Work Stress Research Articles

Sound speed determination in copper shock compressed to 190 GPa

Sound speed measurements in shock compressed solids have long been valuable for the development of equations of state at extreme conditions, shock-induced phase transformations, and a comprehensive characterization of the thermophysical response of high-pressure standards. We present results from plate impact experiments to 190 GPa to determine the longitudinal sound speed in copper—an important high-pressure standard. Surprisingly, the sound speeds determined using the two most common experimental techniques—the front surface impact (FSI) approach and the release wave overtake (RWO) approach—diverge significantly for stresses greater than ∼100 GPa. Further analyses, including numerical simulations, show that the FSI experiments provide the correct sound speeds and that fundamental assumptions underlying the RWO method are likely violated due to the complex release response of shock compressed copper. The sound speeds determined using the FSI approach provide for a more accurate high-pressure description of copper in dynamic compression experiments. The present findings are in contrast to the results for shock compressed silver [Wallace et al., Phys. Rev. B 104, 214106 (2021)], where both methods provided consistent sound speed results. Thus, the findings presented here demonstrate the need to experimentally verify the validity of the RWO method on a case-by-case basis. Finally, we note that even at the high stresses in the present work, the copper unloading response shows a time-dependent, quasielastic response often observed in metals at lower stresses.

Work Stress, Burnout Levels, and Affecting Factors in Nurses in Neonatal Intensive Care Units

Work Stress, Burnout Levels, and Affecting Factors in Nurses in Neonatal Intensive Care Units

Impact of Servant Leadership, Self-Efficacy and Work Stress on Teachers’ Performance at Christian School

This study aims to analyze the effect of servant leadership, self-efficacy, and work stress on teachers’ performance. Aside from that, the study will also investigate if work stress can mediate the effect of servant leadership and self-efficacy on teachers’ performance. The approach used in this study is a quantitative approach, to confirm relationships between the variables. This is done by using a 36-person sample and a questionnaire modified from a number of other research. Data was collected by giving questionnaires to the teachers of a Christian High School and Middle School in Bandung. Then, the data was processed using Partial Least Square Structural Equation Modelling, by testing the validity and reliability first, and then testing the hypothesis. The result of this research shows that servant leadership has a positive effect on performance, although not significant. Meanwhile, self-efficacy has significant positive effect on performance. Work stress can affect performance negatively, although it wasn’t found to be significant in this study. For the mediation effect, work stress can mediate the positive effect of servant leadership and self-efficacy on performance, but not significantly. So in order to maintain or increase the quality of school, teachers need to have high self-efficacy level, and the school can help with that by mentoring and coaching, or other methods.

Development and Validation of the Emergency Medical Technicians Occupational Stress Scale

Introduction. The population of interested workers for this study included Emergency Medical Technicians (EMTs) in the United States. This group of workers was chosen because of the nature of their work, which requires their presence at the scenes of life and death situations. Certainly, their work conditions can have an effect on their psychological well-being. Yet, the work of these workers, with all of its stressors, has not been adequately studied through the use of appropriate measuring instruments. Emergency Medical Technicians are not unknown in occupational stress research. This report discusses previous studies on EMT workers and occupational stressors and explains the curative process through the development and validation of an EMT Occupational Stress Scale. The report also highlights the psychometric investigation of this scale. Paramedics/EMTs face increased risk of physical and psychological stress due to the nature of their work. It is crucial to understand the stressors affecting their well-being in order to develop appropriate management strategies. Research suggests that EMTs may lack preparation for their roles, requiring additional training in empathy and emotional intelligence. The relationship between stressors experienced and clinical service provided needs further investigation. Standardized measures of stress for paramedics/EMTs are lacking and more comprehensive instruments are needed. This report aims to develop a comprehensive stress scale specifically for EMTs/paramedics, addressing validation concerns and incorporating environmental stress within a larger theoretical framework. Methods. This study was This study was conducted using a mixed-methods approach to develop and validate the Emergency Medical Technicians Occupational Stress Scale. The scale was pilot tested with a sample of EMTs to ensure reliability and validity. by the ethics committee and is based on a literature review. The Canadian EMT Job Satisfaction Questionnaire was used to measure organizational stress levels of EMTs. The questionnaire was reviewed by professionals and academics, resulting in the inclusion of five new items. The final item list consisted of 58 questions. Permission was obtained. Results. The outcomes and findings obtained from the comprehensive study conducted on the Development and Validation of the Emergency Medical Technicians Occupational Stress Scale have shed light on significant discoveries pertaining to the intricate realm of stress levels experienced by our dedicated EMT professionals. Conclusion. The rapidly evolving scope of Emergency Medical Services (EMS) practice has placed increasing demands on the relatively small professional community that consists of EMTs and paramedics. An Occupational Stress model was developed to examine interpersonal work stressors unique to the EMT role, and a measure was developed to assess the construct. Initial results suggest that the OSM is an accurate, reliable, and potentially valuable assessment tool. High levels of interpersonal stress may influence the EMTs to cope with their daily activities by seeking outlets for tension and depression through increased use of alcohol, legal drugs, and caffeine. Alcohol is used more frequently than other legal drugs are to modify interpersonal stress symptoms. The EMTs are in a prime position to help each other identify these symptoms when arising and offer assistance. Staff stress management programs are essential in solving and preventing occupational stress. A move toward prevention rather than reaction to such stress, which for many results in alcoholism, drug addiction, or job related emotional illness, will serve to preserve the health of the EMTs. The medical community has a vested interest in the health of these dedicated professionals. Not only does such prevention attempt to manage the human tragedy of alcoholism, legal drug addiction, and job related emotional illness, but it also prevents the more tangible, but no less important cost factors to the EMT.

The Stressful Implications of Remote E-Working: Evidence Based Literature Review Arab Gulf

Objectives: It is a cross-sectional study that intends to discover the stress consequences of remote e-working for the Arab Gulf region with consideration of the coronavirus pandemic. Theoretical Framework: This review is based on the literature review on remote work stressors, which considers the technological environment and, apart from that, gives consideration to the cultural and social context of the Arab Gulf. Method: A literature review was carried out, which involved distilling essential data from the local and international reports and articles on the stressors related to remote e-working in the context of the Arab Gulf. Results and Discussion: It is possible to disengage due to the following significant stresses: Technology difficulties, no experience a face-to-face communication, and the loss of the boundary line between work and family. They all cumulatively result in the enhancement of stress levels of the region’s remote workers. Research Implications: If stress factors are to be restricted and workers’ well-being improved in organizations embracing remote working fully, then it is essential to understand these stressors. Originality/Value: The current review isolates stressors of remote e-working in the Arab Gulf, which should help organizations improve the well-being of employees carrying out remote work.

PENGARUH BEBAN KERJA DAN STRESS KERJA TERHADAP KINERJA PEGAWAI MELALUI KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA PT. PEGADAIAN SYARIAH CABANG BANGKALAN

This research aims to find out how workload and work stress influence employee performance at PT. Pegadaian Syariah Bangkalan Branch through job satisfaction. The data analysis technique uses PLS (Partial Least Square) structural equation modeling analysis with the SmartPLS version 3.0 program. Validity and Reliability Test. The results of this research state that 1) There is a significant positive influence of Workload on Job Satisfaction 2) There is an insignificant positive influence of Job Stress on Job Satisfaction 3) There is a significant positive influence of Workload on Employee Performance 4) There is a positive influence which is not significant from Job Stress to Employee Performance 5) There is an insignificant positive effect of Job Satisfaction on Employee Performance 6) There is a positive, significant mediation of Job Satisfaction on the effect of Workload on Employee Performance 7) There is positive but not significant mediation of Job Satisfaction significant influence of Job Stress on Employee Performance.

Catching on: Work stress, employee wellbeing, and the moderating role of team-level emotional contagion

Abstract Work stress and employee wellbeing have gained heightened attention since the COVID-19 pandemic. Until now, organizations have primarily sought to conceptualize these variables as an individual-level phenomenon; thereby neglecting the potential influence of social dynamics within the workplace. Drawing on conservation of resources and emotional contagion theories, this study examines the extent to which team-level emotional contagion moderates the impact of stress on wellbeing, factoring in multilevel effects. Data from 237 professional services employees nested within 41 teams was analyzed. The results show support for emotional contagion as a team-level moderator between individual-level work stress and employee wellbeing. The role of organizational resources in shaping stress and wellbeing outcomes was also significant. This study underscores the significance of team dynamics and organizational resources in shaping employee wellbeing. Well-targeted, stress alleviation, and team-contagion enhancing initiatives will have a more positive impact on wellbeing, than individually targeted stress alleviation initiatives in isolation.

The Impact of Supportive Leadership on Work Stress: An Empirical Research in the Ministry of Iraqi Interior

Purpose: The purpose of this research is to discover the effect of supportive leadership on work stress in the Ministry of Iraqi Interior / Human Resources Management to achieve a happy life for its employees and hence achieve the desired level of performance. Theoretical Framework: The current research deals with introducing the Ministry of Iraqi Interior / Human Resources Management to the latest developments in the administration field through supportive leadership style and work stress, as well as presenting the latest concepts, importance, and models that previous researchers have arrived at. It contributes to expanding the researched organization's awareness of adopting any of these models that are appropriate for their goals and future direction. Design/Methodology/Approach: The research analyses administrative data within the Ministry of Iraqi Interior / Human Resources Management (2023-2024), using the dimensions of supportive leadership (empowering employees, fairness of treatment, and inspirational motivation) and the dimensions of work stress (role ambiguity, role conflict, workload, and work nature). It will determine the factors affecting them. Findings: The findings of this current research have approved the key effect hypothesis (supportive leadership style and its dimensions have a significant and negative impact on work stress and its dimensions). Research Implications: The results most leaders of human resources in the under-study organization practice the dimension of fair treatment more than other dimensions (empowering employees, and inspirational motivation. Originality/Value: This research seeks to enhance awareness of the importance of the negative role of a supportive leadership style on work stress. This research has dropped the knowledge gap between them and uses a framework that is compatible and harmonious to save the lives of the employees and at the same time increase organizational performance.

Pandemic scars: long-term impact of COVID-19 on work stress among healthcare workers in China.

This study mainly focused on the long-term effect of different risk exposure levels and prior anti-epidemic experience of healthcare workers in mitigating COVID-19 on their work stress in the post-COVID era. The study sample included 359 physicians, 619 nurses, 229 technicians and 212 administrators, for a total of 1,419 healthcare workers working in the Lanzhou area during the investigation. Data were analyzed by multivariate regression models. Our findings indicated that the interaction between pandemic effect mitigation experience and high-risk exposure significantly affected healthcare workers in the post-COVID era by increasing their work stress (p<0.001) and reducing their rest time (p<0.001). Healthcare workers may have experienced worse outcomes in the long term if they had higher levels of risk exposure and more experience in fighting epidemics. Furthermore, poor mental health (p<0.001) and prior experience with SARS (p<0.001) further amplified these adverse effects. However, surprisingly, we did not observe any effect of prior anti-epidemic experience or high-risk exposure on the mental health of healthcare workers in the post-COVID era (p>0.1). The adverse impact of COVID-19 may have left long-lasting effects on Health professionals (HPs), particularly those with high Risk exposure (RE) and more mitigation experience. Poor Mental health (MH) and previous experience in mitigating previous similar outbreaks (such as SARS) are risk factors that should be considered. Support programs must be designed and promoted to help HPs respond and improve their performance. Our study presents compelling evidence that the COVID-19 pandemic will have long-term detrimental effects on the work stress of healthcare workers.

Work stress and professional quality of life among Chinese nurses during the COVID-19 pandemic: the chain mediating role of self-compassion and benefit finding

BackgroundSince the outbreak of the Coronavirus Disease 2019 (COVID-19), front-line nurses have faced not only daily work stress but also a high risk of infection and excessive workload, leading to unsatisfactory professional quality of life (ProQOL). This study aimed to explore whether self-compassion (SC) and benefit finding (BF) play a chain mediating role between work stress and ProQOL among Chinese nurses during the COVID-19 pandemic.MethodsFrom March to April 2022, a sample of 13,936 Chinese nurses was recruited through snowball sampling. Demographic information, work stress, SC, BF, and ProQOL were assessed. The SPSS 25.0 software and Amos 24.0 software were used for statistical analysis. The bootstrap method was employed to construct and examine the chain mediating structural equation model.ResultsThe ProQOL level of Chinese nurses during the COVID-19 pandemic was moderate. The overall fit indices for the compassion satisfaction (CS), burnout (BO), and secondary traumatic stress (STS) models were satisfactory (χ²/df = 2.486, 3.256, 2.553, RMSEA = 0.011, 0.014, 0.011, the GFI, AGFI, NFI, and CFI values were all above 0.90). Work stress had direct effects on CS, BO, and STS (β=–0.171, 0.334, 0.222, P < 0.001), and also indirectly affected these outcomes through SC (point estimate=–0.010, 0.021, 0.024, P < 0.001), BF (point estimate=–0.033, 0.015, − 0.011, P < 0.001), as well as their chain mediating effect (point estimate=–0.015, 0.006, − 0.005, P < 0.001).ConclusionsOur study suggests that SC and BF partially mediated the association between work stress and ProQOL in Chinese nurses during the COVID-19 pandemic. Training on SC and BF may be crucial components of interventions aimed at improving ProQOL.

Validation of the burnout assessment tool-core symptoms in Spanish veterinarians, sex invariance, and cutoff points.

Notably, most studies on burnout in Veterinary Medicine have used the Maslach Burnout Inventory; however, it has limitations and does not evaluate severe burnout. Therefore, in this study, we validated the Burnout Assessment Tool-Core Symptoms (BAT-C) in a sample of Spanish veterinarians. Its invariance concerning sex and cutoff points were also calculated using the receiver operating characteristic curve analysis and Youden's index. The sample included 1,215 Spanish veterinarians (70% women). The analyses confirmed that the BAT-C evaluates four dimensions: exhaustion (eight items), mental distance (five items), emotional impairment (five items), and cognitive impairment (five items). Reliability analyses offered adequate results, and the high correlation of the BAT-C with a measure of work stress demonstrates its criterion validity. The invariance analyses showed that it evaluates psychometric guarantees, regardless of the sex of the veterinarian. Regarding the cutoff points, there were more women than men in the high (36.9% vs. 25.5%) and medium (22.4% vs. 18.6%) burnout groups and fewer women in the low burnout group (40.7% vs. 55.9%). Our results support the Spanish version of the BAT-C as a valid instrument to assess the core symptoms of severe burnout among veterinarians. Based on our findings, we provide some practical recommendations to reduce burnout in veterinarians.

The Effect of Multiple Role Conflict and Work Stress on Female Employee Performance with Work Motivation as a Mediator

Female employees often face unique challenges in the workplace, especially when they have dual roles as workers and housekeepers. Dual role conflict can cause work stress, which impacts their performance at work. This study aims to analyze the effect of dual role conflict and work stress on the performance of female employees with work motivation as a mediator. This study uses a quantitative research method. The data collection method used in this study is to reveal the research variables using a scale. The data analysis method used in this study uses the help of the JASP Statistics application. The results of the study showed that there was a significant effect of dual role conflict on the performance of female employees. In addition, this study also showed that work stress had a significant effect on the performance of female employees in the educational institution. Furthermore, work motivation was proven to have an effect on the performance of female employees at YSM. This study revealed that dual role conflict affected the performance of female employees with work motivation as a mediator, and work stress also affected the performance of female employees with work motivation functioning as a mediator. The implications of this study indicate the importance of management paying attention to dual role conflict and job stress to improve the performance of female employees. In addition, the results of this study can serve as a basis for organizations in designing support programs that can increase work motivation and employee well-being.

Binary work stressors and work procrastination: The mediating role of work attentiveness and emotional exhaustion and the moderating role of regulatory focus.

Binary work stressors and work procrastination: The mediating role of work attentiveness and emotional exhaustion and the moderating role of regulatory focus.

Relation between the Time Management Skills and Nurses' Work Stress Levels

Relation between the Time Management Skills and Nurses' Work Stress Levels

Understanding Career Adapt Abilities, Career Stress, Work Stress, Career Regret, Job Satisfaction Among Nursing Professionals.

This study aims to conduct a comprehensive analysis of the interrelationships among career stress, work stress, career regret, job satisfaction and career adapt abilities within the nursing profession. The research involved a sample of 576 nurses from ten urban hospitals, distributed across five distinct cities in Turkiye, between December 2023 and January 2024. The study employed regression models to systematically test hypotheses, providing nuanced insights into the complex dynamics of the variables under investigation. Regression models were utilized to test the hypotheses systematically, considering the moderating role of career adapt abilities. The study included a sample of 576 nurses from 10 urban hospitals in Turkey, distributed across five distinct cities. This approach allowed for a detailed examination of the intricate relationships between career stress, work stress, career regret, job satisfaction and career adapt abilities within the nursing profession. The findings underscore the delicate balance between the positive gains of job satisfaction and the challenges posed by career stress, work stress and career regret in the multifaceted landscape of nursing. In nursing, the relationship between career stress, work stress, career regret and job satisfaction include progress, resilience and obstacles. Developing strategies requires a cooperative effort from health care organizations, nursing leaders and individual nurses. The research provides valuable insights into the interplay of these factors and emphasizes the moderating role played by career adapt abilities. The implications of the study extend to healthcare organizations, nursing leaders and individual nurses. The research advocates for collaborative strategies aimed at enhancing job satisfaction, alleviating stressors and addressing career regret. The ultimate goal is to contribute to the retention of a resilient nursing workforce, emphasizing the importance of strategies that support the well-being and satisfaction of nurses in their careers. No patient or public contribution.

It depends: Platform dependence, schedule control, and satisfaction among gig workers on Amazon's Mechanical Turk platform

AbstractUnderstanding the risks and rewards of gig work requires examining how gig workers themselves feel about their work and how work satisfaction may vary even among workers on the same gig platform. Platform dependence theory posits that financially disadvantaged workers who depend on gig work for essential income will be less satisfied, in part, because they are less able to work their preferred schedules. These predictions, however, have not been tested quantitatively. Using survey data from workers who do gig microtasks on Amazon's Mechanical Turk platform (MTurk), we examine how platform dependence, schedule mismatches (between preferred and actual work schedules), and work stress are related to work satisfaction. We find that all three factors are associated with lower satisfaction. Furthermore, we find support for a hypothesized mediating mechanism: platform dependence lowers satisfaction, in part, because it is associated with more mismatches between workers' preferred and actual schedules. We conclude by discussing reforms that could improve satisfaction for all microtask workers.

Manajemen Beban Kerja dan Stres Kerja: Pengaruhnya terhadap Kinerja Karyawan Bagian Produksi di PT X

This research aims to explore various aspects of the phenomenon. of workload and job-related stress impacting the performance of production employees at company X is examined. The research, conducted using a quantitative method and multiple analysis techniques, involved 63 production employees as respondents. The partial research results indicate that workload Detrimentally impacts employee performance, whereas work stress Does not produce a notable influence. This suggests that increasing workload negatively impacts employee performance. Ultimately, This study emphasizes the importance of taking into account the influence of workload on employee performance, As it plays a critical role in determining whether a company succeeds or fails.

Included and engaged: thesignificance of perceived inclusion among healthcare workers.

This study investigates the impact of perceived inclusion among healthcare employees on intrinsic motivation and its subsequent effects on work engagement and stress levels. Drawing from multiple theoretical frameworks, the study hypothesizes the following: (a) perceived inclusion positively influences employees' intrinsic motivation, and (b) perceived inclusion and intrinsic motivation serve as resources that enhance employee well-being by promoting work engagement and reducing stress. Data were collected from 407 healthcare workers across the European Union. The research objectives were achieved through statistical analysis of the gathered responses. The results indicate a positive relationship between perceived inclusion and intrinsic motivation. Importantly, both perceived inclusion and intrinsic motivation emerged as significant predictors of work engagement. Additionally, perceived inclusion was found to have a negative association with stress levels, underscoring its importance in healthcare management. The study is subject to certain limitations, including the cross-sectional design and reliance on self-reported data, which may affect the generalizability of the findings. The findings highlight the importance of fostering perceived inclusion and intrinsic motivation among healthcare employees to enhance work engagement and reduce stress, thus offering valuable insights for healthcare management practices. This study contributes to the existing literature by examining the complex interplay between perceived inclusion, intrinsic motivation, work engagement and stress within the healthcare sector. It also identifies avenues for future research in this area.

Self-efficacy as a psychological resource in the management of stress suffered by ICU nurses during the COVID-19 pandemic: A prospective study on emotional exhaustion.

Intensive care unit (ICU) nurses have experienced a high degree of stress during the COVID-19 pandemic. While the literature on the consequences on emotional symptomatology is abundant, studies on the protective psychosocial variables that have contributed to buffering these consequences are scarcer. This study analyses the role of self-efficacy as a protective personality trait in ICU nurses during the COVID-19 pandemic, using a moderated mediation model that begins with the stress and anxiety experienced at the onset of the pandemic and concludes with the emotional exhaustion experienced 6 months later. Prospective longitudinal study with two data collection periods during the COVID-19 pandemic: (1) from 5 May to 21 June 2020 and (2) a follow-up 6 months after the state of alarm finalized (January-April 2021). These were both very stressful periods for ICU staff because of the COVID-19 pandemic. This study was conducted with 129 ICU nurses (a non-probabilistic convenience sample in the Spanish health care system). Socio-demographic, occupational and psychosocial variables (i.e. stress, anxiety, self-efficacy and emotional exhaustion) were assessed. Descriptive analyses, Pearson correlations, covariate analyses (i.e. Student's t-test, one-factor ANOVA) and moderated mediation analyses were carried out (SPSS PROCESS macro, model 7). STrengthening the Reporting of OBservational studies in Epidemiology (STROBE) reporting guidelines were followed. It shows that the higher the self-efficacy score, the lower the effect of stress on anxiety (p < .001); likewise, the moderating role of self-efficacy was equally valid for the whole final model (F = 8.790, p < .001), showing self-efficacy to be a good buffer for emotional exhaustion derived from the stress suffered in the ICU. Self-efficacy (i.e. the belief of being able to do certain tasks successfully) is shown to be a highly relevant trait to enhance among ICU nurses during the COVID-19 pandemic, allowing them to manage work stress effectively and thus buffering the development of anxiety in the short term and emotional exhaustion in the long term. Our results point to the need to assess and take action on self-efficacy in ICU nurses in highly stressful situations such as the COVID-19 pandemic. As a psychological variable, self-efficacy refers to beliefs and therefore has to be trained by evidence-based psychological techniques, such as cognitive behavioural therapy. In addition, previous literature has pointed out that previous experience or specific training is an influential (although not a determining) factor in self-efficacy, so specialization for ICU nurses could also be considered.

Under Pressure: Employee Work Stress, Supervisory Mentoring Support, and Employee Career Success

ABSTRACTDespite consistent findings that stressed employees benefit from social support, these employees do not always have access to such support. We propose and test a conceptual model suggesting employee work stress will negatively affect supervisory career and psychosocial mentoring support. Drawing from social exchange theory, we predict this will indirectly affect employee career success (lower career satisfaction and promotability ratings, fewer promotions), and that the relationship between employee work stress and lower supervisory mentoring support can be explained by lower levels of work engagement experienced by, and attributed to, stressed employees. We tested our model across three studies. In Study 1, we collected four waves of multisource field data (254 employees, 127 managers, and company records) at a large postal organization in the United Kingdom (UK). Employee work stress was negatively related to supervisor career and psychosocial mentoring support, and indirectly affected career satisfaction and manager promotability ratings of employees via supervisor career mentoring support. Cross‐lagged panel analyses in a supplemental study additionally supported the proposed directionality of relationships. Study 2 included data across three waves from employees in Hong Kong (n = 137) and showed that employee work stress had indirect effects on supervisor career and psychosocial mentoring via lower employee engagement. In Study 3, using data from supervisors in the UK (n = 240) we showed that supervisor perceived employee stress had indirect effects on their provision of supervisor career and psychosocial mentoring support via lower perceived employee engagement.