Adaptación cultural y validación del Job Contents Questionnaire (JCQ) para trabajadores argentinos

El objetivo de este trabajo consiste en realizar la adaptación cultural y el estudio psicométrico de la versión española del Job Contents Questionnaire en trabajadores de Ciudad Autónoma de Buenos Aires y de Gran Buenos Aires. La muestra se conformó de 331 (70% es de género femenino y 30% es de género masculino, media de edad de 33,15, DS=11,84). Primero se realizó una adaptación cultural mediante la evaluación de jueces expertos y una prueba piloto. La versión adaptada se conformó de 29 ítems. Para evaluar el comportamiento de los ítems se realizó un análisis factorial exploratorio bajo la modalidad de correlaciones policóricas aplicando el método de mínimos cuadrados no ponderados (ULS) con un método de rotación Varimax. El instrumento quedó constituido por 21 ítems que se adecúan al modelo propuesto por Karasek. Los ítems que componen el factor Demandas (5), Control (6) y Apoyo Social (10). Los resultados evidencian criterios de validez aparente, de contenido y de constructo, con excelentes índices de fiabilidad (alfas ordinales mayores a .86). Además, se evidenció validez externa tomando como medida de criterio la escala de Ansiedad Estado del STAI. El instrumento presentó propiedades psicométricas satisfactorias para su aplicación en el contexto local.

This article aims to present the cultural adaptation and the psychometric study of the Spanish version of the Job Contents Questionnaire (JCQ, originally built by Karasek) for workers from the Ciudad Autónoma de Buenos Aires and Gran Buenos Aires. The sample consisted on 331 workers (70% are female and 30% are male, mean age of 33.15, SD=11,84). In the first instance, a cultural adaptation was carried out based on the evaluation of expert judges and a pilot test. The adapted version was made up of 29 items. To evaluate the behavior of the items, an exploratory factor analysis was performed under the polychoric correlation modality, applying the unweighted least squares (ULS) method with a Varimax rotation method. The instrument was made up of 21 items that fit the model proposed by Karasek. In summary, the items that make up the factor Demands (5), Control (6) and Social Support (10). The results show face, content and construct validity criteria, with excellent reliability indices (ordinal alphas greater than .86). In addition, external validity was evidenced by taking the STAI State Anxiety scale as a criterion measure. The instrument presented satisfactory psychometric properties for its application in the local context.

O objetivo deste trabalho é realizar a adaptação cultural e o estudo psicométrico da versão em espanhol do Job Contents Questionnaire em trabalhadores da Cidade Autônoma de Buenos Aires e Grande Buenos Aires. A amostra foi composta por 331 (70% do sexo feminino e 30% do sexo masculino, média de idade de 33,15, DP=11,84). Primeiramente, foi realizada uma adaptação cultural por meio da avaliação de juízes especialistas e um teste piloto. A versão adaptada foi composta por 29 itens. Para avaliar o comportamento dos itens, foi realizada uma análise fatorial exploratória sob a modalidade de correlação policórica, aplicando-se o método dos mínimos quadrados não ponderados (ULS) com um método de rotação Varimax. O instrumento foi composto por 21 itens que se enquadram no modelo proposto por Karasek. Os itens que compõem o fator Demandas (5), Controle (6) e Apoio Social (10). Os resultados mostram critérios de validade de face, conteúdo e construto, com excelentes índices de confiabilidade (alfas ordinais maiores que 0,86). Além disso, a validade externa foi evidenciada tomando-se a escala STAI State Anxiety como medida de critério. O instrumento apresentou propriedades psicométricas satisfatórias para sua aplicação no contexto local.

Job burnout and influencing factors among Chinese manufacturing employees / 环境与职业医学

Background Manufacturing industry is the main body of China's national economy, and manufacturing employees provide solid guarantee and support for the vigorous development of China's manufacturing industry. The research on job burnout of manufacturing employees is helpful to prevent or alleviate the health damage and economic loss caused by job burnout. Objective To investigate the status and influencing factors of job burnout among manufacturing employees in China, and evaluate the potential mediating effect of job burnout between job stress and depressive symptoms. Methods A cross-sectional study was performed from August to October 2019 and from June to September 2020 in seven provinces of China. Study participants were recruited from 21 manufacturing companies covering 11 manufacturing subdivisions using multistage stratified cluster sampling. General Burnout Scale, Core Occupational Stress Scale, and Patient Health Questionnaire-9 were used to evaluate job burnout, job stress, and depressive symptoms. Mann-Whitney U test and Kruskal-Wallis H test were used to compare data between two independent samples and multiple independent samples of measurement data; Pearson χ2 test was used to compare the rate of enumeration data; Spearman rank correlation analysis was used to evaluate correlation between selected variables; binary logistic regression was used for multivariate analysis; stepwise regression and bias-corrected Bootstrap method were used to test potential mediating effect. Results A total of 10973 valid questionnaires were collected. The M (P25, P75) scores of exhaustions, cynicism, professional efficacy, job burnout, job stress, and depressive symptoms were 1.6 (0.4, 3.0), 1.0 (0.2, 2.2), 4.8 (3.2, 5.7), 1.6 (0.8, 2.5), 45.0 (40.0, 50.0), and 7.0 (4.0, 11.0), respectively. The positive rates of job burnout, job stress, and depressive symptoms were 53.4% (5865/10973), 28.4% (3116/10973), and 29.4% (3231/10973), respectively. The influencing factors of job burnout were gender (versus male; OR for female=0.852), age (versus≤25 years old; ORs for 26-30, 31-40, 41-50, 51-60 years old=0.824, 0.819, 0.738, 0.677), education level (versus junior high school or below; ORs for senior high school/technical secondary school, junior college/vocational college, graduate school or above=1.119, 1.345, 1.331), income per month (versus＜3000 yuan; ORs for 3000-4999, 5000-6999, 7000-8999, 9000-10999, ≥11000 yuan=0.513, 0.470, 0.430, 0.375, 0.411), position (versus assembly line; OR for non-assembly line=0.814), average weekly working hours (versus ≤40 h; ORs for 61-70, ＞70 h=1.199, 1.519), and drinking (versus non-drinking; OR for drinking=1.261). Job burnout was positively correlated with job stress and depressive symptoms (r=0.556, 0.508, P<0.001). Job burnout played a partial mediating role between job stress and depressive symptoms, and its contribution value accounted for 63.2% of the total effect. Conclusion Manufacturing industry employees' job burnout problem is prominent in China, and there are many factors affecting job burnout. Job burnout may play a partial mediating role between job stress and depressive symptoms in the target group.

The influencing factors of functional somatic discomfort in clinical nurses / 中华劳动卫生职业病杂志

Objective: To investigate the functional somatic discomfort status, and to analyze the effect of job stress, hostile attribution bias and ego depletion on functional somatic discomfort in clinical nurses. Methods: In May 2019, 10 cities in Henan Province and Fujian Province were randomly selected as sampling cities. Using the stratified cluster sampling method, nurses of clinical nursing posts in 22 third class hospitals and 23 second class hospitals were selected as the research objects. The general information, job stress, hostile attribution bias, ego depletion and functional somatic discomfort of clinical nurses were investigated by self-designed general information questionnaire, Perceived Stress Scale, Social Information Processing-attribution Bias Questionnaire, Self-regulatory Fatigue Scale, Patient Health Questionnaire-15. 1200 clinical nurses included, and a total of 1159 valid questionnaires were collected, the effective rate of questionnaire collection was 96.6%. The t test was used to compare the difference of the functional somatic discomfort scores of clinical nurses with different demographic characteristicst. The influence of job stress, hostile attribution bias and ego depletion on functional somatic discomfort of clinical nurses were analyzed with Bootstrap. Results: The functional somatic discomfort score of clinical nurses was (8.95±4.38), of which 859 (74.12%) had functional somatic discomfort symptom. The functional somatic discomfort score of clinical nurses aged 36-50 years old was higher than that of 19-35 years old, the functional somatic discomfort score of clinical nurses with service age ≥5 years was higher than that of <5 years, the functional somatic discomfort score of non-permanent clinical nurses was higher than that of permanent clinical nurses, the functional somatic discomfort score of clinical nurses in tertiary hospitals was higher than that of secondary hospitals, the functional somatic discomfort score of clinical nurses in surgical departments were higher than those in non-surgical departments, and the differences were statistically significant (P<0.05). Job stress affected functional somatic discomfort through the single mediating role of hostile attribution bias, the single mediating role of ego depletion, and the chain mediating role of hostile attribution bias and ego depletion (β=0.17, 95%CI: 0.10-0.20; β=0.16, 95%CI: 0.10-0.20; β=0.07, 95%CI: 0.03-0.10; P<0.05) . Conclusion: The functional somatic discomfort symptoms of clinical nurses are significant and varied among different age, working age, employment form, hospital grade and department groups. They are affected by work stress directly and through the separate mediating effect of hostile attribution bias and ego depletion, and the chain mediating effect of hostile attribution bias and ego depletion.

Impacto del estrés laboral en el bienestar psicológico del personal de un hospital público de medellín, colombia

Objetivo: Determinar si el estrés laboral repercute en la percepción subjetiva de bienestar psicológico del personal asistencial de un hospital de Medellín, Colombia. Material y Método: Estudio con diseño cuantitativo, no experimental, transversal; la unidad de análisis fue el personal asistencial conformado por enfermeras/os, auxiliares de enfermería, médicos generales y especialistas; el muestreo no probabilístico intencional fue de 129 participantes; la modalidad de medición fue híbrida utilizando un cuestionario aplicado por Google Forms que midió 2 variables: Estrés laboral y Bienestar psicológico; el pilotaje se realizó con 10 participantes de diferentes departamentos del centro hospitalario; la recolección finalizó en junio de 2022; para el análisis estadístico descriptivo se aplicaron medidas de tendencia central y las correlaciones se realizaron con el coeficiente Rho de Spearman. Resultados: Los participantes mostraron un agotamiento laboral moderado y un bienestar psicológico bajo; los niveles más bajos de bienestar psicológico se correlacionaron con un mayor estrés laboral; la despersonalización y el agotamiento emocional tuvieron el mayor impacto en la reducción del bienestar psicológico; los hombres reportaron niveles más altos de bienestar psicológico que las mujeres. Conclusiones: Es importante fomentar el bienestar psicológico y la implementación de estrategias de manejo del estrés laboral en entornos laborales de la salud, no sólo desde una perspectiva organizacional, sino también cultural y social.

Objective: To determine whether occupational stress has an impact on the subjective perception of psychological well-being of the nursing staff in a hospital in Medellin, Colombia. Material and Method: Quantitative, non-experimental, cross-sectional study; the unit of analysis was the nursing staff consisting of nursing assistants, general practitioners and specialists; the non-probabilistic intentional sampling included 129 participants; the measurement modality was hybrid using a questionnaire applied through Google Forms that focused on 2 variables: Job stress and Psychological well-being; a pilot study was carried out with 10 participants from different departments of the healthcare institution; data collection ended in June 2022; for the descriptive statistical analysis measures of central tendency were applied and correlations were performed using Spearman's Rho coefficient. Results: Participants showed moderate levels of Job stress and low psychological well-being; lower levels of psychological well-being correlated with higher levels of job stress; depersonalization and emotional exhaustion had the greatest impact on reducing psychological well-being; men reported higher levels of psychological well-being than women. Conclusions: It is important to promote psychological well-being and the implementation of job stress management strategies in healthcare work environments, not only from an organizational perspective, but also from a cultural and social perspective.

Objetivo: Determinar se o estresse no trabalho tem impacto sobre a percepção subjetiva do bem-estar psicológico da equipe de enfermagem de um hospital em Medellín, Colômbia. Material e Método: Estudo quantitativo, não experimental, transversal; a unidade de análise foi a equipe de enfermagem composta por auxiliares de enfermagem, clínicos gerais e especialistas; a amostragem intencional não probabilística incluiu 129 participantes; a medição foi híbrida e utilizou um questionário aplicado por meio do Google Forms que se concentrou em 2 variáveis: estresse no trabalho e bem-estar psicológico; um estudo piloto foi realizado com 10 participantes de diferentes departamentos do hospital; a coleta de dados foi concluida em junho de 2022; para a análise estatística descritiva, foram aplicadas medidas de tendência central e as correlações foram realizadas usando o coeficiente Rho de Spearman. Resultados: Os participantes apresentaram níveis moderados de estresse no trabalho e baixo bem-estar psicológico; níveis mais baixos de bem-estar psicológico se correlacionaram com níveis mais altos de estresse no trabalho; a despersonalização e a exaustão emocional tiveram o maior impacto na redução do bem-estar psicológico; os homens relataram níveis mais altos de bem-estar psicológico do que as mulheres. Conclusões: E importante promover o bem-estar psicológico e implementar estratégias de gerenciamento do estresse em ambientes de trabalho da saúde, não apenas de uma perspectiva organizacional, mas também de uma perspectiva cultural e social.

Prevalence of musculoskeletal disorders and its risk factors among Class 4 workers of rural tertiary health-care hospitals in Western India: A cross-sectional study

Background: The least attention is given to the real heroes of the hospital is the Class 4 workers are associated with a lot of duties of lifting and transferring patients and are at risk of work-related musculoskeletal disorders (WMSDs). Aim and Objectives: The aim of the study was to find the prevalence of WMSDs in 9 body regions among Class 4 workers of tertiary care hospitals and ergonomics assessment of their exposure to risk factors for the development of WMSDs. Materials and Methods: This cross-sectional study was conducted among 148 Class 4 workers (male: 99; female: 49 Age: >23 years) from tertiary care hospitals. A structured questionnaire comprises demographic questions, Nordic Musculoskeletal Questionnaire-Extended for WMSDs assessment in nine body parts and quick exposure check (QEC) method for ergonomic assessment, and new job stress scale for assessing job-related stress. The prevalence of WMSDs for each body region was determined. Results: Respondents’ mean age was 31.3 years (SD = 9). Point prevalence for WMSDs was high in regions like the lower back (43.8%), followed by the knee (40.8%), and shoulder (34.4%). Among 49 female respondents, 25 reported lower back pain (51%), and 20 reported neck pain (41.6%). Among 99 male respondents, 25 reported lower back pain (25.5%) while 22 reported knee pain (22.2%). QEC assessment showed that level of exposure to WMSDs risk was high among 50% of the study population. Conclusion: The lower back and knee were the most affected areas among Class 4 workers. Moreover, QEC findings warned the level of exposure to WMSDs risks is high.

Relación del estrés laboral con la satisfacción del personal administrativo del Hospital General Riobamba

RESUMEN Introducción: el estrés laboral es considerado la enfermedad del siglo XXI. Incide en la satisfacción laboral, que es importante en el desempeño del trabajador. La COVID-19 afecta el ámbito laboral de los trabajadores de la salud -incluido el personal administrativo-, por lo que resulta meritorio estudiar esta población. Objetivo: determinar la relación entre el estrés y la satisfacción laboral del personal administrativo del Hospital General Riobamba, de Ecuador, durante la pandemia de COVID-19. Materiales y métodos: se realizó un estudio transversal, correlacional y descriptivo en el personal administrativo que trabajó durante la pandemia de la COVID-19. Se aplicaron dos cuestionarios: el "Cuestionario sobre estrés laboral de la Organización Internacional del Trabajo y la Organización Mundial de la Salud", y el "Cuestionario de satisfacción laboral S20/23". Resultados: el 76 % de la población estudiada presentó un bajo nivel de estrés, pero se encontró una relación representativa entre los diferentes estresores y la variable nominal del área de trabajo. No hubo relación en el análisis de configuración entre el estrés y la satisfacción laboral; lo que se encontró fueron inferencias entre los diferentes factores de ambos cuestionarios. No existió una relación estadísticamente significativa entre el estrés y la satisfacción laboral. Conclusiones: se evidenció que estresores como el clima organizacional, el territorio organizacional y la influencia del líder, aumentaron la probabilidad de afectar la satisfacción particular y los beneficios recibidos en el personal administrativo.

ABSTRACT Introduction: jobal stress is considered the disease of the 21st century. It strikes on the job satisfaction that is important in the performance of the worker. COVID-19 affects the working environment of the health care workers-including the administrative staff-therefore it is worthy to study this population. Objective: to determine the relationship between stress and jobnal satisfaction of the administrative staff of the General Hospital Riobamba, of Ecuador, during the COVID-19 pandemic. Materials and methods: a cross-sectional, correlational and descriptive study of the administrative staff that worked during the COVID-19 pandemic was carried out. Two questionnaires were applied: ILO-WHO Job stress questionnaire and the Job satisfaction questionnaire S20/23. Results: 76 % of the studied population presented a low stress level, but a representative relationship was found between the different stressors and the nominal variable of the work area. There was no relationship in the configuration analysis between stress and job satisfaction; what was found were inferences between the different factors of both questionnaires. There was no statistically significant relationship between stress and job satisfaction. Conclusion: it was found that stressors such as organizational climate, organizational territory and leader's influence increased the probability of affecting individual satisfaction and benefits received in the administrative staff.

The influence of job stress and psychological contract on occupational adaptation of newly-hired policemen / 中国职业医学

@#Abstract: Objective ， To explore the relationship among job stress psychological contract and occupational adaptation in - . Methods newly hired policemen A total of 413 new police officers in a southwest province were selected as the research ， subjects using convenient sampling method. The Chinese version of Perceived Stress Scale the Psychological Contract ， Questionnaire and the Occupational Adaptation Scale were used to investigate their job stress psychological contract and occupational adaptation respectively. The effects of job stress and psychological contract on occupational adaptation was analyzed. Results ， （ ），（ ） The total scores of job stress psychological contract and occupational adaptation were 27.6±7.1 63.9±16.6 and （ ）， - 56.2±8.6 respectively. The work pressure of newly hired police officers was negatively correlated with occupational ［ （r） ，P< ］ adaptation correlation coefficient =−0.61 0.01 . There was a positive correlation between psychological contract and （r ，P< ） occupational adaptation =0.59 0.01 . The results of hierarchical regression analysis showed that after adjusting for ， ， ， ， ， confounding factors such as gender education level marriage fertility the stronger the sense of out of control in work stress （P< ）； ， the lower the level of occupational adaptation 0.01 the higher the score of psychological contract the higher the level of （P< ） occupational adaptation 0.01 . The psychological contract played a mediating role between job stress and occupational ， Conclusion - adaption accounting for 12.5% of the total effect. The job stress and psychological contract of the newly hired policemen can affect their occupational adaptation. Psychological contract plays a partial intermediary role in job stress on occupational adaptation.

Correlation between tryptophan daily intake and occupational factors with stress outcome scores among offshore and onshore workers

INTRODUCTION@#Offshore and onshore workers have a higher risk of psychological stress related to their job. Stress reactions vary depending on the type of stressor, the duration or severity of the stressor, their genetics, their coping styles, and their nutrition. Tryptophan is an essential amino acid precursor of serotonin and melatonin, which have an antidepressant effect and roles in stress perception and management. This study assessed the correlation of daily tryptophan intake and occupational factors with stress outcome scores based on the Indonesian Short Version New Brief Job Stress Questionnaire (SV-NBJSQ) among offshore and onshore workers.@*METHODS@#A cross-sectional study was conducted on 14 offshore workers and 20 onshore workers. Interviews and questionnaires were conducted to obtain demographic data, dietary intake, occupational factors, and stress outcome scores. Tryptophan daily intake was measured through a single 24-hour dietary recall and a one-day-weighted food record. Data of average daily intake for two days were analyzed using the NutriSurvey software based on the food composition table from The United States Department of Agriculture National Nutrient Database for calculating tryptophan intake.@*RESULTS@#The median (min-max) tryptophan daily intake of offshore workers was 5.5 (1.9–9.9) mg/kg, and 4.5 (1.4–7.5) mg/kg among onshore workers. There was no difference in tryptophan daily intake between offshore and onshore workers (p = 0.064). There was no significant difference between occupational factors except for the shorter tenure of offshore workers (12.5 vs 3, p < 0.001). There was no significant correlation between tryptophan daily intake and each of the stress outcome scores. There was a significant correlation between occupational factors and stress outcome scores among offshore and onshore workers, specifically between workload and fatigue (r = 0.35, p =0.04), workload and depression (r = 0.4, p = 0.02), interpersonal conflict and anxiety (r = 0.47, p = 0.005), role conflict and anxiety (r = 0.47, p = 0.005), as well as between tenure and physical reaction stress (r = -0.42, p = 0.02).@*CONCLUSION@#Adequate tryptophan daily intake and high stress outcome scores among offshore and onshore oil and gas workers are observed in this study, and no correlation was found between the two. Similar food sources, homogeneous occupational stressors, the selection bias of the “healthy worker effect” or other factors that were not studied may influence the findings. There is a correlation between occupational factors and stress outcome scores, namely workload and fatigue, workload and depression, interpersonal conflict and anxiety, role conflict and anxiety, and tenure and stress physical reactions.

Job burnout and associated influencing factors in employees of 7 research and development enterprises in Minhang District of Shanghai / 环境与职业医学

Background Job burnout is an early mental health condition caused by job stress and contributes to many negative effects on work and life. Employees of research and development (R&D) enterprises are exposed to constant pressure from innovation, production speed and sales expansion, and they are prone to burnout symptoms if such factors are not under effective control. Objective To evaluate the current situation of job burnout among employees of R&D enterprises in Minhang District of Shanghai and explore its influencing factors. Methods During November to December 2021, a cross-sectional study was developed and a convenient sampling method was used to enroll employees from 7 R&D enterprises in Minhang District of Shanghai. On the basis of voluntary participation with informed consent, a survey was conducted by using a self-made questionnaire (collecting data about general demographic characteristics, occupational characteristics, behavior and lifestyle), the Chinese version of the Concise Occupational Stress Questionnaire, and the Chinese version of the Maslach Burnout Inventory-General Survey. Occupational stress and its dimensions (job demand, job control, and social support) were divided into high, medium, and low levels according to tertiles. The positive rate of job burnout was reported according to score categorization (<1.5 refers to no job burnout, ≥1.5 refers to job burnout, where ≥1.5 and <3.5 refer to mild and moderate job burnout, and ≥3.5 refers to severe job burnout). Potential influencing factors of job burnout were evaluated by using one-way ANOVA, chi-square test, forward stepwise regression, and non-conditional binary logistic regression (α=0.05, two-sided test). Results A total of 3153 subjects were enrolled and 3014 samples were included in the analysis, with a valid response rate of 95.6%. Among the included subjects, 888 (29.46%) reported no job burnout, 1775 (58.89%) reported mild to moderate job burnout, and 351 (11.64%) reported severe job burnout. The mean of total job burnout score was 2.17±1.12, and the dimentional mean scores were 2.78±1.61 for emotional exhaustion, 1.60±1.60 for cynicism, and 4.05±1.57 for diminished personal accomplishment. Varied categories of sex, age, marital status, working position, sleep status, job demand, job control, and social support groups of workers resulted in significant differences in job burnout score. Compared with the low job demand group, the positive rate of job burnout was elevated in the medium and high job demand groups; the risk of job burnout in the medium job demand group was 1.42 (95%CI: 1.04-1.94) times higher, and that in the high job demand group was 2.64 (95% CI : 2.17-3.22) times higher versus the low job demand group. The risk of job burnout in the medium job control group was 1.35 (95%CI: 1.06-1.72) times higher versus the low job control group. Compared with the low social support group, job burnout was less reported in the other groups, and the OR (95%CI) values of the medium and high social support groups were 0.41 (0.31-0.53) and 0.15 (0.12-0.19) respectively. Conclusion The rate of reporting positive job burnout in R&D enterprises is high, which deserves sufficient attention. Relieving work pressure, increasing job control and social support, and maintaining adequate sleep are helpful to reduce job burnout.

Study of Inter-Relationship Between Perceived Workplace Discrimination, Job Stress, Mental Well-Being, And Job Performance of Teachers

Background: This study was planned to investigate the consequences of perceived workplace discrimination on job stress, mental well-being, and teachers' job performance in higher education. A conceptual model was proposed to illustrate the relationship between the study variables. Methodology: A correlational research design was adopted, and convenience sampling was used for data collection of 200 teachers. The participants of this study represented different streams of science and arts and were asked to fill questionnaires to collect relevant information on the subject matter. Results: Results show that (a) workplace discrimination is significantly positively related to perceived job stress, negatively related to mental well-being and overall job performance. Further, stepwise regression analysis shows that perceived job stress, job tenure, and workplace discrimination explain significant contributions (job stress emerged as best predictors of job performance) to the job performance of teachers and while job stress and gender explain significant contributions (job stress again emerged as best predictors of mental well-being) to the mental well-being of teachers. Results have been discussed in light of previous studies.

Estrategias de afrontamiento del estrés laboral en trabajadores de la salud y reflexiones acerca de las transformaciones organizacionales a partir de la pandemia de COVID-19 / Coping with job stress in health workers and reflections on organizational transformations from the COVID-19 pandemic

Este artículo tiene como objetivo describir el modo en el que los profesionales de la salud despliegan sus estrategias de afrontamiento del estrés, así como también, evaluar la relación entre estos afrontamientos y los niveles de estrés percibido y de sintomatología. Además, se propone discutir estos resultados teniendo con el objeto de reflexionar acerca de estrategias de prevención e intervención para el escenario actual. La muestra se conformó de 150 sujetos que se desempeñaban como profesionales del ámbito de la salud. Los instrumentos utilizados fueron el EEP, el COPE-28, la subescala de sintomatología del CEMTAL y un cuestionario sociodemográfico. Se obtuvieron tres modos de Afrontamiento: 1) de Evitación, 2) de Aproximación y 3) Emocional. También, se hallaron correlaciones positivas entre el Afrontamiento de Evitación con el estrés percibido y la sintomatología. Por último, se discute el afrontamiento del estrés en el contexto actual de pandemia por COVID-19(AU)

This article aims to describe the way in which health professionals deploy their stress coping strategies, as well as to evaluate the correlations between coping and levels of perceived stress and symptoms. In addition, it is proposed to discuss these results in order to reflect on prevention and intervention strategies for the current scenario. The sample consisted of 150 subjects who worked as professionals in the field of health. The instruments used were the EEP, COPE-28, the symptomatology subscale of the CEMTAL and a sociodemographic questionnaire. Three Coping profiles were observed: 1) Avoidance, 2) Approach and 3) Emotional. Also, positive correlations were found between Avoidance Coping with perceived stress and symptomatology. Finally, this paper discuss coping with stress in the current context of the COVID-19 pandemic(AU)

Factores psicosociales que influyen en el ausentismo: Evaluación de un modelo explicativo / Work psychosocial conditions influencing on absenteeism: Evaluation of an explicative model

Resumen El objetivo del presente estudio es evaluar un modelo explicativo del ausentismo laboral, con base en la relación entre los factores de riesgo psicosocial y la mediación de la percepción de relaciones sociales y del estrés laboral; este se conformó con base en las predicciones de modelos teóricos como Demandas-Control, Desbalance Esfuerzo-Recompensas y Apoyo Social, implícitos en el instrumento usado, así como en los antecedentes de investigación consultados. Para ello, se lleva a cabo un modelado con ecuaciones estructurales con los datos de medición de riesgo psicosocial y ausentismo hecha con 252 trabajadores de una compañía agroindustrial del departamento del Cesar en Colombia; fue aplicada la Batería de Riesgo Psicosocial de Villalobos, Vargas, Rondón y Felknor (2013a, 2013b). Con base en los indicadores de bondad de ajuste, se descartó el modelo teórico inicial, así como otros dos modelos planteados, por lo que se afirma que solo algunas formas específicas de ausentismo son determinadas por el estrés laboral producto de la conjunción de riesgo ante relaciones interpersonales y demandas laborales, combinado con riesgo proveniente de condiciones extralaborales. La inclusión de las relaciones interpersonales en el modelo es totalmente esperable con base en los hallazgos de diferentes investigaciones precedentes. Por otro lado, la exclusión del factor control sobre el trabajo fue inesperada, pues en estudios antecedentes esta guardó mayor relación con el ausentismo que las demandas del trabajo. Se discute sobre las limitaciones del estudio y sobre la necesidad de complejizar en Colombia la investigación sobre la relación del riesgo psicosocial con otros constructos psicológicos y con las consecuencias organizacionales.

Abstract The purpose of this study is to evaluate an explanatory model of work absenteeism, based on the relationship between psychosocial risk factors and the mediation of the perception of social relationships and work stress. This was based on the predictions of theoretical models such as Demands-Control, Unbalance Effort-Rewards and Social Support, implicit in the instrument used; as well as in the research background consulted. It is justified principally by the impact that absenteeism has on the stability of organizations and the relevance of its prediction for the Psychology of Work and Organizations. For the fulfillment of the objective, a modeling SEM is carried out with the psychosocial risk and absenteeism measurement data made with 252 workers of an agro-industrial company of the department of Cesar in Colombia; 96 % of participants were men, with an average age of 35 years, the majority did not complete secondary studies, 89 % were in operational positions, the majority in indefinite hiring; workers less than 6 months old had been excluded. The Psychosocial Risk Battery of Colombian researchers Villalobos, Vargas, Rondón, y Felknor (2013a, 2013b) was applied. This is one of the few validated and standardized instruments on Colombian population that measures psychosocial risk globally and conforms to the definitions legally accepted in the country regarding such occupational hazards. This battery measures workers' perception of intra-occupational risk factors, in particular, demands for work, control over work, social relations and leadership, as well as rewards and recognition for work; Likewise, it evaluates the extra-labor psychosocial risk associated with working conditions, as well as symptoms of work-related stress. The path analysis was executed using statistical software SPSS v25 and AMOS v24; the goodness-of-fit for the models was verified with indicators CMIN/DF, CFI, TLI y RMSEA; the correlations coefficients between variables and the function "modification Indices" of AMOS was operated to specify the appropriate model to the data. Based on goodness-of-fit measures, the initial theoretical model was discarded. In a second model, the mediating role of the social relations factor is ruled out and Unjustified Absenteeism, Non-Remunerated Absenteeism and Work Accident Absenteeism were excluded, but the adjustment of the model was not adequate either. In a third model, the factors Control on Work and Rewards were also excluded, although the fourth model, that inlayed correlations between de independent variables was the one who had the best goodness of fit; so, it is affirmed that only some specific forms of absenteeism are determined by work-related stress due to the arrangement of risk before interpersonal relationships and labor demands, combined with risk from extra-labor conditions. The inclusion of interpersonal relationships in the model is fully expected based on the findings of different previous investigations. On the other hand, the exclusion of the control factor over work was unexpected, since in previous studies it was more related to absenteeism than the demands of work. It is suggested that the findings should be taken with caution, given the limitations of the research, in particular, the homogeneity of the participants and the lack of comparability with other productive contexts; However, the relevance of the study is sustained in the fact that it is one of the first attempts in the country that uses explanatory models to establish the effects of psychosocial risk factors on organizational outcomes. Complementing the above, the possibility of using the Psychosocial Risk Battery together with the measurement of other important organizational outcomes such as presenteeism, motivation and job satisfaction, job performance and productivity, organizational commitment, accident rate in the workplace, among others, are also considered to empirically validate various models exposed in theory or corroborated in other countries and productive sectors.

Occupational injuries and psychological support in Chinese nurses: a cross-sectional study / Lesiones laborales y apoyo psicológico en enfermeras chinas: un estudio transversal / Lesões ocupacionais e apoio psicológico em enfermeiras chinesas: um estudo transversal

ABSTRACT Objective: To assess the occupational injuries and psychological support received by nurses and to investigate the relationship between the two. Method: This was a nation-wide cross-sectional study of nurses working across 1858 hospitals in China. Data were collected using an online structured, self-administered questionnaire between 2016 and 2017. Results: Nearly half of respondents had experienced aggressive behavior from patients or their attendants; 13.4% respondents had experienced aggressive behavior on more than three occasions. 78.96% respondents had experienced needle-stick injuries and 51.22% had experienced psychological trauma. 20.5% respondents believed that hospitals do not pay any attention to occupational safety. 86.1% respondents expressed the need for little or moderate psychological support. Nurses who had experienced aggressive behavior expressed a greater need for psychological support. Nurses working at hospitals that adequately addressed the occupational safety issues expressed the lowest need for psychological support. Conclusion: We found a high prevalence of psychological stress and occupational injuries among nurses. Nursing managers need to address this issue and implement interventions to prevent and reduce injuries.

RESUMO Objetivo: Avaliar os acidentes de trabalho e o apoio psicológico recebido pelos enfermeiros e investigar a relação entre os dois. Método: Este foi um estudo transversal nacional de enfermeiras que trabalham em 1858 hospitais na China. Os dados foram coletados por meio de um questionário online estruturado e autoaplicável entre 2016 e 2017. Resultados: Quase metade dos entrevistados experimentou comportamento agressivo por parte dos pacientes ou de seus acompanhantes; 13,4% dos entrevistados experimentaram comportamento agressivo em mais de três ocasiões. 78,96% dos entrevistados sofreram ferimentos com agulhas e 51,22% sofreram traumas psicológicos. 20,5% dos entrevistados acreditam que os hospitais não dão atenção à segurança do trabalho. 86,1% dos entrevistados expressaram a necessidade de pouco ou moderado apoio psicológico. Enfermeiros que vivenciaram comportamento agressivo expressaram maior necessidade de apoio psicológico. Os enfermeiros que trabalham em hospitais que abordam de forma adequada as questões de segurança do trabalho expressam a menor necessidade de apoio psicológico. Conclusão: Encontramos alta prevalência de estresse psicológico e lesões ocupacionais entre os enfermeiros. Os gerentes de enfermagem precisam abordar essa questão e implementar intervenções para prevenir e reduzir lesões.

RESUMEN Objetivo: Evaluar las lesiones ocupacionales y el apoyo psicológico que reciben las enfermeras e investigar la relación entre ambos. Método: Este fue un estudio transversal a nivel nacional de enfermeras que trabajaban en 1858 hospitales en China. Los datos se recopilaron mediante un cuestionario autoadministrado estructurado en línea entre 2016 y 2017. Resultados: Casi la mitad de los encuestados había experimentado un comportamiento agresivo por parte de los pacientes o sus asistentes; El 13,4% de los encuestados había experimentado un comportamiento agresivo en más de tres ocasiones. El 78,96% de los encuestados había experimentado lesiones por pinchazos de aguja y el 51,22% había experimentado un trauma psicológico. El 20,5% de los encuestados cree que los hospitales no prestan atención a la seguridad laboral. El 86,1% de los encuestados expresó la necesidad de un apoyo psicológico escaso o moderado. Las enfermeras que habían experimentado un comportamiento agresivo expresaron una mayor necesidad de apoyo psicológico. Las enfermeras que trabajan en hospitales que abordaron adecuadamente los problemas de seguridad ocupacional expresaron la menor necesidad de apoyo psicológico. Conclusión: Encontramos una alta prevalencia de estrés psicológico y lesiones ocupacionales entre enfermeras. Los gerentes de enfermería deben abordar este problema e implementar intervenciones para prevenir y reducir las lesiones.

Study on the Job Stress of Clinical Pharmacists and Its Relationship with Presenteeism / 中国药房

OBJECTIVE：To inve stigate the current situation of clinical pharmacists ’job stress and presenteeism behavior in tertiary hospitals of China and study their correlation. METHODS ：Using the Brief Job Stress Questionnaire （BJSQ）and the presenteeism behavior individual questionnaire ，a survey of 623 clinical pharmacists in 311 tertiary hospitals from 31 provinces in China was conducted ；by establishing Logistic model between job stress ，its various dimensions （job demand ，job control ， support）and presenteeism behavior ，the correlation analysis was performed for their survey results. RESULTS ：The average job pressure of the interviewed clinical pharmacists was 36.75 points；the probability of presenteeism behavior was 20.38％. Logistic regression model analysis results showed that job stress and its two dimensions （job demand ，job control ）had a significant positive correlation with presenteeism behavior （P＜0.05）. CONCLUSIONS ：The job stress of clinical pharmacists in tertiary hospitals in my country is relatively high ，which is also the main reason for their presenteeism behavior. Job stress can be reduced （such as increasing the staffing appropriately ，providing reasonable rest time ，improving the job substitution of clinical pharmacists ）to reduce the prevalence of presenteeism behavior.

Preventive And Promotive Aspect Of Music Therapy In Management Of Job Stress With Special Reference To Nursing Profession

World Health Organization stated that growing stress at workplace is epidemic now. A certain amount of stress and anxiety is normal at work place, but persistent, excessive, and irrational anxiety due to job stress causes various physical and psychological impairment. Nursing profession is a caring profession but it is identified as one of the most stressful job profession which affects not only physical and mental health of the nurses but also interfere in their job efficiency. Indian classical music is based on ragas. Ragas have power to alleviates and cures various ailments by inducing electromagnetic change in the body. Various studies indicating that Ragas improve psychological function of the body and simultaneously relaxing body and mind by enhancing alpha waves of the brain. The present write up is an effort to discuss the opportunities of Music Therapy for its preventive and health promotive dimensions specially to enhance quality of life of professionals and to overcome them from anxiety and depression develop due to job stress.

Influence of job stress and psychological capital on job burnout in college teachers / 中国职业医学

OBJECTIVE: To explore the influence of work pressure and psychological capital on job burnout of college teachers. METHODS: A total of 287 teachers from 7 universities in Nanjing City were selected as the research subjects using the convenient sampling method. The Maslach Burnout Inventory, Job Stress Scale for University Teachers and Psychological Capital Questionnaire were used to investigate their job burnout, job stress and psychological capital. RESULTS: The total scores of job burnout and job stress were(42.9±12.5) and(48.5±12.4) respectively, and the occurrence of job burnout was 64.1%. The total scores of psychological capital was(106.7±14.7), and the scores of the four dimensions including self-efficacy, hope, resilience and optimism were(27.6±4.6),(26.7±4.8),(27.0±4.2) and(25.4±3.8) respectively. The total score of job stress was positively correlated with the total score of job burnout [correlation coefficient(r)=0.41, P<0.01]. The total score of psychological capital, self-efficacy, hope, resilience and optimism were negatively correlated with the total score of job burnout(r values were-0.42,-0.28,-0.36,-0.36 and-0.42, respectively, P<0.01). The results of multiple linear regression analysis showed that after adjusting the influence of confounding factors and excluding other confounding factors, the higher the job stress, the higher the job burnout level(P<0.01), the higher the psychological capital optimism dimension score, the lower the job burnout level(P<0.01). CONCLUSION: The job stress and psychological capital of college teachers can independently affect their job burnout level, with a dose-effect relationship.

Research Status of Job Stress of Hospital Pharmacists and Its Measurement Methods / 中国药房

ABSTRACT OBJECTIVE：To analyze the job stress of hospital pharmacists and its measurement methods，and to provide reference for improving the quality of related researches about the work stress of hospital pharmacists. METHODS：Related literatures about the job stress of hospital pharmacists were retrieved from CJFD，VIP，Wanfang database，Web of Science， SciFinder，Springer Link and other databases during database establishment to Aug. 2019，using“Hospital”“Pharmacist”“Stress” “Scale”as Chinese keywords，“Hospital”“Pharmacist”“Stress”“Pressure”“Scale”as English keywords. The research status was explored，and the measurement methods for work stress of hospital pharmacists were summarized. RESULTS：There were many researches on the job stress of pharmacists at abroad，including the stress status，causes，the results of stress，the model of action mechanism，etc.，but there were some problems such as long time ago and outdated data；while the related researches in China were relatively rare，and there was still a lack of comprehensive and systematic research on the job stress of hospital pharmacists. Most researches at home and abroad used the scale to measure job stress of hospital pharmacists，including the special scale for hospital pharmacists（such as the pressure source scale and the pressure list of hospital pharmacists）and the general scale for general employees（such as health occupational stress survey，work stress items and perceived psychological stress scale）. Among them，pressure source scale of hospital pharmacists was relatively consistent with the job characteristics of hospital pharmacists in China，while the other scales had problems of less coverage，too many items，and not conforming to job characteristics of hospital pharmacists in China. CONCLUSIONS：In order to improve the research quality related to job stress of hospital pharmacists，it is necessary to adjust the existing scale or develop a new measurement scale in order to measure the real work pressure of Chinese hospital pharmacists and provide reference for improving the quality of work of hospital pharmacists and improving the level of clinical pharmaceutical care

Relationship between job stress, health functional food selection attributes, and consumption values among workers for information technology in Gyeonggi area / 한국영양학회지

PURPOSE: This study examined the relationship between job stress, attributes of health functional food (HFF) selection, and consumption values for information technology (IT) workers, and analyzed the factors influencing the selection of HFF to improve health by making the right choice of HFFs.METHODS: Three hundred forty IT workers in Gyeonggi area participated in the study. The participants were divided into low or high job stress group. The differences in participants' general characteristics, attributes of HFF selection, and HFF consumption values were investigated, and the mediating effects of HFF consumption values on the relationship between job stress levels and the HFF selection attributes were analyzed.RESULTS: Job stress levels were high in those IT workers with a length of service < 5 years (p = 0.013). The group with lower job stress levels had a higher tendency to consider the ingredients contained in HFF products (p < 0.001), and their efficacy (p = 0.047). They also showed greater emotional value for a sense of security from consuming HFFs to stay healthy (p = 0.047). The group with higher job stress levels had greater epistemic value in that their choice of HFFs differentiated them from the other workers (p = 0.036). Higher job stress was associated with less consideration of the intrinsic attributes such as ingredients and efficacy of the HFF selection attributes (p = −0.113), emotional value of the HFF consumption values (p = −0.136), and the functional value such as practicality, price, and safety (p = −0.134). The job stress level influenced the intrinsic attributes through the functional and emotional values, demonstrating that the functional and emotional values had appropriate mediating effects on the relationship between job stress levels and intrinsic attributes.CONCLUSION: Education needs to be provided for workers to relieve job stress and improve the functional and emotional values, which contributes to choosing the appropriate HFFs.

The Causal Relationships among Staff Nurses' Job Stress Factors, Patient Safety Culture Perception and Patient Safety Nursing Activities in a University Hospital / 간호행정학회지

PURPOSE: The objective of this study was to explore the causal relationships among staff nurses' job stress factors, patient safety culture perception, and patient safety nursing activities through path analysis. METHODS: The participants, 275 staff nurses with over a year of exp rience working at a university hospital in Seoul, completed structured questionnaires. The data were collected from January 5 to February 28, 2018. The data analysis included descriptive statistics, t-test, ANOVA, Scheffé test and Pearson correlation coefficients using the SPSS/WIN 24.0 program, and path analysis & bootstrapping using AMOS 24.0 program. RESULTS: The path analyses of the hypothesized causal model showed a considerable explanatory power for each of the endogenous variables. About 45 percent of organizational culture was explained by work overload, lack of knowledge/skill, inadequate reward, work environment, and communication. The finding in this study confirmed the mediating effect of patient safety culture perception on the relationships between job stress factors and patient safety nursing activities. CONCLUSION: The proper arrangement of nursing staff, proper treatment and rewards, positive work environment, organizational culture, and smooth communication are needed to promote patient safety nursing activities.

Effects of Self-Efficacy and Job Stress on Organizational Commitment among Clinical Dental Hygienists / 치위생과학회지

BACKGROUND: This study aimed to provide basic data to establish a foundation for efficient operation of the organization by assessing the effects of self-efficacy and job stress (measured by self-efficacy, job demand, and job autonomy) on organizational commitment among clinical dental hygienists. METHODS: This was a cross-sectional survey study that used a self-administered questionnaire to collect data. After institutional review board approval, a survey was conducted from January to May 2017, targeting dental hygienists working in dental clinics and hospitals. The final 199 questionnaires were analyzed with PASW 18.0 for Windows (IBM Corp.). The data were analyzed using mean and/or standard deviation t-test, one-way ANOVA, and multiple regression analysis. RESULTS: The means for self-efficacy, job demand, job autonomy, and organizational commitment were 55.94±9.65, 26.55±2.29, 20.24±3.88, and 49.49±8.39, respectively. Along with self-efficacy, the other factors of organizational commitment among dental hygienists that were statistically significant included job autonomy, mean salary (2,500~2,990 thousand Korean won [KRW] and ≥3,000 thousand KRW), and employee welfare (good), which are sub-areas of the surface acting. In other words, it was found that the higher the mean salary, the better the employee welfare, the higher self-efficacy, and the higher the organizational commitment, and the explanatory power of the model was approximately 42.1%. CONCLUSION: These results suggest that the higher the self-efficacy, job autonomy, mean salary, and employee welfare, the higher the organizational commitment. In order to improve job demand among dental hygienists, it is necessary to establish an effective plan to improve job welfare, self-efficacy, and job autonomy.