Showing 11 results for Productivity
Naser Sadra Abarghouei,
Volume 3, Issue 2 (9-2015)
Abstract
Introduction:
Musculoskeletal disorders are major concerns of the modern world due to their
effect on the physical health and productivity of the workforce. More extensive
research is therefore required to identify and prevent these injuries and
control the risk factors causing their development.
Materials and Methods: The present
study uses a theoretical model of ergonomic interventions to examine and
improve ergonomic conditions in an automobile spare part manufacturing plant. A
total of 44 employees were selected through simple random sampling and
according to the Morgan table from the 50 personnel working at the plant. The
Nordic Musculoskeletal questionnaire and the review of ergonomics tips
inventory were used to identify the ergonomic risk factors. Based on the
theoretical model used in the research, the ergonomic intervention was
performed in two stages.
Findings: In
the macro stage of the ergonomic intervention, 7 goals were set and 13
ergonomic recommendations were made in the form of several workshops and task
forces. In the micro stage of the ergonomic intervention, 20 ergonomic risk
factors were identified and 13 strategies and plans were suggested. With the
senior manager's approval, 11 strategies entered the implementation stage with
the aim of improving ergonomic conditions and increasing productivity at the
workplace.
Conclusion: The
main outcome of the comprehensive ergonomic interventions performed in the
present study was a modified organizational culture, entailing both direct and
indirect benefits, such as providing low-cost or no-cost solutions to the
problems, creating an active environment of continuous improvement, increasing
employees' motivation for participation and being innovative in solving the
problems, increasing the inclination among the employees to be an innovative
thinker, improving communication between the authorities and the personnel and
increasing the employees' general knowledge and capabilities.
Dr Kimia Mirkamali, Dr Arman Ahmadizad, Saeed Kazemzadeh, Maryam Varmaghani,
Volume 7, Issue 1 (5-2019)
Abstract
Background and Objectives: The progress and rebound of organizations depends on their productivity. Many factors affect the organization’s productivity; identifying these factors the organization’s deterrence can be prevented. In this study, the relationship between job burnout and employee productivity has been investigated.
Methods: This research is applied and its statistical population is 1265 people in Shariati and Kharazi hospitals. 294 of these employees were selected by Convenience sampling method considering the Cochran formula. Data was collected using the Maslach Burnout Standard Questionnaire and Hersey and Goldsmith Human Resources productivity Standard Questionnaire. Pearson correlation test and SPSS18 was used to analyze the data.
Results: The results of data analysis showed that burnout, emotional exhaustion, depersonalization and reduced personal accomplishment with -0.82, -0.86, -0.83 and -0.85 correlation values, respectively, have a reverse and meaningful relationship with employee productivity of Shariati and kharazmi Hospitals employees.
Conclusion: Since the results showed that burnout and its dimensions have a significant relationship with productivity of Shariati and Kharazmi Hospitals in Isfahan, it is necessary for organizations to apply measures to reduce the feeling of burnout in the staff. The results of this study are consistent with the results of other studies. At the end of the study, were presented several research proposals based on the results of the study.
Yadollah Hamidi, Shahla Shaterabadi, Ali Reza Soltanian,
Volume 7, Issue 4 (2-2020)
Abstract
Background and Objectives: One of the major challenges that managers face in competitive organizations is the improvement of the performance and productivity of the organization and understanding the factors affecting them. The promotion of the organizational performance requires managers to focus on the organizational justice and employees’ motivation at work. The purpose of this study is to determine the relationship between organizational justice and organizational performance in the Health Center of Kermanshah Province.
Methods: The present work was a descriptive-analytic and correlation study. This study was performed on 166 employees of the Health Center of Kermanshah in summer 2019, selected by random sampling. Data were collected using two standard questionnaires: the organizational justice of Nihoff and Morman (1993), and the organizational performance of Hersey and Goldsmith (1980). Reliability of the questionnaires was assessed by the pilot study and Cronbach's alpha coefficient. Data analysis was performed using SPSS 16 software.
Results: The results showed that the average scores of the organizational justice and the organizational performance are 54.84± 16.92 and 140.54± 18.66, respectively. According to the results of Pearson correlation coefficient, there is significant relationship between the organizational justice and its dimensions with organizational performance (P<0.001). However, the procedural justice has the more potential to predict the organizational performance.
Conclusion: The organizational justice is an important variable, strongly affecting the organizational performance. Therefore, managers need to pay particular attention to the justice as an important motivating factor for employees in order to improve the organizational performance and productivity.
Saeed Yazdani Rad, Mahsa Jahadi Naeini, Marziyeh Sadeghian, Seyed Mahdi Mousavi, Milad Abbasi,
Volume 8, Issue 4 (1-2021)
Abstract
Background and Objectives: Coronavirus disease 2019 (COVID-19) causes mental effects as well as physical effects, which can affect the occupational dimensions of people. The present study was aimed to determine the effect of individual factors on resilience and productivity loss of employees at epidemics conditions of Coronavirus in an occupational environment.
Methods: This cross-sectional study was performed, in Spring of 2020, on 275 personnel in one of the southern industrial companies of Iran. Data collection instruments included demographic questionnaire, researcher made questionnaire, CD-RSC resilience questionnaire, and Hershey and Gold Smith productivity questionnaire. The collected data were analyzed using SPSS software version 22.
Results: The results of one-way analysis of variance (ANOVA) showed that people older than 50 years and more than 20 years of work experience and low and medium experience in using personal protective equipment had a significantly lower resilience score (P<0.05). Also, the results of the analysis revealed that the individuals with experience of COVID-19 had significantly lower score of productivity (P<0.05). Moreover, the results showed that there was a significant positive correlation between resilience and productivity (r=0.249, P<0.05).
Conclusion: COVID-19 disease has reduced the resilience and productivity of workers. Therefore, adherence to health protocols in the workplace is necessary to reduce the risk of developing COVID-19.
Davood Afshari, Payam Amini, Behnoush Jafari, Ghasem Akbari,
Volume 9, Issue 1 (4-2021)
Abstract
Background and Objectives: Psychosocial factors are among the factors affecting employee productivity. Since few studies have been done in this field, this study was conducted to investigate the relationship between psychosocial factors regarding productivity.
Methods: This cross-sectional and descriptive-analytical study was conducted in 2020 among 105 employees of a food distribution company in Ahvaz. Data collection tools included demographic information questionnaire, Copenhagen Psychosocial Factors Questionnaire (COPSOQ) and Goldsmith Hershey Productivity Questionnaire. Independent t-test, one-way analysis of variance and Pearson correlation coefficient were used to investigate the relationship between variables.
Results: The results showed that there was no significant relationship between any of the demographic variables with the score of psychosocial factors and productivity (P> 0.05). Psychosocial factor 2 has a negative and significant relationship with the average score of productivity, ability, role clarity, organizational support, motivation, feedback and credibility. And psychosocial factor 4 has a negative and significant relationship with motivation. The mean score of psychosocial factors, factor 1 and 3 showed a positive and significant relationship with the mean score of productivity, ability, role clarity, organizational support, motivation, feedback and credibility.
Conclusion: Considering the role of psychosocial factors on employee' productivity, it is necessary to consider organizational interventions in order to control effective psychosocial factors. More attention to psychosocial factors in the workplace can play an effective role in the efficiency and productivity of employees and the organization.
Jafar Akbari, Mahmood Abolghasemian, Amir Ghaffari, Fereydun Moghaddas, Mohammad Amin Mououdi, Shaghayegh Rahimi Kamal, Asoumeh Jozkanani,
Volume 9, Issue 1 (4-2021)
Abstract
Background and Objectives: Presenteeism is introduced as a phenomenon according to which employees are physically present in the workplace but are functionally absent. This study aimed to investigate presenteeism and productivity loss associated with health problems among employees of the Iranian Gas Transmission Company (IGTC).
Methods: The participants were 2298 employees. Data collection instruments included the Stanford Presenteeism Scale (SPS-6) and the Health and Work Questionnaire (HWQ). Data analysis was performed using the multivariate logistic regression in SPSS software version 26.
Results: More than 52% of the participants (1189 people) had experienced presenteeism at least once a year, while a total of 1073 people (47%) were non-presenteists. The results showed that the HWQ subsets including productivity (P = 0.001), focus (P = 0.023), relationships with the manager or boss (P = 0.007), impatience and irritability (P = 0.026), workplace satisfaction (P = 0.038) and finally the total HWQ score (P = 0.011) had a statistically significant relationship with presenteeism.
Conclusion: Presenteeism reduces the productivity of the workforce by reducing individual productivity, reducing people's ability to concentrate, the inappropriate perception of the relationship with the manager/ boss, increasing their impatience, irritability and level of work-related stress and eventually reducing the level of people's satisfaction with the work environment. This imposes a lot of costs on the organization.
Rashid Heidarimoghadam, Alireza Mortezapour, Khadijeh Najafighobadi, Hamid Saeednia, Saeedeh Mosaferchi,
Volume 10, Issue 3 (12-2022)
Abstract
Objectives: The importance of surgery and its high workload are not hidden from anyone. So far, various studies have been conducted with the NASA-TLX instrument and other commonly used instruments to measure surgeons’ workload. The present study seeks to investigate the relationship between the mental workload of surgeons and their productivity through the validation of specialized tools for this job in Iranian culture.
Methods: After checking the validity and reliability of "SURG-TLX" and productivity tools, they were utilized among 60 surgeons to investigate the relationship between their workload and productivity (WHO-HPQ tool). Content validity indices, Cronbach's alpha coefficient and Spearman's correlation coefficient were used to analyse the results.
Results: Both tools had good validity and reliability in Iranian culture. The results of the relationship between mental workload subscales with different dimensions of productivity showed that some dimensions of mental workload including mental needs (correlation coefficient -0.65 and significance level 0.02), physical needs (correlation coefficient -0.54 and significance level 0.04) and time requirements (correlation coefficient -0.44 and significance level 0.02) had a reverse and significant relationship with the overall productivity score. Despite the reverse relationship between the other dimensions of mental workload and the overall productivity score in surgeons, this relationship was not statistically significant. The results indicated a reverse and significant relationship between some of the mental workload and some of the productivity subscales.
Conclusion: In addition to the possibility of using these tools in the future studies in Iran, due to the direct relationship between workload and productivity in surgeons, measures can be taken to maintain the workload at a standard level and prevent the reduction of their productivity.
Manizhe Afrashte Fard,
Volume 12, Issue 3 (12-2024)
Abstract
Objectives: Presenteeism is defined as a global phenomenon that causes problems for workers who are present at work but are not fully efficient due to illness, boredom, unwellness, or other medical conditions. The purpose of this study was to investigate the relationship between presenteeism and the levels of labor productivity and job stress among the employees of a company affiliated with the Ministry of Petroleum.
Methods: The study subjects (n=59) were randomly selected from among the official employees of a provincial gas company according to the Cochran formula. The data of the study were collected using the Stanford Presenteeism Scale (SPS-6) and Health and Work Questionnaire (HWQ). The one-sample t-test was used to check the significance of presenteeism among employees. Data analysis was performed in SPSS version 26 software.
Results: In this research, it was found that 27 individuals (46%) participating in the project were presentees, while 32 people (54%) were not. The results showed that there was a statistically significant relationship between presenteeism and the subcategories of productivity (r=0.003) and the subcategories of job stress (r=0.016).
Conclusion: In this research, it was found that higher levels of presenteeism led to lower productivity of the workforce and higher levels of job stress, which imposes high costs on the organization.
Nabi Omidi, Neda Sadat Jafari, Mohammad Reza Omidi, Yadollah Mahmoodi,
Volume 13, Issue 3 (9-2025)
Abstract
Objectives: In high‑risk operational environments, such as oil fields, physical and psychological factors can undermine employee productivity and positive organizational behaviors. The present study aimed to investigate the effect of ergonomic skills training on organizational citizenship behavior (OCB) and employee productivity among operational staff at the Azar Oil Field in Mehran, Iran.
Methods: This quasi‑experimental study, using a pretest–posttest design with a control group, was conducted on 40 male operational workers. Participants were randomly assigned to an ergonomic training group or a control group (20 individuals in each). Data were collected using the OCB Questionnaire developed by Podsakoff et al. (1990) and the Employee Productivity Questionnaire by Hersey and Goldsmith (1980). Paired t‑tests were applied to compare pretest and posttest scores within each group, independent t‑tests were used for between‑group comparisons, and analysis of covariance (ANCOVA) was employed to control for pretest scores.
Results: Following the four‑week ergonomic training intervention in 2024, with a follow‑up period of equal length (from the start of training to posttest), the intervention group demonstrated a significant increase in total OCB scores (from 105.6 to 118.4; +12.1%) and employee productivity scores (from 128.8 to 145.6; +13.0%) (p < 0.001). The most significant improvements in OCB were observed in altruism (+15.3%) and conscientiousness (+14.8%). In productivity, improvements were seen in motivation (+16.2%) and ability (+15.4%). Cohen’s d effect sizes ranged from 1.78 to 2.20, indicating very high practical significance. No significant changes were observed in the control group during the same period (p > 0.05).
Conclusion: Ergonomic skills training led to substantial improvements in OCB and productivity among employees in the Azar oil field. These findings underscore the strategic value of investing in ergonomic training as a practical approach to enhancing individual and organizational performance in high‑risk work environments.
Ali Afshari,
Volume 13, Issue 4 (1-2026)
Abstract
Objectives: With the expansion of digital technologies and the increasing use of smart tools in workplaces, challenges, such as musculoskeletal disorders (MSDs) and reduced employee productivity, have emerged. This study aimed to examine the impact of ergonomic digital workplace design and smart tools on MSDs and employee productivity at Maragheh University.
Methods: This study employed a descriptive-analytical design. The statistical population included administrative employees of Maragheh University in 2024. A total of 150 people were selected as a sample from the population above according to the Morgan table and the stratified random sampling method. Data were collected using the Sprecher et al. questionnaire to assess MSDs and an organizational productivity questionnaire. The obtained data were then analyzed using Pearson's correlation and multiple regression in SPSS software (version 25).
Results: The findings revealed a significant negative relationship between musculoskeletal health and productivity (r = -0.47), indicating that increased musculoskeletal problems were associated with decreased efficiency (r = -0.41), task quality (r = -0.39), goal commitment (r = -0.45), and time management (r = -0.36). Multivariate regression analysis demonstrated that digital workplace design and the use of smart tools were significantly associated with reduced musculoskeletal problems (β = -0.52, P < 0.05) and increased employee productivity (β = 0.46, P < 0.05).
Conclusion: The results indicate that ergonomic workplace design combined with smart tools reduces musculoskeletal discomfort and enhances employee productivity. These findings emphasize the importance of ergonomic workplaces and smart tools in promoting both employee health and performance.
Abbas Mohammadi, Leila Aghaei, Marzieh Sadeghian, Mohammad Sadegh Loeloe,
Volume 14, Issue 1 (3-2026)
Abstract
Background and Objectives: Office staff in health networks are exposed to adverse psychosocial factors and work-related musculoskeletal disorders (WMSDs) associated with improper working posture, which may reduce productivity. This study aimed to examine the relationships between psychosocial factors and WMSDs with productivity among administrative staff of a health network and to evaluate the effectiveness of an educational–ergonomic intervention on these outcomes.
Method: This quasi-experimental pretest–posttest study was conducted in 2024–2025 among 150 administrative employees of the Behbahan health network. Data were collected using the Copenhagen Psychosocial Questionnaire (COPSOQ III), the Hersey and Goldsmith ACHIEVE productivity questionnaire, and the Nordic Musculoskeletal Questionnaire (NMQ). Working posture was assessed using the Rapid Office Strain Assessment (ROSA) checklist in a random subsample (n=15). A three-month educational–ergonomic intervention (May–July 2025) was delivered in small groups and covered effective communication/teamwork, stress management, motivation/organizational commitment, social support, and ergonomic principles/healthy work behaviors. Data were analyzed in SPSS-26; statistical significance was set at 0.05.
Results: Overall psychosocial score was positively correlated with total productivity (r=0.633, p<0.01). WMSDs showed significant negative correlations with selected productivity dimensions (p<0.05). After the intervention, psychosocial dimensions and overall productivity improved significantly (p<0.001), with a marked increase in total productivity (2.82 to 4.03; Cohen’s d=1.51). WMSDs decreased significantly (5.36 to 4.24; p<0.001). No significant change was observed in ROSA score (p=0.640).
Conclusion: The educational–ergonomic intervention improved workplace psychosocial conditions and reduced musculoskeletal complaints, resulting in higher productivity among administrative staff in the health network. Controlled studies with longer follow-up are recommended.
