Abstract:
Objectives: This study aimed to investigate the prevalence of job stress, and explore the factors associated to job stress among women employees in the private skin care company in Thailand.Methods: This cross sectional study was conducted in one private skin care company in Thailand. The participants consisted of 306 women employees who were selected by the stratified random sampling. The measurement tools were adopted the Suanprung Stress Test (SPST-20) and the Karasek's job content questionnaire (for organization and work related factors). The data were summarized by frequency, percentage, mean, and standard deviation. Chi-square test, Pearson’s correlation coefficient, and multiple regression analysis were applied for analyze correlation of several factors with job stress.Results:The findings revealed that 41.5% of participants have stress in high level followed by severe stress (33. %) and moderate stress (24. %). The majority population of the study was female co-workers (85%), have clients per day( = 10.5), have number of working hour about 8.6 hours per day, and six days per week (91.2%),have adequate knowledge related to their job assignment (78.4%).Individual factors which correlated significant with the job stress are income sufficiency (pp<0.01). From the result of correlation analysis, there is a positive relationship of psychological demand and job stress (p<0.01), while decision authority, and supportive from co-worker and supervisor are significantly negative relationship with job stress (p<0.05). According to multivariate analysis, the result found psychological factors is the most significantly impacted job stress among women employees in the private skin care company, which is significantly positive toward job stress of women employees (p<0.05, β = .243), while authority decision also significantly negative impacted job stress (p<0.05, β = -.200). The researcher might recommend in term of policy which benefits employee health can improve productivity. 1. Social support; the organization develops the social support by interpersonal and communication skills training to both management and front line employees and recognition of performance and regular feedback. 2. Authority decision; The organization redesign to enrich jobs with more authority decision by give employees as much control over their jobs as possible or give employees opportunities to lead projects and input into decision-making.
