Showing 4 results for Psychosocial Factor
Farin Khanehshenas, Teimour Allahyari, H.reza Khalkhali,
Volume 1, Issue 3 (3-2014)
Abstract
Introduction: Bank staff experience high level of job stress due to the nature of their work. One of the consequences of stress is its impact on job performance. Since the internal studies in this area are relatively rare, this study was conducted to investigate the relationship between the psychosocial stressors and job performance among bank staff.
Materials and Methods: All staff of the bank branches participated in this study. The General Nordic Questionnaire and Human Resource Productivity Questionnaire were used for data collection. The correlation coefficient and regression models were employed to examine the relationship between job stressors and their scales as independent variables and job performance as the dependent variable. Furthermore, in order to accurately assess the relations between variables, structural equation models were utilized.
Results: The results revealed that the prevalence of stress among bank staff was in moderate level (46.6%). Meanwhile, there was a negative and significant relationship between stress in "task domain" and "socio-organizational domain" and job performance. Among the measures in socio-organizational domain, organizational culture and leadership showed highly negative and significant relationships with job performance (p= 0.001).
Conclusion: According to the obtained results, socio-organizational domain can be considered as the main cause of loss of productivity. Hence, it is suggested to make further attempts to control the psychosocial factors in workplaces and avoid performance deterioration, particularly in organizational culture and leadership measures.
Maziyar Arassi, Heidar Mohammadi, Majid Motamedzade, Mojtaba Kamalinia, Davoud Mardani, Misagh Mohammadi Beiragani, Mehdi Shekari, Mehdi Akbarzadeh,
Volume 2, Issue 1 (6-2014)
Abstract
Background: Psychosocial factors are present in most workplaces that could affect various aspects of workers’ health. Accordingly, psychosocial risks may lead to work related musculoskeletal disorders, increased risk of cardiovascular disease, effect on quality of working life, sickness absence, depression work injuries and accidents and various health problems. The aim of the present study was to assess work psychosocial problems and their association with non-fatal occupational accidents among Aghmary workers of Iranian drilling rigs.
Methods: A cross-sectional study using the short version of the Copenhagen Psychosocial Questionnaire (COPSOQ) was carried out on a total sample of 270 employees working on Aghmary system in drilling rigs. History of non-fatal occupational accidents was assessed by self-report during one year prior to the study. Statistical analyses were done using SPSS 16.0.
Results: The results showed that high work pace (OR=1.55), high emotional demands (OR=1.62), high influence at work (OR=1.5), low quality of leadership (OR=1.8), low social support (OR=1.87), high burnout (OR=1.72) and high threat of violence (OR=6.2) were significantly related to non-fatal occupational accident.
Conclusions: This study revealed the significant association between occupational accident and some psychosocial dimensions and recommended the incorporation of psychosocial factors in preventive measures.
Samaneh Asadi, Teimour Allahyari, Hamidreza Khalkhali , Alireza Choobineh ,
Volume 5, Issue 2 (9-2017)
Abstract
Introduction: Psychosocial factors and fatigue are significant factors in nurses’ performance. Since the relationship between psychosocial factors and fatigue has been rarely studied, the aim of this study was investigating the relationship between psychosocial work factors and fatigue among nurses.
Method: In this cross-sectional study, 270 nurses from hospitals of Urmia University of Medical Sciences randomly participated. The Job Content Questionnaire and Swedish Occupational Fatigue Inventory were used for data collection. Pearson’s correlation coefficient and Structural Equation Modeling were used for data analysis.
Results: The mean (SD) of control was 66.32 (7.36), psychological job demand 35.47 (3.68), social support 22.31 (2.64), physical job demand 15.22 (2.18), and job insecurity 8.72 (4.06). Control and social support dimensions had low levels. Moreover, psychological and physical job demand had high levels, which indicates a high stress level. According to the results, psychological and physical job demand had a significant relationship with all dimensions of fatigue (P < 0.001).
Conclusions: The majority of nurses were exposed to high levels of job stress. Among psychosocial factors, physical demand was identified as the most effective factor on fatigue. Any comprehensive interventional program regarding psychosocial work factor in order to reduce job stress and fatigue can improve health care quality and also prevent medical errors.
Davood Afshari, Payam Amini, Behnoush Jafari, Ghasem Akbari,
Volume 9, Issue 1 (4-2021)
Abstract
Background and Objectives: Psychosocial factors are among the factors affecting employee productivity. Since few studies have been done in this field, this study was conducted to investigate the relationship between psychosocial factors regarding productivity.
Methods: This cross-sectional and descriptive-analytical study was conducted in 2020 among 105 employees of a food distribution company in Ahvaz. Data collection tools included demographic information questionnaire, Copenhagen Psychosocial Factors Questionnaire (COPSOQ) and Goldsmith Hershey Productivity Questionnaire. Independent t-test, one-way analysis of variance and Pearson correlation coefficient were used to investigate the relationship between variables.
Results: The results showed that there was no significant relationship between any of the demographic variables with the score of psychosocial factors and productivity (P> 0.05). Psychosocial factor 2 has a negative and significant relationship with the average score of productivity, ability, role clarity, organizational support, motivation, feedback and credibility. And psychosocial factor 4 has a negative and significant relationship with motivation. The mean score of psychosocial factors, factor 1 and 3 showed a positive and significant relationship with the mean score of productivity, ability, role clarity, organizational support, motivation, feedback and credibility.
Conclusion: Considering the role of psychosocial factors on employee' productivity, it is necessary to consider organizational interventions in order to control effective psychosocial factors. More attention to psychosocial factors in the workplace can play an effective role in the efficiency and productivity of employees and the organization.
