Hoboubi Naser, Choobineh Alireza, Kamari Ghanavati Fatemeh, Keshavarzi Sareh, Akbar Hosseini Ali
Student Research Committee, Shiraz University of Medical Sciences, Shiraz, Iran; Department of Occupational Health Engineering, School of Health, Shiraz University of Medical Sciences, Shiraz, Iran.
Research Center for Health Sciences, Shiraz University of Medical Sciences, Shiraz, Iran.
Saf Health Work. 2017 Mar;8(1):67-71. doi: 10.1016/j.shaw.2016.07.002. Epub 2016 Jul 30.
Job stress and job satisfaction are important factors affecting workforce productivity. This study was carried out to investigate the job stress, job satisfaction, and workforce productivity levels, to examine the effects of job stress and job satisfaction on workforce productivity, and to identify factors associated with productivity decrement among employees of an Iranian petrochemical industry.
In this study, 125 randomly selected employees of an Iranian petrochemical company participated. The data were collected using the demographic questionnaire, Osipow occupational stress questionnaire to investigate the level of job stress, Job Descriptive Index to examine job satisfaction, and Hersey and Goldsmith questionnaire to investigate productivity in the study population.
The levels of employees' perceived job stress and job satisfaction were moderate-high and moderate, respectively. Also, their productivity was evaluated as moderate. Although the relationship between job stress and productivity indices was not statistically significant, the positive correlation between job satisfaction and productivity indices was statistically significant. The regression modeling demonstrated that productivity was significantly associated with shift schedule, the second and the third dimensions of job stress (role insufficiency and role ambiguity), and the second dimension of job satisfaction (supervision).
Corrective measures are necessary to improve the shift work system. "Role insufficiency" and "role ambiguity" should be improved and supervisor support must be increased to reduce job stress and increase job satisfaction and productivity.
工作压力和工作满意度是影响劳动力生产率的重要因素。本研究旨在调查工作压力、工作满意度和劳动力生产率水平，检验工作压力和工作满意度对劳动力生产率的影响，并确定伊朗石化行业员工中与生产率下降相关的因素。
本研究中，125名从伊朗一家石化公司随机挑选的员工参与其中。使用人口统计学问卷收集数据，用奥西波职业压力问卷调查工作压力水平，用工作描述指数考察工作满意度，并用赫西和戈德史密斯问卷调查研究人群的生产率。
员工感知到的工作压力水平为中高，工作满意度为中等。此外，他们的生产率被评估为中等。虽然工作压力与生产率指标之间的关系无统计学意义，但工作满意度与生产率指标之间的正相关具有统计学意义。回归模型表明，生产率与轮班安排、工作压力的第二和第三维度（角色不足和角色模糊）以及工作满意度的第二维度（监督）显著相关。
有必要采取纠正措施来改善轮班工作制度。应改善“角色不足”和“角色模糊”，并增加主管支持，以减轻工作压力，提高工作满意度和生产率。
