Lack Of Reward Research Articles

Psychosocial factors and psychological well-being: a study from a nationally representative sample of Korean workers.

This study was conducted to examine how each psychosocial factor on working conditions is related to a worker’s well-being. Data from the 2011 Korean Working Conditions Survey were analyzed for 33,569 employed workers aged ≥15 years. Well-being was evaluated through the WHO-5 questionnaire and variables about occupational psychosocial factors were classified into eight categories. The prevalence ratios were estimated using Poisson regression model. Overall, 44.3% of men and 57.4% of women were in a low well-being group. In a univariate analysis, most of the psychosocial factors on working conditions are significantly related with a worker’s low well-being, except for insufficient job autonomy in both genders and job insecurity for males only. After adjusting for sociodemographic and structural factors on working conditions, job dissatisfaction, lack of reward, lack of social support, violence and discrimination at work still showed a statistically significant association with a worker’s low well-being for both genders. We found that psychosocial working conditions were associated with the workers’ well-being.

직장인의 직무스트레스, 우울, 심리적 행복감이 직무만족도에 미치는 영향

Purpose The purpose of this study is to identify factors that predict job satisfaction in office workers. Participants were recruited from eight industries in B Ku in D city, and the research was carried out from February 10 until October 10, 2014. Job satisfaction was assessed using the Minnesota Satisfaction Questionnaire (MSQ). Methods Data was analyzed using Pearson correlation coefficients and a stepwise multiple regression analysis with SPSS/WIN 18.0. There was a negative correlation between job satisfaction and job stress. Results Job stress (lack of reward, occupational climate, job demand, job insecurity) and psychological happiness were identified as determinants of job satisfaction, which explained 43.6% of the total variance of job satisfaction. Conclusion The findings provide empirical evidence to help nurses prepare effective interventions related to the mental health promotion of office workers. Keywords: Industry, Workers, Stress, Depression, Happiness, Job satisfaction 주요어: 직장인, ì§ë¬´ìŠ¤íŠ¸ë ˆìŠ¤, 우울, ì‹¬ë¦¬ì  행복감, 직무만족도

근로자의 피로수준에 따른 직무 스트레스 및 삶의 질

Purpose: The purpose of this study was to seek ways to improve the quality of life of workers by separating workers into the low fatigue group and the severe fatigue group depending on the level of fatigue level, and analyzing and understanding the difference between quality of life and job stress according to the fatigue level. Methods: For the ‘Development of Mibyeong management system which was a consumer-directed health care service’, the data of job stress, fatigue and quality of life was collected from 115 workers who visited the oriental hospitals located in J city and C city from Jul, 2012 to Dec, 2012. Results: The severe fatigue group showed significantly higher job stress than the low fatigue group in physical environment (p=.004), job demand (p<.001), interpersonal conflict (p=.012), lack of reward (p=.062). The severe fatigue group showed lower degrees both in physical component summary (PCS) (p<.001) and mental component summary (MCS) (p<.001) measured by SF-12 and the quality of life (p<.001) measured by EQ5D than the lower fatigue group. A relatively strong negative correlation was found in the item of mental component summary (MCS) measured by SF-12. Conclusion: Considering our results that high fatigue level show negative impact on quality of life and job stress, we suggest to provide a variety of health promotion strategies to improve the quality of life through the prevention and relief of fatigue for workers.

THE IMPACT OF DEPRESSION ON MATERNAL RESPONSES TO INFANT FACES IN PREGNANCY.

ABSTRACTResearch has suggested that prenatal depression may be associated with disrupted maternal responses to infant stimuli, with depressed pregnant women not showing the bias toward distressed infants as that observed in nondepressed pregnant women. The current study examined the effects of depression on self‐ reported responses to infant stimuli, in early pregnancy. Women with clinical depression (n = 38), and nondepressed women (n = 67) were recruited from a wider cognitive behavioral therapy trial. They completed Maternal Response Scales in which they were presented with images of distressed, neutral, and happy infant faces, with no time limit. The women rated their responses to these images along three dimensions—wanting to comfort, wanting to turn away, and feelings of anxiety—using Likert scales via a computerized task. There was evidence that women with depression in pregnancy showed different responses than did women without depression. Women with depression were substantially more likely to be in the highest quartile for ratings of wanting to turn away, odds (OR) ratio = 4.15, 95% confidence intervals (CIs) = 1.63–10.5, p = .003, and also were substantially less likely to be in the highest quartile for wanting to comfort a distressed infant face, OR = 0.22, 95% CIs = 0.09–0.54, p < .001. Findings are consistent with there being both a heightened avoidant and a reduced comforting response toward distressed infants in depressed pregnant women, providing some support that depression disrupts maternal preparations at a conscious level.

방사선사의 직무만족도에 영향을 미치는 융복합요인

대한방사선사협회에 등록이 되었고 현재 근무를 하는 방사선사 213명을 대상으로 방사선사의 직무만족도를 높이기 위한 융복합요인과 직무스트레스를 낮추기 위한 기초자료로 제공하고자 하였다. 일반적특성, 직무특성, 직무스트레스, 직무만족도를 포함한 총 105문항의 설문지를 통하여 자료를 수집하였다. 직무만족도는 심리적요인, 환경적요인, 구조적요인으로 구분하였으며, 직무스트레스는 물리환경, 직무요구, 직무자율성 결여, 관계갈등, 직무불안정, 조직체계, 보상부적절, 직장문화로 구분하였다. 심리적요인은 학력이 높을수록, 근무처가 서울에 있는 경우, 사명감을 많이 느끼는 경우, 이직의도가 없는 경우 직무불안정의 스트레스가 낮을수록 직무만족도가 높았다. 환경적요인은 급여가 낮은 그룹이 직무만족도가 높았다. 구조적요인은 사명감이 높을수록, 이직의도가 없는 경우, 조직체계 및 보상 부적절, 직장문화에 대한 스트레스가 낮을수록 직무만족도가 높았다. 전체 만족도는 사명감이 높을수록, 이직의도가 없는 사람, 보상부적절, 직장문화에 대한 스트레스가 높을수록 직무만족도가 낮았다. 방사선사의 안정적인 일자리 제공과 적절한 보상 및 조직문화에 관련된 제도가 필요하다. This cross-sectional study was performed to offer radiographer who registered to the Korean Association of Radiographers as a basic material promote job satisfaction and lower job stress. A total of 213 radiographer were surveyed using a self-administered questionnaire. The 105 questionnaires consist of general characteristics, job characteristics, job stress, and job satisfaction. The job satisfaction was categorized into 3 sub-scales; psychological variables, environmental variables, and structural variables. The job stress insufficient job control, interpersonal conflict, job insecurity, organizational system, lack of reward, and occupational climate. Job satisfaction in psychological variables of radiographer was higher in the radiographers who have a high level of education, work in seoul,have a high sense of mission, don't have job leaving attitude, have a lower job insecurity. Job satisfaction in environmental variables of radiographer was higher in the radiographers who get lower salary. Job satisfaction in structural variables of radiographer was higher in the radiographers who have a high sense of mission, don't have job leaving attitude, have a lower organizational system, lack of reward, and occupational climate. Job satisfaction of radiographer was higher in th radiographers who don't have job leaving attitude, have a high sense of mission, have a lower lack of reward, and occupational climate.

방사선사의 직무특성 및 직무스트레스에 따른 직무만족도의 관계

This study investigated the job-satisfaction of the Radiographer`s job-characteristics and job-stress. A total of 213 Radiographer were surveyed using a self-administered questionnaire. The 105 questionnaires consist of general characteristics, job characteristics, occupational stress, and job satisfaction. The job satisfaction was categorized into 3 sub-scales; psychological variables, environmental variables, and structural variables. The occupational stress was categorized into 8 sub-scales; physical environment, job demand, insufficient job control, interpersonal conflict, job insecurity, organizational system, lack of reward, and occupational climate. 30 years old than 30 years later, people are highly rewarding than a low person, this person is lower than people with high sense of duty, place the larger the size of Seoul, hospital than fat, than people who do not have turnover intention this, job insecurity, organizational structure, inadequate compensation, workplace culture, physical environment, people with low job satisfaction is higher than men were. As such there is a need to identify the cause because otherwise indicated differences in job satisfaction.

Robust retention of individual sensorimotor skill after self-guided practice.

Long-term retention of a motor skill has received relatively little systematic study, even though lasting neuroplasticity is the holy grail of any clinical intervention. This study examined the acquisition and retention of a novel bimanual polyrhythmic skill, practiced with sparse explicit feedback mimicking real-life scenarios. Self-paced and metronome-paced practice conditions were compared in their effect on long-term retention. Two groups of subjects first underwent extensive practice of 20 practice sessions over 2 mo, then followed up with three retention sessions after 3 mo. Results showed that subjects developed robust spatiotemporal patterns, despite the lack of reward and little quantitative error feedback about their performance (Hypothesis 1). These movement patterns were reproduced after a 3-mo interval, frequently even in the first trial, with no intermediate practice (Hypothesis 2). Self-paced training of movement patterns led to slightly less variability in the retention test (Hypothesis 3). These results document the specificity and stability of kinematic patterns and their underlying neuroplastic changes and underscore the effectiveness of self-guided practice. The findings are discussed in the context of current neuroimaging results and their clinical implications.

Job stress as a risk factor for absences among manual workers: a 12-month follow-up study.

This study was conducted to evaluate the impact of job stress on absence from work caused by illnesses and accidents through a prospective research design. A total of 2,349 manual workers were included in this analysis. In the first survey, job stress was determined using the Korean Occupational Stress Scale-Short Form. In the second survey, information on absence due to accidents or illnesses during the past one year was obtained through a questionnaire. The relationship was analyzed using a logistic regression model with multiple imputation. After adjusting for confounding variables for males, absence due to accidents was statistically associated with high job demand, insufficient job control, inadequate social support, and organizational injustice. In addition, high job demands and organizational injustice were related to increased absence due to illnesses in both genders. A lack of reward was associated with increased absence due to illnesses among female workers. We found that job stress was associated with a higher risk of absence caused by accidents or illnesses of manual workers.

Causes and Consequences of Occupational Stress: A Critical Analysis in the Selected Industries in Odisha

Stress in the work place has become the black plague of the present century. Much of the stress at work is caused not only by work overload and time pressure but also by lack of rewards and praise. Stress management is more important now-a-days in service, financial and manufacturing industries. There is no such thing like stress-free job. Everyone in their work is exposed to tension and anxiety as they get through the duties assigned to them. With this backdrop, the present research has been undertaken to study the causes and consequences of stress in different private and public sector companies of Odisha.

Job stress and mental health among nonregular workers in Korea: What dimensions of job stress are associated with mental health?

ABSTRACTAlthough nonregular workers experience higher job stress, poorer mental health, and different job stress dimensions relative to regular workers, little is known about which job stress dimensions are associated with poor mental health among nonregular workers. This study investigated the association between job stress dimensions and mental health among Korean nonregular workers. Data were collected from 333 nonregular workers in Seoul and Gyeonggi Province, and logistic regression analysis was conducted. Results of the study indicated that high job insecurity and lack of rewards had stronger associations with poor mental health than other dimensions of job stress when controlling for sociodemographic and psychosocial variables. It is important for the government and organizations to improve job security and reward systems to reduce job stress among nonregular workers and ultimately alleviate their mental health issues.

한국인 직무스트레스 측정도구에 관한 실증적 연구: 물리치료사를 대상으로

직무스트레스란 작업장 또는 조직 내에서 일어나는 스트레스로서, 한국의 직장인들이 느끼는 직무스트레스는 87.8%로 OECD 국가 중 최고 수준이다. 본 연구의 목적은 물리치료사를 대상으로 한국인 직무스트레스 측정도구에 대하여 실증적으로 검증하는 것이다. 이를 위하여 경기지역소재의 물리치료사를 대상으로 설정하였으며, 유의표집법으로 388명에 대하여 자료를 수집하였다. 수집된 자료는 탐색적 요인분석과 확증적 요인분석을 통하여 요인구조를 확인하고, 물리치료사를 대상으로 한 한국인 직무스트레스 측정도구를 실증적으로 검증하였다. 연구결과는 다음과 같다. 첫째, 측정도구의 신뢰도를 조사한 결과 0.83로 적절하게 나타났다. 둘째, 탐색적 요인분석 및 확증적 요인분석을 통하여 물리치료사를 대상으로 측정한 한국인 직무스트레스 측정도구는 개발 당시 제시되었던 하위요인보다는 조직체계 및 보상부적절, 직장문화, 직무요구, 관계갈등, 직무능력, 직무불안정, 직무자율성결여의 7개 요인으로 적용하는 것이 물리치료사에게 보다 적합한 것으로 나타났다. 본 연구를 통하여 물리치료사의 직무스트레스 관련 연구를 위한 기초 정보 산출 및 평가에 기여할 수 있을 것이라 판단된다. Occupational Stress is defined the stress which occurs in the workplace or organization. In Korean workers, the rate of occupational stress was 87.8% which was the highest level among OECD countries(average 80.0%). The purpose of this study was to examine the empirical verification of the Korean Occupational Stress Scale(KOSS) in physical therapists. For this purpose, the subject of this study was set up physical therapists who were working at Gyeonggi province and collected from 388 persons by using purposive sampling. The collected data was conducted explanatory factor analysis and confirmatory factor analysis in order to ascertain factor structure and practical verification of KOSS. Major results were as following: first, the reliability of KOSS was 0.83, and it means that a measure of internal consistency is high. Second, the KOSS result of physical therapists was composed 7 subscales(job demand, insufficient job control, job insecurity, interpersonal conflict, occupational system and lack of reward, organizational climate) and that is more appropriate measurement scale than the original one by using explanatory/confirmatory factor analysis. This study could be contributed as a tool for evaluation and outcome of the basic information of related occupational stress in physical therapists.

When general practitioners don't feel appreciated by their patients: prospective effects on well-being and work-family conflict in a Swiss longitudinal study.

Impaired well-being and high work-family conflict are critical issues among GPs. This research examined an understudied psychosocial risk factor for these outcomes, namely GPs' perception that they invest more in the relationship with their patients than what they receive in return (i.e. lack of reward in their relationship with patients). To test the effect of lack of reward as a risk factor for poor well-being and work-family conflict among GPs. Longitudinal study (12 months time lag). 272 GPs in Switzerland [mean age 54.5 (SD = 8.3), 73% male] volunteered to participate in the study. 270 participants completed the baseline survey and 252 completed the follow-up survey. Of these, six retired between the baseline and the follow-up survey, resulting in a sample size of 246 participants at t2. Outcome measures were burnout, sleep problems, self-perceived health and work-family conflict. Strength and direction of prospective effects were tested using cross-lagged models. Lack of reward was related to an increase in emotional exhaustion (β = 0.15), sleep problems (β = 0.16) and work-family conflict (β = 0.19) and a decrease in self-perceived health (β = -0.17). Effects on depersonalization and personal accomplishment were not significant. Regarding reversed effects of impaired well-being on lack of reward, emotional exhaustion (β = 0.14) and self-perceived health (β = -0.13) predicted future level of lack of reward. Lack of reward by patients is a risk factor in GPs' mental health.

It's Good to Share: Why Environmental Scientists' Ethics Are Out of Date.

Although there have been many recent calls for increased data sharing, the majority of environmental scientists do not make their individual data sets publicly available in online repositories. Current data-sharing conversations are focused on overcoming the technological challenges associated with data sharing and the lack of rewards and incentives for individuals to share data. We argue that the most important conversation has yet to take place: There has not been a strong ethical impetus for sharing data within the current culture, behaviors, and practices of environmental scientists. In this article, we describe a critical shift that is happening in both society and the environmental science community that makes data sharing not just good but ethically obligatory. This is a shift toward the ethical value of promoting inclusivity within and beyond science. An essential element of a truly inclusionary and democratic approach to science is to share data through publicly accessible data sets.

직무스트레스와 서비스품질의 관계 및 조직공정성의 조절효과

This paper reviewed the relationship between job stress and service quality, and the moderating effect of organizational justice in food service restaurant. Based on the responses from 209 employees, the results of multiple regression analysis appeared as follow; 1) job stress(insufficient job control, lack of reward, occupational climate, job insecurity, interpersonal conflict) partly effect negatively on all service quality factors(tangibility. reliability, responsiveness, empathy). 2) distributive justice and procedural justice partly effect positively on the relationship between job stress and service quality.

Novelty enhances visual salience independently of reward in the parietal lobe.

Novelty modulates sensory and reward processes, but it remains unknown how these effects interact, i.e., how the visual effects of novelty are related to its motivational effects. A widespread hypothesis, based on findings that novelty activates reward-related structures, is that all the effects of novelty are explained in terms of reward. According to this idea, a novel stimulus is by default assigned high reward value and hence high salience, but this salience rapidly decreases if the stimulus signals a negative outcome. Here we show that, contrary to this idea, novelty affects visual salience in the monkey lateral intraparietal area (LIP) in ways that are independent of expected reward. Monkeys viewed peripheral visual cues that were novel or familiar (received few or many exposures) and predicted whether the trial will have a positive or a negative outcome--i.e., end in a reward or a lack of reward. We used a saccade-based assay to detect whether the cues automatically attracted or repelled attention from their visual field location. We show that salience--measured in saccades and LIP responses--was enhanced by both novelty and positive reward associations, but these factors were dissociable and habituated on different timescales. The monkeys rapidly recognized that a novel stimulus signaled a negative outcome (and withheld anticipatory licking within the first few presentations), but the salience of that stimulus remained high for multiple subsequent presentations. Therefore, novelty can provide an intrinsic bonus for attention that extends beyond the first presentation and is independent of physical rewards.

0104 The Impact of Occupational Stress on Suicide Ideation of Subway Drivers

ObjectivesTo investigate and manage subway drivers’ mental health, we conducted a temporary mental health checkup on the subway drivers of one transportation company, and analysed the relationship between the suicide...

Reproductive biology and colour polymorphism in the food-deceptive Iris lutescens (Iridaceae)

Among the diversity of pollination strategies, food deception is intriguing because of the lack of rewards offered for the pollination services. Floral food deception has been frequently recorded in orchids; however, there is little evidence for food deception outside the Orchidaceae. One putative non-orchid candidate is the Mediterranean Iris lutescens, which displays an heritable polymorphism for flower colour, with yellow and purple morphs. Colour polymorphism is frequently thought to be maintained by negative frequency-dependent selection, where rare morphs are visited more frequently than common ones. Here, we present data on reproductive biology and pollination ecology of the species in the light of the deceptive pollination strategy and the maintenance of flower colour polymorphism. There was no difference in sex allocation and flowering phenology between morphs, with a blooming period early in spring. Both colour morphs are equally self-incompatible and they depend on insects for seed production. The most common visitors with pollen loads are small and large Apoids. These were observed foraging for non-existent nectar (rather than pollen) on Iris flowers. Most of them appear to learn to avoid Iris flowers as classically observed for rewardless species, and there was no evidence of an advantage for the rare morph. Instead, we found that in some populations, large bee pollinators appeared to prefer the most common morph (positive frequency-dependent selection). Iris lutescens appears to be a hitherto neglected but relevant candidate to investigate deceptive reproductive strategy and selective pressures in generalist plants.

Association among Working Hours, Occupational Stress, and Presenteeism among Wage Workers: Results from the Second Korean Working Conditions Survey

ObjectivesThe purpose of the present study was to identify the association between presenteeism and long working hours, shiftwork, and occupational stress using representative national survey data on Korean workers.MethodsWe analyzed data from the second Korean Working Conditions Survey (KWCS), which was conducted in 2010, in which a total of 6,220 wage workers were analyzed. The study population included the economically active population aged above 15 years, and living in the Republic of Korea. We used the chi-squared test and multivariate logistic regression to test the statistical association between presenteeism and working hours, shiftwork, and occupational stress.ResultsApproximately 19% of the workers experienced presenteeism during the previous 12 months. Women had higher rates of presenteeism than men. We found a statistically significant dose–response relationship between working hours and presenteeism. Shift workers had a slightly higher rate of presenteeism than non-shift workers, but the difference was not statistically significant. Occupational stress, such as high job demand, lack of rewards, and inadequate social support, had a significant association with presenteeism.ConclusionsThe present study suggests that long working hours and occupational stress are significantly related to presenteeism.

Effectiveness of a Comprehensive Stress Management Program to Reduce Work-Related Stress in a Medium-Sized Enterprise

ObjectivesTo assess the effectiveness of a comprehensive workplace stress management program consisting of participatory action-oriented training (PAOT) and individual management.MethodsA comprehensive workplace stress management program was conducted in a medium-sized enterprise. The baseline survey was conducted in September 2011, using the Korean Occupational Stress Scale (KOSS) and Worker’s Stress Response Inventory (WSRI). After implementing both organizational and individual level interventions, the follow up evaluation was conducted in November 2011.ResultsMost of the workers participated in the organizational level PAOT and made Team-based improvement plans. Based on the stress survey, 24 workers were interviewed by a researcher. After the organizational and individual level interventions, there was a reduction of several adverse psychosocial factors and stress responses. In the case of blue-collar workers, psychosocial factors such as the physical environment, job demands, organizational system, lack of rewards, and occupational climate were significantly improved; in the case of white-collar workers, the occupational climate was improved.ConclusionsIn light of these results, we concluded that the comprehensive stress management program was effective in reducing work-related stress in a short-term period. A persistent long-term follow up is necessary to determine whether the observed effects are maintained over time. Both team-based improvement activities and individual interviews have to be sustainable and complementary to each other under the long-term plan.

Applying Peer Counselor Concept at Workplace and Pilot Test for its Efficacy

Objective: This study aimed to develop a peer counselor training program that can apply peer counselor concept at workplaces and conduct a pilot test for verifying its effects on peer counselors in relation to perceived stress, occupational stress, coping strategy, work-life balance and work flow, and to explore the possibility for the trainees to act as peer counselors in the future. Methods: A peer counselor training program was developed based on reviewing journals related to common stressors of employees and stress management programs. Fourteen employees completed self-report questionnaires including perceived stress, occupational stress, ways of coping, work-life balance, and 3 questions regarding work flow, before and after the program. They also filled out a questionnaire which measured their satisfaction of the content and composition of the program upon completing the program. Results: Perceived stress level and occupational stress level, including job demand, insufficient job control, interpersonal conflict, organizational system, and lack of reward, significantly decreased after the program compared to the outset level (p<0.05). Work-life balance also significantly improved (p<0.05). Satisfaction level for the program scored an average of 4.2 on a 5 point Likert scale. Conclusions: Peer counselor training program can alleviate trainee’s various aspects of stress and enhance their motivation and confidence as a peer counselor. Further studies verifying the effects of this program on peer employees who receive support from peer counselors are needed.