Job strain , stress among managers : Related cause of presenteeism

Introduction Stress is defined as a dynamic condition, which directly and negatively confronts the individual with an constraint and demand that on effectiveness, personal health, and then quality of work (Robbins, 2001). Selye’s (1976) referred job stress as a primarily individual’s reaction to threatening conditions to the individual in the work environment. Person → Stress ← Environment Occupational stress seems to be relevant today than before, not only for individual, but also more for organizations and companies (Boswell, et al& Dilworth, 2006). The organizations dramatically face multiple changes due to globalization of the economy, growing diversity in the workplace and an increased mental workload, hence workers reports an increasing level of mental health problems (National Institute for Occupational Safety and Health, 2002). On the other hands, stress at workplace causes problems with job performance, and contribute to create conflicts between manager and worker (Varca, 1999; Boles, et al and Lynch, 2004). In this point the managers need to appreciate and attend workplace stressors. Hobfoll, (1993) in Conservation of Resources (COR) model proposed that by decreasing stress, individuals look for to obtain and maintain resources. Because of that stress in the workplace is as a reaction to that in which there is the threat of a loss of resources (Hobfoll, 2001). The resources include conditions, objectives, energies and personal characteristics. Therefore, jobs and the work environment commonly produce stress, which if not properly handled, can result in negative and dysfunctional behaviour pressure and strain on workers (Riggio, 2003; Burton, et al and Edington, 2006). Increasingly in the workplace absenteeism is only the tip of the iceberg when it comes to the impact of work stress. Recently Hemp (2004) in a study show that psychological disorders cause to absent 2% to 3% of people from the work environment, while 40% of those who indicate signs of high level of psychological stress. The phenomenon of presenteeism is one of them in which of attending work when people sick( Aronsson et al., 2005; Meijman and Mulder, 1998) or working with illness for health reasons (Hemp, 2004). Jobs with high level of demands, such as workload, role conflict, position with high responsible and those low in control (low authority and autonomy) increase stress and, hence, compound risk for ill health (Sanderson and Andrews, 2006). Numerous studies have been related to identify the prevalence of presenteeism that influences on the organizations financial. The total cost of was calculated more than $ 150 billion per year in the United State by The American Productivity Audit. About 62% of employees in the United States are concerned with ‘getting by’ for accomplishing basic tasks, while 26% consider attending at the workplace the most important objective. The presenteeism can be triggered by heighten levels of stress and also have a influence upon productivity in company(Hinkle,1973; Manshor,et al and Chong, 2003). In short, the interaction between work characteristics and health of employment is complex; clarification of the relationship between health, work place, perceptions of work, job performance and then absence is necessary. Base on the studies have been related with identifying the prevalence of presenteeism the purpose of the current study was to determine the following hypotheses seek to examine the stress related causes of amongst Iranian managers. Methodology Design and study setting This cross-sectional study was conducted at in 3 companies situated in Tehran of Iran. Random sampling technique was adopted in the sample selection from all 65 managers in 3 companies situated in Iran. For the aim of the study, the term ‘ Manager’ was defined as any person within companies who is employed in a fee earning capacity, and employed the of Supervisor, Manager, Senior Director. Measuring instruments 1. Demographic and work information: The self-completed questionnaire contained standard questions on demographics: age, gender, education, marital status, occupation, tenure, personal health habits, absenteeism. 2. Copenhagen Psychosocial Questionnaire (COPSOQ) stress scales: All the scales of COPSOQ are scored 0-100 points that was used to determine the level of cognitive stress, behavioural and somatic among the respondents. The COPSOQ median scale has proven to be valid and reliable tool for assessing