Work Stress Research Articles

PENGARUH KEPUASAN KERJA DAN STRES KERJA TERHADAP KINERJA PADA KARYAWAN PT. INKA MULTI SOLUSI (IMS) MADIUN

The purpose of this study was to analyze the effect of job satisfaction and job stress on performance in employees of PT Inka Multi Solusi (IMS) Madiun. This research method uses a quantitative approach. This research uses primary data sources. Primary data was collected using a questionnaire. The population in this study were all employees who worked at PT.IMS Madiun, totaling 2540 people. The sampling technique used purposive sampling with certain criteria. Based on Malhotra's calculation, the sample used was 82 respondents. The data analysis methods used in this study are validity, reliability, and research instrument tests. SPSS software was used to analyze the research data. The results of this study are that job satisfaction, job stress can affect employee performance. Job satisfaction, job stress simultaneously have a significant impact on employee performance. If job satisfaction increases by 1 unit, employee performance is expected to increase by 0.557. In addition, it is known that the regression coefficient for the work stress variable is 0.206, which is positive. This indicates that when job stress increases by 1 unit, employee performance also tends to increase by 0.206.

Pengaruh Beban Kerja dan Stres Kerja terhadap Turnover Intention di Instansi Badan Penyelenggara Jaminan Produk Halal Kota Jakarta Timur

The purpose of this study is to look at the impact of workload and work stress on employee turnover intentions at the Halal Product Assurance Agency (BPJPH). The method used is quantitative, and data is collected via questionnaires. A total of 50 BPJPH employees across multiple work units participated. Data were gathered through a questionnaire designed to quantify turnover intention, workload, and job stress. The data was analyzed with multiple linear regression to determine the association between work stress, workload, and employees' intention to quit the job. The results indicate that both work stress and workload significantly affect turnover intention at BPJPH, both partially and simultaneously. The combined impact of work stress and workload on turnover intention is 89.5%, while the rest is 10.5% is influenced by other variables not covered in this research. These findings highlight the importance of managing workload and work stress to reduce employees' intention to leave the organization, and provide insights for human resource management strategies at BPJPH.

Professionally important psychological qualities of successful managers of police organizations

The research aims to investigate the professionally important psychological qualities of successful managers of police organizations. The research design is a cross-sectional study. The research was conducted in several stages during 2022-2023. The first stage involved a survey of police units personnel (n = 562) to identify “successful” managers; the second stage provided for the determination of the professionally important psychological qualities of successful managers of police organizations (n = 74) using a set of psychodiagnostic methods; the third stage made provisions for correlation analysis between the professionally important psychological qualities of successful managers. The following methods were used during the research: theoretical methods – analysis, synthesis, and generalization of scientific literature; empirical and psychodiagnostic methods – included a survey of police units personnel; methods of mathematical and statistical data processing. It was found that successful managers show high levels of working capacity, stress resistance, sociability, and proactive attitude. They are characterized by a sthenic type of reaction, pronounced motivation for personal achievement, and high levels of flexibility of thinking and creativity. They are also characterized by leadership and organizational qualities, and energy. The results of the research made it possible to form an idea of the professionally important psychological qualities of successful managers of police organizations, which will help to improve the professional selection of persons for managerial activities.

An evaluation of the adaptive performance of architects in project teams in Ghana using fuzzy approach

PurposeThe adaptive performance of architects as a key professional in project delivery teams has become important for developing strategies, skills and cognitive behaviours for sustainability of working systems. However, the understanding and knowledge of adaptive performance of architects is lacking in the current literature. Thus, this study fills this gap by primarily assessing the adaptive performance of architects in project teams in project delivery.Design/methodology/approachBy adopting the widely used eight-dimension attributes of adaptive performance, a questionnaire survey was conducted among team participants and stakeholders who directly or indirectly work on projects with architects in the public and private sectors project delivery supply chain in Ghana. A total of 42 responses were subsequently used in a fuzzy set theory analysis being facilitated by a set of linguistic terms.FindingsFrom the assessment, the overall adaptive performance of architects from the eight-dimension attributes emerged to be fairly high. Additionally, the architects’ performance in the individual eight-dimensions showed varied results. High performance was registered in architects’ ability to handling work stress and cultural adaptability. Also, architects demonstrated a fairly high performance in dealing with uncertain or unpredictable work situations. However, in the cases of learning work tasks, technologies and procedures, interpersonal adaptability and handling crisis and emergency situations, architects were deemed to have low and fairly low adaptive performance among project teams.Originality/valueGiven the vagueness and complexities in understanding adaptability among teams and its assessment, through the use of fuzzy set theory based on a suitable set of linguistics terms, the study presents a novel understanding of the level of architects’ adaptive performance in project teams in project delivery. The findings are extremely useful in helping architects adapt and cope with changing competitive work environment by developing the right cognitive behaviours for task functions and organizational roles, disruptions and aiding their ability to self-regulate.

Hybrid work stressors and psychological withdrawal behavior: A moderated mediation model of emotional exhaustion and proactive personality

This study proposes a theoretical model of challenge/hindrance stressors of hybrid work on emotional and behavioral reactions based on the conservation of resources theory. We investigate a mediation model by incorporating emotional exhaustion as a mediator to connect the relationship between two stressors and psychological withdrawal behavior. In addition, we identify proactive personality as a key personal resource to moderator the above mediating effects. The two-wave panel data was collected through online questionnaire surveys with a one-month interval. This study targeted at employees worked in the United States and 213 valid questionnaires were collected. Our results show that: (1) challenge/hindrance stressors of hybrid work are positively related to emotional exhaustion; (2) emotional exhaustion mediates the relationship between challenge/hindrance stressors of hybrid work and psychological withdrawal behavior; (3) proactive personality weakens the positive relationship between challenge stressors of hybrid work and emotional exhaustion. However, the moderating effect of proactive personality on the indirect effect of hindrance stressors of hybrid work on psychological withdrawal behavior via emotional exhaustion was not found. The implications of this study for theory and practice are discussed.

Interactions of depression, anxiety, and sleep quality with menopausal symptoms on job satisfaction among middle-aged health workers in England: a STROBE-based analysis

BackgroundThis study examined the association between menopausal symptoms and job satisfaction, and ascertained whether three psychosomatic factors (e.g., anxiety, depression, and sleep quality) interact with menopausal symptoms on job satisfaction.MethodsA cross-sectional design with sensitivity analysis was adopted. The participants of the study were clinical health workers in England. Data from 154 health workers were analyzed with the hierarchical linear regression (HLR) analysis.ResultsThere was a negative association between menopausal symptoms and job satisfaction (β = −0.38; t = −4.81, p < 0.001), but this relationship became non-significant after adjusting for work stress, self-reported health, job tenure, and resilience at work. An interaction between menopausal symptoms and the psychosomatic factors was found. The strength of the negative association between menopausal symptoms and job satisfaction was weakened by sleep quality (β = 0.05; t = 0.48; p > 0.05) but was strengthened by anxiety (β = −0.22; t = −2.28; p < 0.05) and depression (β = −0.24; t = −2.16; p < 0.05).ConclusionMenopausal symptoms can be directly associated with lower job satisfaction and indirectly associated with lower job satisfaction through its interaction with depression and anxiety. Menopausal symptoms can weaken the positive association between sleep quality and job satisfaction.

Prevalence and factors influencing long COVID among primary healthcare workers after epidemic control policy adjustment in Jiangsu, China

ObjectiveThe persistent symptoms arising from COVID-19 infection pose a substantial threat to patients’ health, carrying significant implications. Amidst the evolving COVID-19 control strategies in China, healthcare workers (HCWs) endure considerable stress. This study aims to evaluate the prevalence of long COVID infections and their influencing factors among primary HCWs after epidemic control policy adjustment in Jiangsu.MethodsA self-designed questionnaire was administered through on-site surveys among primary HCWs in five counties and districts within Jiangsu Province from July 4 to July 20, 2023. Logistic regression analysis was employed to identify factors associated with long COVID.ResultsThe prevalence of long COVID among primary HCWs stood at 12.61%, with a 95% confidence interval (CI) of 11.67-13.55%. Among those affected, the most common long COVID symptoms were hypomnesia (4.90%, 95%CI: 4.29-5.51%), sleep difficulties (2.73%, 95%CI: 2.27-3.19%), fatigue (2.35%, 95%CI: 1.92-2.78%), disturbances in the reproductive system (1.93%, 95%CI: 1.54-2.32%), hair loss (1.85%, 95%CI: 1.47-2.23%), and myalgia/arthralgia (1.51%, 95%CI: 1.16-1.86%). Multivariate logistic regression revealed that older age groups (30–45 years (adjusted odds ratio (aOR) = 1.93, 95%CI: 1.44–2.58), 45–60 years (aOR = 2.82, 95%CI: 2.07–3.84)), females (aOR = 1.26, 95%CI: 1.03–1.55), and higher work stress (high stress (aOR = 1.52, 95%CI: 1.24–1.86), extremely high stress (aOR = 1.37, 95%CI: 1.03–1.82)) were more prone to long COVID. Conversely, individuals with educational attainment below the bachelor’s degree (aOR = 0.67, 95%CI: 0.55–0.82) and those who received four or more doses of the COVID-19 vaccine (aOR = 0.55, 95%CI: 0.33–0.92) were at a reduced risk.ConclusionThis study investigates the prevalence of long COVID among primary HCWs and identifies key influencing factors. These findings are crucial for assisting in the early identification of COVID-19 patients at risk for long-term complications, developing targeted interventions aimed at optimizing healthcare resource allocation and enhancing the work conditions and quality of life of HCWs. To mitigate the prevalence of long COVID, healthcare providers and local authorities should implement effective measures, such as optimizing work-rest schedules and actively advocating for vaccination.

Work stressors and aggressive driving: The mediating roles of stress appraisals

While the association between work stressors and the risk of traffic accidents and driving lapses has been established, there is a lack of research exploring the relationship between work stressors and aggressive driving—a notable contributor to traffic incidents and injuries. To fill this gap, the present study utilized the challenge-hindrance stressor framework and the transactional theory of stress to investigate the effects of these stressors on aggressive driving behaviors, with a particular focus on the mediating roles of challenge and hindrance appraisals. We used time-lagged design and gathered self-reported data from 247 employees at a Chinese company over three distinct time points. The results of structural equation modeling indicated that both challenge and hindrance stressors are positively associated with aggressive driving, with their effects mediated by corresponding appraisals of challenge and hindrance. Notably, challenge appraisals were inversely related to aggressive driving. Our study is one of the first attempts to explore the relationship between work stressors and aggressive driving, underscoring the critical role of stress appraisals in understanding responses to stressors.

Sleepless for the family: The relationship between public employees’ family motivation and work stress

IMPACT This article explains how family motivation can be a stressor for public sector employees in the workplace and why public sector organizations should be aware of family motivation and its potential stress and health-related effects. In addition, it shows that physical activity—but not public service motivation—can help civil servants alleviate their work stress caused by family motivation. Public organizations need to develop policies to help employees deal with work stress and insomnia including promoting more physical activity which can improve employees’ well-being when facing pressing issues, such as budget cuts and family financial problems. Based on a study in China, the authors’ recommendations for practice have international relevance but most particularly in collectivist cultures such as Japan, Korea and Vietnam.

The Role of Mental Work as a Mediator Between Work Stress and Employee Performance

In an increasingly competitive and dynamic world of work, employee performance is a key factor in achieving organizational goals. However, high employee performance is often accompanied by an increase in workload which can cause work stress. This research aims to determine whether work stress has an influence on employee performance through mental workload, the second hypothesis that work mental load can directly influence employee performance, the third hypothesis that work stress has an influence on employee performance and the fourth hypothesis that work stress has an influence on work mental load. This research uses the method that work stress has an influence on employee performance through mental workload, the second hypothesis that work mental load can directly influence employee performance, the third hypothesis that work stress has an influence on employee performance and the fourth hypothesis that work stress has an influence on work mental load. The research method used is a quantitative method with a mediation analysis approach using the help of Smart PLS statistical software. The research results show that (1) mental workload can play a partial role as a mediator between work stress and employee performance, (2) work stress is able to directly influence employee performance, (3) work stress is able to influence mental workload, (4) mental workload can affect employee performance. The implication of this research is that organizations can develop a more holistic approach in managing work stress and mental workload.

How Can We Improve Employee Well-Being in Teachers? The Importance of Individual and Job Resources

According to one of the UN agencies, UNESCO, during the recent COVID-19 pandemic, more than sixty-three million teachers worldwide experienced technical and psychological problems due to changes in the learning process. This is not only because of the pandemic and monetary crisis in Indonesia but also because the increasing number of teachers' tasks and demands for professionalism can make teachers experience changes in the perceived condition of employee well-being. Several factors, including work stress, perceived organizational support and emotional regulation, psychologically influence the condition of teachers' employee well-being. Based on the existing model, perceived organizational support and emotional regulation can directly and indirectly influence teachers' employee well-being through work stress as a mediator. This research aims to prove the model above. The number of subjects in this research was 129 high school teachers from superior accredited Catholic schools in the province of East Java, Indonesia. The results of the data analysis show that the construct validity and reliability tests are met. Apart from that, perceived organizational support and emotional regulation can influence teachers' employee well-being both directly and indirectly through work stress as a mediator.

Burnout and moral injuries after foreign deployment among medical personnel of the German armed forces: a pre-post study.

Given a high amount of workplace stressors, burnout syndrome, as a depression-related syndrome, is highly relevant for medical service soldiers. This study aims to examine their effects with regard to moral injuries and personal values following foreign deployment. This longitudinal study included 91 soldiers of the German Armed Forces Medical Service. Participants completed the Maslach Burnout Inventory (MBI) and the Portrait-Value-Questionnaire (PVQ) before and after a foreign deployment as well as the Moral Injury Scale (SMBE) after deployment. Analysis has been conducted using t-tests to assess potential changes in MBI and PVQ scales between pre-test - t1 (2-4 weeks before deployment) and post-test - t2 (up to 6 months after deployment). In addition, correlations were examined between moral injuries (MI) after deployment and MBI scores at t1 and t2 as well as between personal values (PVQ t1) and MBI scores at t1 and t2. The MBI subscales showed mild to moderate burnout symptoms at both pre- and post-tests, with a slight deterioration during the study period, albeit not significant. There were no significant mean differences in PVQ between measurement points. Nevertheless, PVQ self-direction and tradition at t1 correlated negatively with MBI INV at t2 (PVQ SD r = -.21, p = .043) and MBI PA at t2 (PVQ TR r = -.23, p = .027). Furthermore, the subscale PVQ power at t1 correlated positively with MBI PA at t2 (PVQ PO r = .28, p = .006), meanwhile PVQ universalism at t1 correlated positively with MBI INV at t1 (PVQ UN r = .25, p = .018). Furthermore, positive correlations were found between moral injuries at t2 (SMBE total score, SMBE_Sub1, SMBE_Sub2) and MBI subscales Emotional Exhaustion (EE; r = -.54, p = .001), Depersonalization (DP; r = .38, p = .001), and Involvement (INV; r = .30, p = .004) before and after the deployment period. No correlation was found between MI and MBI subscale Personal Accomplishment (PA). The results indicate that medical service soldiers exhibit mild to moderate burnout symptoms even before deployment. Significant associations between moral injuries and burnout were found in 3 out of 4 MBI subscales (EE, DP, INV). There was a significant association with a stronger moral injury and higher burnout levels, persisting both before and after the study period. Furthermore, our results suggest that personal value orientations might be meaningful predictors of burnout. Hence, causal questions regarding general work stress among medical service soldiers should be further explored in more detailed studies. Further research could lay the foundation for future approaches in psychotherapy as well as primary and secondary prevention in this field.

Multiple Role Conflicts In The Employment Field In Indonesian Government Agency Institutions with Work Life Balance (WLB) and Job Stress As Mediator Variables on Employee Performance

Work-life balance issues are an important aspect of the psychology of happiness, which is determined by a strong sense of self-worth, satisfaction, and a variety of life-affirming relationships. This study aims to explore how dual role conflicts affect employee performance in the Manpower Office (Disnaker) in Indonesia, by considering the role of work-life balance (WLB) and work stress as mediator variables. The research method used involved collecting data from 154 employees in the disnaker through questionnaires and interviews. The data was then analyzed using statistical analysis techniques to identify the relationship between multiple role conflicts, WLB, work stress, and employee performance. The results showed that dual role conflict had a significant effect on WLB and work stress, but did not affect employee performance levels. Meanwhile, work stress and WLB cannot mediate the dual role with performance. This research provides important insights for human resource management in government agencies to develop policies and programs that support the balance between work and personal life of employees. An emphasis on managing multiple role conflicts and work stress in the work environment can improve employee well-being as well as the overall effectiveness of the organization. The practical implications of this study are the importance of appropriate interventions to improve the working conditions of employees in the public sector, while improving quality public services.

Preventing Trauma and Grief in Emergency and Critical Care Units: A Mixed Methods Study on a Psycho-Educational Defusing Intervention.

Emergency and critical care services inevitably expose their staff to potential work stressors and traumatic events, which can cause emotional, behavioral, and physical reactions. The literature presents a wide range of evidence-based knowledge on the effectiveness of interventions to promote mental health after traumatic events. However, little is known about the effectiveness of prevention programs. In this study, we sought to improve the empirical understanding of the potential of a combination of psycho-educational-defusing training for trauma prevention. We employed a mixed methods approach using statistical modeling and content/focus group analysis to describe the sample of investigation and the effectiveness of the prevention training. A retrospective quantitative chart measured and evaluated the psychological state of physicians, nurses, and registered nurses (N = 222). A retrospective qualitative chart examined staff accounts of traumas and their coping strategies via autobiographies (n = 26). Prospective focus groups examined participants of the psycho-educational defusing intervention administered (n = 61). Findings revealed different forms of experiencing grief and trauma. Prospective analysis of the training effectiveness revealed favorable perceptions by participants. Results support the formal implementation of continuous prevention, building relational support, and coping strategies as keys to recovery and preventing traumas.

Burnout syndrome, anxiety, and depression symptoms among workers in radiation field

BackgroundJob burnout is defined as physical, emotional, and mental exhaustion due to persistent work stress, and it includes emotional exhaustion (EE), cynicism (CY), and reduced personal accomplishment (PA) and usually leads to symptoms of depression, lack of motivation, and decreased enthusiasm. Previous studies from different countries have suggested that job burnout, depression, and anxiety are a common work-related problems. This study aims to assess for job burnout, depression, and anxiety among radiation workers in order to investigate the effects of radiation exposure during work on the mental health. This comparative cross-sectional study was performed on 208 workers in the Egyptian Atomic Energy Authority (EAEA) and the Egyptian Nuclear and Radiological Regulatory Authority (ENRRA) at Cairo Governorate, Egypt. Study participants were divided into 2 groups: 1st group which included 104 workers among radiation field and 2nd group which included 104 workers and employees who do not often work among radiation field. Maslach Burnout Inventory Scale (MBI), Hamilton Rating Scale for Depression (HAM-D), and Hamilton Rating Scale for Anxiety (HAM-A) were used to assess for burnout, depression, and anxiety among study participants.ResultsThe prevalence and severity of depression, anxiety, burnout, and among workers inside radiation field group were statistically significantly higher than those working outside radiation field group. Work type (WIRF) and number of working hours per week (> 40 h) were the significant risk factors for all the burnout, depression, and anxiety, while age (> 40–60 years old) was a significant predictor for depression, female gender was a significant predictor for anxiety, and both age (20–40 years old) and years of experience (≤ 10 years) were significant predictors for burnout among workers inside radiation field.ConclusionsBurnout, depression, and anxiety are common among workers inside radiation field with higher prevalence and severity than those working outside radiation field. Younger age, fewer years of experience, and more working hours per week are significantly associated risk factors for burnout among workers inside radiation field.

Pengaruh Stres Kerja Dan Kompensasi Terhadap Kinerja Guru Sdit Attaufiq Bogor

This study aims to empirically examine the effect of destructive work stress and compensation on teacher performance. The hypothesis put forward in this study is whether there is a significant effect of work stress and detachment on teacher performance at SDIT At Taufiq Bogor. The population in this study amounted to 35 teachers and the sample used was all teachers. The research data was collected using three scales, namely the Work Stress Scale, the Compensation Scale and the Teacher Performance Scale. The analysis was carried out using multiple linear regression techniques using Microsoft Excel in 2019. The results of this research analysis indicate that there is no significant effect between work stress and teacher performance as indicated by the tcount value for X1 which is smaller than t in the table (0.184 &lt; 1 , 69). The next results show that there is a significant influence between feelings and teacher performance as indicated by the tcount value at X2 which is greater than the t value in the table (3.465 &gt; 1.69).

Burnout Sebagai Mediator Dalam Pengaruh Beban Kerja Terhadap Kinerja Karyawan

This study aims to determine the effect of workload on employee performance with burnout as a mediating variable in employees of Bank Nagari Pasar Raya Branch Padang. Workload is often considered a factor that affects employee performance, while burnout can arise as a result of excessive workload and impact performance. This study uses a quantitative approach with data analysis using the Partial Least Square (PLS) 4.0 method to test the relationship between workload, burnout, and employee performance variables. The results of the analysis show that workload has a positive and significant influence on employee performance at Bank Nagari Pasar Raya Padang Branch. This means that, as workload increases, employee performance also increases. However, the results also reveal that burnout does not serve as a mediating variable in the relationship between workload and employee performance. This is due to the promising compensation provided by Bank Nagari Pasar Raya Padang Branch to its employees, which allows employees to manage work stress more effectively and prevent burnout that affects their performance. Thus, adequate compensation and good stress management can reduce the negative impact of high workload on burnout and employee performance. These findings provide important insights for human resource management in the banking industry, especially in designing workload and compensation policies that can maximize employee performance without causing burnout.

Maternal Health During the COVID-19 Pandemic in the United States: An Interrupted Time-series Analysis.

The COVID-19 pandemic, and subsequent policy responses aimed at curbing disease spread and reducing economic fallout, had far-reaching consequences for maternal health. There has been little research to our knowledge on enduring disruptions to maternal health trends beyond the early pandemic and limited understanding of how these impacted pre-existing disparities in maternal health. We leveraged rigorous interrupted time-series methods and US National Center for Health Statistics Vital Statistics Birth Data Files of all live births for 2015-2021 (N = 24,653,848). We estimated whether changes in maternal health trends after the onset of the COVID-19 pandemic (March 2020) differed from predictions based on pre-existing temporal trends. Outcomes included gestational diabetes, hypertensive disorders of pregnancy, gestational weight gain, and adequacy of prenatal care. We found an increased incidence of gestational diabetes (December 2020 peak: 1.7 percentage points (pp); 95% confidence interval [CI]: 1.3, 2.1), hypertensive disorders of pregnancy (January 2021 peak: 1.3 pp; 95% CI: 0.4, 2.1), and gestational weight gain (March 2021 peak: 0.1 standard deviation; 95% CI: 0.03, 0.1) and declines in inadequate prenatal care (January 2021 nadir: -0.4 pp; 95% CI: -0.7, -0.1). Key differences by subgroups included greater and more sustained increases in gestational diabetes among Black, Hispanic, and less educated individuals. These patterns in maternal health likely reflect not only effects of COVID-19 infection but also changes in healthcare access, health behaviors, remote work, economic security, and maternal stress. Further research about causal pathways and longer-term trends will inform public health and clinical interventions to address maternal disease burden and disparities.

Pengaruh Stres Kerja terhadap Kinerja Petugas Operasional PT. Angkasa Pura II di Bandar Udara Internasional Husein Sastranegara Bandung

Job stress is a part of life stress that is too heavy so that it is directly related to psychological disorders and physical discomfort. Stress is a condition that can be experienced by employees as a result of work demands, time pressure, heavy workload, interpersonal conflicts, and other factors. The problem of stress can be one of the significant factors that can affect employee performance. This study aims to determine the effect of job stress on the performance of operational officers of PT Angkasa Pura II at Husein Sastranegara International Airport Bandung. This study applies a quantitative approach with 43 respondents, selected through the Non Probabilty Sampling method. Primary data collection was carried out through distributing questionnaires using a Likert scale. Data processing was carried out with the SPSS program. Data analysis was carried out by conducting validity tests, reliability tests, simple linear regression analysis, t tests, coefficient of determination tests. The results of the data analysis test obtained the significance value of the Work Stress variable (X) on the Performance of Operational Officers (Y) of 0.000&gt; 0.05 can be interpreted that there is a significant and positive influence. When viewed from R2 between the variable Job Stress (X) on the Performance of Operational Officers (Y) it can be interpreted that the effect of Job Stress on the Performance of Operational Officers of PT Angkasa Pura II at Husein Sastranegara International Airport Bandung is 30.9% and 61.9% is influenced by variables outside this study.

Cardiometabolic Risk in a University Community: An Observational Study.

The highest prevalence of cardiovascular risk factors has been associated with obesity, sedentary lifestyle, and elevated blood pressure due to high workload and work stress. This study aimed to analyze the cardiometabolic risk and lifestyles among the health sciences university academics and campus administrators at a private university in Spain. A cross-sectional study was conducted during the 2018-2019 academic year by the Nursing Department, using a self-administered questionnaire and face-to-face assessments of anthropometric variables related to cardiovascular risk in university personnel. The variables measured included sociodemographics, cardiovascular risk history, comorbidities, toxic habits, Mediterranean diet adherence, physical exercise, psychosocial stress, and physical, anthropometric, and analytical data. Cardiovascular risk was categorized into relative (<40 years), absolute, and vascular age (>40 years). Among the 101 participants, 61.4% were women, with a mean age of 41.3 years ± 9 years. The smoking prevalence was 21.8% (68.2% women), 27.7% were sedentary, and 51.0% adhered to the Mediterranean diet, with higher adherence among the academics. Emotional risk was present in 32.7% of the participants. A prior diagnosis of hypertension was significantly more frequent in the men (15.4%) compared to the women (3.2%). The blood pressure measurements were mostly optimal across both genders and professional groups, but the proportion of hypertension grade 1 was significantly higher among the academics (10%) compared to the administrators (4.5%) and among the men (11.1%) compared to the women (5.9%). The absolute cardiovascular risk among the university employees was generally low, but the men exhibited a more moderate risk compared to the women. It is necessary for the university to promote health within its community, with the Nursing Department playing a key role in health promotion and research.