Ali Asghar Mohammadi; Mohammad Naghi Farahani; Jafar Hasani; firouz mirdarikvand
Volume 24, Issue 4 , July and August 2017, , Pages 249-255
Abstract
Background: The purpose of this study is to investigate the impact of job stress and work locus of control on job satisfaction of Tehran emergency first responders. Method: In this study correlational research method was used and 160 members of Tehran emergency first responders were selected through ...
Read More
Background: The purpose of this study is to investigate the impact of job stress and work locus of control on job satisfaction of Tehran emergency first responders. Method: In this study correlational research method was used and 160 members of Tehran emergency first responders were selected through multi-stage cluster sampling method. To collect data three questionnaires including self-reported job stress questionnaire (Martinssuen, 2001), spector work locus of control questionnaire (1988) and spector job satisfaction questionnaire (1988) were used. Statistical analysis of data was performed with Pearson correlation and regression analysis. Results: The results of this study show there is negative significant relationship between job stress and job satisfaction. In addition, findings showed that there are significant positive and negative correlation relationships between internal and external locus of control and job satisfaction respectively. Furthermore, stepwise regression analysis showed the subscales of external locus of control, role, internal locus of control, communication and supervisors could estimate 54% of the variance in job satisfaction. Conclusion: According to this study, job satisfaction can be estimated on the basis of two effective factors of job stress and work locus of control.
Fatemeh Bahrami; Fatemeh Motaharinejad; Saeid Samadi
Volume 23, Issue 4 , September and October 2016, , Pages 732-739
Abstract
Background Nurses, as the frontline hospital staff, have a substantial effect on the patients’ satisfaction; therefore, investigating the effective factors on nurses’ behaviors and attitudes is of great importance. Organizational justice is one of the influencing factors on nurses’ ...
Read More
Background Nurses, as the frontline hospital staff, have a substantial effect on the patients’ satisfaction; therefore, investigating the effective factors on nurses’ behaviors and attitudes is of great importance. Organizational justice is one of the influencing factors on nurses’ behaviors and attitudes; lack of understanding organizational justice can result in unpleasant consequences such as job burnout, counterproductive behavior, and job stress. The objective of the present study was to investigate the intermediate role of job stress and job burnout concerning organizational justice and counterproductive behaviors among the nurses of Sabzevar Medical Centers.Methods & Materials The present research was an applied and descriptive type; a periodical one presented in structural equations format. The study population comprised all nurses of the Sabzevar Educational and Medical Centers in which 100 subjects were randomly selected. For data collection, the instruments of the study included Niehoff and Moorman organizational justice, Phillip L. Ricejob stress, Maslach et al. job burnout, as well as Spector and Fox counterproductive behaviors. The collected data were analyzed by SPSS and LISREL Software. LISREL was used to analyze confirmatory factor and model test.Results The findings indicated that organizational justice has a negative and significant effect on job burnout (-0.57), job stress (-0.43) and counterproductive behavior (-0.35). Besides, job burnout (0.39) and job stress (0.36) have positive and significant effect on counterproductive behaviors.Conclusion In addition to directly influencing the counterproductive behaviors, organizational justice indirectly influences them via job burnout and job stress. Accordingly, job burnout and job stress variables can be considered as the intermediate variables between organizational justice and counterproductive behaviors.
Tahereh Sharifi; Mina Namdari; Naser Hasheminejad
Volume 23, Issue 1 , May and June 2016, , Pages 133-142
Abstract
Background & Objectives: Due to time constraints on tasks, critical condition of the patient, and decisions in critical situation, the personnel of emergency medical services (EMS) are highly susceptible to stress which can have serious consequences, such as leaving the profession. This study aimed ...
Read More
Background & Objectives: Due to time constraints on tasks, critical condition of the patient, and decisions in critical situation, the personnel of emergency medical services (EMS) are highly susceptible to stress which can have serious consequences, such as leaving the profession. This study aimed to investigate occupational stress and its relation with intention to stay as employee of Kerman, s EMS center, Iran. Materials & Methods: This descriptive-analytical study was conducted on 200 employees of Kerman’s EMS center who were selected by stratified sampling. Data collecting method was obtained by a questionnaire consisting of two parts: HSE job stress questionnaire, and Need intention to stay questionnaire. Data analysis was carried out by descriptive statistics, ANOVA, T-test, regression test, and SPSS software. The results were considered significant when pResults: The average of job stress and intention to stay was 89.35±26.67 and 3.32±0.3, respectively. The results of Pearson analysis showed negative correlation between job stress and intention to stay in employees (r= -0.21, p<0.01) and positive correlation between dimensions of job stress (p<0.05). Based on regression analysis, no significant relationship was found between job stress and number of children and work experience. It means that these two variables cannot be considered as predictor variables of job stress with 95% confidence (p>0.05). Conclusion: Due to finding that employees with low job stress tend to have higher intention to stay, effective strategies to decrease level of job stress for employees, like supervisor supports, employees consultation and participation in decisions, and changes the organization, should be developed.