per Hamedan University of Medical Sciences Journal of Occupational Hygiene Engineering 2383-336x 2383-3378 2024-03 10 4 232 239 article Mohammad Reza Shahahbi Kaseb mr.shahabi@hsu.ac.ir 1 Rasool Zeidabadi zeidabady@alumni.ut.ac.ir 2 Amirhossein Fazelbeheshti a.fazelbeheshti@gmail.com 3 Arezou Mehranian a.mehranian@hsu.ac.ir 4 Hakim Sabzevari University, Sabzevar, Khorasan razavi, Iran Hakim Sabzevari University, Sabzevar, Khorasan razavi, Iran Hakim Sabzevari University, Sabzevar, Khorasan razavi, Iran Hakim Sabzevari University, Sabzevar, Khorasan razavi, Iran Background and Objective: Job fatigue is considered one of the factors affecting the performance and productivity of workers in work environments. Therefore, the objective of the present study was to investigate the relationship between job fatigue and its dimensions with fine motor skills in the production line workers of Sabzevar Cable Car Company. Materials and Methods: One hundred and forty-eight workers from the production line of Sabzevar Car Company were selected as a sample. The level of occupational fatigue of workers was measured using the standard questionnaire of Excessive Occupational Fatigue. In addition, the manual and sorting skills of workers were estimated through a Board test. To analyze the research data, Spearman's correlation coefficient test was used. Results: The results of the Spearman correlation coefficient test showed that there were negative and significant relationships between job fatigue and the components of hand and finger dexterity skills, including manual skills (r=0.188; P≤0.022) and sorting skill r (r=-0.246; P≤0.003). Additionally, a statistically significant relationship was observed between the dimensions of fatigue and coping skills (P≤0.05). Conclusion: According to the results of the present research study, employers can prevent the occurrence of worker fatigue in industrial environments by providing conditions such as shift breaks and performing short-term activities with low intensity. Otherwise, another way to prevent accidents and the production of defective products is to prevent tired workers from performing fine manual activities such as assembling. http://johe.umsha.ac.ir/article-1-900-en.pdf Fatigue Industry Motor skills Productivity per Hamedan University of Medical Sciences Journal of Occupational Hygiene Engineering 2383-336x 2383-3378 2024-03 10 4 240 250 article Younes Lotfi youneslotfi414@gmail.com 1 Mohammad Ahmadian mohammad_ahmadian98@yahoo.com 2 Hamid Saeidnia hamidsaednia@gmail.com 3 Rashid Heidarimoghadam dr_haidari@yahoo.com 4 Alireza Mortezapoor amortezapour258@gmail.com 5 Mohammad Babamiri mohammad.babamiri@yahoo.com 6 Department of Ergonomics, Faculty of Health, Hamadan University of Medical Sciences, Hamadan , Iran Medical Library and Information Department, Faculty of Paramedicine, Hamadan University of Medical Sciences, Hamadan , Iran Department of Ergonomics, Faculty of Health, Hamadan University of Medical Sciences, Hamadan , Iran Ergonomics Department, Health Sciences Research Center, Faculty of Health, Hamadan University of Medical Sciences, Hamadan , Iran Department of Ergonomics, Faculty of Health, Hamadan University of Medical Sciences, Hamadan , Iran Ergonomics Department, Health Sciences Research Center, Faculty of Health, Hamadan University of Medical Sciences, Hamadan , Iran Background and Objective: By making new changes in organizations, organizations are looking for various innovations to maintain their level of performance in the existing competitive environment. However, these frequent changes can lead to change fatigue and its negative consequences for employees. Therefore, the present study was conducted to evaluate change fatigue and its related consequences in healthcare providers. Materials and Methods: This cross-sectional study was conducted in health centers in western Iran. In this study, 803 people were selected using the available method. The change fatigue scale, Parker and Decotis’ Job Stress Questionnaire, Ruth and Field’s Job Satisfaction Questionnaire, Maslash and Jackson’s Burnout Questionnaire, Turnover Intention Questionnaire, and Standard Questionnaire of Organizational Commitment of Mowday et al. were used. All analyses were performed using SPSS (version 23) and AMOS (version 18) softwares. Results: The results of the present study showed that with the increase of change fatigue, the intention to leave, stress, and burnout increased significantly, and job satisfaction decreased significantly; however, no significant relationship was observed between change fatigue and organizational commitment. In addition, a significant relationship was observed between marital status, age, work experience, type of employment, type of job, and education with change fatigue. Conclusion: In environments associated with rapid and continuous changes, it is important to consider change fatigue and its consequences because it can increase job stress and burnout, reduce job satisfaction and organizational commitment, and provide a reason for leaving the job. http://johe.umsha.ac.ir/article-1-896-en.pdf Burnout Change fatigue Intention to leave Job satisfaction Organizational commitment per Hamedan University of Medical Sciences Journal of Occupational Hygiene Engineering 2383-336x 2383-3378 2024-03 10 4 251 264 article Teimour Allahyari allahyarit@yahoo.com 1 Hojjat Nasiri aysonasiry@gmail.com 2 Urmia University of Medical Sciences, Occupational Health Engineering Department, Faculty of Health, Urmia University of Medical Sciences, Urmia, Iran Urmia University of Medical Sciences, Urmia, Iran Background and Objective: Ergonomic climate reflects employees' understanding of organizational emphasis on job design and modification in order to improve "operational performance" and "employee well-being. Job stress is a growing problem worldwide, affecting employee well-being and organizational productivity". The present study aimed to provide a model to explain job stress centered on ergonomic climate using the adaptive neuro-fuzzy inference system approach. Materials and Methods: This research was conducted based on an applied design. The statistical population of the current research is the healthcare workers of one of the hospitals in Urmia. To this end, 376 questionnaires were collected from this population. Cronbach's alpha was used to determine reliability. Adaptive Neuro-Fuzzy Inference System (ANFIS) is a suitable method for solving nonlinear problems, ambiguities, and uncertainties. ANFIS was used to model the present research. The model was validated through Root Mean Squared Error (RMSE), mean absolute error, and R2 evaluation criteria. Results: The mean scores of hospital ergonomic climate and job stress were obtained at 122.69 ±34.41 and 96.13 ±18.35, respectively. the correlation coefficient between ergonomic climate and job stress for 376 data was calculated at -0.63. The RMSE for the training data in the fuzzy c-means clustering method was 0.02. Conclusion: Ergonomic climate and its dimensions, including operational performance and employees' well-being, have an inverse relationship with employees' job stress. Compared to the evaluation criteria of the model, the presented model can predict employees' job stress using ergonomic climate and its related dimensions with a lower mean error, indicating the accuracy and reliability of the model. We would like to express our gratitude to all the dear ones who helped us in carrying out this research.   http://johe.umsha.ac.ir/article-1-895-en.pdf Adaptive neuro-fuzzy inference system Ergonomic climate Job stress per Hamedan University of Medical Sciences Journal of Occupational Hygiene Engineering 2383-336x 2383-3378 2024-03 10 4 265 279 article Masoud Mohammdi ATCU1990@GMAIL.COM 1 Leila Ebrahimi Ghavam Abadi Leilaebrahimy@yahoo.com 2 Ahvaz Islamic Azad University, Ahvaz, Iran Ahvaz Islamic Azad University, Ahvaz, Iran Background and Objective: One of the characteristics of a healthy organization is that its employees' physical and mental health is given as much attention and interest by the organization's management as production and productivity. Therefore, the present study aimed to evaluate the factors affecting job burnout and quality of work life in the personnel working in Iran's National Drilling Company. Materials and Methods: This research was conducted in a mixed (qualitative-quantitative) and survey method. The statistical population of the qualitative part included all the expert employees working in Iran's National Drilling Company. A total of 20 people were selected through the theoretical saturation method. In the quantitative part, out of 19,000 people, 385 people were selected by stratified random sampling method. The tools used to measure job burnout and quality of work life were the standard Moslesh questionnaire (1981) and Walton's quality of work life (1973), whose reliabilities were confirmed by Cronbach's alpha method. Results: The findings of the research showed that the intensity of emotional exhaustion, personality disorder, and personal inadequacy were 29.4%, 49.6%, and 17.6%, respectively. In addition, the quality of work life in the employees of the Iranian National Drilling Company in terms of fair and adequate payment was measured as 3.48 ± 0.991, safe and healthy environment 3.52 ± 0.021, providing growth opportunities 3.15 ± 0.184, legalism in the organization 3.19 ± 0.125, work-life social dependence 3.59 ± 0.403, general life atmosphere 3.18 ± 0.786, integration and cohesion social 3.06 ± 0.654, and development of human capabilities 3.26 ± 0.368. Furthermore, the regression analysis showed that job burnout negatively affects the quality of life of the Iran National Drilling Company’s personnel. Conclusion: Social dependence on work life is one of the factors affecting the quality of work life, and individual factors are among the factors that can strengthen job burnout in the work environment. http://johe.umsha.ac.ir/article-1-883-en.pdf Iran's National Drilling Company Job burnout Quality of work life per Hamedan University of Medical Sciences Journal of Occupational Hygiene Engineering 2383-336x 2383-3378 2024-03 10 4 280 294 article Mohaddeseh Gholkhandan mohaddesehnoori96@yahoo.com 1 Zahra Rezvani RezvaniZ@mums.ac.ir 2 Jamshid Jamali JamaliJ@mums.ac.ir 3 Seifollah Gharib seif.gharib@gmail.com 4 Department of HSE, Student Research Center, Faculty of Health, Mashhad University of Medical Sciences, Mashhad, Iran HSE, Occupational Health and Safety Group, Mashhad University of Medical Sciences, Mashhad, Iran Mashhad University of Medical Sciences Department of Statistics, School of Public Health, Mashhad University of Medical Sciences, Mashhad, Iran Occupational Health and Safety Group, School of Public Health, Social Determinants of Health Research Center, Mashhad University of Medical Sciences, Mashhad, Iran Background and Objective: Health, Safety, and Environment (HSE) culture is a part of the general culture of the organization, and it is considered a management tool for reducing incidents and controlling unsafe behaviors in the organization. The present study aimed to present a valid and reliable tool in the field of HSE culture based on the Oil and Gas Producers (OGP) guide in process industries. Materials and Methods: The current research is an instrument-making study that was conducted to determine the validity and reliability of the HSE culture questionnaire among the employees of Shahid Hashminejad Gas Refinery. After studying various texts and using the World Association of Oil and Gas Producers (OGP) guide to design related questions, quantitative and qualitative content validity by 10 experts, face validity (comprehensibility), reproducibility, and internal consistency by 30 employees, and construct validity was checked by 410 employees. Results: Confirmatory factor analysis of the final version of the questionnaire confirmed 34 items in six dimensions of the observable program of HSE management, competence and awareness of the situation, communication, training of work procedures and human factors, incident management, and HSE evaluation and audit. The average impact score, validity ratio, and validity index were 3.81, 0.82, and 0.92, respectively (α =0.94 and ICC=0.975), which was within the acceptable range. Conclusion: Based on the obtained findings, Iranian HSE specialists can use this valid and reliable tool to evaluate the HSE culture of employees, especially in process industries, and use the findings as guidelines for effective health, safety, and environmental interventions.   http://johe.umsha.ac.ir/article-1-903-en.pdf HSE culture Gas refinery Questionnaire per Hamedan University of Medical Sciences Journal of Occupational Hygiene Engineering 2383-336x 2383-3378 2024-03 10 4 295 306 article Alireza Heidari alirezaheidari7@gmail.com 1 Hamidreza Kahe hamidrezakahe76@gmail.com 2 Nahid Jafari nahjafari@gmail.com 3 Zahra Khatirnamani khatirzahra@gmail.com 4 Health Management and Social Development Research Center, Golestan University of Medical Sciences, Gorgan, Iran Health Management and Social Development Research Center, Golestan University of Medical Sciences, Gorgan, Iran Health Management and Social Development Research Center, Golestan University of Medical Sciences, Gorgan, Iran Health Management and Social Development Research Center, Golestan University of Medical Sciences, Gorgan, Iran Background and Objective: Perceived mental workload is a set of factors that affect the mental processes of information processing, decision-making, and individual reactions in the work environment. Patient safety refers to the prevention from injuries caused by medical errors that occur due to negligence in performing duties. The present study was conducted to determine the perceived workload and its relationship with the culture of patient safety in nurses. Materials and Methods: This analytical cross-sectional study was conducted among the nurses of Shahid Sayad Shirazi and 5 Azar teaching hospitals in Gorgan, Iran, in 2022. In total, 280 nurses from the mentioned hospitals participated in the study. The random stratified sampling was applied, and the Ethics Code was obtained. The data were collected by means of mental workload and patient safety culture questionnaires and were analyzed using descriptive and inferential statistics methods in SPSS software (version 24). Results: The average age and standard deviation of the nurses was 34.9 ± 9.2 years. Most nurses had a bachelor's degree (90.4%) and were married (71.6%). The average score and standard deviation of perceived workloads was 73.80 ± 14.74. The overall score of patient safety culture was 3.30 ± 0.26. No significant relationship was observed between perceived mental workload and patient safety culture (P=0.204). Conclusion: The perceived mental workload score was high among the nurses, and the safety culture status was moderate. The need for the attention of nursing managers for planning and policy-making to reduce the workload of nurses seems essential and can lead to the improvement of the safety culture. http://johe.umsha.ac.ir/article-1-907-en.pdf Medical error Nurse Patient safety culture Perceived mental workload per Hamedan University of Medical Sciences Journal of Occupational Hygiene Engineering 2383-336x 2383-3378 2024-03 10 4 307 316 article Nahid Jafari nahjafari@gmail.com 1 Alireza Heidari alirezaheidari7@gmail.com 2 Erfan Kouhestani erfankuhestani@yahoo.com 3 Zahra Khatirnamani khatirzahra@gmail.com 4 Health Management and Social Development Research Center, Golestan University of Medical Sciences, Gorgan, Iran Health Management and Social Development Research Center, Golestan University of Medical Sciences, Gorgan, Iran Health Management and Social Development Research Center, Golestan University of Medical Sciences, Gorgan, Iran Health Management and Social Development Research Center, Golestan University of Medical Sciences, Gorgan, Iran Background and Objective: Organizational commitment has been considered the objective and efficient achievement of the organization's goals and values, the achievement of the individual's role in relation to the goals and values, and the achievement of the organization for its own sake. This study was conducted to investigate the quality of work life (QWL) and organizational commitment and their relationship with each other. Materials and Methods: A descriptive-analytical cross-sectional study was conducted in 2022. In total, 80 health service workers of Gorgan city participated in the study in a random stratified manner. The data were collected using valid and established questionnaires of Walton's QWL and Allen and Meyer's organizational commitment and were analyzed with descriptive methods and statistical tests in SPSS software (version 23). Results: The average age of the participants was 40.11 ± 9.04 years. The majority of participants were female (69.3%). In general, 18.9% of the participants had a low QWL, 66.8% had an average QWL, and 14.3% had a high quality of life. In addition, 11.1% of people had low organizational commitment, 77.1% had medium organizational commitment, and 11.8% had high organizational commitment. A statistically significant relationship was observed between the QWL and organizational commitment (P=0.001). Conclusion: The QWL and organizational commitment of employees were evaluated at moderate levels, and with the increase in the QWL, organizational commitment also increased. The managers of the university and health centers should pay more attention to the quality of their working life and provide measures to improve it to be able to increase the level of commitment and attachment of their employees. http://johe.umsha.ac.ir/article-1-902-en.pdf Health workers Human resource Organizational commitment Quality of work life per Hamedan University of Medical Sciences Journal of Occupational Hygiene Engineering 2383-336x 2383-3378 2024-03 10 4 317 329 article Omid kalatpor kalatpour@umsha.ac.ir 1 Mostafa Mirzai Aliabadi mirzaei@umsha.ac.ir 2 Moslem Papi papi.moslem@gmail.com 3 Department of Occupational Health Engineering, Faculty of Health, Hamedan University of Medical Sciences, Hamedan, Iran Department of Occupational Health Engineering, Faculty of Health, Hamedan University of Medical Sciences, Hamedan, Iran Department of Occupational Health Engineering, Faculty of Health, Hamedan University of Medical Sciences, Hamedan, Iran Background and Objective: One of the most important challenges that is considered in process industries to improve performance and increase productivity is the optimization of the incident command system (ICS). It is a standard approach to control and coordinate the management of incidents on the scene. The present study aims to evaluate and prioritize the factors affecting the effectiveness of the ICS using analytic hierarchy process (AHP) and decision-making trial and evaluation laboratory (DEMATEL) methods in process industries in Iran. Materials and Methods: In this research, firstly, a questionnaire was compiled and designed using the AHP method in order to weigh the criteria and prioritize them, and a questionnaire was designed using the DEMATEL method in order to determine the effectiveness and mutual effect of the criteria and sub-criteria. Thereafter, the questionnaires were completed by 15 incident commanders, process industry safety officials, and crisis management activists working in the oil and petrochemical industry. Results: Based on the results, AHP analysis ranked 'command' highest with a standard weight of 0.256. DEMATEL results demonstrated 'command' as the most influential (standard weight of 10.59), effective (11.9), and interactive (21.96) indicator. 'Standardization' (1.35) and 'professionalism' (1.19) emerged as causal factors, while 'command' (-0.50), 'planning/organizational structure' (-1), 'facilities and resources' (-0.18), and 'disability index' were responsive indicators. Conclusion: According to the results of both AHP and DEMATEL methods, the command index assumes critical importance and effectiveness in the success of the incident command system in process industries in Iran. http://johe.umsha.ac.ir/article-1-911-en.pdf AHP DEMATEL ICS Emergency situations Incident command Process industries