Translating and validating the sources of pressure scale: Job stressors among Chinese government employees.

In recent years, stress-related suicides have been on the rise among Chinese government employees. Standardized instruments on job stress are abundant, but few of them have been administered and validated among Chinese government employees. Using convenience samples of Chinese government employees, this study aimed to translate and validate the Sources of Pressure Scale (SPS) of the Pressure Management Indicator (PMI), which is a comprehensive instrument on job stress developed by western researchers. Sample 1 participants (n = 278) filled out the PMI questionnaire and the Kessler Psychological Distress scale in person and sample 2 participants (n = 227) completed the same questionnaires online. Exploratory and confirmatory factor analyses were conducted using separate samples. Though the original SPS contained 40 items and eight dimensions, our analyses validated a much shorter version, with four dimensions encompassing 15 items: relationships (5 items), home-work balance (4 items), recognition (3 items), and personal responsibilities (3 items). Also reported in the study is evidence that the shortened version of the the PMI is the Sources of Pressure Scale is a reliable and valid measure of job stressors among Chinese government employees. Government agencies in China can use these findings to develop more relevant organizational-level interventions to reduce job stress and its detrimental consequences.

Insomnia and job stressors among healthcare workers who served COVID-19 patients in Bangladesh.

BACKGROUND: The global outbreak of COVID-19 has created unprecedented havoc among health care workers, resulting in significant psychological strains like insomnia. This study aimed to analyze insomnia prevalence and job stressors among Bangladeshi health care workers in COVID-19 units. METHODOLOGY: We conducted this cross-sectional study to assess insomnia severity from January to March 2021 among 454 health care workers working in multiple hospitals in Dhaka city with active COVID-dedicated units. We selected 25 hospitals conveniently. We used a structured questionnaire for face-to-face interviews containing sociodemographic variables and job stressors. The severity of insomnia was measured by the Insomnia Severity Scale (ISS). The scale has seven items to evaluate the rate of insomnia, which was categorized as the absence of Insomnia (0-7); sub-threshold Insomnia (8-14); moderate clinical Insomnia (15-21); and severe clinical Insomnia (22-28). To identify clinical insomnia, a cut-off value of 15 was decided primarily. A cut-off score of 15 was initially proposed for identifying clinical insomnia. We performed a chi-square test and adjusted logistic regression to explore the association of different independent variables with clinically significant insomnia using the software SPSS version 25.0. RESULTS: 61.5% of our study participants were females. 44.9% were doctors, 33.9% were nurses, and 21.1% were other health care workers. Insomnia was more dominant among doctors and nurses (16.2% and 13.6%, respectively) than others (4.2%). We found clinically significant insomnia was associated with several job stressors (p < 0.05). In binary logistic regression, having sick leave (OR = 0.248, 95% CI = 0.116, 0.532) and being entitled to risk allowance (OR = 0.367, 95% CI = 0.124.1.081) showed lower odds of developing Insomnia. Previously diagnosed with COVID-19-positive health care workers had an OR of 2.596 (95% CI = 1.248, 5.399), pointing at negative experiences influencing insomnia. In addition, we observed that any training on risk and hazard increased the chances of suffering from Insomnia (OR = 1.923, 95% CI = 0.934, 3.958). CONCLUSION: It is evident from the findings that the volatile existence and ambiguity of COVID-19 have induced significant adverse psychological effects and subsequently directed our HCWs toward disturbed sleep and insomnia. The study recommends the imperativeness to formulate and implement collaborative interventions to help HCWs cope with this crisis and mitigate the mental stresses they experience during the pandemic.

Victimization in Childhood Influences Presenteeism in Adulthood via Mediation by Neuroticism and Perceived Job Stressors.

BACKGROUND: Victimization in childhood profoundly influences the mental health of individuals in adulthood, causing depression, anxiety disorder, suicidality, and self-harm, which leads to productivity loss in the workplace, ie, presenteeism. However, the specific effects of victimization on presenteeism remain unclear. We hypothesized that victimization affects the presenteeism of workers through neuroticism and perceived job stressors and analyzed the association among these factors by path analysis. METHODS: A questionnaire survey, including demographic and clinical data, Japanese versions of victimization scale in childhood, Brief Job Stress Questionnaire, and Work Limitations Questionnaire (WLQ), was administered to 443 adult volunteers between April 2017 and April 2018 in Tokyo, Japan. Multiple variables were analyzed by multiple regression analysis and path analysis. The Institutional Review Board of Tokyo Medical University approved this study. RESULTS: Path analysis demonstrated that neuroticism and perceived job stressors had direct effects on presenteeism in the WLQ. Victimization indirectly increased presenteeism via neuroticism and its subsequent effects on perceived job stressors. This model accounted for 18% of the variability of presenteeism (R 2 = 0.180). LIMITATIONS: There may be possible recall bias owing to the self-administration of the questionnaire. In addition, this study had a cross-sectional design, and hence the causal associations among variables should be validated in a prospective study. CONCLUSION: The present study indicates that the experience of victimization in childhood is a risk factor of adulthood presenteeism, and this effect is mediated by neuroticism and adverse effects on job stressors. These results suggest that multiple factors, including childhood victimization, neuroticism, and job stressors, should be considered when assessing and preventing presenteeism.

A cluster RCT to improve workplace mental health in a policing context: Findings of a mixed-methods implementation evaluation.

BACKGROUND: We conducted a cluster randomized trial of a workplace mental health intervention in an Australian police department. The intervention was co-designed and co-implemented with the police department. Intervention elements included tailored mental health literacy training for all members of participating police stations, and a leadership development and coaching program for station leaders. This study presents the results of a mixed-methods implementation evaluation of the trial. METHODS: Descriptive quantitative analyses characterized the extent of participation in intervention activities, complemented by a qualitative descriptive analysis of transcripts of 60 semistructured interviews with 53 persons and research team field notes. RESULTS: Participation rates in the multicomponent leadership development activities were highly variable, ranging from <10% to approximately 60% across stations. Approximately 50% of leaders and <50% of troops completed the mental health literacy training component of the intervention. Barriers to implementation included rostering challenges, high staff turnover and changes, competing work commitments, staff shortages, limited internal personnel resources to deliver the mental health literacy training, organizational cynicism, confidentiality concerns, and limited communication about the intervention by station command or station champions. Facilitators of participation were also identified, including perceived need for and benefits of the intervention, engagement at various levels, the research team's ability to create buy-in and manage stakeholder relationships, and the use of external, credible leadership development coaches. CONCLUSIONS: Implementation fell far short of expectations. The identified barriers and facilitators should be considered in the design and implementation of similar workplace mental health interventions.

[A Survey of Relationships Between Job Stressors, Degree of Mental Health, Organizational Climate and the Identity of Newly Graduated Nurses].

The purpose of this study is to investigate and clarify the relationships between occupational stress, personal factors, buffer factors and stress responses of newly graduated nurses, based on the NIOSH model. A questionnaire survey was conducted on 320 newly graduated nurses working at university hospitals where research cooperation was obtained. Data from 107 people was collected by mail (the response rate of 33.4%). In the results of the analysis, the GHQ-12 scores of the nurses on the three-shift system (23.5 ± 7.04) were found to be higher than those on the two-shift system (18.88 ± 6.03) (P = 0.007). The GHQ-12 score was significantly higher in the high stressor group (24.1 ± 6.20), who had higher job demand and lower work ratings than the low stressor group (18.93 ± 6.14) (P = 0.001, t = -3.44). The results of a multiple logistic regression analysis using high/low GHQ groups defined by a cut-off point of 4 in the GHQ-12 (GHQ method) as the dependent variables and the associated variables as the independent variables showed that the basic role identity and colleague support were found to have a significant relationship. The results of a Hosmer-Lemeshow test were P = 0.643, and the coefficient of determination was as high as 81.0%. This study was conducted approximately 6 months after the nurses entered employment, which is in the middle of the critical transition period from a student to a working member of society and can be assumed to be the most exhausting state of the year both physically and mentally. The results of this study suggest that various stressors might cause serious stress reactions. Also, as shown in previous literature, newly graduated nurses tend not to seek support from their bosses or preceptors throughout the year. Their main sources of support are family members, friends, and colleagues. Taken together, it became clear from our study that support from colleagues in the workplace is the most powerful buffer against stress and an indispensable resource to overcome the "reality shock" of working life.

Job stress factors measured by Brief Job Stress Questionnaire and sickness absence among Japanese workers: A longitudinal study.

This study aimed to investigate associations between Brief Job Stress Questionnaire (BJSQ)-measured job stress factors and sickness absence in Japanese workers. Among 551 healthy, employed Japanese men and women (age range: 21-73 years) who underwent mental health examinations at the Osaka Medical Center for Health Science and Promotion between 2006 and 2009, 197 (67 men, 130 women) consented to participate in this study. Their sickness absences until the end of March 2010 were then followed-up via postal mail survey, with 112 participants effectively responding to the question on sickness absence (56.9%). The hazard ratio (HR) and 95% confidence interval (CI) were calculated using the Cox proportional hazards model, adjusting for age, sex, and lifestyle factors. Among the 112 respondents, 12 took sickness absence after their study entry, as found during the mean 2.3 years of follow-up (258.8 person-years). Among all sickness absences, those of eight participants were because of mental illness. Physical demands were positively associated with increased risks of all sickness absence (adjusted HR: 2.78, 95% CI: 1.01-7.64). Physical demands were predictive for all sickness absence, and should be alleviated at workplaces to prevent such absence.

Differential Exposure to Job Stressors: A Comparative Analysis Between Migrant and Australia-Born Workers.

AIMS: Previous studies have suggested that migrants have higher exposures to psychosocial job stressors than native-born workers. We explored migrant status-related differences in skill discretion/job complexity and decision authority, and whether the differences varied by gender, age, and educational attainment. METHODS: Data were from Wave 14 of the Household Income and Labour Dynamics in Australia (HILDA) Survey. A total number of 9031 persons were included in the analysis. Outcomes included skill discretion/job complexity and decision authority. Exposure included migrant status defined by (i) country of birth (COB), (ii) the combination of COB and English/Non-English dominant language of COB, and (iii) the combination of COB and years since arrival in Australia. Data were analysed using linear regression, adjusting for gender, age, and educational attainment. These covariates were also analysed as effect modifiers of the relationship between migrant status and job stressor exposure. RESULTS: In the unadjusted analysis, only migrant workers from Non-English-speaking countries (Non-ESC-born) had significantly lower skill discretion and job complexity than Australia-born workers (-0.29, 95% CI: -0.56; -0.01); however, results from fully adjusted models showed that all migrant groups, except migrant workers from Main-English-speaking countries, had significantly lower skill discretion and job complexity than Australia-born workers (overseas-born workers, -0.59, 95% CI: -0.79; -0.38; Non-ESC-born, -1.01, 95% CI: -1.27; -0.75; migrant workers who had arrived ≤5 years ago, -1.33, 95% CI: -1.94; -0.72; arrived 6-10 years ago, -0.92, 95% CI: -1.46; -0.39; and arrived ≥11 years ago, -0.45, 95% CI: -0.67; -0.22). On the contrary, the unadjusted model showed that migrant workers had higher decision authority than Australia-born workers, whereas in the fully adjusted model, no difference in decision authority was found between migrant workers and Australia-born workers. Effect modification results showed that as educational attainment increased, differences in skill discretion and job complexity between Australia-born workers and Non-ESC-born migrants progressively increased; whereas Non-ESC-born migrants with postgraduate degree showed significantly lower decision authority than Australia-born workers. CONCLUSIONS: This study suggests that skill discretion and job complexity but not decision authority is associated with migrant status. Migrants with high educational attainment from Non-English-speaking countries appear to be most affected by lower skill discretion/job complexity and decision authority; however, differences in skill discretion and job complexity attenuate over time for Non-ESC-born migrants, consistent with an acculturation effect. Low skill discretion and job complexity, to the extent that it overlaps with underemployment, may adversely affect migrant workers' well-being. Targeted language skill support could facilitate migrant integration into the Australian labour market.

Job Insecurity: A Comparative Analysis between Migrant and Native Workers in Australia.

Job insecurity is a modifiable risk factor for poor health outcomes, and exposure to job insecurity varies by population groups. This study assessed if job insecurity exposure varied by migrant status and if the differences varied by gender, age, educational attainment, and occupational skill level. Data were from wave 14 of the Household Income and Labour Dynamics in Australia Survey. The outcome was job insecurity. Exposure was migrant status defined by (1) the country of birth (COB), (2) the dominant language of the COB, and (3) the number of years since arrival in Australia. Data were analysed using linear regression, adjusting for gender, age, educational attainment, and occupational skill level. These covariates were also analysed as effect modifiers for the migrant status-job insecurity relationships. Migrant workers, especially those from non-English speaking countries (non-ESC-born), experienced higher job insecurity than Australia-born workers; however, these disparities disappeared after 11+ years post-arrival. The migrant status-job insecurity relationships were modified by educational attainment. Unexpectedly, the disparities in job insecurity between non-ESC-born migrants and Australia-born workers increased with increasing educational attainment, and for those most highly educated, the disparities persisted beyond 11 years post-arrival. Our findings suggested that continuing language skill support and discrimination prevention could facilitate migrant integration into the Australian labour market.

The relationship between disability and suicide: prospective evidence from the Ten to Men cohort.

BACKGROUND: People with disabilities often face a range of social and economic adversities. Evidence suggests that these disadvantages result in poorer mental health. Some research also indicates that people with disabilities are more likely experience thoughts about suicide than people without disability, although most of this research is based on small cross-sectional samples. METHODS: We explored the relationship between self-reported disability (measured at baseline) and likelihood of reporting thoughts of suicide (measured at follow up) using a large longitudinal cohort of Australian males. A logistic regression model was conducted with thoughts of suicide within the past 12 months (yes or no) as the outcome and disability as the exposure. The models adjusted for relevant confounders, including mental health using the SF-12 MCS, and excluded males who reported thoughts of suicide at baseline. RESULTS: After adjustment, there was a 1.48 (95% CI: 0.98-2.23, P = 0.063) increase in the odds of thoughts of suicide among men who also reported a disability. The size of association was similar to that of being unemployed. CONCLUSIONS: Males reporting disability may also suffer from thoughts of suicide. We speculate that discrimination may be one explanation for the observed association. More research on this topic is needed.

The Buffering Effect of Machiavellianism on the Relationship Between Role Conflict and Counterproductive Work Behavior.

Considering the destructive effects of counterproductive work behavior (CWB) in the workplace, scholars have put much effort into revealing its antecedents. The purpose of this paper is to examine how Machiavellianism helps mitigate the effect of role conflict on CWB in China. Using data collected from three phases, this research revealed that role conflict had a positive effect on CWB via emotional exhaustion. Machiavellianism moderated the relationship between role conflict and emotional exhaustion, such that this relationship got weaker for employees with higher Machiavellianism. Furthermore, Machiavellianism moderated the relationship between role conflict and CWB via emotional exhaustion, as such, it became weaker for employees with high Machiavellianism.

Organizational Policies and Programs to Reduce Job Stress and Risk of Workplace Violence Among K-12 Education Staff.

We examine strategies, programs, and policies that educators have developed to reduce work stressors and thus health risks. First, we review twenty-seven empirical studies and review papers on organizational programs and policies in K-12 education published from 1990 to 2015 and find some evidence that mentoring, induction, and Peer Assistance and Review programs can increase support, skill development, decision-making authority, and perhaps job security, for teachers-and thus have the potential to reduce job stressors. Second, we describe efforts to reduce workplace violence in Oregon, especially in special education, including legislation, collective bargaining, research, and public awareness. We conclude that to reduce workplace violence, adequate resources are needed for staffing, training, equipment, injury/assault reporting, and investigation. Third, we discuss collective bargaining initiatives that led to mentoring and Peer Assistance and Review and state legislation on prevention of bullying and harassment of school staff. Finally, we present a research agenda on these issues.

The reciprocal relationship between sickness presenteeism and psychological distress in response to job stressors: evidence from a three-wave cohort study.

OBJECTIVES: Sickness presenteeism (SP) is postulated as workers' response to their general state of health; hence, SP is expected to affect workers' future health. In the present study, we examined the reciprocal relationship between SP and health in response to job stressors, with specific reference to psychological distress (PD) as workers' state of health. METHODS: We conducted mediation analysis, using data from a three-wave cohort occupational survey conducted at 1-year intervals in Japan; it involved 1,853 employees (1,661 men and 192 women) of a manufacturing firm. We measured SP and PD, using the World Health Organization Health and Work Performance Questionnaire and Kessler 6 score, respectively. For job stressors, we considered job demands and control, effort and reward, and procedural and interactional justice. RESULTS: PD mediated 11.5%-36.2% of the impact of job control, reward, and procedural and interactional justice on SP, whereas SP mediated their impact on PD, albeit to a much lesser extent in the range of 3.4%-11.3%. Unlike in the cases of these job stressors related to job resources, neither SP nor PD mediated the impact of job demands or effort. CONCLUSIONS: Our results confirmed the reciprocal relationship between SP and PD in response to selected types of job stressors, emphasizing the need for more in-depth analysis of the dynamics of these associations.

Comparative analysis of the depressive state, stressor, and stress-relieving factors of novice first year residents and established residents in Japan / 医学教育

Aim: We sought to compare the depression state of first-year residents, who were new to the system of clinical resident training, with those who had become completely familiar with the system.Method: A questionnaire-based survey on stress reaction was distributed to 250 resident training hospitals in Japan. The survey was taken by 1,753 first year residents who started postgraduate clinical training in 2011. The survey was given to the students once before the training and-again months after the training had started. The results were compared with those from a similar survey in 2004.Result: 3 months after the training had started, 30.5% of residents suffered from a depressive state. At that time, the prevalence of residents with newly developed symptoms of depression, who had no depressive state before the training, significantly decreased compared to those in 2004 (19.6 vs. 25.2%, p<0.001). The decrease of depressive state in 2011 may be due to the decrease of working hours, the improvement of stressor and stress-relieving factors.Discussion: Many residents still experienced a stress reaction. Further improvement of the training environment should be considered.

Relationship of job stressors,the coping styles and social supports among medical workers in primary and secondary schools in Guangzhou City / 中国职业医学

OBJECTIVE: To explore the relationship of job stressors,the coping styles and social supports among medical workers in primary and secondary schools in Guangzhou City. METHODS: A total of 211 medical workers from 168 primary and secondary schools in Guangzhou City were selected as study subjects by random sampling method. The relationship of job stressors,the coping styles and social supports were investigated by the Scale for Occupational Stressors in Clinical Medical Workers,the Ways of Coping Questionnaire and Social Support Questionnaire. RESULTS: The total scale score of job stressors was( 90. 5 ± 16. 7),medium level and above of stress scale( total score≥95. 0) accounted for 41. 2%( 87 /211). The median scores of positive coping dimension score and negative coping dimension score were 2. 0 and 1. 0,the total score of social support was( 41. 2 ± 9. 8). The medium level and above of social support scale( total score ≥32. 0)accounted for 86. 3%( 182 /211). The multiple stepwise regression analysis results showed that the clinicians and the parttime school doctors had higher job stress than those medical workers who were not majored in clinic and full-time school doctors( P < 0. 05). The medical workers with higher monthly income and higher score of social support showed higher job stress( P < 0. 05). The medical workers with higher social support had lower job stress( P < 0. 05). CONCLUSION: High job stress was found in the medical workers in primary and secondary schools in Guangzhou City. Positive coping styles and social supports has important role in relieving job stress of school medical workers.

Relationship among job stressors, sleep quality and psychological health of nurses / 中华行为医学与脑科学杂志

Objective To explore the relationship among job stressors,sleep quality and psychological health of nurses.Methods 708 female nurses in a 3-A-grade general hospitals of Guangxi were chosen and asked to fill out the Nurse Job Stressors Questionnaire-Revised (NJSQ-R),Pittsburgh Sleep Quality Index (PSQI) and Symptom Checklist 90 (SCL-90).Results ① The total mean score of NJSQ-R (1.50± 0.62) and the five job stressors,including the job environment and characters (1.60±0.65),personal relation ship(1.21±0.73),the attitude of patient and their relatives(1.63±0.74),professional skill(1.38±0.71) and social status and career development(1.97±0.72) were positively related with the total mean score of SCL-90 (1.64±0.69) (r=0.32-0.50,P＜0.01)and the total score of PSQI(8.11±3.52) (r=0.28-0.35,P＜0.01).There was a positive relationship between SCL-90 and PSQI(r=0.46,P＜0.01)).② SCL-90(β=0.387,P＜ 0.01)and the job stressor of the social status and career development(β=0.120,P＜0.05)were directly sig nificantly associated with PSQI.The job stressor of job environment and characters(β=0.235,P＜0.01) and professional skill(β=0.117,P＜0.05)were indirectly associated with PSQI mediated by SCL-90.③ PSQI was directly significantly associated with SCL-90(β=0.344,＜0.01).The job stressor of the social status and career development was indirectly significantly associated with SCL-90 mediated by PSQI(β=0.113,P＜0.05).And the job stressor of job environment and characters was directly (β=0.172,P＜0.01)and indirectly (β=0.184,P＜0.01) associated with PSQI mediated by SCL-90.Conclusion The higher the job stress,the more the mental health problem,and the poor the sleep quality among nurses.Job stressors have direct or in direct influence on psychological health and sleep quality,depending on the nature of job stressors.In addition,the result suggests that a bidirectional relationship exists between sleep quality and psychological health.

Survey and analysis on job stress, coping style and general self-efficacy of emergency nurses / 中国实用护理杂志

Objective To understand the job stressors, coping style and general self-efficacy of emergency nurses and relationship of them. Methods A cross-sectional study involving 83 emergency nurses were conducted through the Chinese Nurses′ Job Stress Sources Scale, Trait Coping Style Questionnaire, General Self-efficacy Scale. Results Job stress among nurses in emergency department was caused by heavy workloads and time distribution (2.88±0.82), issue of patient care (2.78±0.59). The score of emergency nurses′coping propensity was 3.77, indicating more use of positive coping. Negative coping scored higher than the norm (26.99±4.76 vs.21.25±7.41), the difference was significant (t=10.290, P<0.01). The average score of general self-efficacy was 2.40 ± 0.48, lower than the norm (2.86±0.52), the difference was significant (t=-8.07, P<0.01). Active coping style scores were negatively correlated with job stress (r =-0.294, P < 0.05), negative coping style scores were positively correlated with job stress (r =0.239, P<0.05). General self-efficacy and positive coping scores were positively correlated (r=0.270, P<0.05). Conclusions The job stress among emergency nurses was at high level, self-efficacy was not high, but they still have a positive behavior patterns. Nurse managers should take advantage of the positive psychological characteristics of nurses and give reasonable support and guidance, in order to enhance the confidence of nurses and promote self-efficacy, optimize coping, improve the physical and mental health in emergency nurses.

Study on the relationship among job stress, job burnout and organizational commitment in ICU nurses / 中国实用护理杂志

Objective To investigate the current working status and explore the relationship among job stress, job burnout and organizational commitment in ICU nurses. Methods By using cluster random sampling method, 233 nurses from 5 general hospitals were selected to accept investigation by Commitment Questionnaire and Nurses' general situation questionnaire. Results The job stress and job burnout were both significant negatively correlated with organizational commitment (r=-0.33, P<0.01;r=-0.22, P < 0.01).The management issues and interpersonal relationships and decreased personal accomplishment both had significant impact on affective commitment and continuance commitment of ICU nurses (r=0.539, P < 0.01; r=0.387, P < 0.01). The management issues and interpersonal relationships, professional and career issues and emotional exhaustion had significant predictive power on normative commitment(r=0.458,P < 0.01). Conclusion It generally was in a higher level of job stress in ICU nurses, which indicates that hospital mangers should try to eliminate the causes ,assist them to reduce job stress and relieve the job burnout.

Current-status survey on job stressor and exhaustion among nursing staff in the catheter room of grade Ⅲ- A general hospitals / 中国实用护理杂志

Objective To survey the current status of job stressor and exhaustion among nursing staff in the catheter room of grade Ⅲ-A general hospitals and to look for regularities.Methods 178 nursing staff coming from catheter room,operating room,and outpatient department of Shenzhou Hospital and Fengtian Hospital accepted questionnaires of Chinese Nursing Stressor Scale and Exhaustion Scale in Spring 2010.Results Chinese Nursing Stressor Scale indicated that scores of subitem and total score of job stressor in the catheter room were significantly higher than those in the outpatient department; however,there were no significant differences in scores of subitem and total score of job stressor between catheter room and operating room.On the other hand,Exhaustion Scale showed that scores of emotional exhaustion and job unconcerned feeling in the catheter room were significantly higher than those in the outpatient department,but scores of job achieved feeling in the catheter room were significantly lower than those in the outpatient department.There were no significant differences in Exhaustion Scale between catheter room and operating room nurses.Conclusions Job stressor and exhaustion were serious among nursing staff in the catheter room of grade Ⅲ-A general hospitals,which should cause the attention of management department.

Resident stress in the new postgraduate clinical training system / 医学教育

Postgraduate residents face formidable stress. Unfortunately, many residents withdraw from training programs because of reactions to stress, such as depression. We performed a comprehensive study to examine the working conditions and stress of residents to improve the conditions of resident-training programs and reduce levels of stress.<BR>1) The study examined 548 first-year residents starting postgraduate clinical training at 41 hospitals in Japan. A selfadministered questionnaire, which included questions about working conditions, job stressors, buffer factors, and stress reactions, was answered before and 2 months after the start of training.<BR>2) A total of 318 subjects completed the survey.Of these subjects, 80 (25.2%) had depression after the start of training.<BR>3) Job stress patterns of residents were characterized by high workload and extremely low “reward from work” and “Job control.”<BR>4) Many residents had depression after the start of training.To improve residency programs, program directors should recognize the specific characteristics of residents' job stress and focus on buffer factors.

The study on the job stressors of nurses employed in military hospitals and relationship between job stressors and demography characters / 中国实用护理杂志

Objective This study was conducted to describe job stressors of nurses employed in military hospitals and relationship between job stressors and demography characters.Method 296 employed nurses were investigated by nurse job stressor questionnaires.Result Professional and career issues were the most frequently encountered job stressor among employed nurses,the other stressors in descending order were workload and time pressure,patient care and interaction,resource and environmental problems,management issues.Job stressors of nurses could be influenced by their age,job title,et al.Conclusion The finding suggest that effective stress management strategies should be relieve job stress.