Job Stress, Gene Polymorphism of β_2-AR, and Prevalence of Hypertension

Objective To study the interactive effect of job stress and genetic susceptibility （or gene polymorphism） on hypertension. Methods A cross-sectional epidemiological study was conducted in 452 workers from a thermal power plant in China. Extrinsic effort, occupational reward, and over-commitment were measured. Hypertensive patients were defined by three phases of screening, reexamination, and final diagnosis. β2-AR genotypes and allele frequencies at amino acid positions 16 （β2-AR-16： Arg→Gly） and 27 （β2-AR-27： Gln→Glu） were identified by PCR-RFLE Results Job stress was related with the prevalence of hypertension in males （P〈0.05）, whereas no significant relationship was found in females （P〉0.05）. Differences in genotypes and allele frequencies of the β2-AR-16 were statistically significant between the hypertension and control groups （P〈0.05）, whereas those of β2-AR-27 were not （P〉0.05）. The prevalence of hypertension was higher in individuals carrying Gly16 allele than in those carrying Arg16 allele of the high job stress group （P〈0.01 or 0.05）. Conclusion High job stress and polymorphism of β2-AR-16 have an interactive effect on the prevalence of hypertension in male workers.

A causal model of job stress among Thai nurse-midwives

Objective: To test a causal model of job stress among nurse-midwives working in labor and delivery units in Thailand.Methods: Random and convenience sampling was used to recruit 282 nurse-midwives with at least 6 months of work experience from 16 regional ter tiary hospitals in Thailand. Data were collected from May to December 2020. Research instruments with good internal consistency reliability ranged from 0.83 to 0.91 including the Job Stress Scale and the Thai version of the Job Content Questionnaire(TJCQ). Descriptive statistics and a structural equation model were used for data analysis.Results: Job demands were the strongest predictor of job stress. At the theoretical level, high job control plays a crucial role in directly reducing job stress. However, the present research provides contrary evidence to the theoretical predictions. When nurse-midwives perceive high job control, they perceive pressure to meet the expectations of their supervisors and colleagues. Therefore, high job control can contribute to job stress. Likewise, job suppor t had an indirect effect on job stress among nurse-midwives through job control. The modified model fitted the empirical data(χ^(2) = 57.76, df = 22, CMIN/df = 2.62, goodness of fit(GFI) =0.96, adjusted goodness of fit(AGFI) =0.91, comparative fit index(CFI) = 0.95, and root mean square error of approximation(RMSEA) = 0.07). The effects of job demands, job control, and job suppor t on job stress among Thai nurse-midwives can explain 67% of the model’s total variance for job stress.Conclusions: Nurse-midwives who encounter high job demands and less control over their work control suffer from job stress. Job support does not directly affect nurse-midwives’ job stress but influences it through perceived job control. Strategies to decrease job stress among Thai nurse-midwives should focus on how to balance job demands, and enhance job control, and job suppor t.

The Role of Life Orientation and Cognitive Regulation on Decreasing Job Stress

The aim of this study is to investigate the relationship between life orientation and cognitive emotion regulation with job stress. On this basis, a sample of 100 employees working in Guilan Education Office was used and research hypotheses were examined by job stress, life orientation and cognitive emotion regulation questionnaires. The results of this study indicate that job stress has a significant relationship with life orientation (-0.32), self-blame (0.25), rumination (-0.36), positive refocusing (0.25), positive refocusing on program (-0.21), positive reappraisal (-0.28), catastrophizing (-0.39) and other blames (-0.25). Furthermore, life orientation and cognitive regulation could explain 22% variances in respondents’ job stress. This finding indicates that more positive life orientation and subsequent decrease of emotion-regulation-related disorders will lead to less job stress.

A Comparative Analysis of Job Stress of Field Managers and Workers in Korean Construction Projects

A successful construction project hinges on the effective and efficient management of human resources. The stress of human resources is directly related with work performance, and as such, should be managed to improve work performance. This study aims to perform a comparative analysis of job stress levels after a survey on the job stress of field managers and workers. Through the analysis, it is found that the stress levels of field managers are different from those of the workers and construction field managers and workers get job stress scores less than average scores of Korean male workers. In addition, different personal factors affect the field managers and the workers differently. Therefore, understanding by which factor the other parties become stressed is expected to improve efficiency in the management of human resources.

Relationship between Job Stress and Hypo-high-density Lipoproteinemia of Chinese Workers in Shanghai： The Rosai Karoshi Study

Background：Karoshi,or death due to overwork,has now become a serious social problem in China.Worsening of cardiovascular risks by stress might initiate karoshi.Many studies have examined the relationship between job stress and obesity,hypertension,and type 2 diabetes mellitus,but less evidence exists for dyslipidemia like hypo-high-density lipoproteinemia （hypo-HDL）.The aim of this study was to investigate the relationship between job stress and hypo-HDL of Chinese workers in Shanghai.Methods：We studied 2219 Chinese workers in Shanghai,who participated in the Japan-China cooperative study for the prevention of karoshi.A questionnaire was administered to examine the lifestyle characteristics,job category,weekly working hours,and job stress.Job demand and job control were quantified using the National Institute for Occupational Safety and Health questionnaire.Modified job strain measure was defined by the combination of low job control and high demand.Hypo-HDL was defined as plasma high-density lipoprotein cholesterol concentration of〈1.04 mmol/L （40 mg/dl）.Multivariate logistic regression analysis was performed for hypo-HDL as a dependent variable.Results：Modified job strain was not related to hypo-HDL either in men or women.In men,multivariate adjusted odds ratio （OR） for having hypo-HDL was significantly higher in the lowest job control tertile compared with the highest job control tertile （OR =1.39,95% confidence interval [CI] 1.03-1.87,P =0.034）.In the same model,a similar trend was observed for women,but it did not reach a statistically significant level （OR =1.51,95% CI,0.88-2.56,P =0.132）.Conclusion：A low level of job control but not modified job strain was significantly related to higher prevalence ofhypo-HDL of Chinese workers in Shanghai.

Relationship of Workaholism with Stress and Job Burnout of Elementary School Teachers

Teachers voluntarily devote a lot of time to their vocational activates. This can lead to workaholism and may result in stress and job burnout. The main objective of the current study is to examine the relationship of workaholism with stress and job burnout of elementary school teachers in Zahedan. This is a descriptive-correlational study. The sample includes 350 elementary school teachers in Zahedan whom are selected through applying stratified random sampling method and are examined using questionnaires on workaholism, occupational stress, and job burnout. To analyze the obtained data, correlation coefficient and simultaneous multiple regression analysis are applied using SPSS21. Teachers’ mean scores on workaholism, stress and job burnout are higher than the considered theoretical mean. Workaholism and its components (feeling of being driven to work, work involvement, and work enjoyment) are significantly and positively related to job burnout and occupational stress (p ). The results of simultaneous multiple regression analysis indicate that components of workaholism can predict teachers’ occupational stress and job burnout (p ). Considering the results, holding training courses for teachers to become familiar with the phenomena of workaholism, stress, and job burnout, individual and organizational outcomes, methods of dealing with them and managing them effectively is highly recommended.

Effects of Drought Stress Simulated by Polyethylene Glycol on Seed Germination, Root and Seedling Growth, and Seedling Antioxidant Characteristics in Job’s Tears

Two Job’s tears cultivars, yy18-1 (high resistance to drought stress) and yy12-7 (susceptible to drought stress) were used to investigate the responses of seed germination, root and seedling growth, and seedling antioxidant characteristics to drought stress simulated by polyethylene glycol (PEG) 6000 solutions with 0, -0.05, -0.1, -0.15, and -0.2 MPa osmotic potentials. The results showed that the germination energy, germination rate, germination index, root and seedling lengths, root and seedling diameters, root and seedling fresh masses, root and seedling dry masses, and seedling relative water content (RWC) decreased with the decrease of the osmotic potential of PEG 6000 solution. The contents of hydrogen peroxide (H2O2), malondialdehyde (MDA), and proline in seedling increased with the decrease of the osmotic potential of PEG 6000 solution. The activities of peroxidase (POD), catalase (CAT), ascorbate peroxidase (APX), and glutathione reductase (GR) in seedling increased and then decreased with the decrease of osmotic potential of PEG 6000 solution. -0.1 MPa was the optimal osmotic potential of PEG 6000 solution simulated drought stress at germination stage for Job’s tears. The proline content and activities of POD and CAT were important mechanisms for the maintenance of drought resistance in Job’s tears seedling.

Development of Job Burden-capital Model of Occupational Stress： An Exploratory Study

This study proposes a new framework as job burden-capital model for comprehensive assessment on occupational stress. 1618 valid samples were recruited from electronic manufacturing service industry in Hunan province by self-rated questionnaires after written consent. Structural equation model analysis was employed to verify the model by the data collected. The final fitting model has satisfactory fitting goodness （CMIN/DF=5.78, AGFI=0.937, NNFI=0.960, IF1=0.968, RMSEA=0.054）. Both of the measurement model and structural model have acceptable path Ioadings. Job burden and capital could either directly affect occupational outcomes or indirectly influence them through equation personality.

Workplace Stress and Job Satisfaction among Biologics Development Professionals

Workplace stress is a common problem with broad effects in professional life. This study aimed to understand how workplace stressors affect job satisfaction among biologics development professionals. A cross-sectional survey was conducted at a biologics development organization. Multiple linear regression analysis was performed using years of experience, ambiguity, job conflict, perceived control, social support, job demands, self-esteem, and self-rated workplace stress as independent variables and job satisfaction as dependent variable (response). The regression model indicated that the workplace stressors and their two-level interactions significantly predicted employees’ job satisfaction, which explained 89% of the variance in level of job satisfaction (R2 = 0.89, F(17, 16) = 7.251, p = 0.0001). The interaction between perceived control and job demand and interaction between self-rated stress and job conflict had the biggest effect size on job satisfaction. This model was further used in Monte Carlo simulation to predict the outcome of job satisfaction under different work conditions. The findings will help the management to develop strategies to improve employee job satisfaction.

趋利避害:工作不安全感对推脱型知识隐藏的差异化影响

作为个体的私有资产,知识拥有者不愿意分享知识的同时,常常会表现出推脱型知识隐藏行为。深入探究引发员工推脱型知识隐藏行为的前因和机制,探寻控制这种反生产工作行为的有效措施,将助益企业的知识管理。基于工作要求的视角,分析了工作不安全感对推脱型知识隐藏的差异化影响作用以及任务互依性的适用范围,同时基于JDR理论的“损耗路径”假设,探讨了工作压力的中介作用。通过三时点问卷调查的方式,对收集的308份有效样本数据进行实证分析,结果发现:认知工作不安全感与推脱型知识隐藏之间存在U形的曲线关系;情感工作不安全感正向影响推脱型知识隐藏;任务互依性正向调节情感工作不安全感和推脱型知识隐藏之间的关系;工作压力在情感工作不安全感和推脱型知识隐藏之间存在中介作用。研究结论丰富了工作不安全感的研究视角,阐述了任务互依性不适用的条件和工作要求促发员工反生产工作行为的作用机制,为企业在知识管理中遇到的问题提供了有价值的启示。

塞拉利昂公立医院护士工作压力的现状调查和分析

目的了解塞拉利昂护士工作压力现状和应对方式,分析其影响因素,为有针对性地采取措施提高当地护士的职业心理健康,降低护士工作压力提供依据,也为我国制定对外卫生援助政策和方式提供参考。方法采用便利抽样方法,选取塞拉利昂两所公立医院124名护士为研究对象,采用一般资料问卷、护士工作压力源和简易应对方式量表调查其工作压力及影响因素。结果该两所医院护士工作压力源量表总条目均分为(2.93±0.45)分,单项条目得分最高是工作收入低,为(3.66±0.69)分,单项条目得分最低是护理操作会引起病人的疼痛,为(2.28±0.95)分。单因素分析结果显示,年资高的护士、本科文凭及以上的护士、儿科护士、助产士工作压力高,与其他相比,差异均有统计学意义(P<0.05)。广义线性回归分析结果显示,科室是塞拉利昂护士工作压力程度的影响因素(P<0.05)。结论塞拉利昂护士的工作压力较高,我国的对外医疗援助在改善地区医疗卫生资源硬件配置的同时,也应该重视并促进当地医务人员的心理健康。

重大国际活动中安保人员压力弹性与工作倦怠的关系

目的研究以冬奥会为例,探究在重大国际活动中压力弹性对于安保人员工作倦怠的影响以及职业风险感知和状态焦虑在其中发挥的作用。方法采用压力弹性商数量表、警察职业风险测评量表、状态焦虑量表和工作倦怠量表对270名安保人员进行问卷调查。结果(1)压力弹性与安保人员的工作倦怠状况呈显著负相关;(2)职业风险感知和状态焦虑在压力弹性和工作倦怠之间的单独中介作用均是显著的;(3)职业风险感知和状态焦虑在压力弹性和工作倦怠之间起链式中介作用。结论压力弹性不仅可以直接影响工作倦怠,也可以通过职业风险感知和状态焦虑对工作倦怠产生间接影响。

员工家庭经济压力何以促进工作重塑行为:压力转换视角

基于压力转换理论,建立一个被调节的中介模型,探讨家庭经济压力情境下如何经由员工的积极应对策略对工作重塑产生影响,以及家庭支持型主管行为在上述关系中的调节作用。对311名员工进行多时点的追踪数据分析显示,家庭经济压力促进员工工作重塑,而员工的积极应对策略中介了该过程;家庭支持型主管行为在其中起到调节作用,即当主管表现出更多的家庭支持行为时,增强家庭经济压力对工作重塑的影响,且积极应对策略的中介作用更为显著;反之,则不显著。在企业管理的实践中,当员工面临家庭经济压力,管理者应多激励员工采取积极应对策略,从而激发组织员工在工作中更加积极主动。

临床医学工程师职业获益感、工作压力与离职意愿的关联性研究

分析临床医学工程师职业获益感、工作压力和离职意愿的相关性,可为减少临床医学工程师离职提供循证决策依据。研究采用随机抽样法对安徽省内144家医院的医学工程部发放调研问卷,分析临床医学工程师在职业获益感、工作压力和离职意愿3个方面的真实现状和内部关联。结果发现:临床医学工程师有着积极从业心态和相对平稳的职业认知体验,但在亲朋好友中的职业认同度普遍不高;其对自身职业环境有芥蒂,且在实际临床工作中的从业准备不足,职称晋升机会不多;与传统医护工种相比,职业价值认同度底,薪资待遇都受限。为此,文本从临床医学工程师行业价值展开讨论,并从职业价值认同的落实、履职践行的体现以及激励兑现方式的角度提出了相应的改进措施。

全科医生人格特质与工作压力的关系研究——基于工作需求和资源模型的调查分析

背景工作压力与职业倦怠息息相关,国内外研究主要集中在医生参与调查时的职业倦怠状况,忽略了导致职业倦怠的原因(如工作需求、工作资源、人格特质等)。目的工作需求和工作资源是职业健康的驱动因素,本研究旨在探讨中国全科医生人格特质在工作需求和资源(JD-R)模型中对工作压力的影响。方法2023年5月在线招募深圳市罗湖区26家社康中心的全科医生,无记名自填简易工作压力量表(BJSQ)和大五人格模型特质(TIPI)测试,69.6%的全科医生做了有效应答。工作压力量表包含工作需求(8项目)、工作资源(任务级8项目、工作组级别11项目、组织级别8项目)和相关结果(10项目)。人格特质包括性格外向型、宜人愉快型、认真负责型、情绪稳定型和公开坦率型,采用中位数以及25%和75%百分位数表示各项目的集中趋势和离散程度,运用皮尔逊相关系数和方差分析检验不同人格特质和JD-R模型相关因子。结果罗湖区全科医生人格特质类型,无论男女,均以“认真负责型”为最重要的特质,其中40岁以下和初级职称者以“宜人愉快型,认真负责型”为主要特质,40岁以上和高级职称以“情绪稳定型,认真负责型”为主要特质。五种人格特质与人际冲突、角色冲突、工作控制、工作适应性、工作的价值、家人和朋友支持、工作保障、应对组织变动、心理应激、家庭满意程度、工作投入、履行职责相关(P<0.01),与定性工作负荷、工作可预测性无直线相关关系(P>0.05);宜人愉快型人格(r=0.295,P<0.01)和情绪稳定型人格(r=0.196,P<0.01)与职场骚扰相关;情绪稳定型人格特质与JD-R模型相关(P<0.01)。结论中国全科医生人格特质与其工作压力、社会心理工作环境和结果有密切关系,可借助工作需求和资源模型作为预测指标,未来的工作倦怠研究应考虑人格因素。建议在医学院和规培招收学生或学员时,增加人格、情商、逻辑、关系等测试,以遴选和招募更适合医学服务的人进入医学领域;对于不同人格特质的医生,可结合个人特点给予相应的工作需求和工作资源支持,减少职业倦怠的产生,提高工作效率和健康产出。作者提议对中国医生的人格特质与其学习和工作压力和绩效的关系做进一步深入探讨。

三级甲等医院再就业护士心理弹性在工作压力和主观幸福感间的中介效应

目的:探讨再就业护士的心理弹性在工作压力和主观幸福感之间的中介效应。方法:采用便利抽样法于2022年1月—7月选取山东省内6所三级甲等医院的688名再就业护士作为研究对象,采用护士工作压力源量表、心理弹性量表和主观幸福感量表对其进行调查,构建结构模型并进行中介效应检验。结果:心理弹性在再就业护士的工作压力和主观幸福感间发挥部分中介作用,间接正向预测主观幸福感,中介效应为0.11,占总效应的35.48%。结论:6所三级甲等医院再就业护士心理弹性在工作压力与主观幸福感的关系中发挥着部分中介作用,提高再就业护士的心理弹性对改善主观幸福感有积极作用。

Theoretical Perspective of Job Demands Correlates among Nurses: Systematic Literature Review

Introduction: Nursing is highly demanding and stressful profession. Negative consequences of job demands were widely discussed throughout the literature like;poor quality of care, poor health, burnout, greater intent to leave and lower level of job satisfaction. Job dissatisfaction among nurses also has been discussed exhaustively in the literature in regards to its negative outcomes represented by burnout, absenteeism, turnover, greater intent to leave and finally leaving nursing profession. Purpose: The purpose of this study was to examine literature discussing job demands in nursing profession and its associated factors among nurses, and to provide direction as to where research needs to continue to explore and develop evidence in this area. Results: Results showed that job demands are the most influential stressor in nursing profession that associated strongly with many negative consequences on the profession in general and on the nurses on particular. Conclusion: The results supported that job demand is unavoidable stressor that leads to many negative consequences and connects directly to job dissatisfaction. Therefore, there is a need to search for alleviating factors that decrease nursing stressor, its consequences and buffer the correlation between job demand and job satisfaction.

负重致远:工作压力对“双一流”高校教师科研产出的影响机制与破解之道

为调节“双一流”高校教师工作压力、激发教师队伍创新活力,使用微观调查数据,基于个人-环境匹配理论和双因素理论,构建了高校教师工作压力与科研产出的有调节的中介模型。研究发现:“双一流”高校教师普遍面临较高的工作压力,对其论文产出与其他科研产出均有显著的负向影响;对工作本身的满意度和对工作外在条件的满意度在教师工作压力与其论文产出或其他科研产出的关系中均起中介作用,相比对工作本身的满意度,对工作外在条件的满意度所产生的中介效应更大;职称的内部流动性能够有效缓冲工作压力对教师工作外在满意度的负向影响,进而降低对其科研产出的消极影响,尤其是对论文产出数量与质量的消极影响。基于研究发现,对于提升“双一流”高校科研产出的数量与质量、促进高校教师科研创新提出三点对策建议:一是建立支持型的教学与科研环境,采取有效举措缓解教师的工作压力;二是满足教师对工作的内在与外在需求,提高教师对工作本身及其外在条件的满意度;三是提高高校教师职称的内部流动性,结合教师评价改革深化职称制度改革。

选用育留的人事管理方案对医护人员管理效果的影响

目的分析选用育留的人事管理方案对医护人员管理效果的影响。方法选取深圳市龙华区慢性病防治中心2022年1—12月在职的40名医护人员,根据选用育留人事管理方案实施前后分组,将2022年1—6月未实施选用育留人事管理方案的20名医护人员作为对照组,2022年7—12月实施选用育留人事管理方案的20名医护人员作为观察组。比较马氏工作倦怠量表(Maslach burnout inventory general survey,MBIGS)、离职倾向量表(intent to leave scale,ILS)、中文版压力知觉量表(Chinese perceived stress scale,CPSS)评分。结果观察组MBI-GS评分低于对照组(P<0.05);观察组ILS评分、CPSS评分分别为(5.69±0.33)分、(12.34±1.86)分,低于对照组的(8.97±0.87)分、(16.10±2.03)分(P<0.05)。结论选用育留的人事管理方案有助于消除医护人员的职业倦怠感以及离职倾向、减轻知觉压力水平。