مجله مهندسی بهداشت حرفه ای
سال دهم شماره 4 (زمستان 1402)

Job fatigue is considered one of the factors affecting the performance and the productivity of workers in work environments. Therefore, the objective of the present study was to investigate the relationship between job fatigue and its dimensions with fine motor skills in the production line workers of Sabzevar Cable Car Company.

One hundred and forty-eight workers of the production line of Sabzevar Car Company were selected as a sample. The level of occupational fatigue of workers was measured using the standard questionnaire of Excessive Occupational Fatigue. In addition, manual and sorting skills of workers were estimated through Board test. In order to analyze the research data, Spearman's correlation coefficient test was used.

The results of the Spearman correlation coefficient test showed that there were negative and significant relationships between job fatigue and the components of hand and finger dexterity skill, including manual skills (r = 0.188, P ≤ 0.022) and sorting skill r (r = -0.246,  P ≤ 0.003). Also, a statistically significant relationship was observed between the dimensions of fatigue and coping skills (P≤0.05).

According to the results of the present research study, we recommend that employers prevent the occurrence of worker fatigue in industrial environments through providing conditions such as shift breaks and performing short-term activities with low intensity. Otherwise, in order to prevent accidents and the production of defective products, tired workers should refrain from performing fine manual activities such as assembling.

By making new changes in the organization, organizations are looking for various innovations to maintain their level of performance in the existing competitive environment. But these frequent changes can lead to change fatigue and its negative consequences for employees. Therefore, the present study was conducted to evaluate the change fatigue and its related consequences in health care providers.

The present study is a cross-sectional study conducted in health centers in western Iran. In this study, 803 people were selected using the available method. In this study, the change fatigue scale, Parker and Decotis’ job stress questionnaire, Ruth and Field’s job satisfaction questionnaire, Maslash and Jackson’s burnout questionnaire, turnover intention questionnaire, and standard questionnaire of organizational commitment of Mowday et al. are used. All analyzes were performed using SPSS23 and AMOS18 software.

The results of the present study showed that with the increase of change fatigue, the intention to leave, stress and burnout increased significantly and job satisfaction decreased significantly; however, there was no significant relationship between change fatigue and organizational commitment. Also, a significant relationship was observed between marital status, age, work experience, type of employment, type of job and education with change fatigue.

In environments that are associated with rapid and continuous changes, it is important to consider the change fatigue and its consequences because it can increase job stress, burnout, reducing job satisfaction, and organizational commitment and provide a basis for leaving the job.

Job  stress is a growing problem worldwide that affects not only the health and well-being of employees but also the productivity of organizations. Ergonomics  climate  shows employees' understanding of the organization's support and emphasis on job design and modification in order to improve "operational performance" and "employee well-being". The present study aims to provide a model to explain  Job  stress with a focuson ergonomics climate was made using the adaptive neuro-fuzzy inference system approach.

This research is applied in terms of purpose and descriptive and correlational in terms of data collection method. The statistical population of the current research is the healthcare staff of one of the hospitals in Urmia city. model through  evaluation criteria RMSE[1], MAE[2] and  R2[3] were validated.

The correlation coefficient between ergonomic climate and job stress for 376  data is - 0.629. which indicates an inverse relationship. The obtained results indicate the high validity of the model of Adaptive  Neuro-Fuzzy - Inference  System (RMSE=0.02) for evaluating and predicting  Job stress centered on ergonomics climate.

Ergonomics climate  and its dimensions including operational performance and employee well-being have an inverse relationship with  job  stress of employees. The presented model can predict with high reliability the level of  job  stress of employees using ergonomics climate.

The present study was conducted with the aim of evaluating the factors affecting job burnout and quality of work life in the personnel working in National Iranian Drilling Company.

In terms of purpose, this research was applied research, in terms of type, it was mixed (qualitative-quantitative) and was conducted by survey method. The statistical population of the research in the qualitative part, including all the expert employees working in National Iranian Drilling Company, about 20 people, was selected by theoretical saturation method for this purpose. In the quantitative part, among 19000 people, 385 people were selected as a statistical sample based on Cochran's formula and stratified random method. The tools used to measure job burnout and the quality of work life was standard Meslesh (1981) and Walton (1973) quality of work life questionnaires, the reliability of which was confirmed by Cronbach's alpha method.

HSE culture is a part of the general culture of the organization, it is considered as a kind of management tool in reducing incidents and controlling unsafe behaviors in the organization. The purpose of this study was to present a valid and reliable tool in the field of HSE culture based on the OGP guide in process industries.

The current research is an instrument-making study that was conducted in order to determine the validity and reliability of the HSE culture questionnaire among the employees of Shahid Hashminejad Gas Refinery. After studying various texts, and using World Association of Oil and Gas Producers (OGP) guide to design related questions, quantitative and qualitative content validity by 10 experts, face validity (comprehensibility), reproducibility and internal consistency by 30 employees and construct validity was done by 410 employees.

Confirmatory factor analysis of the final version of the questionnaire including 34 questions in 6 dimensions of the observable program of HSE management, competence and awareness of the situation, communication, training of work procedures and human factors, incident management and HSE evaluation and audit confirmed. The average impact score, validity ratio, and validity index were 3.81, 0.82, and 0.92, respectively. (α = 0.94 and ICC = 0.975), which was within the acceptable range.

Iranian HSE specialists can use this valid and reliable tool to evaluate the HSE culture of employees, especially in process industries, and use the findings as guidelines for effective health, safety and environmental interventions.

Perceived mental workload is a set of factors that affect the mental processes of information processing, decision-making and individual reactions in the work environment. Patient safety refers to the prevention of injuries caused by medical errors that occur due to negligence in the performance of duties. The present study was conducted to determine the perceived workload and its relationship with the culture of patient safety in nurses.

  This analytical cross-sectional study was conducted among the nurses of Shahid Sayad Shirazi and 5 Azar teaching hospitals in Gorgan city in 2022. In total, 280 nurses of the mentioned hospitals participated in the study. The random stratified sampling was applied and the ethics code was obtained. The data were collected by means of mental workload and patient safety culture questionnaires and it was analyzed using descriptive and inferential statistics methods in SPSS-24 software.

The average age and standard deviation of the nurses was 34.9 ± 9.2 years. Most of the nurses had a bachelor's degree (90.4%) and were married (71.6%). The average score and standard deviation of perceived workloads was 73.80 ± 14.74. The overall score of patient safety culture was 3.30 ± 0.26. There was no significant relationship between perceived workload and patient safety culture (P = 0.204).

The perceived workload was high among the nurses and the safety culture status was moderate.

Organizational commitment has been considered as the objective and efficient achievement of the organization's goals and values, the achievement of the individual's role in relation to the goals and values, and the achievement of the organization for its own sake. This study was conducted to investigate the quality of work life and organizational commitment and their relationship with each other.

A descriptive-analytical cross-sectional study was conducted in 2022. 280 employees of the health service delivery levels of Gorgan City participated in the study in a random stratified method. The data were collected using valid and established questionnaires of Walton's quality of work life and Allen and Mayer's organizational commitment and were analyzed with descriptive methods and statistical tests in SPSS-23 software.

The average age of the participants was 40.11 ± 9.04 years. The majority of participants were female (69.3%) and the rest were male. In general, 18.9% of people had a low quality of work life (QWL), 66.8% had an average QWL, and 14.3% had a high quality of life. Also, 11.1 percent of people had low organizational commitment, 77.1 percent had medium organizational commitment, and 11.8 percent had high organizational commitment. There was a statistically significant relationship between the QWL and organizational commitment (P-Value = 0.001).

The QWL and organizational commitment of employees were evaluated at moderate levels, and with the increase in the QWL, organizational commitment also increases.