بررسي عامل هاي تنيدگي شغلي مديران ورزش استان فارس

Organizational Job Stress Survey among Physical Education Managers

Introduction Job Stress is the psychological and physical state that results when the resources of the individual are not sufficient to cope with the demands and pressure of the situation. Level of job stress can affect both individuals and organizations. In the field of physical education some researchers pointed to job dimensions and needs of physical education managersʹ duties and responsibilities particularly regarding athletes. Greenberg (1993) believed that the following items increase job stress: an increase in headsʹ responsibilities, the nature of changing, advanced and new sports and the necessity of athleteʹs preparation programs for competitions. Vealey, Urdy, Zimmerman, & Solidy (1992) reported some physical education managers contrary to an increase in their role and duties, have pressure of coordination among duties and variation and time. BaITY, Copeland, & Scottkrich (1995) conducted research on 108 physical education heads. The result was that there is an equal amount of job stress among the managers, and one of the common stress factors is the stress of having to earn a living, Asadi (2002) noted seven major factors of job stress among physical education organization managers in Iran .These factors, ranking in accordance to their intensity were: bounce, development of human resources, organizational structure, and work trend, minimum use of power, cooperation and management method. Method Sample and Data Collection The population for the study was all 135 physical education male managers from different organizations across the Fars province in Iran. Of the 135 surveys sent to managers I 15 completed replies were returned. Their mean age was 42.1yr (SO=7.8). 94% of them were married, and 6% were single. Their educational qualifications ranged from diplomas to university or college graduation. The mean of all the years of service since the beginning of their job was 21.1 yr (SO=7.8) and the mean of records of service in the present job as manager was 11.4 yr (SO=8.1 ). Questionnaires were mailed to all male physical education managers with covering letter that explained the rationale and procedures. Respondents were asked to complete the survey to rate the amount of stress associated with each event. Anonymity was guaranteed. Instrument Spiel Berger and Wagg (1994) Job Stress Survey was used to assess job stress. The Job Stress Survey was developed "[to] assess generic sources of occupational stress encountered by men and women in a variety of work settings." The JSS considers two dimensions of occupational stress: severity and frequency. Respondents rate the severity of 30 common workplace stressors on a 9-point scale by comparing each stressor to an event perceived as producing an average amount of stress (i.e., "assignment of disagreeable duties"). which has been assigned the midpoint value of 5. Then, respondents report on a scale of 0 to 9+ days how often each stressor has occurred in the past 6 months. Twenty JSS items constitute the two main factors (1). Job pressure, including ten items mainly related to organizational work and (2). Lack of organizational support, including ten items related to working environment and leadership. These factors can then be analyzed on three different levels: severity, frequency and a severity* frequency index. Cronbachʹs alphas for severity and frequency of job pressure were 0.72 and 0.62, respectively. whereas Cronbachʹs alphas for the severity and frequency of lack of support were 0.72 and 0.84, respectively. Cronbachʹs alphas for severity of job pressure and lack of support were 0.72 for both and for frequency of job pressure and lack of support were 0.67 and 0.68. respectively. Results Means and standard deviations for perceived Severity and Frequency of items are reported in Table I. The items are listed in descending order of mean Severity scores. It is interesting to note that the item assignment of disagreeable duties, the standard on the basis of which the perceived Severity of the other 29 items was rated, was ranked 13th on severity by these samples. Being about middle of these items (13 of 30) provides additional evidence that this item was about "average" in perceived Severity compared to the other items. Also the same four items were rated highest on percei ved severity and frequency. For both Severity and Frequency inadequate salary (M=8.3and 8.1) and meeting deadlines (M=7.4 and 8.13) were rated highest. Insufficient personal time (M= 1.57) was ranked lowest in severity, furthermore, noisy network area (M=2.18) was ranked lowest in frequency. The mean score of frequency is significantly (p