Mohadese Nezhadbagheri Poor; Noori Kaabomeir
Abstract
IntroductionThis research was conducted with the aim of investigating the effectiveness of stress management training on job stress and self-efficacy by controlling the neurotic personality of call center employees of Irancell Company in 2023. MethodThe research method was a semi-experimental pre-test-post-test ...
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IntroductionThis research was conducted with the aim of investigating the effectiveness of stress management training on job stress and self-efficacy by controlling the neurotic personality of call center employees of Irancell Company in 2023. MethodThe research method was a semi-experimental pre-test-post-test type with a control group. The statistical population of the research was all the employees of the call center of Irancell Company in Mashhad in 1402, among whom 30 employees were selected by available sampling method and randomly placed in two experimental and control groups (15 people in each group). The experimental group underwent 8 sessions of 90-minutes stress management training, and the control group did not receive any intervention until the end of the study. The research tools included self-efficacy (Sherer et al., 1982), job stress (Orly and Girdano, 1980) and neuroticism (Costa and McCree, 1992) questionnaires. Research data were analyzed using multivariate covariance analysis and SPSS-27 software. ResultsThe results of the research showed that stress management training is effective on occupational stress and self-efficacy by controlling the personality traits of Mashhad call center employees (P<0.05). DiscussionThe results of the research indicate that stress management training leads to an increase in self-efficacy and a reduction in occupational stress of the call center employees of Irancell Company in Mashhad. According to the obtained results, it seems that holding stress management training courses to create more adaptability and manage stressful conditions in work environments, as well as improve and increase the mental health of employees, and as a result, improve organizational quality and productivity, on a regular basis recommended for employees.
Mahshid Pourhosein; Majid Firouzkouhi Berenjabadi; Noori Kaabomeir
Abstract
IntroductionNurses experience high job stress due to the characteristics of nursing work such as work shifts and unpredictable changes in the patient's condition. Frequent and extensive changes in hospitals can hurt nurses and cause fatigue due to change, which has been largely neglected and less researched. ...
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IntroductionNurses experience high job stress due to the characteristics of nursing work such as work shifts and unpredictable changes in the patient's condition. Frequent and extensive changes in hospitals can hurt nurses and cause fatigue due to change, which has been largely neglected and less researched. The purpose of this study was to investigate the moderating role of resilience in the relationship between job stress and job engagement in nurses of Al-Zahra Hospital in Isfahan. MethodThe current research method was descriptive survey-correlation research. The statistical population consisted of 1700 nurses of Al-Zahra Hospital in Isfahan city, who were selected based on the Mont Carlo method and 200 people (60 men and 140 women) were selected by available sampling. Questionnaires of HSE occupational stress, resilience and job engagement were implemented. ResultsUsing SPSS-24 software data were analyzed using Pearson's correlation coefficient method and simple regression simultaneously. The results showed that the correlation coefficient between job stress and job engagement at a high level of resilience (p < 0.01, r = -0.28) is lower than the correlation coefficient between job stress and job engagement at a low level of resilience. (p > 0.01, r = - 0.38). DiscussionDespite the fact that job stress is an important factor in reducing job engagement, but, increasing job stress cannot reduce job engagement much in employees with high resilience.
Montaha Mosavi; Noori Kaabomeir
Abstract
Introduction Age is one of the demographic characteristics that has been studied as one predictor variable in many studies. In addition to focusing on the chronological age or actual age of the individual, the researchers have also studied the concept of subjective age (perceived age). When people feel ...
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Introduction Age is one of the demographic characteristics that has been studied as one predictor variable in many studies. In addition to focusing on the chronological age or actual age of the individual, the researchers have also studied the concept of subjective age (perceived age). When people feel younger than their chronological age, their health, vitality, and productivity will increase. Therefore, the purpose of the present study was to investigate the relationship of subjective age with job satisfaction, organizational commitment and job well-being considering the mediating role of recognition of work experiences. Method The research design is descriptive correlational design. The statistical population of the study consisted of all employees of an industrial company in Ahvaz. A sample of 203 individuals was selected using a stratified random sampling method to obtain the most representative sample. To measure the variables of study, self-report instruments include Subjective Age Questionnaire (researcher-made), Work and Life Events Inventory (Berube, 2010), Job Satisfaction Scale (Warr et al., 1979), Organizational Commitment Scale (Mowday et al., 1979), and Employee Well-Being Scale (Zheng et al., 2015) were used. Data analysis was performed using structural equation modeling (SEM) using AMOS-22 software. Also, in this study, the Bootstrap method was used to determine the significance of indirect paths. Results The results showed that the research proposed model fit indices are sufficiently desirable. However, a better fit in the final model was achieved by eliminating non-significant direct paths (subjective age to job satisfaction, subjective age to organizational commitment, subjective age to job well-being). Also, the results of the Bootstrap for indirect paths showed that all indirect paths are significant; in other words, recognition of work experiences mediates the relationship between subjective age with job satisfaction, organizational commitment, and job well-being. Discussion Overall, given the positive impact of recognition work experiences on important job outcomes such as job satisfaction, organizational commitment, and job well-being, it is suggested to managers to consider programs in their management process to identify and appreciate employees' work experiences. Also, given the findings of this study on the importance of recognition work experiences, it is suggested that managers appreciate older employees who voluntarily share their work experiences.
Noori Kaabomeir; Abolfazl Safari; Abdulzahra Naami
Abstract
The aim of this study was to investigate the relationship of work-family conflict with occupational success and job well-being, with moderating role of family hardiness and collective efficacy. Statistical population included nurses in Amir Almomenin hospital of Ahvaz. Among them 200 nurses were selected ...
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The aim of this study was to investigate the relationship of work-family conflict with occupational success and job well-being, with moderating role of family hardiness and collective efficacy. Statistical population included nurses in Amir Almomenin hospital of Ahvaz. Among them 200 nurses were selected by census sampling method. Carlson et al. Work-Family Conflict, Grebner et al. Perceived Occupational Success, Parker & Hyett Job Well-Being, McCubbin et al. Family Hardiness and Caprara et al. Family Collective Efficacy Questionnaires were used for data collecting. Data were analyzed by multiple regression analysis using SPSS-22. Regression analysis showed that both work-family and family-work conflict are able to predict occupational success and job well-being. In addition, family hardiness and collective efficacy moderated the relationship between these variables.
