People with anxiety and depression are more worried. This worry can weaken their immune system and make them vulnerable to diseases. This study attempted to evaluate the effectiveness of CFT on depression and anxiety in patients with COVID-19. The study had a quasi-experimental pretest-posttest design with a control group. The statistical population included 30 men who underwent quarantine for COVID-19 in 2021. Participants were chosen through convenience sampling and then were randomly assigned to experimental and control groups. In the experimental group, CFT treatment was performed in 10 sessions of 90 minutes. Beck Depression and Anxiety Questionnaires were used to collect the required data. Data were analyzed using SPSS 21 software and multivariate covariance analysis (MANCOVA). The results showed a significant difference between the mean scores of depression and anxiety in the experimental and control groups (p <0.05). The effect of this treatment on reducing the scores of depression and anxiety was 51% and 68%, respectively. Based on the results, CFT can reduce anxiety and depression in patients with COVID-19 disease. It is suggested that this intervention can be used in psychological treatment programs.
Introduction:Mental stress amongst pre-hospital Emergency Medical Services (EMS) workers is an iceberg phenomenon; owing to unique occupational stressors faced by them. This study was aimed to examine the mental health status of pre-hospital EMS workers and its correlation with Post-Traumatic Stress Disorder (PTSD) and Work Environment Scale (WES). Methods:This cross-sectional study incorporated 224 emergency EMS members from urban and road EMS bases in eastern Iran in 2018. General Health Questionnaire (GHQ-28), Post-Traumatic Stress Disorder Checklist-Civilian version (PTSD-C), and Work Environment Scale (WES) were used as research instruments. Data were analyzed via SPSS Statistics software (version 21); while p<0.05 was considered significant. Results:The mean age of participants was 31.91±6.9 years; 36(16.1%) had PTSD ≥50, which increased with age (p-0.01), number of offspring (p-0.022) and time working at the EMS (p-0.002). Mean WES scores were 73.41±12.27; with a significant impact of marital status (p-0.007), the number of offspring (p-0.023), qualification (p-0.019) and less time working at the EMS (p-0.008). Mental distress was recorded in 89(39.7%) individuals. Multivariate logistic regression revealed that members at higher risk of mental distress were; those with associate's degree (adjusted OR 3.192; 95% CI, 1.456-6.998), individuals with 1 or 2 offspring (adjusted OR 2.03; 95% CI, adjusted OR 3.380; 95% CI, respectively), and those with PTSD equal or higher than 50 (adjusted OR 2.504; 95% CI, 1.063-5.903), with a reverse impact of WES (p>0.05). Conclusion:PTSD adversely affected mental health and clinical performance of the subjects; while work-place environment augmented working spirit as well as psychological resilience. Strategies aiming at stress-dilution and improvements in a professional environment cannot be over-emphasized.
Background and Objective:Organizational climate and organizational commitment have a tangible effect on organizational performance. This study aims to investigate organizational climate in a university of medical sciences along with organizational commitment and job burnout in the university staff.Methods:This cross-sectional study is carried outviadescriptive-analytical method on 250 employees of Torbat Heydariyeh University of Medical Sciences, Iran in 2016. Data collection tools include standard questionnaires of organizational climate, organizational commitment, and Maslach burnout inventory. Data analysis was carried out with SPSS software version 21 and Man-Whitney statistical tests, Kruskal-Wallis analysis, ANOVA, Chi-2, and Spearman’s correlation tests.Results:Average age of the participants was 34.52 ± 7.70 including 55.6% men and 44.4% women. In the present study, organizational climate of employees was medium and high, and also, mean score of the organizational commitment of subjects was 66.11 ± 16.35. The highest amount of employees job burnout was related to low level (66%). Organizational climate among the employees lead to higher organizational commitment (r=0.472, P<0.001), and greater organizational climate and commitment contributes significantly towards a decrease in job burnout (r=-0.227, P<0.001; r=-0.335, P<0.001).Conclusion:If the managers of these deputies pay more attention to the importance of the services of the health staff and manpower employed in this organization, they can improve the organizational commitment of healthcare workers and prevent their burnout, in order to maximize the quality of service delivery.
Aim-Burnout is one of the major occupational hazards that precludes the efficiency and wastes human resources. The aim of this study was to determine the prevalence of job burnout and its related factors among the staff of a Medical University in Iran. Material and Methods-In this simple descriptive, Knowledge-Attitude-Practice educational cross-sectional study, 250 employees were enrolled randomly via non-purposive sampling technique in 2016. Standardized Maslach Job burnout Inventory (MBI) and organizational climate questionnaire were used as instruments. Data analysis was performed using Mann-Whitney, Kruskal-Wallis and Chi-2 tests. P-value less than 0.05 was considered as significant. Results-Mild, moderate and severe levels of job burnout were revealed by 66.4%, 25.6% and 7.6% respectively; while 28 (11.2%), 56 (22.4%) and 166 (66.4%) endorsed weak, moderate and strong organizational climate scores. There was significant negative relation between job burnout and organizational climate level (p<0.001). There was no significant impact of gender (p=0.782), employment type (p=0.672), work experience (p=0.48), and work unit (p=0.222) on outcome variable. None of the demographic variables had significant impact on organizational climate scores. Conclusion-A positive and employee-friendly organizational climate is mandatory to diminish the prevalence and arrest the incidence of job burnout in every setup. Affected employees must be identified and adequately managed.
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