Tibbi-i-kar

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Background: Psychological capital intervention of Luthans (PCI) is a training program whose effectiveness on decreasing some work-related problems has been confirmed. Therefore, it could be possible to reduce job burnout which is considered of work-related side effects, with devastating effects on individual and organization. The aim of present study was to evaluate the effectiveness of Luthans intervention program on job burnout. Methods: The study used a semi-experimental design with pretest and posttest. Statistical population was 650 experts working in Iran Khodro Diesel company. Among them 60 people were selected by random sampling method and divided into two groups of 30 people. Maslach job burnout questionnaire was used as assessment tool. After the implementation of the questionnaire, Luthans intervention program was applied to experimental group after each participant was tested again using questionnaire. Data was analyzed by SPSS software and independent T-test. Results: According to the results, burnout pretest scores show a small difference in both groups (2.87& 2.9). But considering job burnout (2.12) and subscales of emotional exhaustion (1.34) and depersonalization (0.72) the average score has decreased significantly in experimental group post test (p<0.01). There was no significant difference in personal accomplishment (p=0.466), but as questionnaire indicates, the scores of experimental group has changed from moderate to high levels of accomplishment. Conclusion: Given the findings, it can be concluded that Luthans intervention program is effective in reducing job burnout, especially subscales of emotional exhaustion and depersonalization. Therefore, it could be an appropriate strategy to reduce job burnout.

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The aim of present studywas predicting of job burnout based on effort-reward imbalance and components of positive psychology among female nurses of ShahidRahnemoon Hospital of Yazd. The research method was descriptive, correlation type. 132 female nursesworking in the different parts of ShahidRahnemoon Hospital in Yazd were selected by random sampling. Three questionnaires (Muslesh & Jackson`s job burnout, Seligman`s positive psychological components scale and effort-reward imbalance of Seigersit) were completed by nurses.
The findings of one-sample t-test showed that the job burnout mean of nurses in the components of emotional exhaustion and depersonalization was moderate, but personal accomplishment is severe and statistically significant. Also, the situation of the meaning life component and the engagement life component (in the characteristics of positive psychology) among nurses was higher than the average and statistically significant, but the situation of the pleasant life was lower than the average and insignificant. Overall, the score of effort-reward imbalance in female nurses is 1.09, which is higher than the cutting point and showed the imbalance of effort-reward in nurses. The findings also showed that a negative and significant correlation between the positive psychological components with job burnout (r=-0.65, p<0.01), as well as, a positive and significant correlationbetween effort-reward imbalance with job burnout (r=0.458, p<0.01). In addition, the results of multiple regression analysis showed that 45% of variances of nurse`s job burnout predicted (explained) by the meaning life,the effort-reward imbalance and the engagement life.

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Introduction: The advancement of organizations depends on engagement, providing essential and constructive insights and prospectives from human resources and intellectual capital. This research designed and implemented to study the impact of organizational silence syndrome on employee burnout. Moreover, the connections between research variables and demographic variables were tested.
Materials and Methods: The study employed a descriptive-correlation approach, while  the research framework is a multivariate correlation design. The statistical population of the research consisted of 110 administrative employees of Malayer University. Considering the small size of the community, the census approach employed. Data collection tools included organizational silence questionnaires developed by Dina et al. (2003) and job burnout questionnaires by Meslash and Jackson (1981).


Results: The study’s findings indicated a notable connection between organizational silence and components job burnout. The findings of the research showed a noteworthy correlation between ProSocial silence and emotional exhaustion (r=0.294 / sig=0.001). Nevertheless, there was no significant connection between defensive and acquiescent silence and emotional exhaustion. Among the variables of organizational silence, Acquiescent silence (r=0.374/sig=0.001) and defensive silence (r=0.456/sig=0.011) were significant predictors of depersonalization. According to the results, proSocial silence had a significant relationship with the feeling of inadequacy (r=0.222/sig=0.012). However, there was no significant connection between Acquiescent and defensive organizational silence and the sense of inadequacy. The research results also confirmed the existence of significant relationships between certain demographic variables and job burnout as well as organizational silence.
Conclusion: According to the findings of the study, managers of organizations should foster a transparent atmosphere for employees enabling them to share their views openly and without apprehension. This is crucial as organizational silence, not only contributes to employee burnout but also leads to numerous adverse effects for both the organizational and individuals.  


 

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Introduction: Burnout refers to a decrease in an individual's ability to adapt to stressors and includes a syndrome consisting of emotional exhaustion and decreased personal success. A primary factor contributing to burnout is job stress. The job of train stewardess is one of the most stressful jobs due to the need to work in different work shifts, especially night shifts.  Consequently, this study aimed to investigate the relationship between job-related stress, insufficient sleep, and burnout among Yazd-Tehran train attendants.
Materials and Methods: This study was a cross-sectional study. The research data were collected using the standard questionnaires for OSIPO job stress, burnout, and Petersburg sleep deprivation (PSQI). The Pearson and Spearman correlation method was applied using SPSS version 20 software to analyze the statistical data. The statistical population for this study comprised all the train crews of the Yazd-Tehran train. Based on the data supplied by the company’s hiring department, there were 123 individuals working on this line. Due to the small population, the sampling of this study was judgment, utilizing the Cochran formula, resulting in the selection of 90 individuals.  The Cronbach's alpha method was utilized to determine both the validity and reliability of the test. Smart Pls software was used to examine the research hypotheses, and a significance level of less than 0.05 was considered.
Results: Male participants made up the majority of the sample at 68.9%. A considerable portion of the participants possessed a master's degree, making up 53.3%, whereas individuals holding a bachelor’s degree accounted for 34.5%. According to the model drawn, all paths had factor loadings greater than 0.4. The t-statistic value in this analysis was calculated for all confirmatory factor analysis relationships and greater than 1.96 for the structural model. The alpha value, Rho_A coefficient, and CR for every variables were all determined to be above 0.7, with the AVE value also evaluated to be greater than 0.5. To ensure the results, the bootstrapping test was also simulated in two cases of 500 and 800 samples, which did not change the results obtained and these paths were significant. First, descriptive results of the research variables were presented, and then the validity and reliability of the measurement tool were examined using convergent and divergent validity and structural equation modeling.
Conclusion: The results indicated that job stress positively and significantly impacts job burnout and sleep deprivation. The effect of this independent variable on the dependent variable of sleep deprivation is relatively high. Sleep deprivation also has a positive and significant effect on job burnout.

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Introduction: Educators in exceptional schools represent a significant research focus explored by researchers across various disciplines, primarily owing to the intense demands of their jobs and their coping strategies for such circumstances. In light of this, the present research was conducted to explore the connection between job stress and organizational commitment, focusing on the mediating effects of job satisfaction and job burnout among exceptional education teachers in Baghdad, Iraq.
Materials and Methods: The method of research employed was causal correlation research (structural equation modeling). The statistical population for the research consisted of all the exceptional education teachers from elementary schools in Baghdad, Iraq, during the spring and summer of 2024, totaling 524 individuals. Among them, 200 individuals (100 females and 100 male) were chosen as samples using the convenience sampling method. Data were collected using occupational stress questionnaires of the Health and Safety Institute of England (HSE), job burnout by Maslach, & Jackson (1996), organizational commitment by Allen and Meyer (1991), and job satisfaction evaluation by Smith et al. (1969). To analyze data, a structural equation model was used through SPSS 26 and AMOS 23 software.
Results: The results of direct effects showed that job stress significantly impacted organizational commitment, job satisfaction, and burnout (p<0.01). Additionally, both job satisfaction and job burnout significantly influenced organizational commitment (p<0.01). Examining the indirect effects revealed that both job satisfaction and job burnout played a significant mediating role in  how work stress influences organizational commitment (p<0.01).
Conclusion: According to the results of this study, it is recommended that managers and policymakers in the Iraqi education system focus significantly on decreasing job stress, due to its impact on enhancing job satisfaction, fostering organizational commitment, and lowering job burnout among special education teachers. In this regard, they can take advantage of the presence and advice of organizational psychologists to recognize and address the sources of job-related stress