Effectiveness of a Comprehensive Stress Management Program to Reduce Work-Related Stress in a Medium-Sized Enterprise.
- Author:
Shin Ae KIM
1
;
Chunhui SUH
;
Mi Hee PARK
;
Kunhyung KIM
;
Chae Kwan LEE
;
Byung Chul SON
;
Jeong Ho KIM
;
Jong Tae LEE
;
Kuck Hyun WOO
;
Kabsoon KANG
;
Hyunjin JUNG
Author Information
- Publication Type:Original Article
- Keywords: Health promotion; Stress/psychological; Workplace; Intervention studies; Participatory action-oriented training
- MeSH: Climate; Data Collection; Follow-Up Studies; Health Promotion; Intervention Studies; Psychology; Reward
- From:Annals of Occupational and Environmental Medicine 2014;26(1):4-4
- CountryRepublic of Korea
- Language:English
- Abstract: OBJECTIVES: To assess the effectiveness of a comprehensive workplace stress management program consisting of participatory action-oriented training (PAOT) and individual management. METHODS: A comprehensive workplace stress management program was conducted in a medium-sized enterprise. The baseline survey was conducted in September 2011, using the Korean Occupational Stress Scale (KOSS) and Worker's Stress Response Inventory (WSRI). After implementing both organizational and individual level interventions, the follow up evaluation was conducted in November 2011. RESULTS: Most of the workers participated in the organizational level PAOT and made Team-based improvement plans. Based on the stress survey, 24 workers were interviewed by a researcher. After the organizational and individual level interventions, there was a reduction of several adverse psychosocial factors and stress responses. In the case of blue-collar workers, psychosocial factors such as the physical environment, job demands, organizational system, lack of rewards, and occupational climate were significantly improved; in the case of white-collar workers, the occupational climate was improved. CONCLUSIONS: In light of these results, we concluded that the comprehensive stress management program was effective in reducing work-related stress in a short-term period. A persistent long-term follow up is necessary to determine whether the observed effects are maintained over time. Both team-based improvement activities and individual interviews have to be sustainable and complementary to each other under the long-term plan.
