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Occupational stress among health care workers (HCWs) is increasing due to the development of health services and occupational sensitivity. The aim of this study was to identify a mental health promotion model to reduce occupational stress among HCWs. This was a qualitative study, and its findings were the result of semi-structured interviews and focus groups with HCWs working in primary health care centers and superiors. Data analysis was done using the approach of inductive and deductive thematic analysis. For this study, the Precede-Proceed model and the Job Demands-Resource (JD-R) model were used. It was found that the origin of workplace stress is environmental and individual in nature. Furthermore, predisposing, reinforcing and empowering factors are necessary to control occupational stress with individual, social and organizational approaches. Finally, to create change and stress interventions in the workplace, it is necessary to formulate policies to deal with occupational stress and develop stress coping techniques. This study introduces a comprehensive conceptual model for promoting mental health in the workplace with individual, social, organizational and educational approaches in stressful occupations. Therefore, it enables researchers and employers to further understand the different dimensions of occupational stress in HCWs, interventions do the purposeful.

ObjectivesWork-related stress is a common risk factor among healthcare workers (HCWs). In Iran, the healthcare system has undergone extensive changes to develop services. Organisational change has led to the creation of new working conditions for HCWs. The purpose of this study is to identify job demands that health workers perceive as stressors.DesignAs a qualitative study, semistructured interviews, a focus group, and related data were analysed both inductively and deductively with reference to the job demand component based on the job demands–resources model and MAXQDA.SettingThis investigation was conducted in 18 primary healthcare centres in Qazvin, Iran.ParticipantTwenty-one female HCWs with at least 6 months of work experience and an average age of 34.4 years.ResultsThe participants identified six key elements as the stressful job demands including organisation’s supervisory function, role characteristics, workload, job insecurity, client service challenges and perceived job content.ConclusionsAfter organisational changes and development, HCWs were faced with role changes and increased workload. In addition, organisational supervision in terms of quantity and quality and lack of job security intensified the pressures. These factors led to the high level of stress among employees who dealt with people and those who perceived their job content as unfavourable. Perhaps teaching stress control skills and organisational support interventions can be useful to reduce and control stress among HCWs.