This quantitative meta analysis sought to determine the effectiveness of SMIs.

Forty-six experimental studies with a randomized or nonequivalent control group pre-post test design were included in the analysis. The selected studies were classified according to the sample characteristics, the types and methods of the interventions, and the types of outcome variables. Six intervention types were distinguished: cognitive-behavioral intervention(CBT), relaxation techniques(RT), exercise(EX), multimodal programs 1 and 2(MT1, 2), and organizationfocused interventions(OTs). Effect sizes were calculated for the 4 outcome categories across intervention types: psycho-social outcome, behavioral-personal resources, physiologic, and organizational outcome.

Individual worker-focused interventions(ITs) were more effective than OTs. A small but significant overall effect was found. A moderate effect was found for RT, and small effects were found for other ITs. The effect size for OTs was the smallest. The interventions involving CBT and RT appeared to be the preferred means of reducing worker's psycho-social and organizational outcomes. With regard to physiologic outcomes, RT appeared to be most effective. CBT appeared to be most effective in reducing psycho-social outcomes. The effects of OT were non-significant, except for the psycho-social outcomes.

SMIs are effective. Interventions involving RT and CBT are more effective than other types.

The purpose of this study was to identify job stress experienced by head nurses of general hospitals.

Data was collected from 10 head nurses with in-depth interviews about their actual experiences. The main questions were when, why, and from whom they get stress in the work field; how they are affected by the stressful situation; and how they cope with this stress. All the interviews were recorded and transcribed. The collected data was analyzed using a consistent comparative data analysis method.

Job stress of head nurse was formed by 3 axis; causes, reactions, and coping strategies in complicated situational context such as human relationship, culture of hospital, individual characteristics, social support.

The results of this study yields very useful information for nursing mangers to identify, by stages, the demands of the head nurses in their role adaptation process. The findings of this study contributes to developing programs and supportive policies that palliates the head nurses' job stress.

Cardiovascular disease has the potential to lead to sudden in-flight incapacitation and permanent grounding. The aims of this study are to examine the relationships between lifestyle, job stress and blood lipid levels of male aircrew personnel of a Korean airline and to identify which factors influence their hyperlipidemia.

Two hundred sixteen male aircrew personnel completed a questionnaire by self-report and consented to participate in the study. The questionnaire collected data related to job stress, life style, serum cholesterol levels and general characteristics of the aircrew. The cholesterol levels of the subjects were collected from their most recent health check-up records. Subjects were divided into two groups (the desirable group and the risk group) based on their serum cholesterol level, 200 mg/dl.

Mean age and marital status were significantly different between the two groups. More subjects in the risk group had habits of eating high lipid foods, while more subjects in the desirable group exercised more frequently than the risk group. In logistic regression analysis, after controlling age and marital status, types of working situation (domestic duty or international duty, odds ratio=.390, p=.018), diet (odds ratio=.429, p=.037), and exercise (odds ratio=.320, p=.055) were influencing factors on aircrew's serum cholesterol levels.

The cholesterol level of aircrew personnel is closely related to their lifestyle, such as lipid diet and exercise. The type of work situations, e.g. staying in an airplane for long periods of time or staying abroad, may influence these diet patterns and exercise habits.

The purpose of this study is to investigate the role of social support in the experience of job stress among hospital nurses.

This study was carefully designed to overcome methodological shortcomings found in past research, and examined two organizational effectiveness variables(job satisfaction and organizational commitment) as outcome variables. The sample used in this study consisted of 602 nurses from 5 general hospitals. Data were collected with self-administered questionnaires and analyzed using hierarchical regression and LISREL technique.

It was found that: (a) three job stress variables(workload, role conflict and conflict with other medical staff) have negative effects on job satisfaction and organizational commitment; (b) social support have positive main effects on the two output variables; (c) the negative effects of job stress variables on job satisfaction and organizational commitment are not buffered by social support, and (d) social support mediates the effects of job stress on job satisfaction and organizational commitment, and the size of the mediating effects is small.

Further research needs to be done to further refine this study.

This study was designed to identify burnout and factors influencing burnout in contingent nurses.

A cross-sectional design was conducted with a sample of 228 contingent nurses randomly selected from 25 general hospitals in Korea. The tools used for this study were scales measuring burnout (8 items), job stress (8 items), job satisfaction (9 items), self efficacy (9 items), organizational commitment (9 items), empowerment (9 items), autonomy (7 items) and social support (8 items). The data were analyzed using SPSS 15.0 employing Pearson correlation coefficients and multiple regression analysis.

The mean score for burnout in contingent nurses was 3.05 points. Factors influencing burnout in contingent nurses were identified as job stress (β=.40), satisfaction level with current ward (β=-.25), organizational commitment (β=-.21), job satisfaction (β=-.19) and empowerment (β=-.16). These factors explained 65.0% of burnout reported by contingent nurses.

The results indicate which factors are major factors influencing burnout in contingent nurses in general hospitals. Therefore, these factors may serve as predictors of burnout in contingent nurses.