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Jörg W Kirchhoff,1 Abigail Marks,2 Ann Karin Helgesen,1 Kirsti Lauvli Andersen,1 Hilde Marie Andreassen,1 Vigdis Abrahamsen Grøndahl1 1Faculty of Health, Welfare and Organisation, Østfold University College, Halden, Norway; 2Author Affiliations Newcastle University Business School, Newcastle University, Newcastle Upon Tyne, UKCorrespondence: Jörg W KirchhoffFaculty of Health, Welfare and Organisation, Østfold University College, Halden, NorwayTel +47 47 69 60 86 99Email jorg.kirchhoff@hiof.noPurpose: Previous studies indicate that the introduction of information and communication technology (ICT) in health care organizations impairs health care professional’s working conditions and diminishes job discretion. Most of these studies, however, were designed to explore the influence of ICT exclusively on a single group of health care professionals and thereby did not consider the influence of the same technology on other groups of health care professionals. The aim of this article is to explore the influence of a fully integrated ICT system on both doctors and registered nurses within the same working environment: a high-tech hospital.Methods: This is a cross-sectional study conducted in a high-tech Norwegian hospital. Data were collected in 2016. In total, 264 registered nurses and 172 doctors responded to a questionnaire on their working conditions and experiences with ICT in clinical work. Descriptive statistics, compare means, cross-tables, Chi-square and bivariate correlation analysis were used to analyze the data. Statistical significance was set at p < 0.05.Results: The findings revealed differences in doctors’ and registered nurses’ working conditions. Registered nurses reported a statistically significant higher workload and better job content than doctors. There was no difference in job discretion between doctors and registered nurses. Both occupational groups experienced that the ICT system impairs patient contact and the quality of health services. We found statistically significant correlations between registered nurses’ and doctors’ experiences with ICT in clinical work and working conditions, whereof the strongest correlation was related to job discretion in clinical work.Conclusion: This study concludes that the impact of ICT on doctors’ and registered nurses’ working conditions in a hospital depends on the experiences of ICT in clinical work. In consequence, it is recommended to involve doctors and registered nurses in the implementation of ICT in hospitals.Keywords: health care professionals, information and communication technology, job discretion, job content, working conditions

Cumulative motion injuries and burnout contribute to an international shortage of signed language interpreters (SLIs). Studies using the Job Content Questionnaire, a well-validated measure of occupational health risks, indicate that risk levels differ among SLI work settings. Specifically, video relay service (VRS) and primary and secondary educational settings (K–12) are associated with greater health risks. The current study validated those results by analysing the diurnal rhythm of salivary cortisol levels. Anomalies in diurnal cortisol rhythms are associated with an array of health problems. Our full-time SLI participants included VRS workers ( N = 20), K–12 workers ( N = 18), and SLIs who worked in other settings ( N = 23). Non-interpreters using sign language daily at work ( N = 18) comprised a fourth group. Saliva samples were collected four times daily over 2 working days. The VRS and K–12 SLIs demonstrated lower morning peak cortisol levels and flatter diurnal cortisol slopes from morning peak to subsequent diminution. Both findings are associated with chronic stress and greater health risks. The VRS and K–12 groups’ diurnal cortisol patterns closely resembled each other, while the Other SLI group’s curve closely resembled that of the Non-Interpreter group. Implications for SLI health, education, and job redesign are discussed in the context of the demand control schema.

To get a more nuanced picture job content plateau and its effects, the present study test if high-performance work practices (HPWPs) moderate the relationship between job content plateau and job at...

Nurses are at risk for work-related fatigue, which can impact their health, well-being, and job readiness. The purpose of this study was to examine the levels, types, and factors associated with fatigue in registered nurses (RNs) in direct patient care (DCRNs) and in non-direct patient care (non-DCRNs) roles. A cross-sectional survey was administered to 313 RNs. Measures included: Multidimensional Fatigue Symptom Inventory, Occupational Fatigue Exhaustion Recovery, Brief COPE, PROMIS® Global Sleep Disturbance, Job Content Questionnaire. Acute fatigue levels in RNs were similar to those in diseased populations, and nearly 50% reported moderate/high levels of chronic fatigue. DCRNs reported higher levels of acute and chronic fatigue than non-DCRNs, but the differences were small and disappeared when accounting for other factors associated with fatigue including sleep disturbance, job strain, workplace support, maladaptive coping, and especially intershift recovery, which accounted for 20-41% of fatigue variability. This study suggests that it may not be only nurses providing direct patient care who are at risk for acute and chronic fatigue. Intershift recovery may be particularly important in alleviating acute and chronic fatigue in nurses. This article is protected by copyright. All rights reserved.

PurposeVery little research has examined how adaptivity, adaptability resources, adapting responses and adaptation results are interlinked with each other. The current research aims to investigate whether career adaptability influences job outcomes via job content plateau. Taking career construction theory (Savickas, 2005) as a base, the research model of this study posited that employee's favorable job outcomes, i.e. job satisfaction and performance depend upon their psychosocial meta-capacities (career adaptability) and job content plateau. Further, the study is the first to examine the moderating role of proactivity among career adaptability, job content plateau and job outcomes relationship.Design/methodology/approachIt is a two-wave longitudinal study, quantitative in nature and has collected data from 357 faculty members of Indian universities. The hypotheses have been empirically tested through the structural equation modeling technique.FindingsThe moderated mediation model was supported, and as predicted, (1) career adaptability was positively related to job outcomes and (2) the mediated relationship between career adaptability and job outcomes via content plateau was stronger for individuals with high levels of proactivity.Practical implicationsThe study encourages career management practitioners and counselors to integrate proactive behaviors and career adaptability into counseling techniques to equip clients with necessary skills and deal with unfavorable job experiences, thereby engendering favorable job outcomes.Originality/valueThe current study is the first to test the intervening effect of proactivity in career adaptability and job outcomes relationships via job content plateau.

The study aims to shed light on whether mentoring may help protégés decrease their perception of job content plateaus. Based on the conservation of resources theory, career mentoring could be an effective resource in decreasing job content plateaus and alleviating the resulting emotional exhaustion. The study also proposes that perceived organizational support (POS) can be an organizational resource for protégés, strengthening the effects of career mentoring in addressing the problem of job content plateaus and ensuing emotional exhaustion (via job content plateaus). Two-wave data were collected from a sample of 353 protégés in Germany. Results showed that career mentoring was negatively related to emotional exhaustion through job content plateaus. Moreover, high POS strengthened the effects of career mentoring, directly in dealing with the issue of job content plateaus and indirectly for emotional exhaustion. Important theoretical and practical implications for mentoring and career plateau research are discussed.

This study aimed to investigate the effects of psychosocial work environment on the retention intentions of care coordinators taking care of patients with chronic illness. A descriptive survey study was conducted with a convenience sample of care coordinators who organized patients and treatment teams that offered professional and persistent treatment. A total of 132 participants were recruited from 19 October to 19 November 2020. The data were analyzed through descriptive statistics, t-tests, ANOVA, Scheffé post hoc, and hierarchical multiple regression using SPSS 26.0. The results showed that work organization and job content (β = 0.254, p = 0.014) and value at the workplace (β = 0.245, p = 0.034) had significant effects on the retention intentions of participants. The final model of the study explained 40.1% of participants’ retention intentions (F = 11.830, p &lt, 0.001). The development of educational programs and implementation of policies for improving the psychosocial work environment were found to be essential for increasing the retention intentions of professional care coordinators.

Objectives. Several studies have shown that one of the most common causes of collision is driver fatigue since fatigue causes drowsiness while driving and this decreases the driver's ability to maneuver the vehicle and increases the probability of their nodding off and falling asleep at the wheel. This may be due to a variety of personal reasons and specific factors connected to working conditions. In the present work we therefore intend to develop a predictive model for fatigue in professional drivers using the following indicators: age, gender, personality, burnout, characteristics and job content. Method. The participants were 516 professional drivers from different transport sectors, obtained through non-probabilistic sampling. SPSS version 25.0 was used for data analysis. Results. The predictive capacity of a number of variables that affect drivers by causing fatigue is determined. Fatigue can be predicted through certain variables, with the best predictor being exhaustion (48.8%). Conclusions. This research contributes to a greater knowledge of the factors that produce fatigue in professional drivers. It highlights the importance of designing interventions to reduce the incidence of fatigue, resulting in greater well-being for the driver and a lower incidence of collisions.

RESUMO Objetivo comparar as condições de trabalho em relação à demanda, controle e suporte social entre profissionais da enfermagem, nutrição e higiene e limpeza. Método estudo quantitativo com 227 profissionais de um hospital geral do estado de São Paulo, Brasil, por meio da aplicação do Job Content Questionnaire. Para as análises, foi utilizado o software SPSS e testes estatísticos. Resultados os profissionais da limpeza exibiram condições sociais de vida inferiores, com renda até dois salários-mínimos (88,5%); sem ensino superior (98,7%); classe social CDE (78,2%); cor negra ou parda (55,2%). Em relação à demanda, não houve diferenças significativas entre as equipes. Quanto ao controle, a enfermagem apresentou melhores condições e a limpeza as piores. A enfermagem apresentou melhores índices de suporte social e a nutrição os piores. Conclusão salientou-se que é necessária a implementação de estratégias de melhoria das condições de trabalho para minimizar o estresse e o adoecimento. RESUMEN Objetivo comparar las condiciones de trabajo en relación con la demanda, el control y el apoyo social entre profesionales de Enfermería, Nutrición e higiene y limpieza. Método estudio cuantitativo realizado con 227 profesionales de un hospital general del estado de San Pablo, Brasil, con aplicación del Job Content Questionnaire. Para los análisis se utilizó el software SPSS, además de pruebas estadísticas. Resultados los profesionales del área de Limpieza presentaron condiciones sociales de vida inferiores, con ingresos de hasta dos salarios mínimos (88,5%); sin educación superior (98,7%); clases sociales C/D/E (78,2%); y color de piel negro o pardo (55,2%). En relación con la demanda, no se registraron diferencias significativas entre los equipos. Con respecto al control, las áreas de Enfermería y Limpieza presentaron las mejores y peores condiciones, respectivamente. Los sectores de Enfermería y de Nutrición presentaron los mejores y peores índices de apoyo social, respectivamente. Conclusión se destacó que es necesario implementar estrategias para mejorar las condiciones de trabajo a fin de minimizar el estrés y las enfermedades. ABSTRACT Objective to compare the working conditions in relation to demand, control and social support among Nursing, Nutrition, and Hygiene and cleaning professionals. Method a quantitative study conducted with 227 professionals from a general hospital in the state of São Paulo, Brazil, by applying the Job Content Questionnaire. The SPSS software and statistical tests were used for the analyses. Results the cleaning professionals presented lower social living conditions, with incomes up to two minimum wages (88.5%); no higher education (98.7%); social classes C/D/E (78.2%); and black or brown skin color (55.2%). There were no significant differences between the teams in relation to the demand. Regarding control, Nursing and Cleaning presented the best and worst working conditions, respectively. Nursing and Nutrition presented the best and worst social support indices, respectively. Conclusion it was emphasized that it is necessary to implement strategies aimed at improving the working conditions in order to minimize stress and illness.

To understand the current situation of job burnout among coal miners in Xinjian. The effects of occupational stress, GCCR and SLC6A4 gene polymorphisms, and gene-environment interactions on job burnout in coal miners were analyzed. This study provides a scientific basis for formulating health strategies to combat job burnout in the future.The job burnout scale and job content questionnaire (JCQ) were used to investigate the general situation of job burnout among coal miners and its influencing factors. The imLDRThere were significant differences in the rate of burnout among miners of different sexes, ages, working years, shifts, working types, and marital status (P0.05). The difference in occupational stress between the different job burnout groups was statistically significant (P0.05). The GG genotype at rs41423247 increased the risk of burnout (OR=3.224, 95% CI:1.425-7.294). Similarly, compared to the TT genotype at rs11080122, the CC genotype increased the susceptibility of job burnout (OR =2.614, 95% CI:1.047-6.527). The results of gene-environment interaction regression analyses showed that the interaction between rs41423247, rs17209237, and occupational stress increased the risk of job burnout (OR = 5.049, 95% CI = 2.371-10.750).In addition to demographic characteristics, occupational stress was also a risk factor for job burnout. The interaction between rs41423247 and rs17209237 of the GCCR gene and occupational stress increased the risk of job burnout.

The use of AI-enabled hiring software raises questions about the practice of Human Resource (HR) professionals' use of the software and its consequences. We interviewed 15 recruiters and HR professionals about their experiences around two decision-making processes during hiring: sourcing and assessment. For both, AI-enabled software allowed the efficient processing of candidate data, thus providing the ability to introduce or advance candidates from broader and more diverse pools. For sourcing, it can serve as a useful learning resource to find candidates. Though, a lack of trust in data accuracy and an inadequate level of control over algorithmic candidate matches can create reluctance to embrace it. For assessment, its implementation varied across companies depending on the industry and the hiring scenario. Its inclusion may redefine HR professionals' job content as it automates or augments pieces of the existing hiring process. Finally, we discuss how candidate roles that recruiters and HR professionals support drive the use of algorithmic hiring software.

Background Clinical nursing teachers face conflicts and challenges while instructing nursing students in the clinical setting. They may be under job stress, which can lead to occupational burnout. Purpose This study investigated the current state and relationship between job stress and occupational burnout, as well as explore the significant predictors of occupational burnout among clinical nursing teachers. Methods A cross-sectional study design and convenience sampling was conducted. A total of 205 clinical nursing teachers from 43 nursing schools in Taiwan. Used the Chinese version of the job content questions and occupational burnout inventory to collect data. Multiple linear regression was used to determine the predictors of occupational burnout. Results The degree of perception of life stress by teachers was moderate, and occupational burnout was mild to moderate. Multiple regression analyses showed that perceived life stress and job stress were significant predictors of occupational burnout; perceived life stress was the strongest predictor of occupational burnout, explained 26.4% of the variance; and the workload explained 16.6% of the variance. Conclusion Perceived life stress and job stress influence occupational burnout. This study results may help administrators recognize the vulnerability of clinical nursing teachers to different stressors and develop strategies to improve occupational burnout.

The University of Cincinnati is the birthplace of the global paid internship program and has the most professional paid internship instructors in the United States. The University of Cincinnati has the most professional paid internship instructors in the United States. However, China's higher education institutions started their internship programs late, and instructors lack special training, which prevents them from playing their role fully. By analyzing the type of full-time mentor teachers, job content and legal functions of the University of Cincinnati, we will provide reference for the working model of new internship mentor teachers in China.

This research paper is based on theoretical considerations, a model was proposed linking the employee job satisfaction and retention constructs. The purpose of this research is to elaborate the key factors which improved for the satisfaction of the employees i.e. workplace environment, pay, recognition, promotion, supervision and influence of co-workers. These factors help to make the policies effective and through this effectiveness, efficiency takes place in the management process. Results suggest that employees are satisfied by a good Compensation, Job Content, opportunity for promotion, good working relationships with colleagues and supervisor. According to the results there is positive relationship between job satisfaction and employee retention. Through this survey we find a strong positive relationship between team work and all other factors. Keywords : Employees Job Satisfaction, Retention, Graduates employment

A considerable amount of research has been published on career plateau since its first appearance in the careers literature in the 1970s. There is therefore a need to summarise what is known about the field in its entirety and what remains unanswered. This paper presents a review of career plateau research published between 1977 and 2017 and includes 72 empirical sources. Focusing on hierarchical and job content plateau, the review adopts a social exchange perspective in explaining why the two types of plateau are linked with various unfavourable work outcomes, what the mechanisms and moderators of these relationships may be, and the possible antecedents of career plateau. The 72 sources included in the review revealed that career plateaued individuals generally report unfavourable affective outcomes (e.g., poorer satisfaction and well-being) as well as other undesirable work outcomes (e.g., poorer job performance and organisational commitment, and enhanced turnover intentions), and that these outcomes can be explained by the fact plateaued individuals perceive a lack of support from their organisation. Furthermore, our review suggests that the effects of career plateau are moderated by several key factors, namely, the extent to which both the organisation and individual adopt strategies to counteract plateau, and the extent to which individuals care about being promoted. In terms of antecedents of plateau, proactivity and additional responsibilities given by the organisation are negatively related to career plateau. Based on these findings, our review offers managerial implications and suggestions of future research directions.

© 2018, Australian Labour and Employment Relations Association (ALERA), SAGE Publications Ltd, Los Angeles, London, New Delhi, Singapore and Washington DC. This article examines job classifications in enterprise agreements from the Australian manufacturing industry, focusing on the recognition of formal qualifications. It follows earlier research that found the strength and frequency of references to qualifications vary considerably between modern awards, with manufacturing industry awards having some of the strongest connections. A representative sample of 350 agreements (13.5% of the total) made under the Fair Work Act between 2010 and 2013 was analysed. Analysis revealed that linkages between formal qualifications and job classification structures are less common in enterprise agreements than in relevant modern awards. However, the overall effects of enterprise bargaining on recognition of employees' qualifications are complex. We find that, one way or another, the award classification structure continues to apply in 47.1% of enterprise agreements. Through logistic regression, we explore factors influencing the use of formal qualifications as part of job classifications, with a particular focus on whether this extends beyond the licensing requirements of tradespeople (Certificate III). Our finding that three factors – workplace size, award coverage and union coverage – significantly affect enterprise bargaining outcomes is likely to be generalisable beyond this study's focus on job classifications to many other important terms in enterprise agreements.

Using Programme for the International Assessment of Adult Competencies (PIAAC) data for twenty†one countries, I study the impact of employment protection laws (EPL) on job content. I find that workers’ use of influence, reading, writing, planning, numeracy and information and computer technology skills, and their task discretion, were higher in permanent than in temporary jobs. Moreover, stricter EPL on permanent jobs raised the gap in job content for influence, reading, writing, and planning skills used in permanent jobs versus temporary jobs.

Tiina Saari – Post Doctoral Researcher, University of Tampere, Finland. Address: 4 Kalevantie, 33100, Tampere, Finland.E-mail: tiina.p.saari@uta.fi Markku Sippola – University Lecturer, University of Tampere, Finland. Address: 4 Kalevantie,33100, Tampere, Finland.E-mail: Markku.Sippola@uta.fi Harry Melin – Professor, Vice Rector, University of Tampere, Finland. Address: 4 Kalevantie, 33100, Tampere, Finland. E-mail: harri.melin@uta.fi Azer Efendiev – DSc in Philosophy, Professor, National Research University Higher School of Economics. Address: 20 Myasnitskaya St., Moscow, 101000, Russian Federation. E-mail: efendiev@hse.ru Evgeniya Balabanova – DSc in Sociology, Professor, National Research UniversityHigher School of Economics. Address: 20 Myasnitskaya St., Moscow, 101000, RussianFederation. E-mail: balabanova@hse.ru Citation: Saari T., Sippola M., Melin H., Efendiev A., Balabanova E. (2018) Comparing Finnish and Russian Work Life. Mir Rossii, vol. 27, no 2, pp. 90–108. DOI: 10.17323/1811-038X-2018-27-2-90-108 This article compares the differences and similarities between Finnish and Russian work life, with special focus on how employees perceive the importance of employment and pay, favouritism in the workplace, and satisfaction with leadership. The contrasts between the two countries make for an interesting comparison: Finland is one of the world leaders in quality of work life, while many workplace practices in Russia date from the Soviet era. Our analysis shows that, as expected, pay is much more important than job content to Russian employees, while job content is more important than pay to Finnish employees. Work and employment is highly valued in both countries, but more so in Russia. Russia is often described as backward in its management and leadership styles, yet we found that Russian employees are more satisfied with some aspects of leadership in the workplace than Finnish employees.

Very little research has examined how career constructs are related to career plateaus. Given the dysfunctional consequences of plateauing, it is important to understand how career constructs, such as career adaptability, influence plateauing. Drawing on career construction theory and the theory of work adjustment, we propose that fit perceptions will mediate the career adaptability and plateauing relationship. Using data collected from 294 banking employees from the Punjab Province of Pakistan, we used the PROCESS macro to test for mediation. Results indicate that career adaptability reduces the likelihood of experiencing job content and hierarchical plateaus. Perceptions of fit related negatively to perceptions of plateauing, with one exception—demands–ability fit perceptions were unrelated to hierarchical plateaus. Mediation analysis indicated that needs–supply fit perceptions mediate the influence of career adaptability on both job content and hierarchical plateaus, whereas demands–ability fit perceptions mediate the influence of career adaptability on job content plateau but not hierarchical plateau. Implications of results for theory and practice are discussed.

The purpose of this study was to determine the level of psychosocial safety climate (PSC) at fuel stations in Accra and test the paths via which PSC predicts health and safety of the attendants. We surveyed 876 conveniently sampled attendants from four major Oil Marketing Companies (OMCs). A questionnaire derived from three pre-existing ones (PSC-12, Job Content Questionnaire and Short Form Health Survey) was used for data collection. It yielded composite reliability between 0.91 and 0.95. Partial Least Squared-Structural Equation Model was used for analysis. Results shows a high risk of (36.08) PSC perception among the attendants. PSC directly, and indirectly, via the path of job resources, predict health and safety of the attendants. Job demands have significant direct influence on health and safety with its path being the strongest (r = -0.66) and most significant (t = 39.48, p = 0.00) compared with PSC (r = 0.16) and job resources (r = -0.12). The health, safety and well-being of the fuel station attendants appears to be preserved where management takes practical steps to raise PSC of the fuel stations and supervisor provides increased support for the attendants. An increase in PSC is most likely to cause increase in supervisor support to the attendants. In such stations, daily productivity is more likely to increase due to well-being of the workers.

Job crafting is a hot topic in the field of organizational behavior researches and human resource management. Job crafting is a bottom to up behavior, which is different from traditional up to bottom job design, representing the staff’s proactivity. Under job crafting, staffs incline to redefine and reshape the job content, working mode and cooperation relationship with teammates. Besides, job crafting can optimize organizational design and working relationship, which improves the staff’s working identification and adversity coping ability. Based on the previous research results, this article attempts to summarize the definition, measurement, antecedents and consequences of job crafting. Meanwhile, this article also puts forward future research directions of job crafting.

Aims and methodTo review the literature to examine the factors that may be affecting recruitment into psychiatry in the UK. We systematically searched four databases to identify studies from 1974 to 2016 and identified 27 papers that met the specified inclusion criteria.ResultsMost papers (n= 24) were based on questionnaire surveys. The population in all studies comprised of 1879 psychiatrists, 6733 students and 220746 trainees. About 4–7% of students opt for a career in psychiatry. Enrichment activities helped to attract students more towards psychiatry than just total time spent in the specialty. Job content in terms of the lack of scientific basis, poor prognosis and stigma towards psychiatry, work-related stress and problems with training jobs were common barriers highlighted among students and trainees, affecting recruitment. Job satisfaction and family-friendly status of psychiatry was rated highly by students, with lifestyle factors appearing to be important for trainees who tend to choose psychiatry.Clinical implicationsNegative attitudes and stigma towards psychiatry continue to persist. Teaching and training in psychiatry needs rethinking to improve student experience and recruitment into the specialty.

Academic literature identifies job satisfaction as an important determinant of effective organisational performance, though the contemporary attention of theorists and practitioners for job satisfaction of individuals working in Lithuanian civil service is still fragmented. The article discusses the concept of job satisfaction, examines the significance of various motivational factors for civil servants’ job satisfaction and analyses the determinants of job satisfaction in the Civil Service Department of Lithuania. The empirical analysis is based on the results of quantitative research conducted in 2017. The research results revealed that job satisfaction of individuals working in the above mentioned institution is more determined by intrinsic rather than extrinsic motivational factors. Higher levels of job satisfaction are associated with sense of achievement arising from work, interesting, exciting job content and adequate promotional opportunities. The research finding also proposed the challenging trend indicating the negative correlation between job satisfaction and possibilities for to grow personal skills. This paradox is possibly explained by Simon’s bounded rationality theory, as well as by methodological specificity, and eventually opens wide platform for further research in public sector. DOI: http://dx.doi.org/10.5755/j01.ppaa.16.3.19337

This study is the third in a series of studies comparing the development of the working conditions of child welfare social workers in Sweden during the last decade. The same questionnaire was distributed in 2014 (n = 349) to the social workers handling investigations of children and youth who were working with the same types of tasks in the districts previously investigated in 2003 (n = 309). The questionnaire (QPS Nordic) contained questions about their job content, role conflicts, demands, organisational climate, job satisfaction and intention to leave the workplace or change profession. The aim of the present study was to analyse this development in relation to the low-income, middle-income and high-income districts where the social workers were employed. The results reveal two different patterns. The first concerns the social workers’ perception of their work tasks where the situation seems to have deteriorated in all three income areas but more so in the low income areas. Furthermore, the soc...

espanolObjetivo: determinar el nivel de satisfaccion laboral del personal dependiente de la Direccion de Enfermeria del Complejo Asistencial Universitario de Burgos (CAUB). Metodo: se diseno un estudio descriptivo transversal. La muestra de estudio (n= 1.844) se conformo con los profesionales activos, dependientes de la Direccion de Enfermeria del CAUB en la fecha de estudio, excluyendo a los liberados sindicales o a los que estaban de vacaciones. Se uso el cuestionario Font Roja validado en el ambito hospitalario, incluyendo variables sociodemograficas y laborales, y una pregunta sobre satisfaccion global (de 0 a 10). Se realizo analisis univariante y bivariante. La relacion entre las distintas variables se evaluo mediante pruebas estadisticas. Resultados: se recogieron 1.089 encuestas. La edad media fue de 46 anos (DE: 10,677). El 96% (n= 904) de los encuestados era mujer. El 59% (n= 563) de las encuestas analizadas fue respondida por enfermeras. El 93% (n= 889) llevaba ejerciendo la profesion mas de cinco anos. Un 53% (n= 506) de la muestra del estudio llevaba mas de cinco anos trabajando en la misma unidad. La puntuacion media de la satisfaccion global autopercibida fue de 6,74 (DE: 1,925). Las variables edad, tiempo desde la finalizacion de los estudios, tiempo de ejercicio de profesion, categoria profesional y area de trabajo mostraron relaciones estadisticamente significativas (p Conclusiones: los profesionales se declaran satisfechos en su situacion laboral global autopercibida. Las dimensiones mejor valoradas son las que se refieren a la relacion interprofesional con superiores y al contenido del trabajo. Por su parte, la presion de trabajo, monotonia laboral y promocion/expectativas fueron los aspectos con los que los profesionales se sienten menos satisfechos. EnglishObjective: to determine the level of job satisfaction among the staff under the Nursing Management of the Complejo Asistencial Universitario de Burgos (CAUB). Method: a cross-sectional descriptive study was designed. The study sample (n= 1,844) was formed with those active professionals under the authority of the Nursing Management of the CAUB at the time of the study, excluding full-time union representatives or those on holidays. The Font Roja questionnaire validated in the hospital setting was used, including sociodemographical and occupational variables, and one question on overall satisfaction (on a scale from 0 to 10). Univariate and bivariate analyses were conducted, and the relationship between different variables was evaluated through statistical tests. Results: in total, 1,098 surveys were collected; the mean age was 46-year-old (SD: 10.677), and 96% (n= 904) of the survey participants were female. Of the surveys analyzed, 59% (n= 563) were answered by nurses; 93% (n= 889) of them had been in practice for over five years, and 53% (n= 506) of the study sample had been working in the same hospital unit for over five years. The mean score for self-perceived overall satisfaction was 6.74 (SD: 1.925). The following variables: age, time since completing their education, time of professional practice, professional job category and area of work, showed a statistically significant relationship (p Conclusions: professionals stated that they were satisfied in terms of their self-perceived overall working situation. The best valued dimensions were those regarding interprofessional relationship with superiors and job content; on the other hand, work pressure, monotony of tasks and promotion/expectations were the aspects with which professionals were less satisfied.

Summary Occupational choices remain strongly segregated by gender, for reasons not yet fully understood. In this paper, we use detailed information on the cognitive requirements in 130 distinct learnable occupations in the Swiss apprenticeship system to describe the broad job content in these occupations along the things-versus-people dimension. We first show that our occupational classification along this dimension closely aligns with actual job tasks, taken from an independent data source on employers’ job advertisements. We then document that female apprentices tend to choose occupations that are oriented towards working with people, while male apprentices tend to favor occupations that involve working with things. In fact, our analysis suggests that this variable is by any statistical measure among the most important proximate predictors of occupational gender segregation. In a further step, we replicate this finding using individual-level data on both occupational aspirations and actual occupational choices for a sample of adolescents at the start of 8th grade and the end of 9th grade, respectively. Using these additional data, we finally also show that the gender difference in occupational preferences is largely independent of individual, parental, and regional controls.

A cross-sectional study was conducted among 171 doctors and nurses in a National Dermatology hospital using the Karasek's Job Content Questionnaire which has been validated in Vietnamese (JCQ-V), to assess the prevalence of occupational stress and to explore the association with some associated factors among them. The result showed that doctors and nurses with occupational stress accounted for 6.4%. This proportion was higher among nurse compared to doctor (8.0% vs. 2.2%); among those with diploma literacy compared to bachelor and above (10.6% and 2.3%). This rate was also higher in health workers under 30 years old (12.9%), health workers under 5 years at work (12.1%), working night shift from 3–4 nights (33.3%), temporary employment (12.8%), heavy workload occasionally (12.5%), and working hard occasionally (17.2%) compared to those in the comparison groups with p value

Work stress has become a widespread problem in Mexico due to new forms of work organization, new work relationships, and new employment patterns especially in maquiladora industry. The objective of this research is to diagnose work stress by gender using the Job Strain Index in a sample of middle and high managers of the maquiladora industry in Ciudad Juarez, Mexico. As methods, the Job Content Questionnaire (JCQ) and the Job Strain Index were used and statistical tests for the verification of proportion differences by gender were applied. The sample is composed of 177 men and 55 women, of which the proportion that suffers stress (JSI > 1) is 19.2% for men and 38.2% for women. Results show that the proportion of stressed men is significant less than the proportion of stressed women. This means that there is a direct relationship between gender and work stress in middle and senior managers in this sample where women are more likely to suffer work stress than men are.

Objectives: To evaluate the perceived mental workload and to identify its individual and professional determinants among Tunisian caregivers in university hospitals. Methods: A cross-sectional study was carried out in two university hospitals of the center of Tunisia, which employ 1179 paramedics providing care activities. The survey was conducted within a representative sample, of 301 caregivers assigned to 28 medical and surgical services, randomly drawn, after being paired according to age, gender and work schedule. It included structured inquiry (socio-professional characteristics, occupational perceived workload) and validated questionnaires (Job Content Questionnaire of Karasek, SF12, WAI). Results: Mental workload was perceived as “moderate” by 145 caregivers (48.49%) and as “heavy” by 119 caregivers (40.61% of them). Among the sample, 209 paramedics endured at least once the fixed night work schedules along their respective careers, with an average of 5.63 ± 7.54 years. According to the WAI index, 39.59% of subjects considered their capacity of work as low. Moreover, job strain was noted in 19.79%. Indeed, work latitude was unsatisfactory among 41% of caregiver, 60.1% of them mentioned the absence of colleagues’ support. A feeling of job insecurity was reported by 73.72% of subjects. Multi-varied analytic study concluded that heavier perceived mental work load was correlated to individual determinants particularly age >45 years (p < 10-3), overweight or obesity (p = 0.02), more than three depending children (p < 10-3), lower degree obtained (p < 10-3), working grade as nurse assistant (P = 0.001), lower quality of physical life (0.010) and expressed willingness to retire early (p = 0.003). Conclusion: The heavy perception of mental workload associated to care activities, is one of the reasons of premature departure among nurses from professional activity. Preventive actions on professional determinants of perceived workload can reduce this phenomenon.

This study is the first to test career adaptability as an antecedent of the job content plateau. Based on career construction theory and person-environment fit theory, it examined the mediating effects of person-job fit and person-organization fit on the relationship between career adaptability and the job content plateau. Results from 270 full time workers showed that employees with higher levels of career adaptability were less likely to experience job content plateaus. Partial mediating effects were found for both person-job fit and person-organization fit. Specifically, career adaptability firstly led to increased person-job fit and person-organization fit, which in turn resulted in decreased job content plateaus. Additional analyses showed that the mediating effect of person-job fit was stronger for female than for male employees. This study identified a new antecedent (i.e., career adaptability) of the job content plateau and revealed the functional mechanism underlying the effect of this antecedent. It offers innovative and useful insights for career management practice.

The objective was to determine the work stress level among nursing staff in the Intensive Care Unit of a university hospital and to analyse its relationship with the various sociodemographic and working variables of the studied sample. A study was designed using a quantitative, descriptive and cross-sectional approach. The target population of the study was the nursing staff selected by non-random sampling. The instrument used was the Job Content Questionnaire. Data analysis was performed using SPSS 20. The mean, ranges and standard deviation for each of the variables were calculated. A bivariate analysis was also performed on the social and occupational variables of the sample. The participation rate was 80.90% (N=89). The mean of the Social support dimension was 3.13±0.397, for the Psychological demands at work dimension it was 3.10±0.384, with a mean of 2.96±0.436 being obtained for the Control over the work dimension. In the analysis of sociodemographic and work variables of the sample, only the professional category was significant, with nurses recording higher values in perception of job demands and control over their work compared to nursing assistants. In conclusion, there is a moderate perception of work stress in the analysed group of professionals. Among the sources of stress in the workplace was the low control in decision-making by practitioners, as well as the need to continually learn new things. On the other hand, the support received from colleagues is valued positively by the sample.

The objectives of the study included the analysis of the relationship between work-related risks and occupational burnout as well as answering the question whether active coping strategies can alleviate the negative effects of such risks. The hypotheses were verified based on the survey conducted among a sample of 340 academic staff. The Psychosocial Risk Scale and the Oldenburg Burnout Inventory were used in the survey. All three groups of hazards (job content, job context, pathology) correlate significantly with both the overall measure of burnout and its components. For both of these (exhaustion and disengagement) the burnout shows the strongest correlation to job context related risks. However, less clear conclusions can be drawn from the analysis of the role played by active stress management strategies in this process. Only within the relationship between job content hazards and exhaustion, those reaching for active strategies were affected by negative consequences less frequently.

Background Several authors have analyzed how certain driver characteristics can lead drivers not to comply with traffic regulations and commit traffic violations. In this paper we use the following indicators to develop a model for predicting the attitudes of professional drivers towards safety regulations: Personality, Job diagnostic survey, Job content questionnaire, Burnout, Driver Fatigue and Fatigue. Method Participants were 511 professional drivers from various transport sectors recruited through non-probability sampling using the SPSS 25.0 program. Results Our results are in line with the concept that certain variables have predictive power over factors studied in relation to Attitudes Toward Safety Regulations Scale (ATSRS). Conclusions Attitudes towards safety regulations can be predicted through certain variables. Professional efficiency (22.7%) and Emotional Stability (22.3%) are the best predictors since they explain a greater degree of variance. This study will enable us to better understand which factors help to improve attitudes towards Safety Regulations and therefore to reduce penalties and road collisions.

"Green is great, and with diligence, will become even better." The term 'green jobs' refer to employment in a narrowly defined set of industries providing environmental services or can be regarded as those associated with environmental objectives and policies. UNEP has adopted a definition that attempts to incorporate aspects of job content as well as the characteristics of industry goods and services.

As in many Western countries, eldercare services in Sweden have changed dramatically over recent decades. Population ageing, ageing-in-place policies, pressures to contain costs and organisational reforms linked to New Public Management are challenging public home care. There is, however, limited knowledge about how the job content and working conditions have changed in the Swedish home care across this period. This article aims to analyse and compare the work situation in the Swedish home care in 2005 and 2015. The analysis is based on the international Nordcare survey and draws on the subsample of respondents working in Swedish home care 2005 and 2015 (n = 371). The data were analysed with bivariate and multivariate methods. The results suggest that, overall, the work situation of home-care workers was worse in 2015 compared to 2005. For example, those surveyed in 2015 reported meeting a larger number of clients per day, receiving less support from their supervisors, and having less time to discuss difficult situations with colleagues and considerably less scope to affect the planning of their daily work. Care workers in 2015 were also more mentally exhausted than those surveyed in 2005. In addition, the workers in 2015 experienced an accumulation of work-related problems. Deteriorating working conditions could be related to cutbacks and organisational reforms, and evidence suggests that home-care workers are paying a high price for ageing-in-place policies. Improvements of the work situation in home care are necessary not only to ensure the quality of care for older people, but also to ensure workers' well-being and to recruit and retain care workers, and thus, to meet the future needs for home care in an ageing society.

Background: Workplace hazards are a significant source of health impairment for workers and of financial losses for firms. EU directives on workers’ health and safety standards significantly contributed to reduce reported occupational injuries, yet the incidence and prevalence of work-related mental illness is still very high. Objectives: We investigated the association between work-related hazards and individuals’ perceived mental health. We reviewed the existing evidence on the channels through which task-related factors, adverse agents and psychosocial factors are expected to affect workers’ health, with specific regard to mental health. Methods: We used data from the fifth wave of the European Working Conditions Survey, covering over 40,000 face-to-face interviews with workers in 34 countries, which includes information on socio-demographic characteristics, firms and jobs attributes, employment status, as well as working conditions and health status. We carried out an empirical analysis with multivariate regression models in order to estimate the relationship between workers’ mental health problems and workplace risk factors. Results: 21,020 interviews were used in the multivariate analysis. We found strong correlations between hazards and various indicators of mental health. Among hazardous agents, low temperatures (β=0.0287) and contact with infectious materials (β=0.0394) were positively associated with mental health outcomes. Among task/sequence-related factors, tiring or painful positions (β=0.0713), repetitive hand/arm movements (β=0.0255), working with VDUs (β=0.0301), repetitive tasks

espanolLa calidad de vida laboral es un factor relevante para la salud laboral de la organizacion, razon por la cual se presenta un estudio exploratorio-correlacional, que busca asociacion entre las variables Estres Laboral y Dieta Mediterranea (DM). La investigacion tuvo por objetivo determinar la relacion entre Estres Laboral y Adherencia a la DM en funcionarios de una Institucion de Educacion Superior. El universo de estudio corresponde a 628 funcionarios, academicos y no academicos, de los cuales 237 fueron parte de la muestra. El criterio de exclusion de los sujetos de la muestra fue llevar menos de un ano trabajando en la institucion. Los encuestados contestaron de forma voluntaria un cuestionario autoadministrado y anonimo de 49 preguntas divididas en 3 secciones: Informacion General del Encuestado, Cuestionario de Contenido del Trabajo y Cuestionario de Adherencia a la DM. Para el analisis de fiabilidad del cuestionario, se utilizo el alfa de Cronbach. Los resultados, obtenidos del analisis de datos mediante el coeficiente de Spearman, indicaron que las mujeres que perciben mayor apoyo social de sus jefaturas presentaron mayor tendencia al consumo de frutas y jugo de estas (p = 0,492). Por otro lado, cuando los hombres perciben mayor inseguridad en su empleo tuvieron mayor tendencia a consumir alimentos altos en grasas saturadas (p = 0,667). En general, los funcionarios presentaron una baja adherencia a este patron alimentario, demostrando que no se presento una relacion entre Estres Laboral y DM. EnglishWellness at work is relevant for employee's health status. The present exploratory correlational study pursues the relationship between occupational stress as a determinant in the adherence for Mediterranean Diet (MD) among employees of a Chilean University. The goal of this study was to determine the links between occupational stress and adherence for Mediterranean Diet in employees of a Chilean University. The universe of study was 628 employees, academics and non academics, and the sample was 237 subjects. The exclusion criteria of the subjects of the sample was take less than a year working in the institution. The respondents voluntarily answered a self-administered and anonymous questionnaire of 49 questions divided into 3 sections: General Information from the respondent, Job Content Questionnaire (JCQ) and MD Adherence Questionnaire. For the analysis of the instrument fiability, was use Cronbach's alpha. The results, obtained of the data analysis with the Spearman coefficient, indicated that when women receive more social support from their headquarters, have a greater tendency to consume fruits and fruit juice (p = 0,492) and when men percive greater insecurity in their jobs are more likely to consume high insaturated fats food (p = 0,667). In general, employees had low adherence to this dietary pattern, demostrating that the relationship between occupational stress and MD is not present.

Ongoing research has indicated important effects on seafarers’ occupational commitment due to gender and family situation. In this study, these findings have been elaborated further by controlling for the effect of perceived work content. Statistical analyses were employed, using a survey material of Swedish seafarers collected from a national register in 2010. The results showed that the effect on occupational commitment of having children at home is strongly positive and statistically significant for women. However, the significance was dependent on the level of satisfaction with the job content. It was suggested that the seafaring occupation could be viewed as a cooping strategy, although only appropriate if the job content is agreeable. Another important family effect was, as expected, the positive effect of having a relative working, or having worked, at sea. This effect was, however, only significant for male seafarers in the age group below the early 40’s. It was concluded that this effect is mainly emotionally driven and not particularly influenced by the actual job content. The results further showed that working in the catering department comes with a strong negative effect on commitment to the seafaring occupation for women. This effect, however, lost its significance after control for job content. It was concluded that the effect of satisfaction with job content on occupational commitment is generally important, with the exception of women, without children, working in the catering department.

The aim of this study was to explore the associations between occupational stress measured through job demand control (JDC), and burnout among lawyers in Sri Lanka. The job demand-control model and the burnout model are among the most used theoretical frameworks that relate job characteristics to health and well-being of individuals. This study included 290 respondent lawyers practicing in the metropolitan districts in Sri Lanka. Karasek's job content questionnaire was used to measure occupational stress, while the Copenhagen Burnout Inventory were used to measure personal, work-related and client-related burnout. Regression analysis was used to determine the association between occupational stress and burnout among lawyers. Lawyers reported relatively high scores of job control and psychological job demand. They also reported high social support. High levels of personal burnout and client-related burnout were also reported. Personal burnout and work-related burnout were associated with psychological job demand.

Study assessed the dimensional structure of the Job Content Questionnaire’s (JCQ 2.0) main scales in two different work contexts. We evaluated two surveys among Brazilian workers, comprising 3084 health workers and 489 industrial workers. An exploratory factor analysis with oblique Geomin rotation explored the model, and subsequently, a confirmatory factor analysis assessed the factor structure and possible modifications of the model. The internal consistency of JC scales was assessed by using estimates of composite reliability and Cronbach’s alpha. The structural model was confirmed, with a good fit in the two studies, despite low factors’ loads for some items of “decision authority” and “psychological job demands”. We concluded that the JCQ dimensional structure corresponded to its theoretical framework in the two work contexts analyzed.

This paper attempts to identify the factors influencing the overall satisfaction of Indian physicians, using stepwise regression and ANOVA (Analysis of Variance).Understanding the physicians’ satis...

The aim of this study is to show the design of an instrument that contextualises the intention to leave (IL) in terms of spaces and job content (SJC), the perceived supervisor support (PSS), the perceived peer support (PPS), the organisational extrinsic motivation (OEM), the available opportunities outside the organisation (AO) and family–work conflict (FWC) as a tool to make diagnostic evaluations of Mexican hotel companies. The method used for the design of this instrument included literature review, establishment of dimensions and items and items validation. The reliability of the instrument was evaluated through the technique of split halves, and eventually it was calculated using Cronbach’s alpha coefficient in the different components of the instrument, as an indicator of internal consistency. The correlation coefficients obtained were acceptable in 38 of the 40 and significant at 0.01 level with only two at the 0.05 level. The tool proved to be reliable as a whole and in all dimensions in the first scan. Thus, the results revealed that this instrument measures the following: the causal dimensions, intention to leave and its variables.

Objectives: Job characteristics and the consequences of everyday stress among radio journalists who are not exposed to traumatic events have not been studied sufficiently before. We aimed at determining the most common job characteristics and their stressfulness; relationships between stress exposure, health and occupational functioning; differences between radio journalists and other journalists, and also the psychosocial risk for health and functioning in this group. Material and Methods: The studied group involved 208 journalists, 134 of whom worked in radio stations. The respondents filled in the Psychosocial Risks Scale (PRS) developed by the Department of Health and Work Psychology of the Nofer Institute of Occupational Medicine, Łódź, Poland. Results: Requirement of mental effort and readiness to response quickly for most of the time as well as limited possibilities for promotion were the most frequent journalists’ complaints. We confirmed that higher levels of stress resulted in worse functioning – the radio journalists who experienced lower stress assessed their health status and ability to work better, were more satisfied with particular aspects of their work, and were more involved in their work. They also presented a significantly lower turnover intention. Moreover, the radio journalists were more involved in their work than other journalists, but experienced lower satisfaction, took more sick leaves and had more days of absence. Conclusions: Well-known relationships between stress level, satisfaction and occupational functioning were confirmed. The most important conclusion refers to the fact that psychosocial risks and stress analysis should be based on the understanding of specificity of each occupation or even position. It is so, because the same job characteristic may pose a challenge for one person, while for another – it can result in extreme discomfort and anxiety – such an attitude broadens understanding of the phenomenon. We also confirmed that the PRS is a well-designed method, appropriate to investigate an individual perception of job environment and its stressfulness. Future research on causal relationships between the variables is recommended.

ResumenEste estudio analizó los factores psicosociales que explicaban el presentismo o deterioro laboral autopercibido asociado a trabajar enfermo. La muestra fue de 676 trabajadores del sistema de salud chileno (84% de mujeres, M=35.9 años, en su mayoría enfermeras y técnicos paramédicos). Se aplicó un cuestionario sociodemográfico, el Job Content Questionnaire, el Effort-Reward Imbalance, el Health Performance Questionnaire y una escala de interferencia del trabajo en la vida familiar. La regresión lineal explicó el 21% de la varianza del deterioro laboral percibido. Este último se asoció a asistir a trabajar enfermo. Los resultados sugieren que el deterioro del desempeño y asistir a trabajar enfermo son dos aspectos del mismo proceso. El ausentismo por razones de salud, la interferencia del trabajo en la vida familiar y la sintomatología emocional predijeron el deterioro laboral. Éste último se asoció negativamente a trabajar en turnos, controlando edad y salario. Los resultados sugieren que el presentismo es explicado por factores del contexto de trabajo y el conflicto trabajo-familia.AbstractThis study analyzed the psychosocial factors that explained the presenteeism as a self-perceived deterioration of work performance associated with sick working. The sample consisted of 676 employees of the Chilean health system (84% women, average age 35.9 years, mostly nurses and paramedics). A sociodemographic questionnaire, the Job Content Questionnaire, the Effort-Reward Imbalance, the Health Performance Questionnaire, and a scale of family work interference were applied. Linear regression explained 21% of the variance of presenteeism as self-perceived deterioration of work performance. The last variable was associated to attending sick to work. The results confirm that going to work sick and work performance deterioration are two aspects of the same process. Self-perceived deterioration of work performance was predicted by absenteeism for health reasons, family-labor interference, emotional symptoms, and (negatively) shift working, controlling for age and salary. The findings also suggest that presenteeism is explained by psychosocial factors and work-family conflict.

Purpose – The purpose of this paper is to evaluate if the Management Standards (MS) Indicator Tool developed by the Health and Safety Executive (HSE) for the assessment of work-related stress is associated with positive work-related outcomes. Design/methodology/approach – In total, 326 employees of an Italian firm filled in a questionnaire including the HSE Indicator Tool (measuring MS) and validated scales investigating personal development, job performance and Organizational Citizenship Behaviour (OCB). Regression analyses were run to evaluate the explained variance of the outcomes and the demands/control interaction effect hypothesized by Karasek’s active learning hypothesis. Findings – The MS explained variance of all the outcomes analysed and the active learning hypothesis was confirmed for personal development. Contrary to previous studies on negative stress-related outcomes, “job content” MS were the most important predictors. However, higher job demands were unexpectedly positively associated with the outcomes. Practical implications – Taking into account positive work-related outcomes could provide organizations with additional information for the development of interventions with greater emphasis on preventive orientation (improvement of health, well-being and motivation, rather than only work stress reduction). Originality/value – The study provides new insight into the relationship between MS and positive work-related outcomes, thus expanding the nomological network of the Indicator Tool questionnaire and giving empirical evidence to the notion of the “business case” for work stress prevention. Firms performing well on MS could expect greater worker development and higher performance.

Penelitian ini bertujuan untuk menganalisis return saham yang akan diperoleh. Penelitian ini juga melibatkan variabel bebas yaitu arus kas operasi, arus kas investasi, arus kas pendanaan dan laba akuntansi. Sedangkan, return dihitung menggunakan geometric mean. Analisis data menggunakan analisis regresi berganda. Penelitian dilakukan terhadap 80 perusahaan yang memiliki kapitalisasi besar yang terdaftar di Bursa Efek Indonesia. Hasil penelitian ditemukan bahwa pengungkapan laba akuntansi memiliki pengaruh yang signifikan terhadap return saham. Hal ini berarti bahwa investor mempertimbangkan informasi laba akuntansi yang diungkapkan dalam laporan tahunannya untuk membuat keputusan. Sedangkan pada variabel bebas yang lainnya tidak terbukti secara signifikan berhubungan dengan return saham.

Objetivos: Analizar la presencia de estrés laboral en el equipo volante de enfermería de un Hospital General Universitario tomando como referencia el modelo demandas-control-apoyo de Karasek. Método: Estudio observacional de corte transversal. La muestra estuvo constituida por 38 profesionales de enfermería del equipo volante de un Hospital General Universitario. Instrumentos de evaluación: para conocer la percepción de los profesionales de enfermería sobre el contenido de su trabajo y determinar los estresores laborales, se empleó el cuestionario Job Content Questionnaire (JCQ) traducido y validado para enfermería hospitalaria. Resultados: La tasa de participación fue del 90,47% (N=38). Se registró una media para la dimensión de apoyo social de 2,59±0,47, para la dimensión de demandas psicológicas en el trabajo de 3,26±0,47, y para la dimensión de control sobre el trabajo se obtuvo una media de 2,87±0,40. El análisis de datos puso de manifiesto un nivel moderado de estresores, destacando un déficit de apoyo social por parte de los superiores, que resultó ser más acusado en el grupo de profesionales adscritos a la dirección de enfermería (2,89 vs 2,49; p