job stress

Job is one of the most important issues in the discussion of human resources, and since the discussion of job stress in the flight crew and its relationship with the performance of the flight crew is very important and vital. This research is about recognizing and developing a model for job stress among the cabin crew of Mahan Airline. The qualitative research methodology has been followed by qualitative inductive approach and grounded theory, that is the common approach in this case. The population of this research has two sections; the first section includes the new related scientific documents from 10 to 20 texts that are collected by using targeted approach until achieving domination criteria. Inductive qualitative content analysis method was applied for analyzing the specialized texts that are related to the research. The second population contains the whole flight crew of Mahan Airline Company. The research sample is chosen by using targeted and snowball method and by 37 items has been reached to theoretical saturation. The data are gathered by Semi-structured approach and they are analyzed by Straws & Corbin(1998) systematic analysis method. A total of 260 opening codes and 19 axial codes were extracted, which were categorized into 5 selected codes. as a result the job stress model of Mahan Airline flight crew is established and then is validated by focus group. The results show that the established pattern for job stress has five main aspects including the job stress nature, appearing job stress, the sources and conditions of job stress, reaction to job stress and consequences of job stress, and there is connection among them.

Abstract Lack of effective leadership is not only seen in economic organizations but also in education departments and all other institutions. What sometimes results in issues for some organizations is people, such as incompatible leaders, who do not play their critical role of leadership effectively and efficiently. The present applied and descriptive-correlational study aims to investigate the relationship between incompatible leadership and job plateau, burnout, and stress in first- and second-grade high school teachers. The statistical population of the research included all first- and second-grade high school teachers (1972). Accordingly, 322 individuals were selected as the research sample using the simple random sampling method. Data collection tools were Schmidt Incompatible Leadership Questionnaire (2008), Milliman Occupational Plateau Questionnaire (1992), Maslach Occupational Burnout Questionnaire (1985), and Sargi Job Stress Questionnaire (2015). The reliability of the questionnaires was 0.81, 0.90, 0.84, and 0.76, respectively, using Cronbach's alpha; the content validity was also confirmed. Data were analyzed using univariate t, correlation coefficient, and stepwise regression. Findings showed incompatible leadership of managers and occupational burnout and stress in school teachers to be at a low level, while their plateau was at a high level. Moreover, a positive and significant relationship was observed between incompatible leadership and job plateau and burnout of teachers; however, there was no relationship between incompatible leadership and job stress. Among components of incompatible leadership, authoritarian leadership could predict job plateau, abusive supervision and authoritarian leadership could predict job burnout, and abusive supervision could predict job stress. Thus, it is recommended that school principals reduce the stress, plateau, and burnout of teachers, as well as identifying the components of incompatible leadership and avoiding them in schools.

Objective: the present study aimed at studying the relationship between job stress and personality traits and also if the effect of job stress on personality traits was moderated by social support. Method: The populations consisted of offshore personnel working in Iranian Offshore Oil Company (IOOC) in Kharg Island. 234 participants using convenience sampling answered three questionnaires (job stress, very brief NEO-form, and perceived social support of family-scale). Four main hypotheses using structural equation analysis were examined. Results: The findings showed a predictive effect between the personality traits and job stress except for openness to experience such that job stress had an increasing effect on neuroticism and a decreasing effect on extraversion, agreeability, and conscientiousness. Social support, on the other hand, as a moderator decreased the effects of job stress on personality traits except for openness to experience, extraversion, and agreeability such that it decreased neuroticism and increased conscientiousness. Conclusion: the results generally revealed the predictive effects of job stress on personality traits and showed that social support, as a buffer, can reduce the effects of job stress on personality traits. The results were discussed based on the existing models on personality changes.

Objective: To investigate whether neuroticism and extraversion predicted job-related affective wellbeing of people working under stressful conditions, notably emergency room nurses. Also, to investigate whether perceived job stress mediated the relationship between neuroticism, extraversion and job-related affective well-being. Methods: A cross-sectional survey design was administered to 242 nurses working at an emergency room in Tehran, Iran, recruited through census sampling, including two sub-scales of the NEO Five-Factor Inventory, the Job-Related Affective Well-Being Scale, and the Job Stress Questionnaire. Structural Equation Modelling was deployed for data analysis using SPSS Amos v22.0 and PROCESS macro for SPSS, setting significance threshold at p<.05. Results: Direct and statistically significant effects of neuroticism (β = -.17, p<.005) and extraversion (β = .41, p<.001) on perceived job stress were found, as well as a negative effect of extraversion on job-related affective well-being (β = -.27, p<.001). Perceived job stress was found to negatively predict job-related affective well-being (β = -0.60, p<.001). There was no significant relationship between neuroticism and job-related affective well-being. The mediating effect of perceived job stress was supported (p<.001). Conclusion: Results have theoretical implications for research about the relationship between personality traits and job-related well-being of employees working under stressful conditions. As for practical implications, hospital managers might implement workplace interventions to enhance nurses’ job-related affective well-being and reduce nurses’ job stress. In this context, extraversion and job stress should be understood as psychosocial risk factors, whereas neuroticism should be conceived as a protective factor against job stress.