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.
Sara Azadi; Fahimeh Golizadeh
Abstract
Introductionliterature shows that between 50 and 90 percent of work accidents and injuries occur due to unsafe behaviors and human mistakes. Safety experts believe that with increased focus and effort on human behavior, accidents caused by work can be significantly reduced, therefore, identifying factors ...
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Introductionliterature shows that between 50 and 90 percent of work accidents and injuries occur due to unsafe behaviors and human mistakes. Safety experts believe that with increased focus and effort on human behavior, accidents caused by work can be significantly reduced, therefore, identifying factors related to unsafe behaviors are useful in preventing these accidents. This research was conducted with the aim of investigating the simple and multiple relationship between neuroticism, perceived work pressure and safety efficacy with unsafe behavior in employees of gas refinery in Ilam city.MethodThe design of the current research was descriptive-correlational. The statistical population of the present study included all the employees of Ilam city gas refinery. In order to conduct this research, 200 employees were selected by simple random sampling method. The instruments included safe behaviors, a Five-factor personality model (items related to neuroticism) and Perceived work pressure questionnaires. Research data were analyzed by SPSS-20 software and Pearson correlation and multivariate regression analysis. ResultsThe results showed that there are significant positive relationships of neuroticism and perceived work pressure with unsafe behavior of employees. Also, there is a significant negative relationship between safety efficacy and unsafe behavior of employees. Regression analysis predicting the unsafe behaviors of employees based on predicting variables, so that the predicting variables together predict 39% of the variance of the criterion variable (unsafe behavior). DiscussionBased on the results, it can be concluded that in the field of employees’ health, managers should pay attention to the role of neuroticism, perceived work pressure, safety efficacy and apply the results of the present study.
Rehaneh Dezhban; Hossein Samavatian; Nasrin Arshadi
Abstract
Introduction The well-being of employees in the field of shiftwork can be examined in a variety of ways. The purpose of this study was to investigate the relationship between neuroticism and hardiness with employee well-being, with mediating role of resiliency and mindfulness and moderating role of working ...
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Introduction The well-being of employees in the field of shiftwork can be examined in a variety of ways. The purpose of this study was to investigate the relationship between neuroticism and hardiness with employee well-being, with mediating role of resiliency and mindfulness and moderating role of working hours and type of shift. Personality variables that may struggle with the consequences of stress, and thus provide the conditions for improving the well-being of employees, have attracted the interest of researchers for many years. Recent research clearly shows that psychological hardiness is negatively related to shift-work. Therefore, psychological hardiness can be one of the effective factors in improving the well-being of shift workers. Method The statistical population of the study consisted of all employees working in an industrial company in Ahvaz. The sample consisted of 206 men with an average age of 38 years, with at least two years experience of shiftwork, and an average weekly working time of 54 hours. For collecting data, Zheng et al.’s Employee Well-Being Scale (2015), Conner and Davidson's Resilience Scale (2003), Braun and Ryan's Mindfulness Scale (2003), and the DRS-15 Psychological Hardiness (2007) were used. Structural equation modeling, bootstrap test, and hierarchical regression analysis in AMOS-24 and SPSS-24 were used for data analysis. Results The results indicated that resiliency mediates the relationship between psychological hardiness with employees' well-being. However, the type of shiftwork and weekly working hours did not show any moderating effects in the relationship between psychological hardiness and well-being. Discussion Therefore, it can be concluded that the psychological flexibility obtained from resiliency can be a possible mechanism that leads to the well-being of employees. However, more research is needed on variables in the field of shiftwork. Further studies are needed on shift context variables.
