BACKGROUND: The COVID-19 pandemic has become a major cause of stress and anxiety at work. OBJECTIVE: To examine the effects of the support provided to the employees by the workplaces about the depression, anxiety, stress, job satisfaction of the employees during the COVID-19. METHOD: The inclusion criterias were as follows: being between 18 and 65 years old, working at the time of the survey. The study self-administered included Depression-Anxiety-Stress Scale (DASS), Organizational Support Perception Scale, Job Satisfaction Scale (JSS). RESULTS: In total, 260 people (mean age 38.17±14.9 years, 148 female) completed the survey. Extremely severe depression displayed on 39.9 %, extremely severe anxiety on 37.1%, and severe stress on 28.3% of the participants. Scores for depression (9.6±9.03), anxiety (7.2±7.04), stress (11.7±7.8) were also high for employees. It was observed that the average of organizational support score was 30.4±7.24, and the average job satisfaction score was 28.6±5.35. There was a statistically significant positive correlation between organizational support and job satisfaction (r = 0.562, p = 0.00). Considering the relationship between organizational support and DASS scale; there was negative correlation between (r =-0.161, p = 0.013). The results of the regression indicated that the model explained 32.9 % of the variance and that the model was a significant predictor, F (2,66)=117.145, p <  0.001. CONCLUSION: Organizational support are associated with a decline in mental health and job satisfaction. Health-promotion strategies directed at adopting or maintaining positive job organizational support-related behaviors should be utilized to address increases in psychological distress during the pandemic.

BACKGROUND: The COVID-19 pandemic has become a major cause of stress at work. OBJECTIVE: To examine the effect of self-management and self-control skills on perceived stress of employees in the COVID-19 period. METHODS: The study’s self-administered survey included demographics and the Perceived Stress Scale (PSS) and Self-Control and Self-Management Scale (SCMS). Associations with PSS were determined using a multiple variable linear regression analysis. RESULTS: Scores for stress (28.45±7.82) and self-management (55.73±12.15) were moderate for employees. Of the 181 employees, 41.43% had a mild, 52.48% had moderate, and 6.07% had severe stress levels. Stress was significantly associated with lower self-management level. A negative relation was found between SCMS and PSS (p = 0.000, r = –0.320). Employees with high self-management skills had low stress levels. Employees also reported negative changes to physical activity, income and sleep. Gender, occupation, income category, compliance with COVID-related rules and self-management were associated with levels of stress (p < 0.05). The regression model explained 24.8% of the variance in stress perception (R2 = 0.248, F = 11.452, p = 0.000). Multiple linear regression analysis showed gender (β = 5.089, 95% CI: 2.820 to 7.358, p = 0.000) compliance with COVID-related rules (β = 2.274, CI: 0.066 to 4.483, p = 0.044), a decrease in income (β = 2.051, CI: –0.64 to 4.166, p = 0.057) and self-management (β = -0.173, CI: –0.258 to –0.087, p = 0.000) were significantly associated with lower scores in the stress perception. CONCLUSION: Self-control and self-management were associated with a decline in mental health. Health-promotion strategies directed at adopting or maintaining positive self-control and self-management-related behaviors should be utilized to address increases in psychological distress during the COVID-19 pandemic.

Purpose This is descriptive study which was conducted to examine the effect of work-life balance on job stress and fatigue in taxi drivers. Method The study included 150 taxi drivers residing in Ankara. As a data collection tool, we used Work Life Balance, Chalder Fatigue and Work Stress Scales. We used the Mann Whitney U test and multiple linear regression analysis. Results The model established after multiple linear regression analysis was statistically significant (F(5.142) = 5.442, p < 0.001). A 1-unit increase in the work-life balance variable caused a 2.885-unit decrease in the work stress score and a 0.143-unit decrease in the fatigue score. Conclusion We can suggest that taxi drivers who have a work-life balance will be able to participate in social activities in their daily lives, and leisure time activities with family and friends can help motivate individuals more and increase energy.