Showing 2 results for Job Stress
H Soori, M Rahimi, H Mohseni,
Volume 2, Issue 3 (3-2006)
Abstract
Background & Objectives: Job stress is common among different groups of professionals. It might be regarded as a defensive reaction allowing the individuals to cope with negative inputs and risk factors. Because of the rise in the mass production of motor vehicles in Iran over the last 2 decades, many managers in the car industry describe their jobs as highly stressful. However, there have not been any studies in Iran on the pattern of job stress in these managers. The aim of this study was to outline the epidemiologic pattern of job stress among managers of car companies in Iran.
Methods: This study was carried out among 496 managers of car industry in Iran. Using 12 different instruments the job stress of subjects was assessed. The main domains employed to assess job stress were time pressure, scheduling and timing, management at work, decision-making at work, organizational roles, development and structure, communication at work, work condition, and interaction between work and home duties.
Results: The mean age of subjects was 43.6 years with 12.1 years of job experience (SD=7.7). All subjects were males and 95% were married. The prevalence rate of job stress among subjects was 49.5%. The top four stressors were from decision-making at work (99.1%), time pressure (97.3%), time-table and scheduling (73.5%), and management at work place (50.5%). The prevalence of job stress was more common among the managers of lower level, and the younger ones (P<0.001). However, there was no significant difference by marital status and educational attainments.
Conclusions: This study showed that the Iranian managers working at car manufacture companies are at a higher risk of job stress and its effects compared to other managers in developed countries. Job stress may play a part in making them vulnerable to illness. It should be recognize as a priority of occupational health in this community. Stress management and appropriate interventions needs to be employed to control the negative effects of job stress among this group of managers.
Gh Yadegarfar, T Alinia, R Hassannezhad, M Fayaz, R Hosseini, J Sanati, J Harandi, V Haj Noroozali, Mr Baghi, E Mirzavand,
Volume 8, Issue 3 (12-2012)
Abstract
Background & Objectives: To be able to measure the extent of job stress, it is essential to use a standardized tool based on a standard theoretical model. The study aims to test the psychometric properties and criterion validity of the Farsi version of the Effort Reward Imbalance (F-ERI) questionnaire.
Methods: The Farsi version of the ERI Questionnaire was distributed to 227 male employees in Isfahan Polyacryle Company. Internal consistency, reliability, discriminative validity, and factorial structure were evaluated.
The relationship between scales and depression was measured assessed by using logistic regression to criterion validity. Data were analysed by SPSS 18 and LIZREL 8.5.
Results: Mean score of effort, reward, and overcommitment were 10.7, 41.4, and 14.2 respectively Cronbach’s alpha coefficients were 0.61, 0.85 and 0.67 and split-half coefficients were 0.53, 0.85, and 0.65. All of item-total correlations were more than 0.20 correlation between each item and its scale were more than 0.4 except for one item. Effort and overcommitement had a good fit for construct validity.
Conclusion: Current study results indicated the Farsiversion of the Effort Reward Imbalance (F-ERI) questionnaire is a reliable and valid tool to measure psychosocial stress at work among Farsi-speaking employees. It is advisable to evaluate the tool in longitudinal studies and other industries which included female employees. We refer the investigators to see the longitudinal results of current project which is under publication.
