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Background: This study aimed to explore perceived work stress and its association with burnout, compassion fatigue, and compassion satisfaction and the mediating effect of psychological flexibility on these relationships. Method: Two hundred and fifty-one disability support workers across Australia reported on work stress, psychological flexibility, burnout, compassion fatigue, and compassion satisfaction through an online anonymous survey. Results: Perceived work stress was found to have a significant relationship with burnout, compassion fatigue, and compassion satisfaction. Psychological flexibility had a significant mediating effect on all three relationships. Conclusion: These results highlight the role that psychological flexibility has in response to work stress and the development of burnout, compassion fatigue, and compassion satisfaction in disability support workers. [ABSTRACT FROM AUTHOR]

Aim: This study aims to determine the effects of nurses' perceived workplace incivility on nurses' presenteeism and turnover intention and to reveal the mediating role of work stress and psychological resilience in the possible impact. Background: Nurses directly contribute to the treatment of patients. The problems nurses encounter in the workplace can negatively affect nurses' attitudes towards work. Therefore, the problems faced by nurses should be determined. Methods: This study complies with the STROBE checklist. This cross‐sectional survey was conducted with 302 nurses working in a university hospital in the Konya province of Turkey. Data were collected in May–July 2021. The questionnaire consisted of six parts: sociodemographic characteristics form, workplace incivility scale, psychological resilience scale, work stress scale, turnover intention scale and presenteeism scale. The data were analysed using descriptive statistical methods and partial least‐squares path analysis. Results: It was determined that workplace incivility positively and significantly affected turnover intention, presenteeism and work stress. In contrast, it negatively and significantly affected psychological resilience. In addition, psychological resilience played a mediating role in the effect of workplace incivility on presenteeism. Conclusion: The results reveal that the behaviours of incivility encountered by nurses in the workplace increase their presenteeism and turnover intention, and work stress further strengthens these effects. The psychological resilience of nurses is a factor that can help them eliminate their negative emotions and attitudes. Therefore, it is recommended that nursing and health managers first identify the stress factors in the workplace and be determined to fight them. In addition, organizing training and providing psychological support to increase nurses' psychological resilience may enable nurses to develop more positive feelings about their jobs and workplaces. Implications for nursing and health policy: Nursing and health managers must determine workplace incivility behaviours and inform all employees about these behaviours, their consequences and how to deal with such incivility. In addition, nursing and health managers must determine the stress factors in the workplace and be adamant about combating these factors. In addition, nursing and health managers must give importance to training that will increase the psychological resilience of nurses. [ABSTRACT FROM AUTHOR]

The nursing field is the fourth most stressful occupation in the health sector. Emergency department nurses often face crises and unpredictable situations that can negatively affect their quality of life and the quality of care. This study aimed to investigate the determinants of work stress among ED nurses in Sleman, Yogyakarta, Indonesia. A descriptive cross-sectional study was conducted. Participants (n = 122) were emergency nurses recruited through convenience sampling from four EDs in Sleman District, Yogyakarta, Indonesia. Data were gathered using an online self-administered survey consisting of the workload, self-efficacy, and work stress questionnaires. Hierarchical linear regression analysis with the entry method was used to examine the main determinants of work stress. The average work stress (38.29 ± 8), workload (30.83 ± 9.21), and self-efficacy (32.47 ± 3.61) scores were at a moderate level. Hierarchical linear regression showed that workplace, being a head nurse, and workload were the main determinants that contributed to 25.4 % of work stress among ED nurses. The study results confirm that having a high workload, working in a private hospital, and being a head nurse are the main determinants of work stress among ED nurses in Sleman, Indonesia. [ABSTRACT FROM AUTHOR]

Copyright of Arts for Psychological & Educational Studies is the property of Thamar University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Cross-sectional study. Suboptimal health status (SHS) is a third state between health and disease. Long-term being SHS will be detrimental to one's ability development. Previous studies have demonstrated the associations of lifestyle behaviors or work stress with SHS, but few studies have comprehensively analyzed the underlying factors and mechanisms between the three. This study aimed to investigate whether lifestyle behaviors mediated the relationship between self-perceived work stress and SHS. A total of 4238 urban workers, who participated in a cross-sectional survey conducted from December 2018 to October 2019, were included. A general linear model was used to explore the associations between lifestyle behaviors and self-perceived work stress with SHS after adjusting for demographic variables. Structural equation modeling was performed to examine the mediation by lifestyle behaviors. The mean transformed scores of physical, mental, and social SHS were 70.98, 67.17, and 61.72, respectively. Unhealthy lifestyle behaviors and high self-perceived work stress positively affected SHS (P < 0.001). Self-perceived work stress imposed negative effects on physical SHS (β = −0.228, P < 0.001), mental SHS (β = −0.237, P < 0.001), and social SHS (β = −0.092, P < 0.001). The indirect effects of self-perceived work stress on physical SHS (β = −0.139, 95% CI: −0.178 to −0.106), mental SHS (β = −0.106, 95% CI: −0.134 to −0.082), and social SHS (β = −0.121, 95% CI: −0.154 to −0.092) were statistically significant. Lifestyle behaviors and self-perceived work stress were significantly associated with SHS among Chinese urban workers. The mediating effects of unhealthy lifestyle behaviors were found in the relationship between high self-perceived work stress and SHS. Future longitudinal research may verify these associations and elucidate the underlying mechanisms. [ABSTRACT FROM AUTHOR]

In today's dynamic world of information overload and conflict situations of different nature, the emotional stress state is increasingly growing and encompassing all social groups. In the European Union, work stress is the second most common health problem after diseases of the musculoskeletal system and its prevention is one of the priorities of the EU Member States. By definition, stress is a physiological and psychological process by which an individual reacts to events or situations that place increased demands and pressure on him or her. Occupational stress arises in the interactions of people and their occupations. For more than thirty years it has been the subject of attention of scientists, researchers, organizations, and the general public. Burnout syndrome is the end result of a prolonged process of exhaustion in which motivated and committed individuals lose desire and energy in meeting their work goals. The phenomenon of 'professional burnout' does not occur suddenly, but is a cumulative process [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to reveal the curvilinear relationships between perceived development human resource practices (DHRPs) and both affective commitment and work stress, and the moderating effects of age on the curvilinear relationships. Design/methodology/approach: Hypotheses were developed from an employee-oriented contingent view based on the person-job fit theory and lifespan development theories. Methods suggested by Haans et al. (2016) and Dawson (2014) to test curvilinear relationships and related moderations, and a two-wave survey data from 742 Chinese employees were used. Findings: The results showed that perceived DHRPs related to affective commitment in an inverted U shape and work stress in a U shape. However, age moderated the nature of the relationships such that both the curvilinear relationships only existed under low age while under high age perceived DHRPs related to affective commitment positively and work stress negatively. Originality/value: This study advances the prevailing linear (positive or negative) thinking on the DHRPs–outcomes relationships by showing that perceived DHRPs relate to both affective commitment and work stress nonlinearly. Moreover, different from existing findings that age moderates the strength of the linear DHRPs–outcomes relationships, the results indicate that age moderates the nature of the relationships between perceived DHRPs and affective commitment and work stress. This implies a refined age-differential approach to use DHRPs to sustain a committed and healthy workforce in the context of workforce aging. [ABSTRACT FROM AUTHOR]

Copyright of Mediterranean Nursing & Midwifery is the property of Galenos Yayinevi Tic. LTD. STI and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of School Administrators is the property of School Administration Research Association, R.O.C. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Since the outbreak of the Coronavirus Disease 2019 (COVID-19), front-line nurses have faced not only daily work stress but also a high risk of infection and excessive workload, leading to unsatisfactory professional quality of life (ProQOL). This study aimed to explore whether self-compassion (SC) and benefit finding (BF) play a chain mediating role between work stress and ProQOL among Chinese nurses during the COVID-19 pandemic. Methods: From March to April 2022, a sample of 13,936 Chinese nurses was recruited through snowball sampling. Demographic information, work stress, SC, BF, and ProQOL were assessed. The SPSS 25.0 software and Amos 24.0 software were used for statistical analysis. The bootstrap method was employed to construct and examine the chain mediating structural equation model. Results: The ProQOL level of Chinese nurses during the COVID-19 pandemic was moderate. The overall fit indices for the compassion satisfaction (CS), burnout (BO), and secondary traumatic stress (STS) models were satisfactory (χ²/df = 2.486, 3.256, 2.553, RMSEA = 0.011, 0.014, 0.011, the GFI, AGFI, NFI, and CFI values were all above 0.90). Work stress had direct effects on CS, BO, and STS (β=–0.171, 0.334, 0.222, P < 0.001), and also indirectly affected these outcomes through SC (point estimate=–0.010, 0.021, 0.024, P < 0.001), BF (point estimate=–0.033, 0.015, − 0.011, P < 0.001), as well as their chain mediating effect (point estimate=–0.015, 0.006, − 0.005, P < 0.001). Conclusions: Our study suggests that SC and BF partially mediated the association between work stress and ProQOL in Chinese nurses during the COVID-19 pandemic. Training on SC and BF may be crucial components of interventions aimed at improving ProQOL. [ABSTRACT FROM AUTHOR]

The research focuses on the assessment of psychosocial risk factors and emotional intelligence through audiovisual experiences. The aim of this approach is to understand how audiovisual experiences affect the perception and management of psychosocial risk factors, as well as the development of emotional intelligence of individuals. Various types of audiovisual content, such as movies, TV shows or online videos, will be studied to analyze their impact on people's mental health and emotional well-being. The study emphasizes the importance of recognizing and resolving psychosocial risk factors, as well as promoting the development of emotional intelligence as a tool to improve resilience and overcome stressful situations. The results of this study are expected to provide valuable information for developing mental health interventions and programs that use audiovisual experiences as effective tools for emotional assessment and developments. [ABSTRACT FROM AUTHOR]

ABSTRACT Aim Design Methods Results Conclusion Impact Patient or Public Contribution This study aims to conduct a comprehensive analysis of the interrelationships among career stress, work stress, career regret, job satisfaction and career adapt abilities within the nursing profession.The research involved a sample of 576 nurses from ten urban hospitals, distributed across five distinct cities in Turkiye, between December 2023 and January 2024. The study employed regression models to systematically test hypotheses, providing nuanced insights into the complex dynamics of the variables under investigation.Regression models were utilized to test the hypotheses systematically, considering the moderating role of career adapt abilities. The study included a sample of 576 nurses from 10 urban hospitals in Turkey, distributed across five distinct cities. This approach allowed for a detailed examination of the intricate relationships between career stress, work stress, career regret, job satisfaction and career adapt abilities within the nursing profession.The findings underscore the delicate balance between the positive gains of job satisfaction and the challenges posed by career stress, work stress and career regret in the multifaceted landscape of nursing.In nursing, the relationship between career stress, work stress, career regret and job satisfaction include progress, resilience and obstacles. Developing strategies requires a cooperative effort from health care organizations, nursing leaders and individual nurses.The research provides valuable insights into the interplay of these factors and emphasizes the moderating role played by career adapt abilities. The implications of the study extend to healthcare organizations, nursing leaders and individual nurses. The research advocates for collaborative strategies aimed at enhancing job satisfaction, alleviating stressors and addressing career regret. The ultimate goal is to contribute to the retention of a resilient nursing workforce, emphasizing the importance of strategies that support the well‐being and satisfaction of nurses in their careers.No patient or public contribution. [ABSTRACT FROM AUTHOR]

Objective To understand the current status of work stress among full -time research staff in public hospitals, analyze the problems in research management, and propose the targeted countermeasures and suggestions. Methods In August 2022, the full -time research staff in six public hospitals in Shanghai, chosen by a purposive sampling method, were surveyed with a self-designed Work Stress Source Scale for Full-time Research Staff in Public Hospitals. The work stress status and differences among the above staff with different characteristics were analyzed, and the correlation between the scores in various dimensions was examined. Results 231 questionnaires were distributed, and 212 valid questionnaires were obtained, with an effective recovery rate of 91.8%. The scores in various dimensions of the scale were as follows: the highest score was (4.02 ± 0.81) for workload pressure, followed by (4.01 ± 0.70) for work difficulty, (3.70 ± 0.81) for assessment pressure, (3.46 ± 0.86) for role ambiguity, and (3.42 ± 0.94) for job recognition. The overall work stress score was (3.72 ± 0.62), and on the overall score of work stress. Staff who had undertaken provincial or ministerial -level research projects had higher stress scores (P < 0.01); the higher the education level, the higher the scores in workload and work difficulty dimensions (both P < 0.01). There were statistically significant differences in the scores of workload and work difficulty dimensions among full-time research staff in different positions (P < 0.05 or P < 0.01), with the highest stress levels among research staff. The higher the professional title, the higher the workload dimension score (P < 0.05). There were statistically significant differences in the role ambiguity dimension scores among full -time research staff in different departments (P < 0.05), with clinical department staff scoring the highest, followed by staff in central laboratories, both higher than those in research institutes or research parks. Staff who had undertaken provincial or ministerial -level research projects had higher scores in workload, work difficulty, and job recognition dimensions (all P < 0.01). There were positive correlations between scores in various dimensions of the scale (r = 0.348 to 0.613, all P < 0.01). Conclusions Full-time research staff in public hospitals experienced significant work stress. Relevant hospital departments should actively take measures to reduce the workload of research staff, reasonably allocate work difficulty, improve job recognition, and alleviate the pressure of role ambiguity. [ABSTRACT FROM AUTHOR]

This research aims to analyze the influence of work conflict, work stress, and motivation on employee performance at PT Djitoe Indonesia Tobako in Surakarta. The research method used is a quantitative method with a survey approach, where data is collected through a questionnaire distributed to 150 employees. The data is analyzed using multiple regression analysis to determine the effect of independent variables (work conflict, work stress, and motivation) on the dependent variable (employee performance). The results of the study indicate that work conflict and work stress have a negative and significant impact on employee performance, while motivation has a positive and significant effect. The discussion of this research highlights the importance of managing conflict and reducing work stress to improve employee performance. Employee motivation is also found to be an important factor that can enhance productivity and work efficiency. The conclusion of this research is that work conflict and work stress can decrease employee performance, while motivation can improve it. Therefore, the company needs to pay attention to these factors to optimize employee performance and achieve organizational goals. [ABSTRACT FROM AUTHOR]

Are some daily job stressors good for employees? The challenge-hindrance stressor framework (CHSF) attempts to shed light on this question by categorizing stressors according to their ability to facilitate (challenge stressors) or inhibit (hindrance stressors) growth and achievement. According to the CHSF, challenge stressors should be associated with increased performance, but also with increased strain which subsequently hurts performance. Conversely, hindrance stressors should be associated with reduced performance both directly and indirectly via strain. Prior meta-analytic investigations have focused on more stable job stressors (using cross-sectional or longitudinal primary studies), and found contradicting resulted in support of the CHSF predictions. In the current meta-analysis, we tested the validity of the CHSF using a more dynamic view of stressors, by applying it to short-term, daily experiences of stressors, strains, and performance outcomes. Results from 78 unique samples indicated that at the within-person level, hindrance stressors have both a direct and an indirect (via strain) short-term effect on performance. Challenge stressors have a positive direct effect on performance but a negative indirect effect via strain. Furthermore, we examined two performance indicators separately: task performance and organizational citizenship behaviors (OCB). The results revealed that challenge stressors have a stronger positive association with OCB than with task performance. Hindrance stressors exhibited the opposite pattern, a stronger negative association with task performance than with OCB. The results of this study suggest that all daily stressors result in strain, which negatively relates to performance, though challenge stressors also have some positive effects on daily performance. [ABSTRACT FROM AUTHOR]

Turnover intention research with the addition of independent variables of work-life balance and work stress in nurses with health backgrounds is rarely found in type c public hospitals in Karawang city, where literature about this research needs to explain it. This research aims to ascertain how work-life balance, workplace stress, and work-family conflict affect nurses’ intentions to quit their jobs by using job satisfaction as a mediator. The sampling for this study was carried out using the probability sampling method known as proportionate stratified random sampling. A total of 550 nurses from 4 schools submitted responses. Work-life balance, workrelated stress, and job happiness all significantly influence the likelihood of turnover. The desire to increase orreduce hospital turnoveris significantly influenced by work-life balance, stress at work, and work-family conflict. This study has limitations that can lead to imperfect conclusions because the sample used is only the nurse division, so this study can only be generalized to some other districts. The variables studied still need to be reviewed to affect turnover intention by mediating job satisfaction. [ABSTRACT FROM AUTHOR]

The modern age of professional competition and the post-COVID-19 situation led to the birth of stressful life. The lifestyle of medical practitioners becomes hectic and disturbing, affecting not only their profession but also their personal lives. This study identifies the factors like Role Overload & Responsibility (ROR), Lifestyle Variations (LV), Family Disruptions (FD), and Stringent Working Conditions (SWC) affecting the occupational performance of doctors. This was exploratory research that identified and validated antecedent work stress factors for the occupational performance of medical professionals in the national capital region. The factors were measured through a self-adapted questionnaire based on the five-point Likert scale. The validation of the factors was verified through the hypothesized model by using structural equation modeling (SEM) on their occupational performance. The study identifies that ROR and SWC affect the National Capital Region (NCR) medical practitioners' occupational performance. Moreover, this study has specific implications for medical professionals and provides the theoretical and practical basis for health issues during the job that severely impacts the employees' personal and professional lives. This study decodes the work stress buster factors that manipulated the effective occupational performance of the employees. [ABSTRACT FROM AUTHOR]

This study examines the factors influencing turnover intention among staff auditors in the Big 4 public accounting firms in Indonesia specifically focusing on pay satisfaction, work overload, work stress, external work opportunities, work satisfaction and organizational commitment. Data from 144 participants employed by Big 4, namely PricewaterhouseCoopers (PwC), Ernst & Young (EY), Deloitte and Klynveld Peat Marwick Goerdeler (KPMG) was collected through a Google Form questionnaire and analyzed using SMART Partial Least Square (PLS) 4.0. The outcomes show that work overload positively affects work satisfaction while pay satisfaction significantly contributes to turnover intention. The study also tested for mediation effects and found no significant mediating effect of work satisfaction and organizational commitment on the relationship between pay satisfaction, work overload, work stress and turnover intention. These findings enhance our understanding of turnover intention among auditors in Indonesia and suggest avenues for future research. However, the study's limitations such as its exclusive focus on turnover intention in the Big 4 public accounting firms in Indonesia should be acknowledged. Future research could broaden the scope to include additional factors influencing turnover intention or other samplings such as family businesses or the private sectors. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this research is to discover the effect of supportive leadership on work stress in the Ministry of Iraqi Interior / Human Resources Management to achieve a happy life for its employees and hence achieve the desired level of performance. Theoretical Framework: The current research deals with introducing the Ministry of Iraqi Interior / Human Resources Management to the latest developments in the administration field through supportive leadership style and work stress, as well as presenting the latest concepts, importance, and models that previous researchers have arrived at. It contributes to expanding the researched organization's awareness of adopting any of these models that are appropriate for their goals and future direction. Design/Methodology/Approach: The research analyses administrative data within the Ministry of Iraqi Interior / Human Resources Management (2023-2024), using the dimensions of supportive leadership (empowering employees, fairness of treatment, and inspirational motivation) and the dimensions of work stress (role ambiguity, role conflict, workload, and work nature). It will determine the factors affecting them. Findings: The findings of this current research have approved the key effect hypothesis (supportive leadership style and its dimensions have a significant and negative impact on work stress and its dimensions). Research Implications: The results most leaders of human resources in the under-study organization practice the dimension of fair treatment more than other dimensions (empowering employees, and inspirational motivation. Originality/Value: This research seeks to enhance awareness of the importance of the negative role of a supportive leadership style on work stress. This research has dropped the knowledge gap between them and uses a framework that is compatible and harmonious to save the lives of the employees and at the same time increase organizational performance. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Administrative Sciences / Yonetim Bilimleri Dergisi is the property of Canakkale Onsekiz Mart Universitesi, Terzioglu Kampusu and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Administrative Sciences / Yonetim Bilimleri Dergisi is the property of Canakkale Onsekiz Mart Universitesi, Terzioglu Kampusu and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Objective: The aim of this study was to investigate the work stress and burnout levels of neonatal intensive care nurses and the factors affecting them. Method: This descriptive study was conducted with 270 (73%) of 372 neonatal intensive care nurses who were working in neonatal intensive care units in Şanlıurfa province. Data were collected electronically with Google Form using the descriptive characteristics form, Maslach burnout inventory, and general work stress scale. The linear regression (enter) method was used to evaluate the data. Results: It was found that nurses working in the neonatal intensive care unit experienced work stress slightly above medium level and emotional burnout at a level close to medium. It was also found that the sense of personal accomplishment was low along with depersonalization. A strong positive correlation was found between the scores of nurses on the general work stress scale and their scores on the Maslach burnout inventory subscales. It was also found that emotional burnout, depersonalisation and sense of personal accomplishment experienced by nurses explained 70.3% of their general work stress. Conclusion: Burnout and work stress levels of neonatal intensive care nurses were affected by many factors such as gender, marital status, previous education, shift system, and length of service. It is recommended that regular meetings should be held with nurses, prioritised problems should be considered and psychological support should be provided to nurses working in specialized units such as neonatal intensive care.

Employee turnover is an unavoidable part of business development, costing important human resources and impeding long-term growth and strategy implementation. To maintain a steady workforce, businesses must prioritize understanding and addressing this issue. The objective of this study is to examine the impact of leadership style, career development, and work stress on turnover intention in the high-tech industry and to investigate the moderating role of psychological contracts in these relationships. The sample consists of 380 employees of the R&D departments in high-tech companies in Shenzhen, Guangdong province, China, mainly engaged in the electronic information, advanced manufacturing, and automation sectors. The data were gathered via an online questionnaire, and the Smart-PLS approach was used to analyze the data. The empirical findings indicate that transactional leadership, transformational leadership, and career development are significantly and negatively related to turnover intention, whereas work stress has a significant positive effect. The psychological contract moderates the relationship between career development and turnover intention; the higher the psychological contract, the stronger the relationship. In addition, the psychological contract moderates the relationship between work stress and turnover intention, whereby the higher the psychological contract, the weaker the relationship. However, no empirical evidence suggests that the psychological contract moderates the relationship between leadership styles and turnover intention. The R² value is 0.485, indicating moderate explanatory power, and with a GOF index of 0.492, the model also demonstrates a good fit with the data. This study offers considerable implications for both theoretical and practical applications.

Abstract Background Since the outbreak of the Coronavirus Disease 2019 (COVID-19), front-line nurses have faced not only daily work stress but also a high risk of infection and excessive workload, leading to unsatisfactory professional quality of life (ProQOL). This study aimed to explore whether self-compassion (SC) and benefit finding (BF) play a chain mediating role between work stress and ProQOL among Chinese nurses during the COVID-19 pandemic. Methods From March to April 2022, a sample of 13,936 Chinese nurses was recruited through snowball sampling. Demographic information, work stress, SC, BF, and ProQOL were assessed. The SPSS 25.0 software and Amos 24.0 software were used for statistical analysis. The bootstrap method was employed to construct and examine the chain mediating structural equation model. Results The ProQOL level of Chinese nurses during the COVID-19 pandemic was moderate. The overall fit indices for the compassion satisfaction (CS), burnout (BO), and secondary traumatic stress (STS) models were satisfactory (χ²/df = 2.486, 3.256, 2.553, RMSEA = 0.011, 0.014, 0.011, the GFI, AGFI, NFI, and CFI values were all above 0.90). Work stress had direct effects on CS, BO, and STS (β=–0.171, 0.334, 0.222, P

This study aims to analyze the effect of servant leadership, self-efficacy, and work stress on teachers’ performance. Aside from that, the study will also investigate if work stress can mediate the effect of servant leadership and self-efficacy on teachers’ performance. The approach used in this study is a quantitative approach, to confirm relationships between the variables. This is done by using a 36-person sample and a questionnaire modified from a number of other research. Data was collected by giving questionnaires to the teachers of a Christian High School and Middle School in Bandung. Then, the data was processed using Partial Least Square Structural Equation Modelling, by testing the validity and reliability first, and then testing the hypothesis. The result of this research shows that servant leadership has a positive effect on performance, although not significant. Meanwhile, self-efficacy has significant positive effect on performance. Work stress can affect performance negatively, although it wasn’t found to be significant in this study. For the mediation effect, work stress can mediate the positive effect of servant leadership and self-efficacy on performance, but not significantly. So in order to maintain or increase the quality of school, teachers need to have high self-efficacy level, and the school can help with that by mentoring and coaching, or other methods.

The modern age of professional competition and the post-COVID-19 situation led to the birth of stressful life. The lifestyle of medical practitioners becomes hectic and disturbing, affecting not only their profession but also their personal lives. This study identifies the factors like Role Overload & Responsibility (ROR), Lifestyle Variations (LV), Family Disruptions (FD), and Stringent Working Conditions (SWC) affecting the occupational performance of doctors. This was exploratory research that identified and validated antecedent work stress factors for the occupational performance of medical professionals in the national capital region. The factors were measured through a self-adapted questionnaire based on the five-point Likert scale. The validation of the factors was verified through the hypothesized model by using structural equation modeling (SEM) on their occupational performance. The study identifies that ROR and SWC affect the National Capital Region (NCR) medical practitioners' occupational performance. Moreover, this study has specific implications for medical professionals and provides the theoretical and practical basis for health issues during the job that severely impacts the employees' personal and professional lives. This study decodes the work stress buster factors that manipulated the effective occupational performance of the employees.

The aim of this study was to examine the effects of lavender oil inhalation on work stress and job satisfaction among health professionals. This randomized, experimental study involved 108 health professionals, of whom 36 were randomized into the intervention group, 35 into the placebo group, and 37 into the control group. The intervention was performed during work shifts of the intervention group (8 hours a day during a 5-day period). The intervention group was exposed to lavender oil inhalation through a diffuser and the placebo group was exposed to inhalation of distilled water containing light yellow food dye, but the control group did not receive anything. Data were collected with General Characteristics Form, The Swedish Demand-Control-Support Questionnaire, and The Minnesota Satisfaction Scale. The study was also registered at the Australia-New Zealand Clinical Trials Registry (ACTRN12621000239864). Before the intervention, no significant difference was found in work stress and job satisfaction levels between the intervention, placebo, and control groups. After the intervention, the intervention group had a significantly lower work stress level and a significantly higher job satisfaction level than the placebo and control groups (P <.05). Lavender oil inhalation can decrease work stress and improve job satisfaction. [ABSTRACT FROM AUTHOR]

Finding an harmonious balance between work and personal life is a challenge for company management but also a competitive potential. This study investigates the effects of work-family conflict on work-life balance is mediated by work stress as an intervening variable in permanent and married female employees at BRI Kuta Branch. Conducted with a quantitative approach, this study involved 51 respondents using saturation sampling to determine the sample. The data in this research was gathered by a questionnaire and examined using SEM-PLS method with the assistance of Smart-PLS software. The findings proved that there is a negative and significant effect of work-family conflict on work-life balance. Furthermore, Work stress is able to mediate work-family conflicts that have a negative and significant effect on work-life balance of female employees of PT Bank Rakyat Indonesia (BRI) Kuta Branch.

Abstract Aims This study aimed to investigate the current status of decent work among psychiatric nurses and analyze its influencing factors. Methods In February 2024, a cross-sectional study was conducted with a cluster sample of 358 nurses from a tertiary Grade A psychiatric hospital in Hangzhou, Zhejiang Province, China. Data were collected using a custom-made nurse demographic scale to gather demographic information. The Effort-Reward Imbalance Questionnaire (ERIQ) was used to assess the imbalance between effort and reward through the effort-reward ratio (ERR). The Social Support Rating Scale (SSRS) measured subjective support, objective support, and support utilization. The Decent Work Perception Scale (DWPS) was used to evaluate nurses’ perceptions of decent work. T-tests, one-way ANOVA, Pearson’s correlation analysis, and multiple linear regression analyses were employed for data analysis. Results The study found that the correlation between decent work and social support was positive (r = 0.360, p 25 years), social support (β = 0.259, p

Considering the current economic and employment landscape, marked by high levels of uncertainty and challenges, this study introduces the challenge–hindrance–threat appraisal (CHTA) framework to examine workplace stress, with a particular focus on the often-overlooked role of threat appraisal. Across three studies using independent samples and multi-wave survey data, our research provides evidence supporting the CHTA framework and reveals the differential effects of three types of stress appraisals on the work-related well-being and behaviors of individuals. Specifically, Study 1 establishes the three-factor structure of CHTA, confirming its robust psychometric properties in each appraisal dimension. Study 2 demonstrates that threat appraisals offer unique insights into stress-related outcomes, beyond challenge and hindrance appraisals. Study 3 reveals that challenge appraisals foster learning behavior through enhancing work engagement and reduce turnover intentions through alleviating emotional exhaustion. Conversely, threat appraisals escalate turnover intentions through intensifying emotional exhaustion. Interestingly, hindrance appraisals exhibit no significant effect on either work engagement or emotional exhaustion, precluding any indirect influence on learning behavior or turnover intentions. In conclusion, this research underscores the importance of differentiating between the three types of cognitive appraisals of stress—namely, challenge, hindrance, and threat appraisals—in stress management in order to enhance employee well-being and organizational effectiveness. [ABSTRACT FROM AUTHOR]

This study aims to analyze the effect of work stress, workload, and work environment on employee performance. The data for this study were obtained from 84 employees of PT Rajawali Dwi Putra Indonesia through a quantitative approach. The sampling technique used was non-probability sampling with saturated sampling category. Data were collected using a questionnaire and analyzed using multiple linear regression with the help of SPSS software as an analytical tool. The T test results showed that: (1) Work stress does not have a significant effect on employee performance, (2) Workload also does not have a significant effect on employee performance, (3) Work environment has a significant effect on employee performance, and (4) Work stress, workload, and work environment simultaneously affect employee performance at PT Rajawali Dwi Putra Indonesia. This research is expected to be a reference, suggestion, and alternative solution for companies or organizations in dealing with problems related to work stress, workload, and work environment, which in turn is expected to improve employee performance and support the achievement of organizational goals. [ABSTRACT FROM AUTHOR]

Purpose: This study aimed to examine longitudinal associations of workplace effort and reward with changes in cognitive function among United States workers. Methods: Data from the national, population-based Midlife in the United States (MIDUS) study with a 9-year follow-up were used. Validated workplace effort and reward scales were measured at baseline, and cognitive outcomes (including composite cognition, episodic memory, and executive functioning) were measured with the Brief Test of Adult Cognition by Telephone (BTACT) at baseline and follow-up. Multivariable linear regression analyses based on generalized estimating equations (GEE) examined the longitudinal associations under study. Results: Among this worker sample of 1,399, after accounting for demographics, socioeconomics, lifestyle behaviors, health conditions, and job control, high reward at baseline was associated with increased composite cognition (regression coefficient: 0.118 [95% CI: 0.049, 0.187]), episodic memory (0.106 [0.024, 0.188]), and executive functioning (0.123 [0.055, 0.191]) during follow-up. The joint exposure of 'high effort and high reward' was also associated with increased composite cognition (0.130 [0.030, 0.231]), episodic memory (0.131 [0.012, 0.250]), and executive functioning (0.117 [0.017, 0.216]), while the combination of 'low effort and high reward' was associated with increased composite cognition (0.106 [0.009, 0.204]) and executive functioning (0.139 [0.042, 0.235]). Conclusion: Findings suggest that workplace high reward is related to improved cognitive scores among United States workers. Future research should investigate larger cohorts over longer timespans and expand into disease outcomes such as dementia. If these findings emerge as causal, relevant workplace rewards to promote worker cognitive health should be considered. [ABSTRACT FROM AUTHOR]

Leadership plays a key role in the well-being of military personnel, either contributing to health improvement or, conversely, becoming a source of stress. In the present study we propose that security providing leadership can reduce work stress in the military context. Furthermore, we suggest that security-providing leaders exert their positive influence on work stress by creating a psychological safety climate and preventing organizational dehumanization. A sample of 204 members (72.5% men) of the Spanish Air Force volunteered to participate in this empirical study and completed an online questionnaire and both the direct and indirect structural equation models were analyzed. Results show a negative relationship between security providing leadership and work stress. Additionally, organizational dehumanization and psychological safety climate act as mediators in this relationship. These results support this novel approach to leadership in the military context. They also offer new ways to create better organizational environments. By treating their subordinates in a personalized manner and supporting them, security-providing leaders can improve employees' perceptions of psychological safety climate and combat feelings of organizational dehumanization, which, in turn, can reduce work stress. [ABSTRACT FROM AUTHOR]

Purpose: The impact of ethical leadership on employee emotional exhaustion has been extensively analyzed. However, the impact of a leader's moral intensity on an employee's emotional state has gone largely unnoticed. This research demonstrates that ethical leadership influences employee emotional exhaustion as a function of the extent of the leader's moral standards. Furthermore, this research finds that affective commitment acts as a mediating mechanism. Methods: A simple mediation model is used. The sample consists of 448 professionals in six organizations in the Colombian electrical sector who responded to an online questionnaire. The sampling is probabilistic by conglomerates. Findings: This research found a positive relationship between ethical leadership and emotional exhaustion, with affective commitment being a mechanism that helps explain this association. Ethical behavior is voluntary in nature and develops in an environment of trust. When an ethical leader surpasses specific moral turning points, a follower's learning becomes an obligation, preventing affective fluidity. A search for acceptance implies constant consumption of resources that weakens the follower's capacity for self-regulation until it is exhausted. Moreover, when the leader's expectations are difficult to meet, affective commitment can lead to significant emotional ambiguity in followers. This context intensifies role stress and increases the likelihood of emotional exhaustion. Lastly, seniority in the workplace promotes emotional exhaustion. Originality: This research challenges conventional wisdom about the mitigating effect of ethical leadership on employees' emotional states. It broadens the understanding of this management style and fills a crucial knowledge gap by introducing a new perspective. Practical Implications: A balanced and accessible leader can quickly convey a convincing ethical discourse. Emphasizing the vulnerability and importance of human beings can help prevent moral anguish and ethical distances. This, in turn, provides followers with resources to mitigate exhaustion and strengthen commitment. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Railway Science & Engineering is the property of Journal of Railway Science & Engineering Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Jurnal Ekonomi Manajemen Sistem Informasi (JEMSI) is the property of Dinasti Publisher and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The study explores the intersection of organizational identity and work-related stress, focusing on how corporate culture shapes employees' well-being. It specifically investigates how the unique dimensions of an organization's identity contribute to stress factors, influencing individual performance and collective outcomes. This research employs a qualitative analysis of the literature. Case studies from Amazon and UBER were used to examine the impact of organizational culture on stress and to understand how different organizational identity factors affect employee well-being. The study highlights that stress in the workplace is not only due to workload but it is also linked to factors inherent in organizational identity, such as cultural conflicts, lack of control, and role ambiguity. Firms with rigid, hierarchical cultures exhibit higher stress levels, whereas those promoting autonomy and social support show lower stress-related issues. A model of stress-inducing organizational identity was introduced, derived from the Uber and Amazon case study. This research contributes to understanding the role of organizational identity in shaping stress and offers insights into fostering a healthier work environment through identity-conscious management practices. Organizations should align their identity with employee well-being strategies by promoting a culture of transparency, autonomy, and support. Implementing policies that reduce role ambiguity and offer social support can mitigate stress-related outcomes, improving employee satisfaction and organizational efficiency. [ABSTRACT FROM AUTHOR]

Objectives. This study aims to compare the work stress and obsessive-compulsive symptoms of nurses and office workers and to determine the relationship between work stress and obsessive-compulsive symptoms. Methods. A total of 127 nurses and 127 office workers participated in the cross-sectional study and comparative study. Data were collected using the perceived work stress scale and the Maudsley obsessive-compulsive inventory. Results. Nurses had higher work stress scores (p = 0.003) in general than office workers. In particular, nurses with a low (p < 0.039) and average (p < 0.007) economic status, nurses who had been employed for 1–10 years (p < 0.001) and nurses working 40 h per week (p < 0.042) had higher work stress scores than office workers. There was no difference (p > 0.05) between obsessive-compulsive symptom scores. There was a positive significant relationship (p < 0.001) between work stress and obsessive-compulsive symptom scores of nurses and office workers. Work stress explains 6.1% of the obsessive-compulsive symptoms in nurses and 12.4% in office workers. Conclusion. The results of this study concluded that work stress of nurses is higher than that of office workers and work stress affects the obsessive-compulsive symptoms in both groups. [ABSTRACT FROM AUTHOR]

The current study aimed to identify the relationship between work stress and job burnout among employees in the Yemen Telecommunications Corporation -- head office.The study followed the descriptive analytical approach and a questionnaire for data collection. The study population composed of all employees working in the main center of the Yemeni Public Telecommunications Corporation, amounting (1700). A sum of (314) individuals was selected using stratified random sampling. A sum of 293 valid questionnaires for analysis were obtained.The study provided a set of conclusions, most important of which are : the level of work stress and job burnout among employees in the Yemeni Public Telecommunications Corporation - Head Office was moderate; there is a positive statistically significant correlation between work stress in its dimensions (role conflict, role ambiguity, role burden, internal work environment, low creativity and opportunities for career advancement) and job burnout among employees of the Yemeni Telecommunications Corporation/Head Office. The effect of the dimensions of work stress on achieving job burnout in the Yemeni Public Telecommunications Corporation / Head office, according to the simple regression test, was uneven, as the dimension of low creativity and opportunities for career advancement had the highest impact on job burnout, followed by the dimension of role ambiguity, followed by the dimension of role conflict, followed by role of burden, and the internal work environment comes in last place. [ABSTRACT FROM AUTHOR]

Background: Interest and concern regarding the social support and burnout of college lecturers have grown over the past decades. Maintaining good mental health is critical for university lecturers. Social support has been identified as an effective resource against burnout. However, few studies have comprehensively examined the connection between social support and burnout specifically among college lecturers. Therefore, this review aims to explore how social support influences the burnout of college lecturers. Methods: This study employed the systematic literature review (SLR) methodology. Results: A thorough systematic review of 20 studies was conducted between 2015 and 2024, drawn from five major databases: Web of Science, Scopus, APA PsycINFO, PubMed, and Eric. The review indicates that burnout is measured through the Maslach Burnout Inventory, Maslach Burnout Inventory—Educators Survey (MBI-ES), Maslach Burnout Inventory—General Survey (MBI-GS), Burnout Syndrome Evaluation Questionnaire, Copenhagen Burnout Inventory (CBI), Shirom–Melamed Burnout Measure (SMBM), and the Oldenburg Burnout Inventory (OLBI). While social support is measured through the Multidimensional Scale of Perceived Social Support (MSPSS) and Perceived Organizational Support (SPOS) survey. Individual and occupational factors contribute to lecturers' burnout. This study reveals the association between social support and burnout among lecturers and it emphasizes the multifaceted role of social support in alleviating burnout among lecturers. Conclusions: The findings suggest that educational institutions should strengthen support systems and increase the emotional support available among lecturers to relieve burnout. [ABSTRACT FROM AUTHOR]

Several studies have demonstrated the relevance of job demands-resources theory in examining the subjective well-being of Chinese university teachers. Nevertheless, the specific impact and mechanisms of various dimensions of job demands and resources on faculty members' subjective well-being are not well understood. This study seeks to identify the primary predictors of subjective well-being and to explore the connection between specific job demands-resources and subjective well-being through an examination of the sequential mediation of work stress and work-life balance. Questionnaires were completed by a total of 2302 faculty members from 302 universities in China. Correlation analysis and path analysis were employed to examine the relationships between job demands-resources and subjective well-being, as well as their influencing mechanisms. Job demands measured by work hours have a significant negative impact on the subjective well-being of university faculty, with teaching hours emerging as the primary negative predictor. Conversely, job resources have a significantly positive effect on faculty's subjective well-being, particularly decision participation, job security and extensive training, which serve as positive predictors. The relationship between job demands and faculty's subjective well-being is mediated by their work stress, and is further serially mediated by their work stress and work-life balance. Similar patterns are observed in the influence mechanism of job resources on subjective well-being. [ABSTRACT FROM AUTHOR]

Background: Work-related stress is the reaction individuals may have when faced with work expectations and forces that are not in tandem with their skill set and capacities and which frustrate their ability to cope. Coping strategies are paradigms used to limit the impact of stressful experiences, thus inhibiting the psychological and physical responses and making it more possible to maintain normal functioning at the time. Aim: This study aims to determine how bankers cope with stress from work in Ado-Ekiti, Southwest Nigeria. Materials and Methods: This cross-sectional study was done among three hundred and two bankers in Ado-Ekiti, Ekiti state. A sociodemographic questionnaire was designed to obtain data on the sociodemographic characteristics of the respondents, while coping with work-related stress was assessed with The Brief Coping Orientation to Problems Experienced (Brief-COPE). Results: Two hundred and ninety-eight respondents (98.7%) used adaptive coping strategies, while four (1.3%) did not use them. One hundred and ninety-seven respondents (65.2%) used maladaptive strategies, while one hundred and five respondents (34.8%) did not cope with them. In essence, the majority of the respondents used adaptive strategies to cope with stress. Conclusion: Most of the bankers utilized adaptive strategies in coping with work-related stress. [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study aims to identify work stress, training and employee performance at PT Semen Indonesia (Persero) Tbk Gresik in descriptive analysis. This research uses quantitative methods with a descriptive approach. The instrument used in this study was a questionnaire filled out by 142 employees. The questionnaire measured employees' perceptions of work stress and the training they received, as well as an evaluation of their performance. The results showed that the level of employee work stress was in the "Moderately" category with a mean value of 2.93, while the level of training was in the "agree" category with a mean value of 3.75. The employee performance is in the "agree" category with a mean value of 3.67. Descriptive analysis shows that the lowest indicator of work stress is work targets that are considered to exceed employee abilities, while the highest indicator of training is training material delivered in an interesting way. From these results it can be concluded that although there is a significant level of job stress, the training provided can help improve employee performance. [ABSTRACT FROM AUTHOR]

Background: Individuals in the asymptomatic incubation period of COVID-19 are highly contagious. This threat of asymptomatic transmission contributes to increased stress among nursing staffs and undermines their resilience. Purpose: This study was designed to explore the correlates and predictive factors of resilience in the contexts of work stress and job satisfaction among nursing staffs. Methods: A cross-sectional study design was employed on a convenience sample of 408 nurses. The survey included a demographic datasheet, the Nurse Occupational Stressor Scale, Job Satisfaction Scale, and Resilience Scale. Inferential statistics were conducted using independent sample t test, Pearson correlation analysis, and stepwise multiple linear regression. Results: The participants were an average 32.6 years old. The average resilience score indicated a "moderate" resilience level. Resilience was treated as the dependent variable, while the demographic variables, Nurse Occupational Stressor Scale score, and job satisfaction dimension scores were treated as independent variables. Stepwise regression analysis was used to identify the key predictors of resilience, which included professional autonomy and development (β = .468, p < .001), occupational hazards (β = .163, p < .001), interpersonal interaction and collaboration (β = .223, p < .001), self-perceived economic status (β = -.093, p < .05), supervisor's leadership style (β = -.118, p < .05), and marital status (β = .078, p < .05). The model explained 39.4% of the total variance. Conclusions/ Implications for Practice: The results of this study support healthcare providers promoting resilience in several specific ways. Healthcare organizations should enhance professional competence through professional education and training programs; improve workplace safety; foster an atmosphere conducive to team cooperation; provide job support through mentorship and apprenticeship systems and caring leadership from nursing supervisors; continuously conduct caring and stress-relief activities; and utilize online self-report health questionnaires to enable nursing staff facing psychological and emotional challenges to seek professional counseling and support. Enhancing resilience strategies on a long-term basis can improve the mental health of nursing staff, which may be expected to enhance the quality of patient care. [ABSTRACT FROM AUTHOR]

There is no such thing as stress-free work in today's environment. Every company gave their staff a challenging assignment to do in a certain amount of time. All of the employees are stressed out at work as a result of that work. Professionals in the Information Technology (IT) industry are frequently stressed at work and are at risk of developing health problems as a result of their jobs. The IT sector has a lot of severe workloads and has to deal with several issues like role ambiguity, gender inequality, and long working hours. The current research examines the numerous elements that lead to work-related stress, as well as the influence of demographic factors on stress among IT professionals. A sample of 240 data has been collected from the northern, central, and southern regions of Tamil Nadu. A Convenience Sampling Technique has been performed to collect the information. The results reveal the impact of stress factors on IT professionals in their work environment. Also, the outcome shows the significant impact of demographic factors like age, gender, marital status, and education of employees causing stress in their work environment. [ABSTRACT FROM AUTHOR]

This paper makes the case for an evolutionary mismatch between digital work and the way human ancestors engaged in work. Psychological adaptations for producing things that early humans needed to survive and thrive, such as cognitive mechanisms for obtaining and processing food, toolmaking, and learning valuable working skills, evolved in the context of small networks of hunter–gatherers. These adaptations are central to understanding the significance of work in human evolution. Evolutionary mismatches operate when novel environments cue ancestral adaptations in ways that no longer provide adaptive benefits. We argue that digital work, although efficient and productive, is misaligned with some fundamental human needs, preferences, and routines, thereby illuminating a potential dark side. Yet digitalization also offers opportunities for matching the modern work environment to our evolved work psychology. We conclude with an agenda for advancing research in industrial and organizational psychology on digital work from an evolutionary mismatch perspective. Digital Work and Human Evolution: This paper talks about how the way we work now with computers and digital technology is verydifferent from how our human ancestors used to work. Our ancestors had to do specific tasks to survive, like finding food and making tools. These tasks were done in small nomadic groups. Our brains evolved to be good at these tasks. But now, our work is mostly done on computers with digital tools. This can sometimes make us feel stressed or unhappy because it doesn't match up with what our brains are good at. However, there are also positive things about working with digital technology, for example, that we can work from anywhere. We should do more research on this topic to understand it better. [ABSTRACT FROM AUTHOR]

Aims: This study aimed to investigate the current status of decent work among psychiatric nurses and analyze its influencing factors. Methods: In February 2024, a cross-sectional study was conducted with a cluster sample of 358 nurses from a tertiary Grade A psychiatric hospital in Hangzhou, Zhejiang Province, China. Data were collected using a custom-made nurse demographic scale to gather demographic information. The Effort-Reward Imbalance Questionnaire (ERIQ) was used to assess the imbalance between effort and reward through the effort-reward ratio (ERR). The Social Support Rating Scale (SSRS) measured subjective support, objective support, and support utilization. The Decent Work Perception Scale (DWPS) was used to evaluate nurses' perceptions of decent work. T-tests, one-way ANOVA, Pearson's correlation analysis, and multiple linear regression analyses were employed for data analysis. Results: The study found that the correlation between decent work and social support was positive (r = 0.360, p < 0.001), while it was negative for effort-reward imbalance (r = -0.584, p < 0.001). Factors influencing perceptions of decent work included years of work experience (β = -0.164, p = 0.046 for < 5 years; β = -0.157, p = 0.040 for > 25 years), social support (β = 0.259, p < 0.001), and the effort-reward imbalance (β=-0.458, p < 0.001). These factors collectively explained 40.2% of the variance in perceptions of decent work. Furthermore, social support plays a mediating role between effort-reward imbalance and decent work (β=-0.062, Bootstrap 95% CI: -0.107, -0.023). Conclusion: The findings suggest that years of work experience, social support, and the effort-reward imbalance are factors influencing decent work among psychiatric nurses. By offering career development opportunities, fostering supportive work environments, and ensuring fair compensation, we can empower psychiatric nurses to navigate job challenges effectively and sustain a sense of decency in their work. [ABSTRACT FROM AUTHOR]

Emotional intelligence is an important competency for alleviating work-related stress and well-being of employees in the work environment. Finding the psychological well-being's mediation role in the relationship between emotional intelligence and job stress is the goal of this study. Measures of psychological well-being, job stress, and emotional intelligence were included in the questionnaire that was created in accordance with the study's objectives, along with statements that assess demographic characteristics. The Bingöl University's administration and academic staff participated in the in-person survey. After applying a straightforward random sample technique, 285 were found suitable for analysis. The method of structural equation modeling was used to test the study hypotheses. The first model has shown that emotional intelligence has a negative impact on job stress. In the second model, it has been determined that emotional intelligence positively impacts psychological well-being and psychological well-being negatively impacts job stress. In the third model, it has been found that psychological well-being plays a mediating role in the impact of emotional intelligence on job stress. This finding suggests that emotional intelligence lowers psychological stress levels in workers by promoting psychological well-being. [ABSTRACT FROM AUTHOR]