Reduce Work Stress Research Articles

Pengaruh Beban Kerja Terhadap Stres Kerja Pegawai BPBD Kabupaten Buleleng Dengan Lingkungan Kerja Sebagai Variabel Moderasi

This study aims to examine the effect of (1) workload on work stress, (2) the work environment is able to moderate the effect of workload on work stress. The research design in this research is descriptive quantitative. The subjects in this study were all employees at BPBD Buleleng Regency, and the objects of this study were workload, work environment, and work stress. The population of this research is 78 employees. The entire population was used as a data collection unit in this study, namely (1) interviews, (2) document recording, (3) questionnaires, then analyzed using moderation regression analysis (difference in absolute values). The results obtained in this study indicate that (1) workload has a significant positive effect on work stress. (2) the work environment cannot moderate the relationship between workload and work stress, the work environment variable becomes a moderating predictor variable. (3) strategies undertaken to reduce work stress on employees

Mediating Effect of Work Stress on the Associations Between Psychological Job Demands, Social Approval, and Workplace Violence Among Health Care Workers in Sichuan Province of China.

Objective: The aim of this study was to investigate the prevalence of workplace violence against health care workers, to explore the combined association of work stress, psychological job demands, and social approval with workplace violence and their respective mechanisms among health care workers.Methods: Using data from the Chinese Sixth National Health Service Survey (NHSS) in 2018 conducted among 1,371 health care workers in Sichuan province of China. A self-administered structured questionnaire was used to collect data on health care workers' socio-demographic and work-related characteristics, work stress, psychological job demands, social approval, and workplace violence. We used structural equation modeling (SEM) to test the hypothesized relationship among the variables.Results: The results showed that a total of 77.0% health care workers were exposed to workplace violence. Work stress was directly related to workplace violence (β = 2.167, 95%CI: 1.707, 2.627), while psychological job demands and social approval had indirect associations with workplace violence via work stress [β = 0.427, 95%CI: 0.297, 0.557; β = −0.787, 95%CI: (−0.941)–(−0.633)]. Both psychological job demands (β = 0.197, 95%CI: 0.139, 0.255) and social approval [β = −0.346, 95%CI: (−0.399)–(−0.294)] had direct associations with work stress, while social approval had direct association with psychological job demands [β = −0.085, 95%CI: (−0.136)–(−0.034)]. Psychological job demands mediated the relationship between social approval and work stress.Conclusion: Overall, decreasing workplace violence among health care workers requires to promote interventions to reduce work stress and psychological job demands by improving social approval.

Social support as predictors of reducing work stress on early childhood education teacher

A profession as a teacher and teaching activity are activities that often make people stressed. People who deal with stress effectively can reduce work stress if they get resources from the surrounding environment through social support. This study aims to test social support as a predictor to reduce work stress for Early Childhood Education (abbreviated ECE) teachers. This study uses a quantitative approach with a correlational causality design. The survey method used to collect data is by distributing instruments that had gone through the adaptation process. Convenience sampling was used to get 58 respondents. The research hypothesis is tested using simple linear regression analysis with SPSS Program for Windows Version 20. The result of statistical analyses presents that social support has a significant negative effect on stress at work. This research contributes to ECE teachers' social support and stress, where this topic is still limited to research.

Stress Inducing Factors and Its Effect on Employees Performance among Selected Instituions

Aims: The study examined the relationship between stress inducing factors and employee performance in Michael Imoudu National Institute for Labour Studies (MINILS) and National Directorate of Employment (NDE).
 Study Design: Cross sectional survey design.
 Place and Duration of Study: The study was carried out at the Michael Imoudu National Institute for labour studies and National Directorate of Employment (NDE) between December 2019 and September 2020
 Methodology: The survey method was employed whilst 400 respondents were purposively selected from the Training department, Planning, Research and Curriculum Development department and Programs department which are the core departments under pressure to deliver all year round in the institutions under study. The questionnaire was the main instrument for data collection. The Pearson Product Moment Correlation was used in analyzing the data.
 Results: Results show that the most stress inducing factor was pressure to deliver on time because of mode of operations (60%), non-conducive working environment (59%) and being insufficiently skilled for the job (37%). The effects of stress on employee performance include dependence on drugs and alcohol (86%), illness and sickness (75%), fatigue (40%) and irritability (25%).
 Conclusion: It is recommended that a conducive working environment should be created for employees and that counselors and counseling rooms should be provided by organizations to enable their employees have a safe place to de-stress without fear of stigmatization. Also, training and re-training of employees should be done frequently to improve set skills. This will significantly reduce work stress and enhance performance which will in turn increase organizational productivity.

ANALISIS PENGARUH EMPLOYEE ENGAGEMENT, KEPUASAN KERJA DAN STRESS KERJA TERHADAP KINERJA KARYAWAN PADA INDOMARET

Indomaret is a minimarket network that provides basic needs and daily needs. In 1997 the company developed the first franchised outlet business in Indonesia, after having more than 230 stores. In 2015 there were 11,400 stores, 60% of which were self-owned and the rest were public property. Indomaret is spread evenly from Sumatra, Java, Madura, Bali, Lombok, Kalimantan and Sulawesi. The company motto is "Easy and Economical". Employee Performance As one of the results of work in terms of quality and quantity achieved by an employee in carrying out his duties. If the performance is below expectations, the customer will be disappointed or dissatisfied. Performance in line with expectations can make customers satisfied. In addition, performance that exceeds expectations can make customers very satisfied. The results prove that increasing employee engagement, job satisfaction, reducing work stress is expected to increase employee performance.

Understanding Social Support and Work Meaning To Reduce Work Stress for Police Officers during the Covid-19 Pandemic

Work stress is an important problem for the Police in the current era of the COVID-19 pandemic, because it must ensure that the community obeys the rules of Large-Scale Social Restrictions (PSBB) as well as carrying out routine police duties. There are two important things that affect work stress, namely the meaning of work and social support. The purpose of this study was to find the simultaneous influence of social support and the meaning of work on the emergence of work stress on police officers in East Java. This research is a quantitative study using a scale job stress, a scale of social support and a scale of the meaning of work with. The subjects of this study were members of the police spread across East Java. Hypothesis testing using multiple linear regression analysis shows the following results: job stress on police officers is influenced by social support and the meaning of work;social support and meaning have a negative correlation with job stress. The implication of this research is expected to help police institutions by developing programs to increase the role of family support and increase the meaning of work to reduce work stress. © 2021 RIGEO. All Rights Reserved.

Hemşirelerde İş-Aile Yaşam Çatışması Düzeyi ile İş Verimliliği ve İş Stresi Arasındaki İlişkinin Belirlenmesi

Objective: This study aims to determine how nurses' work-family life conflict level affects job productivity and work stress.Method: This cross-sectional study was conducted between May and July 2018. No sampling was performed; the study was conducted with 95 nurses who agreed to participate in the study among 231 nurses working in a public hospital. The data were collected using the Socio-demographic form, Work-Family Life Conflict Scale, Attitude Scale on Productivity, and Work Stress Scale. The data were analyzed using SPSS-22 statistical software.Results: The nurses were found to have a moderate-level (3.34±0.90) mean score in the Work-Family Life Conflict Scale. They were also found to receive a moderate-level score in the Attitude Scale on Productivity (49.17±3.74). However, it was found that when the working conditions worsened, their productivity decreased and family-work life conflict and work stress increased. In addition, dedication to the job was found to increase as the family-work conflict and work stress increased.Conclusion: High dedication to the job indicates that individuals try to be happy by establishing a psychological balance by giving priority to their work and by giving importance to their job. This study is believed to contribute to future studies that aim to increase nurses' productivity and decrease their work stress. It is recommended to do this work in larger groups and to make initiatives to reduce work stress and increase productivity in order to ensure work-family life balance.

Memahami Keputusan Meninggalkan Zona Nyaman Karyawan “X” BUMN

Background – Leadership and organizational culture is one of the keys for someone deciding to leave or maintain their work comfort zone. BUMN companies are taken in this case because of the social fact that these companies are able to provide adequate compensation and even tend to be abundant. However, whether these social facts are in line with the facts in the field will be the focus of this study to reveal these things that are juxtaposed with organizational culture and leadership in it. Purpose – This study aims to obtain an empirical picture in the field in order to find the justification for someone leaving the comfort zone of BUMN. Design / Methodology / Approach – This research uses explanatory principles by digging up information related to the decision to leave the comfort zone of BUMN, an interesting phenomenon in which BUMN employees are known to receive better compensation than other companies and have secured prestigious positions in the company but choose to leave. The selected subjects are BUMN executive employees who choose to leave their positions before entering retirement. Result and Discussion – The results of this study reveal an interesting fact where respect for company executives is a very important thing that must be given by the CEO/ President Director and if there is any neglect of this, the risk faced is the loss of potential employees. Other findings may be that further study is the best option to reduce work stress. Conclusion – Organizational culture factors that are too dynamic have a positive influence on leaving the comfort zone of work. Researh Limitations – This study uses a limited subject, therefore the picture described follows the limitations of the number of subjects taken.

Time Management Program and Its Effect on Work Stress among Head Nurses

Background: Effective time management has become increasingly important for head nurses to accomplishthe health care organizations’ objectives. Also, time management can help head nurses in balancing theirprofessional and personal lives . Learning how to manage nursing time at work will reduce work stress,burnout and gain control over work. Objective: the present study is conducted to evaluate the effect oftime management program for the head nurses on their work stress. Materials and Methods: A quasiexperimentalresearch design (intervention and control) with pretest and posttest has been conducted toachieve the aim of this study. The study was conducted at Ain-Shams University Hospitals. The subjects ofthe study included 115 head nurses working in Ain Shams University hospitals. The subjects were dividedinto two groups, intervention and control group. Results: The results indicated that there was a highlystatistical significant difference between pre /post, pre / follow up results regarding time managementknowledge level , time management skills , time wasters and work stress in favor of the intervention groupp-value <0.001, whereas there was no statistically significant difference or improvement in the controlgroup (p > .05). Conclusion: The study revealed that the head nurses work stress decreased markedly afterimplementing the time management program in the intervention group than the control group.

Effect of Neuro-Linguistic Programming (NLP) on Anxiety: A Systematic Literature Review

Anxiety is a feeling of helplessness, and worry about things that are not clear, as well as a comprehensive feeling that something bad is going to happen. Anxiety is experienced subjectively and communicated interpersonally, at the same time feelings of anxiety are a necessary survival instinct. The Neuro-Linguistic Programming (NLP) is a communicative approach employs a positive view of anxiety and how it can help shape life changes, and that is the topic of this article. This research method uses a Systematic Literature Review, investigating Garuda, Pubmed, ScienceDirect, and Proquest, using boolean for keyword neurolinguistics programming (NLP) and anxiety. The inclusion criteria used were Indonesian and English language articles written within the last 5 years (from 2015 until 2020). The exclusion criteria used by the article were abstract writing style, inaccessible, or lacking national accreditation. Articles were tested with Critical Appraisal Tools. The studies indicate that good communication using NLP can help reduce anxiety and can promote changes in a person’s behavior patterns. There are several NLP techniques including sensory acuity, reframing, anchoring, rapport, and pacing, and leading. NLP can improve knowledge, skills and attitudes, communication skills, self-management, mental health, reduce work stress, and self-efficacy.
 
 Keywords: Anxiety, Neuro-Linguistic Programming, NLP

Relationships between Social Support, Social Status Perception, Social Identity, Work Stress, and Safety Behavior of Construction Site Management Personnel

The occupational injury death rate and mortality ratio owing to cerebrovascular and cardiovascular diseases in the construction industry are the highest among all industries in Taiwan. Reducing work stress and improving safety behavior is a must for reducing occupational disasters and diseases. Construction site management personnel’s safety behavior is an important paradigm for construction workers. This study explored the relationships among work stress, safety behavior, professional identity, social status perception, and social support for construction site management personnel by using structural equation modeling (SEM). The results indicated that low work stress can lead to favorable safety behavior. Greater company support, family support, and professional identity reduce work stress. Social status perception negatively influences work stress indirectly through the mediation of professional identity. The results revealed that construction site management personnel working within an exempt employee system (i.e., no overtime pay and compensatory leave) exhibited a significantly higher effort/reward ratio than those without this system. Gender, headquarter location, and site location also significantly influenced the on-site management personnel’s effort/reward ratio.

Work stress in aircraft maintenance technicians: The role of work-life balance

Work stress is a widespread issue among various kinds of employees because of its negative impact. This study aimed to determine the role of work-life balance toward work stress experienced by aircraft maintenance technicians. A total of ninety-two aircraft maintenance technicians participated in this quantitative approach using scales as the research instrument. The data were collected and then analyzed using multiple linear regression methods. The results showed that three dimensions of work-life balance, namely WIPL, PLIW, and WPLE, have a significant simultaneous role on work stress with an effective contribution of 56.5%. Partially, WIPL and PLIW significantly have a positive role on work stress with a contribution of 40.7% and 12.19%, whereas WPLE does not have a significant role on work stress. This study implies that a low level of WIPL and PLIW will reduce work stress levels in aircraft maintenance technicians and vice versa. Therefore, organizations can support aircraft maintenance technicians in managing work-life balance to maintain work stress levels.

Relationship between work stressors and mental health in frontline nurses exposed to COVID-19: A structural equation model analysis

The current cross-sectional study aimed to explore the relationship between work stressors and mental health in frontline nurses exposed to COVID-19. Participants were recruited from 16 general hospitals in Anhui province from February 2020 to March 2020. The general sociodemographic questionnaire, Nurse Job Stressors Scale, Simplified Coping Style Questionnaire, NEO Five-Factor Inventory, Perceived Social Support Scale, and Kessler Psychological Distress Scale were used in this study. Based on 723 valid questionnaires retrieved (100%), the total mean scores of work stressors and mental health of frontline nurses were (94.38±23.42) and (22.81±7.16), respectively. The results of the structural equation model showed that work stressors had an indirect positive effect (β=0.484, P<0.01), social support had a direct negative effect (β=−0.934, P<0.01), personality traits had a direct positive effect (β=0.209, P<0.01), and positive coping style had both direct positive (β=0.246, P<0.01) and indirect negative effects (β=−0.873, P<0.01) on frontline nurses’ mental health. In conclusion, nursing staff can reinforce positive influences by accepting social support, adopting positive coping methods, and weakening negative influences factors to reduce or buffer their negative mental states and further reduce work stress.

Occupational stress, uncertainty and organisational commitment in higher education: Job satisfaction as a moderator

Orientation: Committed employees contribute to the success of an organisation. Therefore, organisations need to understand the level of employees’ occupational stress and uncertainty to minimise their negative effects on both the individuals and the organisation. Organisations should also understand the effect of job satisfaction in explaining occupational stress and organisational commitment, as well as uncertainty and organisational commitment. Research purpose: The purpose of the study was to investigate the relationships between occupational stress, uncertainty and organisational commitment of academic staff from two South African historically black institutions of higher learning. The study further investigated whether job satisfaction moderated the relationship between (1) occupational stress and organisational commitment and (2) uncertainty and organisational commitment. Motivation for the study: Institutions of higher learning gain a competitive advantage by having a committed workforce. Therefore, it is necessary to investigate the drivers of organisational commitment to attain organisational success. Research approach/design and method: A quantitative approach by using a cross-sectional survey design was used to collect data from the academic staff from two institutions of higher education ( n = 424). Both institutions are contact institutions and are of the same level. Cronbach’s alpha coefficients, factor analysis, Pearson product–moment correlation coefficient and multiple regression analyses were used to analyse the data. Main findings: This study found a negative, significant relationship between occupational stress and organisational commitment and a negative relationship between uncertainty and organisational commitment. However, uncertainty was found to be only a significant predictor of organisational commitment. The study also found that job satisfaction moderates the relationship between uncertainty and organisational commitment. However, it does not moderate the relationship between occupational stress and organisational commitment. Practical/managerial implications: Institutions of higher learning need to establish a conducive working climate and provide employee assistance programmes to minimise the levels of occupational stress and uncertainty and improve job satisfaction to have committed academic staff. Contribution/value-add: The research is one of the few studies that explored the moderating role of job satisfaction with the relationship between occupational stress and organisational commitment, and the relationship between uncertainty and organisational commitment in the higher education sector. Hence, it adds new information to the body of knowledge in the sector. Institutions of higher learning can consider evaluating the levels of occupational stress, uncertainty and job satisfaction of their academic staff to promote the issue of the organisational commitment of their employees. Thus, this study has the potential to influence organisational policy on how to reduce work stress and uncertainty and improve organisational commitment.

Occupational stress, uncertainty and organisational commitment in higher education: Job satisfaction as a moderator

Orientation: Committed employees contribute to the success of an organisation. Therefore, organisations need to understand the level of employees’ occupational stress and uncertainty to minimise their negative effects on both the individuals and the organisation. Organisations should also understand the effect of job satisfaction in explaining occupational stress and organisational commitment, as well as uncertainty and organisational commitment. Research purpose: The purpose of the study was to investigate the relationships between occupational stress, uncertainty and organisational commitment of academic staff from two South African historically black institutions of higher learning. The study further investigated whether job satisfaction moderated the relationship between (1) occupational stress and organisational commitment and (2) uncertainty and organisational commitment. Motivation for the study: Institutions of higher learning gain a competitive advantage by having a committed workforce. Therefore, it is necessary to investigate the drivers of organisational commitment to attain organisational success. Research approach/design and method: A quantitative approach by using a cross-sectional survey design was used to collect data from the academic staff from two institutions of higher education ( n = 424). Both institutions are contact institutions and are of the same level. Cronbach’s alpha coefficients, factor analysis, Pearson product–moment correlation coefficient and multiple regression analyses were used to analyse the data. Main findings: This study found a negative, significant relationship between occupational stress and organisational commitment and a negative relationship between uncertainty and organisational commitment. However, uncertainty was found to be only a significant predictor of organisational commitment. The study also found that job satisfaction moderates the relationship between uncertainty and organisational commitment. However, it does not moderate the relationship between occupational stress and organisational commitment. Practical/managerial implications: Institutions of higher learning need to establish a conducive working climate and provide employee assistance programmes to minimise the levels of occupational stress and uncertainty and improve job satisfaction to have committed academic staff. Contribution/value-add: The research is one of the few studies that explored the moderating role of job satisfaction with the relationship between occupational stress and organisational commitment, and the relationship between uncertainty and organisational commitment in the higher education sector. Hence, it adds new information to the body of knowledge in the sector. Institutions of higher learning can consider evaluating the levels of occupational stress, uncertainty and job satisfaction of their academic staff to promote the issue of the organisational commitment of their employees. Thus, this study has the potential to influence organisational policy on how to reduce work stress and uncertainty and improve organisational commitment.

The Impact of Emotional Intelligence on Work Stress (Applied Study: Al-Ajami Educational Administration)

This study aims to examine the impact of emotional intelligence on the work stress of the Al-Ajami Educational Administration. This study used a questionnaire prepared for this purpose. For achieving study goals, the analytical descriptive methodology is used through many; statistical approaches especially multiple regression analysis for testing the effect of more than an independent variable on one dependent variable and hierarchical regression analysis for measuring the adjusted effect of work stress. A randomized stratified sample of the study population was selected by (401) individuals with a response rate of (80.2%). The results of the study showed a significant effect of emotional intelligence on work stress. According to the findings, some recommendations are: Organizations should pay more attention to emotional intelligence and its role in reducing work stress.

Psychosocial factors in nursing work and occupational risks: a systematic review

to identify, in international scientific production, the main psychosocial factors in nursing work, found through the Copenhagen Psychosocial Questionnaire (COPSOQ) application. a systematic review study of psychosocial factors at work among nursing professionals, who used COPSOQ in the assessment of work environments. fifteen articles were identified, which highlighted as main psychosocial dimensions of nursing work demands, work organization, social relationships and leadership, work-home interface, workplace health and well-being and offensive behaviors. the high demands for cognitive, emotional work and work pace were identified in the nursing routine. Management support had a positive impact. Physical and psychological violence and shift work interfere in family life, aggravating the fatigue of these professionals. Interventions for reducing work stress presuppose the identification of psychosocial factors involved in nursing work.

Improvement Mechanism of Work Oriented by Ergonomic Increase Health Quality and Productivity

The aim of this research is to reduce musculoskeletal disorders, work stress, and increase productivity of workers piranti upakara makers by work mechanism improvement using ergonomic work oriented. Through a quasi-experimental using treatment by subject design and randomized pre and post-test group design assessed: (a) improvement mechanism of work oriented by ergonomic reducing musculoskeletal disorders, was recorded by Nordic Body Map Questionnaire; (b) improvement mechanism of work oriented by ergonomic reducing work stress, was recorded by Work Stress Questionnaire; (c) improvement mechanism of work oriented by ergonomic increase the productivity of workers, assessed by output (product produced) divided by input (pulse) multiplied by time. Data collection was done at 10 (ten) days before and after working, in Period I and Period II on 14 samples. Data obtained were analyzed using paired t-test at a significance level of 5%. The result showed that improvement mechanism of work oriented by ergonomic, reducing musculoskeletal disorders of workers to 44.45%, reducing the work stress of workers to 29.90%, and increasing productivity of workers to 53.93%. It can be concluded that improvement mechanism of work oriented by ergonomic reducing musculoskeletal disorders, work stress, and improving productivity of workers piranti upakara makers.

Effectiveness of the Validation Method in Work Satisfaction and Motivation of Nursing Home Care Professionals: A Literature Review.

The purpose of this study was to carry out a literature review on the effectiveness of the validation method (VM) in job satisfaction and motivation of care professionals working with older people in nursing homes. The review was carried out in specialised databases: Scopus, PsychINFO, PubMed, Web of Science (WOS), Google Scholar, Scielo, and Cochrane Database of Systematic Reviews. 9046 results were obtained, out of which a total of 14 studies met the inclusion criteria: five quantitative, four qualitative, one single case series, two quasi-experimental and two mixed methods studies. The results of the analysed studies report that the VM can be an effective tool that facilitates communication and interaction in care, reducing levels of stress and job dissatisfaction among care professionals. The VM facilitates communication between professionals and older people with dementia, and improves the management of complex situations that may arise in care, directly influencing a reduction in work stress and increasing job satisfaction.

The pathways from self-control at school to performance at work among novice kindergarten teachers: The mediation of work engagement and work stress

Novice kindergarten (KG) teachers often encounter various challenges that may prevent them from performing satisfactorily during the transition from school to work. In Hong Kong, this issue has become more salient under the Free Quality Kindergarten Education Scheme which induces heavier workload and higher expectation on teachers’ performance. Self-control is a crucial factor that facilitates individuals’ performance via promoting positive thoughts, emotion, and behavior as well as preventing the negative counterparts. In this research, we examined the hypotheses that novice KG teachers’ pre-existing self-control would predict better subsequent job performance through promoting work engagement and preventing work stress. Students from an early childhood education (ECE) higher diploma program reported their self-control at the final semester of the program. Those working in the ECE classrooms after graduation rated their work engagement and work stress at the end of the first month of the new semester, and those who retained in the job also reported their job performance at the end of the first semester (final N = 117, 96.6% females). The results of mediation model fully supported our hypotheses. These findings suggest that enhancing self-control, improving work engagement and reducing work stress could be promising ways to facilitate novice KG teachers’ job performance during the school-to-work transition period.