پديد آورندگان :
اسعدي، سهيلا دانشگاه آزاد اسلامي واحد رودهن، رودهن، ايران , طاهري، افسانه دانشگاه آزاد اسلامي واحد رودهن، رودهن، ايران , ابوالمعالي، خديجه دانشگاه آزاد اسلامي واحد رودهن، رودهن، ايران
كليدواژه :
عوامل فشارزاي نقش شغلي , آمايه ذهني , نتايج شغلي , برانگيختگي استرس
چكيده فارسي :
مقدمه: يكي از شرايط مهم براي حفظ نيروي كار ماهر، ايجاد يك محيط كار سالم و ايمن است كه از طريق آن پيامدهاي منفي شغلي كاهش يافته و نتايج مثبت شغلي نيروي انساني ماهر سازمان‌ها و موسسات افزايش مي‌يابد. از اين رو پژوهش حاضر با هدف بررسي تاثير عوامل فشارزاي نقش شغلي و آمايه ذهني با توجه به ميانجيگري برانگيختگي استرس بر نتايج شغلي پرستاران انجام شد.
روش كار: جامعه آماري پژوهش حاضر كليه پرستاران شاغل در بيمارستان‌هاي غرب استان مازندران (1878 نفر در سال 1398) بودند كه از ميان آنان به روش نمونه‌گيري تصادفي طبقه‌اي 352 نفر به عنوان نمونه انتخاب شدند. در اين پژوهش از پرسشنامه استرس شغلي House و Rizzo (1970)، پرسشنامه رضايت شغلي كاركنان Linz (2003)، پرسشنامه استاندارد تمايل به ترك شغلLongo و Mura (2011)، پرسشنامه استاندارد عملكرد شغلي كاركنان Motowidlo و Scotter (1994)، پرسشنامه آمايه ذهني Abd-El-Fattah و Yates (2006) و مقياس برانگيختگي استرسSmith و همكاران (2012) استفاده شد. داده‌ها با استفاده از ضريب همبستگي پيرسون و مدل معادلات ساختاري از طريق برنامه نرم‌افزار SPSS-24 و Amos-24تحليل شدند.
يافته‌ها: نتايج تحليل مسير نشان داد كه برازش مدل مورد نظر مناسب است. همچنين نتايج نشان داد كه عوامل فشارزاي نقش شغلي و آمايه ذهني اثر مستقيم و معناداري بر نتايج شغلي دارند. همچنين برانگيختگي استرس اثر غير مسقيم و معناداري بر نتايج شغلي دارد.
نتيجه‌گيري: با توجه به نقش مهم برانگيختگي استرس بر نتايج شغلي پرستاران توجه به اين امر براي مديران و مسئولين مراكز بهداشتي ضروري به نظر ميرسد، بنابراين بررسي علل و راهكارهاي مناسب جهت كاهش استرس شغلي پيشنهاد مي‌گردد. برگزاري كارگاه‌هاي آموزشي در خصوص آموزش راهكارهاي مقابله با استرس، تقويت آمايه ذهني، مي‌تواند در بهبود عملكرد شغلي پرستاران موثر باشد.
چكيده لاتين :
Introduction: One of the critical conditions for maintaining a skilled workforce is to create a healthy and safe work environment through which the negative job consequences are reduced, and the positive job outcomes of skilled human resources of organizations and institutions are increased. The present study aimed to investigate the effect of job role stressors and mental motivation concerning mediation on stress arousal on nurses' job outcomes.
Methods: The present study's statistical population was all nurses working in hospitals, west of Mazandaran province (1878 people in 2019). The sample size was obtained based on the structural equation sampling method, i.e., according to the five main paths of the model, the number of markers is 12, the number of marker errors is 12 parameters, the number of covariance is one parameter, and the hidden variable errors are two parameters. According to the number of research parameters, assumed causal model (32 parameters) in this study, 11 people were selected for each parameter, and a total of 352 people were studied. In this study, the job stress questionnaire of House & Rizzo (1970), the job satisfaction questionnaire of Linz employees (2003), the standard questionnaire of the tendency to leave the job of Longo and Mura (2011), Standard Job Performance Questionnaire for Motowidlo and Scotter Employees (1994), Abd-El-Fattah and Yates (2006) Stimulus Stimulation Scale of Smith et al. (2012) were used. Data were analyzed using structural equation modeling using SPSS-24 and torque structure analysis software AMOS-23.
Results: The results revealed that the proposed model has a good fit in all fitness indicators. Data analysis results showed that job role stressors have a direct effect on job results among nurses. (Role-to-performance conflict coefficient (β=-0.20) and job satisfaction (β=-0.23). Furthermore, mental imagery has a direct effect on job results among nurses. The intrinsic intelligence coefficient has a direct effect on performance (β=0.28) and job satisfaction (β=0.20), as well as between stress arousal and job results. Anxiety coefficient to performance (β=-0.32) and job satisfaction (β=-0.22); Mental rumination to performance (β=-0.25) and job satisfaction (β=-0.16); Physiological response to performance (β=-0.19) and job satisfaction (β=-0.21); Emotional integration into performance (β=-0.17) and job satisfaction (β=-0.22). In the presence of the mediating variable of stress arousal, job role stressors and mental preparation have an indirect effect on job results.
Conclusion: In general, the present study results showed that stress arousal has a significant role in the relationship between job outcomes with job role stressors and mental preparation in nurses in western Mazandaran province. Considering the vital role of stress arousal on nurses' job outcomes, managers and officials of health centers must pay attention to this matter. Besides, it is suggested to study the causes and appropriate strategies to reduce job stress. Also, holding training workshops on teaching strategies to deal with stress, strengthen mental preparation, and improve the nurses’ job performance. As with other studies, this study has several limitations that must be considered to generalize its findings. Among the limitations of the present study, we can mention the design of the present study and the use of cross-sectional methods, which will not lead to stability of results. The present study was performed only on nurses in the west of Mazandaran province, limiting the results’ generalization of. Another limitation of this research is the respondents’ psychological state during the response, which may have affected their behavior, which was not under the researcher's control.
