تأثير تنش شغلي بر تمايل به ادامه خدمت كاركنان مركز مديريت حوادث و فوريت هاي پزشكي شهر كرمان

The Effect of Job Stress on the Intention to Stay as Emergency Personnel

زمينه و هدف: پرسنل بخش فوريت پزشكي به دليل محدوديت وقت در انجام وظايف و تصميم گيري در شرايط بحراني به شدت مستعد ابتلا به تنش شغلي و عواقبي چون ترك حرفه مي باشند. لذا مطالعه حاضر با هدف تعيين ارتباط تنش شغلي با تمايل به ادامه خدمت در كاركنان فوريت هاي پزشكي انجام گرفت. مواد و روش ها:مطالعه توصيفي تحليلي حاضر بر روي 200 كارمند مركز فوريت هاي پزشكي شهر كرمان با نمونه گيري طبقه اي، انجام شد. ابزار جمع آوري اطلاعات، پرسشنامه استاندارد تنش شغلي HSE و پرسشنامه تمايل به باقي ماندن در حرفه Need بود. داده ها بوسيله آمار توصيفي و آزمون هاي ANOVA ،T- test و رگرسيون در نرم افزار SPSS نسخه 19 تحليل گرديد. سطح معناداري براي كليه آزمون ها كمتر از 0.05 درنظر گرفته شد. يافته ها: ميانگين نمره تنش شغلي67/26±35/89 (از 175نمره) و ميانگين نمره تمايل به ادامه خدمت3/0±32/3 (از 4نمره) به دست آمد. طبق آزمون پيرسون، بين تنش و تمايل به ادامه خدمت همبستگي معكوس (21/0-r= و 01/0>p) و بين همه ابعاد تنش شغلي با يكديگر، همبستگي مثبت وجود داشت (05/0>p). بر اساس آزمون رگرسيون، بين تنش شغلي با تعداد فرزندان و سابقه كاري ارتباط معناداري وجود نداشت (05/0

Background & Objectives: Due to time constraints on tasks, critical condition of the patient, and decisions in critical situation, the personnel of emergency medical services (EMS) are highly susceptible to stress which can have serious consequences, such as leaving the profession. This study aimed to investigate occupational stress and its relation with intention to stay as employee of Kerman, s EMS center, Iran. Materials & Methods: This descriptive-analytical study was conducted on 200 employees of Kerman’s EMS center who were selected by stratified sampling. Data collecting method was obtained by a questionnaire consisting of two parts: HSE job stress questionnaire, and Need intention to stay questionnaire. Data analysis was carried out by descriptive statistics, ANOVA, T-test, regression test, and SPSS software. The results were considered significant when pResults: The average of job stress and intention to stay was 89.35±26.67 and 3.32±0.3, respectively. The results of Pearson analysis showed negative correlation between job stress and intention to stay in employees (r= -0.21, p<0.01) and positive correlation between dimensions of job stress (p<0.05). Based on regression analysis, no significant relationship was found between job stress and number of children and work experience. It means that these two variables cannot be considered as predictor variables of job stress with 95% confidence (p>0.05). Conclusion: Due to finding that employees with low job stress tend to have higher intention to stay, effective strategies to decrease level of job stress for employees, like supervisor supports, employees consultation and participation in decisions, and changes the organization, should be developed.