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Prediction of musculoskeletal disorders in nurses through the demand-control model
Mostafa Barzideh, Alireza Choobineh, Hamidreza Tabatabaee,
Volume 3, Issue 3 (12-2015)
Abstract

Introduction: There is a dearth of information available on psychological job demands and control in the job (decision latitude) and their relationship with musculoskeletal disorders (MSDs) among Iranian nurses. The present study was conducted to investigate psychological job demands and control in the job and their relationship with the prevalence of MSD symptoms among nurses in hospitals affiliated with Shiraz University of Medical Sciences (SUMS). 

Materials and Methods: The present cross-sectional study was conducted on 385 nurses at SUMS hospitals selected through systematic random sampling. Data were collected using the Persian version of the Job Content Questionnaire (P-JCQ), the standardized Nordic Musculoskeletal Questionnaire (NMQ) and a demographic questionnaire. The data obtained were then analyzed in SPSS-11.5 using descriptive statistics and logistic regression.

Results: The mean (SD) of the different dimensions of psychological job demands and control in the job were calculated as 38.19 (5.14) and 58.15 (6.50). The results revealed psychological job demands to be high and control in the job to be low. A total of 29.1% of the nurses suffered from a high job strain (a high demand and low control). Regression modeling showed that the chance of suffering from lower extremity disorders among the nurses placed in the cells indicating a high job strain cell was 2.35 times higher than those placed in the cells indicating a low job strain.

Conclusion: The demand-control model placed the majority of the nurses in the cells indicating a high job strain. Any interventional program designed for preventing MSDs among nurses should focus on increasing their control and changing their job conditions from a high strain condition to a low strain or active one.


Study of occupational stress as predictors of nurses’ intention to leave
Nasim Alipour, Mehrane Shabani, Amir Asady Fakhr, Seyed Ali Mahdiyoun,
Volume 6, Issue 1 (6-2018)
Abstract
Background: The of human resources is one of the issues that management efforts have always been aimed at reducing. Many factors affect job intention to leave, one of which is job stress in a work environment. Regarding the importance of the issue, the present study was conducted to study of occupational stress as predictors of nursing intention to leave.
 Methods: The research design in this study is a correlation design. The target population in this study was all nurses working in Hamedan state hospitals. Based on simple random sampling, 300 individuals were selected as the sample of this study. The instruments used in this research were effort-reward imbalance questionnaire, Job Content questionnaire, and intention to leave questionnaire. The Collected date was analyzed using correlation and regression analysis using SPSS18 software.
Results: The results showed that there is a positive and significant relationship between the amount of effort, job demands and the intention to leave in nurses (p≤0.01). But there was a negative and significant relationship between reward, job control and social support with the intention to leave in nurses (p≤0.01).
Conclusion: Based on the results, it can be concluded that job stress is an important factor in creating the intention to leave a job in the personnel, and the components of both models used in this research can be used to reduce the intention to leave at the nurses.
 

Using the Job-Demands-Resources (JD-R) Model in Predicting the Resilience of the Melli Bank Branch Employees of Kerman, Iran
Fereshteh Mohseni Takalu, Sanjar Salajeghe, Mohammad Jalalkamali, Mohammad Taghi Mohseni Takalu,
Volume 9, Issue 1 (4-2021)
Abstract
Background and Objectives: Resilience is one of the factors affecting the job performance of employees and maintaining their health in a stressful work environment. This study aimed to apply the Job Demands-Resources (JD-R) model to investigate the individual resilience and the factors affecting it in Melli Bank branch employees of Kerman, Iran.
Methods: In this self-reported cross-sectional survey, 358 Melli Bank Branch Employees of Kerman city participated from August to December 2019. According to the JD-R model, the constructs including resilience, emotional intelligence, social support, and job stress, were selected as outcome, personal resource, job resource, and Job demand respectively and participants participated in the survey by answering the questionnaire designed based on these four constructs. Data were analyzed using SPSS 23 and AMOS 21 software.
Results: The results showed that resources (emotional intelligence and social support) and demand (job stress) are directly and separately related to resilience (P˂0.001 and P = 0.006, respectively), and they are also interactively related (interaction of emotional intelligence and job stress, social support and job stress, social support and emotional intelligence) (P˂0.001, P˂0.001, and P = 0.003 respectively).
Conclusion: Emotional intelligence, social support, and job stress can affect the resilience of bank employees and human resource managers in banks can help increase employee resilience by creating educational interventions in these areas.

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