the state of nursing. “l am nearly on my knees with the level of work l have. l am beyond exhausted and have gone off with stress today”. Job satisfaction is defined as the affective feeling an employee has towards their job. A descriptive study was conducted to assess the job stress, and job satisfaction among the staff nurses working in the Operating Room of Multi-specialty Hospital Vellore in Tamil Nadu. All the nurses working in the OR who fulfilled the inclusion criteria was selected using total enumerative sampling technique. The data was collected by administering the self-administered questionnaire for job stress and the job satisfaction. Instrument: The job stress will be assessed by using the perceived stress scale which is a free standardized tool. The investigator developed a tool to assess the job satisfaction. The instrument had three parts. Part I Demographic data, Part II job satisfaction The investigator prepared the 5 point Likert scale under the headings of patient care. Interpersonal relationship, professional development. Personal development and the ward management which got 25 questions with the description of highly dissatisfied, dissatisfied, neither dissatisfied nor satisfied, satisfied, highly satisfied. and Part III was to assess the job stress. Perceived stress scale which has got 10 questions with the description of 0 to 4. 0=Never, 1= almost never, 2= sometimes, 3= fairly often, 4= very often, used to assess the Job stress Scoring: The sum of the score was added up and the total score was 125 for the job satisfaction < 25 was considered as Highly dissatisfied, 26-50 was Dissatisfied 51- 75 neither dissatisfied nor satisfied 76- 100 Satisfied and 101- 125 was Highly satisfied. To get a total score for the Job stress each item was added up. Individual scores on the PSS can range from 0 to 40 with higher scores indicating higher perceived stress. 0-13 was considered low stress. 14-26 was considered as moderate stress and 27-40 was considered high perceived stress.

Associations of menopausal symptoms with job-related stress and social support in Japanese school teachers

ObjectivesBeing a school teacher is highly stressful. This study aimed to clarify the prevalence of menopausal symptoms and explore the association between these symptoms and job-related stress among Japanese school teachers. Study designA cross-sectional study was conducted among randomly selected elementary and junior high school teachers in Japan. Data from 284 teachers aged 45–60 years were analyzed. Main outcome measuresMenopausal symptoms were measured using the Greene Climacteric Scale, and the Brief Job Stress Questionnaire was used to assess job stressors, social support, and job/family satisfaction. Associations between scores on the Greene Climacteric Scale and on the Brief Job Stress Questionnaire, and demographic information were analyzed. ResultsThe most common menopausal symptom was “feeling tired or lacking in energy” (reported by 94.4 % of menopausal respondents). The total intensity of menopausal, psychological, and somatic symptoms was significantly correlated with the total level of job stress. Moderate correlations were found between depressive symptoms and job stress regarding suitable jobs, job control, and rewarding jobs, while weak correlations were evident between depressive symptoms and job stress regarding quantitative job overload, interpersonal conflict, and poor physical environment. Higher levels of perceived support from supervisors or co-workers and job satisfaction were associated with less severe psychological and somatic symptoms. ConclusionsMost middle-aged school teachers felt tired or lacking in energy. Higher job-related stress and lower levels of support from supervisors or co-workers were correlated with more severe menopausal symptoms. A supportive work environment and stress management are essential for such teachers.

Why are pharmacy technicians leaving? Factors contributing to turnover intention and strategies for retention

BackgroundPharmacy technicians play a crucial role in the healthcare system to enable pharmacists to focus on clinical services. However, a lack of recognition for their role and contribution leads to high turnover rates. ObjectiveTo identify the reasons behind pharmacy technicians leaving, or intending to leave, pharmacy practice. MethodsThis study used a mixed methods approach, incorporating an online survey (n = 11,762; response n = 603, 5.2 % response rate) and semi-structured interviews (n = 19) with pharmacy technicians in England. The survey was designed based on instruments used previously to explore pharmacy professionals’ career commitment, organisational commitment, job satisfaction, job stress and intention to leave. Open-ended survey texts (n = 24,410 words) were analysed using Leximancer, a text-mining software application. The interviews offered qualitative insights into the views and experiences of pharmacy technicians and the factors that contribute to their intention to leave practice. ResultsCareer advancement opportunities for pharmacy technicians are limited, especially when compared to pharmacists in leadership positions. Organisational commitment has an impact on individual career commitment. We found significant associations between the sector pharmacy technicians work in and their intention to remain working with their current employer for two or more years, with those in general practice were most likely to remain working at their current place of employment for at least two years (N = 85,91 %) and those in community pharmacies were least likely (N = 87,71 %). Respondents were most likely to be satisfied with freedom to choose working methods (72 %) and least likely to be satisfied with the opportunity for promotion/career advancement (38 %). ConclusionThe phenomenon of ‘occupational regret’, where negative emotions prompt employees to leave their chosen career, must be acknowledged and addressed to ensure retention. Ensuring clear role definitions, equitable remuneration, and career progression opportunities for pharmacy technicians is vital for their retention and, ultimately, the quality of patient care.

Organisational and Ethical Challenges While Caring for Older People During the COVID-19 Pandemic in Sweden: AFocus Group Study.

During the COVID-19 pandemic, older people in Sweden's residential care facilities and home care services experienced high mortality rates. Prior to the pandemic, the care of older people in Sweden was challenged by organisational and regulatory changes, an ageing population and insufficient increases in staff numbers. These issues led to high staff turnover, increased workloads, stress, burnout and a perceived inability to provide satisfactory care. The pandemic brought about increased job strain, stress, anxiety, depression and post-traumatic stress disorder among the staff who cared for older people. The aim of this study was therefore to focus on assistant nurses and care aides' experiences of their work environments when caring for older people during the pandemic in Sweden. The data were collected through four focus groups interviews and analysed using qualitative content analysis. The results showed that the care staff had to navigate organisational and ethical challenges in poor and unsafe work environments. They lacked supportive leadership in their respective organisations, were neither valued, seen nor heard and were treated as 'plain doers'. During the pandemic, they were unable to protect or communicate easily with the older people in their care, which had harsh consequences. According to the participants, the pandemic left them, their working conditions and this part of the care system in a worse situation than before the pandemic. The pandemic thus revealed more unsustainable and unethical working conditions for the staff than before it, including the vulnerability of the older people in their care. The findings highlights the need of policies that ensure adequate training and instruction on medical issues, for managers responsible for overseeing the care of older people. There are also a need of provision of sufficient support for care staff and health care professionals during crises. The findings also underscore the need of feasible and efficient strategies do disseminate care information and address the psychosocial needs of older people.

Effect of meditation or escitalopram on work performance in patients with anxiety disorders.

This study aimed to 1) examine how psychopharmacotherapy and mindfulness-based stress reduction (MBSR) influence absenteeism and job performance among individuals with anxiety disorders and 2) compare the effectiveness of these treatments in improving work performance. Adults (N=67) with a primary anxiety disorder were recruited to participate in the study. Participants were randomized to escitalopram, a common treatment for anxiety disorders, or MBSR. Absenteeism and job performance were measured with the Health and Work Performance (HPQ) questionnaire prior to treatment and at the week 24 follow up. At week 24, individuals in the escitalopram arm and the MBSR arm showed significant improvements in partial days of missed work due to mental/physical health problems from baseline (1.00 [0.00-2.50] to 0.00 [0.00=1.00], p=.034 and 0.00 [0.00-2.00] to 0.00 [0.00=1.00], p=.001, respectively). In the MBSR arm only, job performance increased from baseline to week 24 (65.00 [50.00-80.00] to 75.00 [67.50-82.50], p=.017). None of the outcome variables significantly varied by group at baseline or week 24. Our study finds evidence that MBSR improves work performance equivalently to SSRI medication among individuals with anxiety disorders. Given the limitations of SSRIs, MBSR should be considered as an alternative to individuals who desire improved anxiety symptoms and work outcomes. ClinicalTrials.gov Identifier: NCT03522844.

Development of a Work Systems Stress Questionnaire to predict Job Burnout: A mixed methods study based on a macroergonomics approach

Job burnout is a stress-related phenomenon that is a significant threat to the health and performance of organizations and employees. Interventions to ameliorate potentials for burnout have been limited by the lack of a comprehensive tool that considers work system stressors. Thus, the aim of this study was to develop a questionnaire for predicting job burnout based on the macroergonomics work system approach. The setting was a petrochemical company in South Iran. In the qualitative phase of this sequential exploratory mixed methods research, 971 meaning codes were extracted from fourteen one-to-one and seven focus group interviews (n=59). The codes were subject to Directed Content Analysis, which yielded three themes and 15 dimensions, which were used to inform the development of reliable and valid questionnaire. Items for each of the dimensions were sourced from exiting scales. To test the developed Work System Stress Questionnaire (WSSQ) in terms of its ability to predict burnout, a survey which included demographic items, the WSSQ, and the Maslach Burnout Inventory was completed by 359 employees. Hierarchical linear regression modelling of the data indicated that Task Significance, Job Demands, Work-Life Conflict, and Work Schedule predicted Emotional Exhaustion, and altogether explained 58% variance. Task Significance, Violence and Harassment, Work-Life Conflict, and Job Insecurity predicted the Depersonalization and explained 29% variance. Decision Latitude, Welfare and Financial Facilities, Task Significance, and Structural Problems predicted Personal Accomplishment and explained 26% variance. All 15 dimensions were valid (CVI range 0.73-0.90) and reliable (Cronbach’s alpha range 0.71- 0.93). The results confirm the ability of the WSSQ to explain more variance regarding job burnout than previous studies. In turn, the WSSQ will enable remedial actions to be put into place. It may also be useful for understanding the consequences associated with other organizational ergonomic variables that are related to job stress.

Differences in Job Stress and Job Satisfaction among Veterinary Technicians with and without National Certification

Differences in Job Stress and Job Satisfaction among Veterinary Technicians with and without National Certification

Psychosocial Work Factors, Job Stress, and Self-Rated Health Among Hotel Housekeepers.

Hotel housekeeping is widely recognized as a poor-quality job due to its high demands and limited resources. Hotel housekeepers (HHs) face both hard physical work and mentally demanding conditions, yet psychosocial factors in this feminized and precarious occupation remain under-researched. To address this gap, this study examines HHs' exposure to psychosocial factors at work and their impact on job stress and self-rated health. A cross-sectional survey of a random sample of 926 HHs in the Balearic Islands (Spain) assessed job stress, self-rated health, psychosocial factors (job demands and resources), and sociodemographic variables using the Copenhagen Psychosocial Questionnaire II (COPSOQ-II) and the National Health Survey. Descriptive analysis and hierarchical linear regression models were applied. The prevalence of job stress was 61.1% (95% confidence interval [CI] = [57.8%, 64.1%]), while the prevalence of poor self-rated health was 59.9% (95% CI = [56.6%, 62.9%]). Hotel housekeepers were highly exposed to job demands such as intense work pace, job-specific stressors, work-life conflict, and emotional demands; highly available job resources were role clarity, task meaning, and social support. Regression models revealed work pace, work-life conflict, nationality, and weak leader support as key predictors of job stress; and work-life conflict and leadership quality as key predictors of self-rated health. Although considered an eminently physical job, psychosocial work factors play a key role in explaining HHs' job stress and self-rated health. Occupational health professionals should design workplace interventions to reduce work pace, mitigate work-life conflict, and enhance resources such as leader support, sense of community, and leadership quality.

Pengaruh Konflik Pekerjaan-Keluarga, Kelelahan Emosional dan Stres Kerja terhadap Kinerja di PT Penerbit Erlangga Karawang

Dynamic company dynamics make human resources continue to innovate and be efficient in order to provide the best performance. The conflict between work demands and family responsibilities is increasingly gaining attention in the context of modern life. When work forces you to sacrifice time and attention that should be given to your family, conflict arises, causing a significant impact on an individual's emotional and physical well-being. Emotional exhaustion, which reflects a state of physical and mental exhaustion due to ongoing pressure, and job stress, which occurs due to a mismatch between job demands and the individual's ability to meet them, are the two main consequences of this conflict. This research method is quantitative using multiple linear regression analysis. The research results showed that work-family conflict, emotional exhaustion and work stress had an influence on performance.

Improving health workers’ well-being in Cittadella Hospital (Province of Padua)

Abstract Issue A healthy workplace increases productivity, creativity and decreases absenteeism and turn-over. It also contributes to creating a more secure work environment with fewer risks of violence. In the past 3 years, the healthcare system has suffered the psychological, economic and social consequences of the COVID-19 pandemic. On the other hand, the healthcare staff reductions determine high levels of work related stress that are often unsustainable. Description In an effort to improve staff well-being, in the Hospital of Cittadella, which counts nearly 1,250 employees, a wide range of activities have been initiated. A questionnaire was submitted to the hospital’s staff and the results showed that nearly 10% of workers had experienced physical symptomatology related to work. The most commonly experienced symptoms included: anxiety, nervousness, headache, stomach ache, excessive fatigue and insomnia. Participants also indicated feeling excessive mental fatigue and emotional overload at the end of their work shift. Results Psychomotor practice, held according to the Aucouturier method, is one of the projects intended especially for the staff operating in Intensive Care, Emergency and Pneumology Units. This method brings focus to controlled breathing, posture, muscle work and movement that help manage stress and fatigue. A Qigong course, which is an ancient Chinese practice designed to optimize the energy within the body reducing the stress levels and increasing general wellbeing, was held every two weeks for 5 months. And finally, Tibetan singing crystal bowls sessions consisted of monthly guided meditation sessions using the sounds of the crystal bowls. Lessons In conclusion, well-being and organizational performance are closely related to each other. It is crucial for any organization to encourage and maintain better physical and mental health of the healthcare staff as it directly affects productivity and consequently user’s satisfaction of the services provided. Key messages • Stress management is important amongst healthcare professionals as they are continuously exposed to different job stressors. • Promoting self awareness and self care can help create a healthier work environment.

The Effect of Workload and Organizational Climate on Turnover Intentions with Job Stress as an Intervening Variable in Generation Z Employees of PT. MMI Ambon Regional

The purpose of this research is examining effect of workload on work stress, examining effect of workload on turnover intention, examining effect of workload on turnover intention through work stress, examining effect of organizational climate on workload, examining effect of organizational climate on turnover intention, examining effect of organizational climate on turnover intention through work stress, and examining effect of work stress on turnover intention among Generation Z employees of PT. MMI (affiliated with PNM) in the Ambon region. This research employs a quantitative approach by distributing questionnaires to 213 employees, assisted by data processing using SmartPLS. The results indicate that workload positively influences work stress, workload positively influences turnover intention, workload positively affects turnover intention through work stress, organizational climate negatively impacts work stress, organizational climate don’t have significant effect to turnover intention, organizational climate negatively influences turnover intention through work stress, and work stress significantly influences turnover intention

Work- & family-related stress & the risk of hazardous alcohol use: role of sex and social support

Abstract Background There is a lack of longitudinal studies investigating the effect of individual stress factors on alcohol use behaviour, and how sex and social support may mitigate the effect of these stressors. We aimed to determine the association of work- and family-related stressors with developing hazardous alcohol use over time among habitual drinkers, and to examine the role of sex and social support in these associations. Methods A sample of 4,046 individuals, working and living in Stockholm, age 25-55 years, habitual drinkers, who answered the PART study (Swedish acronym for Mental Health, Work and Social Relations) questionnaire regarding work- and family-related stress (exposures) in 1998-2000 (wave1) and 2001-2003 (wave2) were followed until 2010 (wave3) regarding hazardous alcohol use (outcome) measured using Alcohol-Use-Disorder-Identification-Test (AUDIT) score ( > =8 in men, > =7 in women). Weights for selective attrition were calculated, and crude and multivariate (adjusting for sociodemographic, health- and previous stress-related factors) logistic regression models, yielding Odds Ratios (OR) with 95% Confidence Intervals (CI), were used to estimate the exposure-outcome associations. Analyses were stratified for sex and social support in general and at work. Results Job strain (a combination of high demand and low control) was not statistically significantly associated with hazardous alcohol use (OR, CI: 1.3, 0.9-1.9). Among those reporting any family-related stress, a significantly higher risk was observed (OR, CI: 1.5, 1.1-2.1), particularly among women (OR, CI: 1.7, 1.02-2.7) and those with low social support (OR, CI: 2.1, 1.2-3.6). These associations became non-significant after adjusting for previous family-related stress. Conclusions Public health measures aiming to prevent transitions from habitual to hazardous alcohol use should give special attention to individuals with family-related stress, especially among women and those with low social support. Key messages • While job stress was not significantly associated, those experiencing family-related stress had a higher risk of hazardous alcohol use, especially among women and those without social support. • Individuals experiencing family-related stress, particularly women and those lacking social support, require special attention in public health prevention strategies for risky alcohol consumption.

Comparative analysis and model development of working conditions and sociopsychological factors influencing job satisfaction among office workers

This study aimed to examine the impact of working conditions and sociopsychological factors on job satisfaction among office workers. Using data from the 2017–2018 Working Conditions Survey, exploring how workplace conditions and sociopsychological elements could impact job satisfaction. This study examined data from 9801 workers to explore the effects of working conditions and psychosocial environments on job enthusiasm, which subsequently impacts job satisfaction. Analyzing 1416 office workers, it found that fewer working hours, better work-life balance, improved work conditions, and lower depression levels enhance job enthusiasm, significantly affecting job satisfaction. The work environment had the most substantial impact, encompassing relationships with colleagues, task completion time, and confidence. Work-life imbalance and depression were also significant, with work-life balance being crucial for modern society, especially the younger generation. Poor working conditions and unstable psychosocial environments negatively affect job enthusiasm and satisfaction, with findings supporting previous research on job stress and turnover intentions in various industries. This study highlights the need for organizational policies that support these aspects to improve overall employee well-being and productivity.

How Adversity Quotient and Work Stress Affect Work Procrastination?

The purpose of this study is to ascertain how procrastination at work is impacted by adversity quotient and work stress. The issue in this study is whether procrastination at work might be influenced by one's adversity quotient and level of stress. This kind of study is known as casual research, which is a technique for looking at a variable's informal relationships. With a total of 100 responders, the nurses in Bandarlampung are the subject of this study. Multiple linear regression analysis utilizing SPSS software version 18 is the research methodology used in this study. The findings indicated that: 1) procrastination at work is negatively impacted by adversity quotient, and 2) procrastination at work is positively impacted by job stress. Researcher recommend that hospitals improve supervision and manage work-related stress for all nurses. It also recommend that nurses improve their capacity to handle a variety of issues by managing stress levels.

Burnout and perceived stress among health visitors in Hungary

Abstract Background In Hungary, the health visitors are responsible for the health promotion of families and communities. However, as a consequence of the structural reorganization of the health visitors service and the emotionally situations (e.g. the war in a neighboring country, the economic crisis) that have arisen, there has been an increased prevalence of chronic stress, burnout and career abandonment among health visitors. The objective of the cross-sectional study was to ascertain the prevalence of burnout among health visitors and to examine the relationship between burnout and job stress. Methods The data was collected via an online questionnaire tool. In addition to questions pertaining to sociodemographic data, the questionnaire employed the Maslach Burnout Inventory (MBI Human Services Survey) and the Perceived Stress Scale (PSS). Hypotheses were tested using analysis of variance (ANOVA), Kruskal-Wallis test, Dunett test. The source population of the study was health visitors. A total of 178 health visitors constituted the target population. Results The average age of the study participants was 45.2 years. It can be observed that health visitors who perceive less appreciation from their colleagues, employers and caregivers are more likely to experience higher levels of burnout and stress (p < 0.05). The lowest levels of stress were observed in school health visitors, while the highest levels were seen in health visitors covering villages (p < 0.05). Those who remained in the field due to a passion for working with families and children, a sense of vocation, and a desire to help others exhibited lower levels of burnout (p < 0.05). The high number of clients served by health visitors was found to increase burnout and stress levels (p < 0.05). Conclusions The findings of this research will assist in the comprehension of the phenomenon of burnout among health visitors, thereby enabling the development of more efficacious methods for the treatment and prevention. Key messages • Preventing burnout among health visitors is a priority, as it affects their work and their relationship with the families they care for in the short and long term. • Health visitors frequently encounter families in crisis during the course of their work, necessitating regular supervision to maintain their mental health.