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Showing 2 results for Effort
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.
 

Investigating Effort-Reward Imbalance Model in Predicting Workplace Bullying
Mohammad Babamiri, Ramin Rahmani, Rashid Heydari Moghadam, Mehraneh Shabani,
Volume 11, Issue 2 (9-2023)
Abstract
Objectives: In work environments, job stress is the main factor that can make employees lose control and provide the opportunity for the occurrence of aggression in employees. Therefore, this study investigated the role of the effort-reward imbalance model in the occurrence of bullying in the workplace.
Methods: This study was descriptive-analytical in nature. The research population consisted of employees of one of the petrochemical plants located in the south of the country. The samples (n=202) were selected using the census sampling method. In this research, two self-report questionnaires, namely the Effort-Reward Imbalance Scale and the Questionnaire of bullying actions, were used to measure the variables.  Data analysis was performed using SPSS 18 software using Pearson’s correlation coefficient and linear regression.
Results: The mean scores of the participants’ age and work experience in this study were 40.13±9.32 and 15.9±9.50 years, respectively. Among the participants, 72.8% were female and 86.1% were married. In terms of educational status, 10.9% had an associate's degree, 81.2% had a bachelor's degree, and the rest had a master's degree or higher. About three-quarters of the participants were public service employees, and the rest were working on a contract basis. Based on the results of the multivariate regression model, among the variables investigated in this study, effort-reward imbalance and extreme commitment were able to significantly predict the changes in the bullying score (P<0.001).
Conclusion: Employees who feel imbalanced between inputs and outputs in the job, as well as those who have the characteristic of excessive responsibility, are more likely to display negative behaviors in the form of bullying in the workplace.

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