Dataset Information

The Impact of Work Stress on Job Satisfaction and Sleep Quality for Couriers in China: The Role of Psychological Capital.

ABSTRACT: Objective: Work stress is one of the urgent public health problems, which has aroused wide attention. In addition, work stress also has a negative impact on the development of enterprises. This study has three purposes: (1) to understand the current status of working stress among couriers, (2) to examine the association between work stress, job satisfaction and sleep quality of Chinese couriers, and (3) to verify the mediating role of psychological capital. Methods: A cross-sectional survey was conducted among 3000 couriers in Beijing of China from January to December 2019 using cluster stratified random sampling. Descriptive statistical analysis was used to describe demographic characteristics of respondents. Pearson correlation analysis was used to analyze the correlation among work stress, job satisfaction, sleep quality, and psychological capital. The mediating analysis was calculated role of psychological capital. Results: A total of 2831 participants were included in this study. The average score of work stress was 2.49 ± 0.76. Work stress was negatively correlated with job satisfaction (r = -0.266, P < 0.01), sleep quality (r = -0.142, P < 0.01), and psychological capital (r = -0.268, P < 0.01), respectively. The direct effect of work stress on job satisfaction is -0.223, and the total effect of work stress on job satisfaction is -0.267. The a*b*c' is positive, indicating the mediating role psychological capital has in explaining the relationship between couriers' work stress and job satisfaction. Moreover, psychological capital plays a mediating role between work stress and sleep quality among couriers. Conclusion: Couriers face certain work stress and should be paid attention to and psychological capital can effectively alleviate the work stress of couriers, so measures can be taken to improve it, promoting healthy development of employees and organizations.

SUBMITTER: Xie Y

PROVIDER: S-EPMC8712337 | biostudies-literature |

REPOSITORIES: biostudies-literature

ACCESS DATA

Similar Datasets

Project description:In a modern working environment characterized by new technology and work assignments extended to personal time, employees are expected to balance multiple roles while maintaining maximum productivity. Past studies analyzed work-family conflict and its connection to job performance, without adequate integration of psychological factors into the research model. This study aims to fill the gap and explain the impact of work-family conflict and psychological factors on job performance. To explore the association between work-family conflict and job performance and measure the effects on psychological safety and psychological well-being, an empirical study was conducted on a sample of 277 company employees in Bahrain. The online questionnaire used five-point Likert-scales adopted from previous studies to measure the variables of the research model. In the structural model, relationships between work-family conflict, psychological well-being, psychological safety, and job performance were tested. Confirmatory Factor Analysis with Maximum likelihood estimation was performed by using SEM software AMOS version 23. The findings of the study suggest there is a negative impact of work-family conflict on psychological safety and psychological well-being. This study is significant since it detaches from the prior researches focused on observing the repercussions of work-family conflict in workers' well-being, and centers on the analysis of job performance instead. The findings show that psychological well-being and psychological safety influence job performance. When psychological well-being and psychological safety of employees are unsatisfactory, job performance will decrease accordingly. The mediation test indicated that work-family conflict had an indirect influence on job performance when psychological safety and psychological well-being were mediators. The study contributes to a better understanding of work-family conflict, psychology of employees, and job performance. The study provides valuable insight to organizations on ways to increase employees' effectiveness and ensure better performance by preventing work-family conflict from occurring.

Project description:ObjectivesTo describe the sociodemographic, occupational and health factors that influence nurses' recognition at work and to examine a recognition pathway model to assess the relationship between recognition at work and health-related quality of life (HRQOL), job satisfaction, anxiety and depression.DesignThis is a cross-sectional observational study with prospective data collection based on a self-report questionnaire.SettingUniversity hospital centre in Morocco.ParticipantsThe study included 223 nurses with at least 1 year of practice at the bedside in care units.MeasuresWe included the sociodemographic, occupational and health characteristics of each participant. The Fall Amar instrument was used to measure job recognition. HRQOL was measured using the Medical Outcome Study Short Form 12. The Hospital Anxiety and Depression Scale was used to assess anxiety and depression. Job satisfaction was measured using a rating scale (ranging from 0 to 10). Path analysis was used to examine the nurse recognition pathway model to assess the relationship between nurse recognition at work and key variables.ResultsThe participation rate in this study was 79.3%. Institutional recognition was significantly correlated with gender, midwifery specialty and normal work schedule: β=-5.10 (-8.06, -2.14), β=-5.13 (-8.66, -1.60) and β=-4.28 (-6.85, -1.71), respectively. Significant correlations were found between recognition from superiors and gender, mental health specialisation and normal work schedule: β=-5.71 (-9.39, -2.03), β=-5.96 (-11.17, -0.75) and β=-4.04(-7.23, -0.85), respectively. Recognition from coworkers was significantly associated with mental health specialisation: β=-5.09 (-9.16, -1.01). The trajectory analysis model found that supervisor recognition had the best impact on anxiety, job satisfaction and HRQOL.ConclusionsRecognition from superiors is important in maintaining nurses' psychological health, HRQOL and job satisfaction. Therefore, managers in hospitals should address the issue of recognition at work as a potential personal, professional and organisational lever.

Dataset Information

The Impact of Work Stress on Job Satisfaction and Sleep Quality for Couriers in China: The Role of Psychological Capital.

Similar Datasets

OmicsDI is part of the ELIXIR infrastructure

Tweets