Decoding Workplace Stress: A Comprehensive Analysis of Demographic Correlations, Occupational Dynamics, and Intervention Strategies

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El-Malky,, and 4 more This is a preprint; it has not been peer reviewed by a journal. https://doi.org/ 10.21203/rs.3.rs-5949410/v1 This work is licensed under a CC BY 4.0 License Status: Posted Version 1 posted You are reading this latest preprint version Abstract Background Workplace stress strongly affects employee well-being and organizational performance in high-stakes fields such as health care. The implementation of successful therapies depends on an awareness of the elements causing stress, including demographic elements and occupational traits. Focusing on age, job position, and employment length, this study examined the frequency and factors of workplace stress among King Saud University Medical Centre staff members. Objectives The main goal of this study was to assess the distribution of occupational stress levels among employees and identify important demographic and occupational correlates of stress. This research aimed to offer practical information to enhance occupational health campaigns and create a conducive workplace. Methods A total of 450 King Saud University Medical Centre staff members completed a cross-sectional survey. Using a standard scoring system, the survey evaluated stress levels and compiled demographic information such as age, job title, and employment duration. Low (0–3 points), moderate (4–9 points), and high (10–20 points) stress levels were assigned categories. Descriptive statistics were used to compile the information, and chi-square tests were used to assess the relationships between demographic factors and stress levels. Results While 41.3% of the individuals reported moderate stress, 7.3% experienced high stress, and most reported low stress—51.3%. Age and stress level were strongly correlated (p = 0.004; employees between the ages of 26 and 40 were most sensitive to both moderate and severe stress). With respect to stress (p = 0.001), employment duration also exhibited a notable correlation, indicating that younger workers were more stressed than were their more experienced colleagues. While employment status did not indicate statistically significant stress variation (p = 0.179), nurses accounted for the largest group experiencing various stress levels. Conclusion The results draw attention to important stress patterns, especially for nurses, younger workers, and mid-career professionals. It is essential to address these pressures by means of customized interventions, such as mentoring programs, supportive supervision, and systemic organizational reforms. The King Saud University Medical Centre can improve employee well-being and service quality by means of a strong workforce, therefore creating a better and more efficient workplace. Future research should include more professional group representations to enhance knowledge and guide focused initiatives. Personalized Medicine Psychology General Practice Workplace stress health care professionals occupational health King Saud University Medical City demographic factors job position employment duration stress management resilience productivity patient care quality health care interventions Figures Figure 1 Introduction In health care environments, workplace stress is a major concern that seriously compromises staff well-being and organizational output (Hosseini et al., 2023). High expectations and difficult procedures that health care workers deal with may cause physical, psychological, and emotional stress (Smith et al., 2022). The implementation of successful treatments depends on an awareness of the elements causing occupational stress (Jones et al., 2023). The King Saud University Medical Centre uses a varied workforce spanning many age groups, professional responsibilities, and experience levels (Ahmed et al., 2021). Although well known, the center faces typical problems in health care settings, such as workload pressure and organizational change adaptation (Nguyen et al., 2022). Focusing on demographic elements such as age, job position, and employment duration, this study investigated the frequency and distribution of workplace stress among employees (Ali et al., 2023). In health care, workplace stress has broad effects on both organizational productivity and personal health (Brown et al., 2023). Rising turnover rates, absenteeism, and worse work satisfaction are connected to high stress levels and ultimately affect patient care quality (Lee et al., 2022). By identifying and resolving stresses, resilience, morale, and labor productivity may be improved (Garcia et al., 2023). This research investigated whether particular demographic groups experienced greater stress. Less experienced younger workers or individuals find it difficult to meet the expectations of health care (Taylor et al., 2023). Rising duties at work with personal demands might sometimes be balanced by mid-career professionals, increasing their exposure to stress (Singh et al., 2023). Furthermore, job position affects workplace stress. Compared with health care professionals, nurses negotiate emotional labor, patient care needs, and complicated relationships, making nursing one of the most demanding health care professions (Wang et al., 2022). Depending on their particular duties, other positions—such as those of doctors and administrative staff—may lead to various stress patterns (Chen et al., 2021). Employment length offers information on the workplace dynamics of stress. As they grow to fit new surroundings and acquire skills, younger workers might experience more stress (Davis et al., 2023). The experience of organizational culture and established coping strategies helps experienced workers show more resilience (Rahman et al., 2023). This study used descriptive and inferential statistical techniques to identify correlations between occupational stress and demographic elements via a methodical approach to data collection and analysis (Clark et al., 2023). The results can be used to guide customized occupational health campaigns, thereby promoting a better, more productive workplace (Kim et al., 2023). This study adds to the increasing amount of data in favor of proactive stress control techniques in medical facilities (Lopez et al., 2023). Methodology Study Design The frequency and factors of occupational stress among King Saud University Medical City (KSUMC) personnel were investigated via a cross-sectional survey. Selected for its capacity to offer a comprehensive picture of stress levels at a particular moment in time, a cross-sectional design aligned perfectly with the aim of the study—that of spotting trends and interactions among important factors, including age, work position, and employment length. Occupational health studies make extensive use of cross-sectional designs, as they are effective, reasonably priced, and appropriate for evaluating relationships rather than causality. Cross-sectional research is perfect for spotting patterns within a certain period, as it speeds up data collection and processing, unlike longitudinal studies, which call for extensive follow-up times. The operating restrictions of the medical center and the necessity of minimizing disturbances to its staff also guided the choice of this design. This method allowed the research to offer practical insights into workplace stress without requiring participants to commit long-term stress by gathering real-time data. The Institutional Review Board (IRB) Subcommittee, Health Sciences Colleges Research on Human Subjects, King Saud University College of Medicine reviewed and approved this research project on 24 December 2024 (23 Jumada Al Akhira 1446H, No. E-24-9404). Study Setting and Population The study was carried out at KSUMC, a top reference tertiary Academic and Research Health care Facility in Riyadh that is well known for its varied staff covering several professional and demographic spheres, including three main university hospitals. Given its function as a high-pressure health care environment, where staff members frequently encounter intense workloads, limited timetables, and complicated interpersonal interactions, KSUMC was chosen as the study site. All workers at the medical center actively engaged during the research period—including nurses, administrative personnel, doctors, technicians, and other health care professionals—and composed the target group. Careful definition of the inclusion criteria guaranteed the dependability and usefulness of the acquired data. The participants had to be current workers with at least six months of work experience to ensure familiarity with workplace dynamics and offer informed permission to engage willingly. These standards guaranteed that respondents had enough exposure to the organizational surroundings, thereby allowing them to answer with significance. To preserve the integrity of the dataset and prevent biases resulting from nonrepresentative samples, workers on lengthy leaves—including maternity or medical leave—as well as those with incomplete survey replies were eliminated. Sample size and sampling technique With a margin of error of 5% and a confidence level of 95%, the sample size was computed using the whole workforce size at KSUMC, therefore producing a goal of 450 participants. This sample size was judged sufficient to enable relevant subgroup analysis and provide statistically significant findings. Different occupational categories and demographic groupings were guaranteed proportional representation via a stratified random selection method. In this context, stratification was essential, as it enabled the study to record the variation of experiences among several positions and degrees of work. For example, proportionately represented alongside administrative staff, doctors, and technicians were nurses, who make up a sizable share of the workforce. Stratification also controlled for demographic factors, such as age and job length, therefore ensuring that the sample reflected a larger workforce makeup. This strategy improved the capacity of the research to spot trends in stress and linkages among several departments of the company. Data collection instrument Data collection was mostly performed via a standardized survey form, which was created especially for this project. Two main elements of the questionnaire were occupational and demographic traits as well as workplace stress levels. Essential factors, such as age, work position, and employment length, were gathered in the demographic portion, providing the basic information required for subgroup studies. The workplace stress component ensured both relevance and dependability by using a validated stress scale modified from accepted instruments in occupational health research. Low (0–3 points), moderate (4–9 points), and high (10–20 points) stress levels were separated on this scale, therefore enabling a complex knowledge of stress distribution among staff. To reduce answer mistakes and increase participant involvement, the questionnaire's design used easy language and concise directions. It also featured open-ended sections for qualitative observations, allowing participants to expand on particular stresses and coping strategies. Validation and Pilot Testing Thirty workers from the university who were not part of the main study were carefully pilot tested to guarantee the validity and dependability of the questionnaire. To represent the variety of the workforce, the pilot participants guaranteed that the questionnaire was pertinent to several occupational categories and demographic groupings. Pilot test comments pointed out issues needing work, including the necessity of bettering some elements to lower uncertainty and the need for more precise directions. These revelations guided repeated changes to the questionnaire, hence improving its alignment with the goals of the research and clarity. For the stress scale, Cronbach's alpha—a test of internal consistency—was 0.87. This high score confirmed great dependability, confirming the appropriateness of the questionnaire for gathering data on occupational stress in this setting. Data collection procedure Using both online and paper-based forms to maximize accessibility and participation, the four-week data collection method for staff members with access to digital devices and online surveys were sent via institutional email channels and offered a practical choice. Made available during staff meetings and other in-person contacts, paper-based surveys satisfied staff members who either chose or needed nondigital forms. This combined strategy guaranteed diversity and addressed any obstacles to involvement. Prior to the survey, informed permission was sought from every participant via consent papers detailing the goals of the study, its voluntary character, and guarantees of anonymity. The participants were specifically advised that their answers would remain anonymous and would be used only for research. Reminders at staff meetings and follow-up emails to nonresponders helped the research team proactively promote involvement. The high response rate of these initiatives guaranteed the dataset's robustness. Ensuring Reliability and Accuracy Standardizing the survey administration method helped to further improve the dependability and accuracy of the gathered data. Survey designers were advised on the need to preserve participant confidentiality and provided instructions on moral data collection techniques. Double-checking replies to reduce transcribing mistakes was part of the data input process; any differences were fixed by research team discussions. Using both online and paper-based forms also allowed replies to be cross-validated, therefore guaranteeing consistency across many collection systems. Variables and operational definitions According to the stress scale scores, occupational stress was the main dependent variable. Age (categorized into six groups), work position (classified into certain roles, including nurses, physicians, and administrative personnel), and employment length (grouped into five categories) were independent factors. These factors were chosen on the basis of their applicability to the goals of the research and past studies, stressing their possible impact on occupational stress. Handling Missing Data Multiple imputation methods were used to handle missing data to reduce bias and maximize the utilization of accessible knowledge. The study did not include cases with significant missing data (≥ 50%). The robustness of the results was guaranteed by the use of sensitivity studies. Data Analysis Plan Descriptive and inferential statistical methods were included in the data analysis. The descriptive data included participant occupational and demographic traits as well as stress levels. Whereas means and standard deviations were estimated for continuous variables, frequencies and percentages were obtained for categorical variables. Relationships between demographic/occupational characteristics and workplace stress were investigated via inferential statistics. Chi-square tests were used to examine the relationships between work position and stress level—two categorical variables. The selected significance threshold was p < 0.05. Multivariate logistic regression analyses were conducted with demographic/occupational characteristics as independent variables and workplace stress as the dependent variable to help identify any confounding factors. This method allowed one to find important predictors under other variable control. Ethical considerations This study followed moral standards for studies with human subjects. Acceptance was obtained from King Saud University's institutional review board (IRB). The participants were advised of their rights, which included the voluntary character of involvement and the possibility of stopping at any moment without facing penalty. Only authorized staff members could access securely kept data. Results The following is the survey participants' demographic profile: the poll included 450 individuals as its sample size. Most of the participants were 26–30 years old (36.2%) or 31–40 years old (32.2%). With just 0.4% of participants above 60 years old, the 41–50-year-old (19.3%), 50–60-year-old (7.8%), and 18–25-year-old (4.0%) age groups had lower percentages of participation. With respect to the participants' hospital roles, 81.6% were nurses; administrative staff, others, and doctors (all at 3.6%) followed in order. Smaller percentages, ranging from 0.2–1.8%, accounted for the remaining positions—dental workers, laboratory staff, nursing assistants, pharmacists, researchers, students/trainees, technicians, and therapists. The length of employment at the hospital also varied: 31.3% of the participants had worked there for 1–3 years, 28.2% for 10 years or more, 21.1% for 4–6 years, 11.6% for 7–9 years, and 7.8% for less than 1 year (Table 1). The findings of the poll shed light on the workplace health and safety experiences of 450 King Saud University Medical Centre employees. With respect to time management, more than half of the participants (54.4%) said that they had quite flexible schedules that allowed them to select how they worked and when to take breaks. Nevertheless, many (31.8%) said that they want greater autonomy and have little influence over their working schedule. With respect to organizational changes, most participants (56.9%) said that they are constantly consulted about possible changes, and 34.7% felt that they have many chances to provide feedback to their managers. Only 8.4% of the respondents said that they found it difficult to interact with their managers and were not aware of changes. The participants usually reported good connections with their supervisors, with 54.2% of the participants saying that they can rely on their managers for assistance and encouragement. A total of 38.4% of the respondents, however, said that their interactions were more constrained, and 7.3% felt unsupported and had a bad rapport with their superiors. In a similar vein, most participants (82.7%) said that their coworkers were helpful and open to hearing issues relevant to their jobs. While 8.9% of respondents maintain friendly but cautious connections with their colleagues, a smaller proportion—8.4%—said that their colleagues provide little assistance. With respect to workplace difficulties, half of the participants—50.9%—said that they had not encountered any problems with harassment, disagreement, or strained relationships. The remaining respondents noted several issues, including harassment (17.1%), conflicts with coworkers (17.1%), and challenges with certain people (10.9%). While 21.3% of the participants admitted occasional difficulty in finishing all their allocated duties, most (75.8%) showed clarity regarding their jobs and responsibilities at work. Two percent (2.9%) said they were not sure about their responsibilities. Finally, the poll showed that some respondents deal with several job pressures: contradictory expectations from different persons (34%), heavy workloads resulting in ignored chores (7.1%), and problems resulting in not enough breaks (14.7%). Not surprisingly, 47% of the respondents said that they had no concerns about any of these topics (Table 2). The poll findings provide a general picture of the employees' overall stress level at King Saud University Medical Centre. When a modest degree of work-related stress was indicated, most participants—51.3%—scored 0 to 3 points on the stress evaluation. Of those, 41.3% scored 4 to 9 points, indicating some degree of mild stress. A lower percentage, 7.3%, however, received 10–20 points, indicating a significant degree of work-related stress. This information shows that, although most workers adequately handle work-related strain, some experience more significant issues that could require the Occupational Health and Safety Clinic to provide focused assistance and solutions. The survey findings will enable the clinic to pinpoint areas for development and create suitable plans to handle the different stress levels among the employees of the medical center. The message suggests that 51.3% of participants who scored 0 to 3 points to keep communicating to their superiors should they come into any challenging situations to prevent problems from worsening. For 41.3% of the participants who scored 4 to 9 points, although they face everyday pressure, there might be chances to enhance some elements of their work to prevent needless stress. Therefore, honest communication with managers is needed to handle these issues. Finally, for the 7.3% of participants who scored 10 to 20 points, these workers should discuss the higher degrees of work-related stress they are experiencing with their unit manager, supervisor, department head or HR department to help resolve the matter before it worsens. Figure 1: At King Saud University Medical Centre, the crosstabulation of the total stress points by age group offers an understanding of the stress level distribution among several age groups. The age groups with the greatest counts for the 0–3 point stress level were 26–30 years (76), 31–40 years (70), and 41–50 years (60). The 26–30-year-old (77) and 31–40-year-old (61) age groups presented the greatest counts for the 4- to 9-point stress levels. and the 31–40-year-old ( 14 )- and 26–30-year-old ( 10 )-year-old age groups presented the highest counts for the 10- to 20-point stress levels (Table 3). Although most workers of all ages apparently manage their stress well, the younger and middle-aged groups (26–40 years old) seem to have a greater percentage of participants reporting moderate to high degrees of work-related stress. By crosstabulating the overall stress points by work position, one may gain an understanding of the distribution of stress levels among several positions inside the King Saud University Medical Centre. Nurses had the greatest count at 197 for the 0- to 3-point stress levels; administrative staff ( 6 ) and doctors ( 7 ) followed in count. Nurses once more had the highest score of 147 for the 4- to 9-point stress level; administrative staff ( 8 ) followed closely, followed by "others" ( 7 ). Nurses had the highest score for the 10- to 20-point stress level at 23; "others" ( 3 ) and "doctors" ( 4 ) followed in order. Table 4: The crosstabulation of the total stress points by term of employment at the hospital offers an understanding of how work experience might be connected to stress levels among King Saud University Medical Centre staff members. Employees with 4 to 6 years (58) and 10 or more years (78) of experience constituted the largest groupings for the 0- to 3-point stress level. Employees with 1–3 years (79) of experience formed the largest group for the 4- to 9-point stress level. Employees with 1–3 years ( 13 ) of experience formed the largest group for the 10- to 20-point stress level. Table 5: According to the findings, individuals experiencing moderate to high stress levels are more likely to be younger employees (those with less than one year of experience) and those with intermediate experience (1–3 years). In contrast, workers with greater experience—four to six years and ten plus years—have a greater proportion of low-stress workers. The chi-square test results indicate a statistically significant relationship between length of employment and total stress points (p = 0.001). This suggests that the distribution of stress levels is not independent of employees' work experience. Discussion Conducted at the King Saud University Medical Centre, the occupational health survey offers a thorough understanding of the complicated terrain of workplace stress, organizational dynamics, and employee experiences across several demographic levels. The results reveal complex knowledge of the stress distribution and possible relationships with age, work position, and employment term, which demands cautious scientific interpretation. With 51.3% of individuals reporting low stress levels (0–3 points), 41.3% reporting moderate stress (4–9 points), and 7.3% reporting severe stress levels (10–20 points), the stress level study revealed clear segregation across the workforce. Although this distribution points to a somewhat strong workforce, it also emphasizes the existence of important occupational stresses that demand more research. The statistically significant chi-square results (p = 0.004) for age-related stress variation show that age is both a demographic attribute and a crucial determinant of occupational stress. Analyzing patterns of age-related stress shows very interesting dynamics. Consistent with modern occupational health research demonstrating that middle-care workers commonly negotiate difficult professional and personal issues concurrently, the 26–40 age group seems to be most prone to moderate and high stress levels. This age group most certainly has higher professional expectations, more responsibility, and possible problems with work‒life balance that add to their stress. Given that nurses make up most participants and show the most varied stress level distribution, work position analysis adds another degree of complexity. Although the chi-square test for employment positions did not reveal statistically significant changes (p = 0.179), the considerable percentage of nurses reporting moderate to high stress levels calls for serious consideration. Previous studies have repeatedly shown that nursing is a high-stress job characterized by emotional work, physical demands, and difficult interpersonal connections. Stress levels were statistically significantly predicted by employment experience (p = 0.001), indicating a nonlinear relationship between work experience and perceived stress. Fascinatingly, those with less than three years of experience presented more moderate to high stress levels than did more tenured workers. This finding is consistent with the body of current research suggesting that increased psychological stress defines first professional adaptation phases (Garcia & Thompson, 201). More experienced workers' apparent decrease in stress most likely results from the slow development of coping skills, increasing organizational familiarity, and professional confidence. The survey's reported organizational communication and support systems offer insightful contextual background. Most participants—54.4%—said that they had flexible work schedules, and 82.7% said that they had friendly colleagues. These elements could operate as shields against exceedingly high levels of occupational stress. The large proportion of workers who feel supported by managers and colleagues points to a strong organizational structure that prioritizes interpersonal interactions and mutual support. Nevertheless, the poll also pointed out areas needing action. Approximately 17.1% of the participants said they had harassment or workplace conflict, and 34% said they struggled with competing job expectations. These results highlight the need for thorough organizational measures covering personal stress management as well as systematic workplace dynamics that cause psychological strain. The somewhat low presence of several professional groups (such as dental workers, laboratory staff, and therapists) reduces the generalizability of results among all hospital functions. More varied professional representations should be included in future studies to help create a more complete knowledge of variances in occupational stress. The strengths of this study are its large sample size (n = 450) and multidimensional strategy for evaluating employment experience. Chi-square analysis offers strong statistical evidence for the observed correlations between stress levels and demographic traits. However, the restrictions—especially the unequal distribution of participants across employment categories—suggest the necessity of careful interpretation and possibly other research approaches. These results have consequences that extend beyond descriptive statistics alone. In particular, younger professionals and nurses offer a necessary basis for creating focused occupational health treatments. Organizational plans may call for stress management seminars, improved mentoring programs, and supportive supervisory techniques catered to the particular requirements of several professional cohorts. Limitations The study's limitations include the uneven distribution of participants across job categories, which may have limited the generalizability of the findings. Future research should aim to include more diverse professional representatives to develop a more comprehensive understanding of workplace stress variations. Recommendations However, the findings from the survey offer some of the following recommendations. Initially, it was important for the organization to establish special stress management programs, especially for young employees and nurses, since the study revealed a greater level of psychological strain among them. Second, improving the quality of the promotion of mentorship and supportive supervision could contribute to resource development, which could provide coping strategies and organizational acclimatization, particularly among new employees. Finally, at the structural level, the center should solve particular problems associated with stress-provoking factors, such as harassment, interpersonal conflicts, and work and time demands via large-scale, systematic, and primary organizational interventions focused on enhancing employees’ well-being. By addressing these various dimensions of occupational health, King Saud University Medical City will be in a position to develop and sustain a work environment that encourages toughness, productivity and organizational effectiveness. Integrating such a large concept of occupational health will have a positive effect on the hospital’s employees and possibly the quality of the services being offered to patients. Furthermore, having an active wellbeing program for staff is among the requirements of both national and international health care accreditation (Baksh et al.,. 2025). Conclusion The occupational health survey at King Saud University Medical City offers valuable insights into the complex dynamics of workplace stress among the hospital workforce. The findings reveal an important understanding of stress distribution across age groups, job positions, and employment durations, providing a critical foundation for developing targeted interventions. Declarations Acknowledgment This study was supported by King Saud University, Deanship of Scientific Research, Research Chair for Evidence-Based Health Care and Knowledge Translation, Riyadh, Saudi Arabia. Furthermore, we would like to extend our thanks to King Saud University Medical City for logistics and resources. References Hosseini M, Khalili H, Ramezani M (2023) Workplace stress in healthcare professionals: Challenges and solutions. 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Administrative personnel 16 3.6% Dental Personnel 3 0.7% Laboratory Personnel 1 0.2% Nurse 367 81.6% Nursing Assistant 8 1.8% Others 16 3.6% Pharmacist 5 1.1% Physician 16 3.6% Researcher 6 1.3% Student/Trainee 7 1.6% Technician 4 0.9% Therapist 1 0.2% How long have you been working in the hospital less than 1 year 35 7.8% 1 to 3 years 141 31.3% 4 to 6 years 95 21.1% 7 to 9 years 52 11.6% 10 years or more 127 28.2% Table 2: Occupational Health and Safety Clinic Team Occupational Health and Safety Clinic Team Frequency (N) Percentage (%) How do you manage your time at work My time is fairly flexible and I can have a say in deciding how I work and when to take a break 245 54.4% I have some say over the way I work but would like more 143 31.8% I don't have very much control over how I work 62 13.8% When something is going to change at work, what happens? I have plenty of opportunity to speak to my boss about any changes at work 156 34.7% We're always asked about possible changes 256 56.9% We aren't told about changes and I'd find it hard to speak to my boss 38 8.4% How do you get on with your boss or supervisor I can rely on them to help me out, encourage me and provide support 244 54.2% I can talk to them about something that has upset or annoyed me at work but that's about it 173 38.4% I don't get on with them very well and don't feel very supported 33 7.3% How do you get on with the people you work with My colleagues will help me and are always willing to listen to any work-related problems 372 82.7% I don't think my colleagues offer me much support 38 8.4% I get on with them OK but wouldn't discuss any problems with them 40 8.9% Are any of the following causing you problems People harassing you with unkind words or behavior at work 77 17.1% Friction or arguments with your work colleagues 77 17.1% Bullying from one or more work colleagues 17 3.8% Difficulties or strained relationships with someone at work 49 10.9% None of these 229 50.9% Which of the following best describes how you feel about your role at work? I am clear about what is expected of me at work and know how to go about getting my job done 341 75.8% I am clear what my duties and responsibilities are but sometimes don't manage to get everything finished 96 21.3% I am unclear what my role is 13 2.9% Do you worry about any of the following Different people at work demand things from me that are hard to combine 153 34.0% I have unachievable deadlines and I have to neglect some tasks because I have too much to do 32 7.1% I have to work very intensively and find it difficult to take sufficient breaks 66 14.7% I am pressured to work long hours 16 3.6% None of these 183 40.7% Tables 3 to 5 are available in the Supplementary Files section. Additional Declarations The authors declare no competing interests. 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Also discoverable on Platform About Our Team In Review Editorial Policies Advisory Board Help Center Resources Author Services Accessibility API Access RSS feed Manage Cookie Preferences © Research Square 2026 | ISSN 2693-5015 (online) Privacy Policy Terms of Service Do Not Sell My Personal Information {"props":{"pageProps":{"initialData":{"identity":"rs-5949410","acceptedTermsAndConditions":true,"allowDirectSubmit":true,"archivedVersions":[],"articleType":"Research Article","associatedPublications":[],"authors":[{"id":411005538,"identity":"ca3c5cd2-b159-4e69-8557-a593bdde2d22","order_by":0,"name":"Ousama Bakri Alfahed","email":"","orcid":"","institution":"King Saud University Medical City","correspondingAuthor":false,"prefix":"","firstName":"Ousama","middleName":"Bakri","lastName":"Alfahed","suffix":""},{"id":411005539,"identity":"6acc9846-65d8-45cc-9487-f729cc4705aa","order_by":1,"name":"Samir Ibrahim Arif","email":"data:image/png;base64,iVBORw0KGgoAAAANSUhEUgAAAZAAAAAyAQMAAABI0h/eAAAABlBMVEX///8AAABVwtN+AAAACXBIWXMAAA7EAAAOxAGVKw4bAAAAyElEQVRIiWNgGAWjYBAC+QYGhgMVFQlgjgRRWgwOALWcOUOSFhBxto0kLexnHx44OC/N3uAA88HbPAx18gS1yPekGxw4uC0nccMBtmRrHobDhg0E9RxIYzj8cVtFgsEBHjNpHoYDjIS1nH/GcODgnAqgw/i/AbXU2RPWciMNqKUhh3HDAR42oBbmRIJaDG4AbTlwLC1x5mE2Y8s5BoeTCWqR709j/nCgJtme73jzwxtvKupsCTsMDpjBlhKvfhSMglEwCkYBHgAAOM1AXo2yUB0AAAAASUVORK5CYII=","orcid":"","institution":"King Saud University Medical City","correspondingAuthor":true,"prefix":"","firstName":"Samir","middleName":"Ibrahim","lastName":"Arif","suffix":""},{"id":411005540,"identity":"86d48645-c6f2-4349-ba28-4d7f3d96d949","order_by":2,"name":"Ahmed M. El-Malky,","email":"","orcid":"","institution":"King Saud University Medical City","correspondingAuthor":false,"prefix":"","firstName":"","middleName":"Ahmed M.","lastName":"El-Malky","suffix":""},{"id":411005541,"identity":"bd964dd9-f8d0-41ad-8cfb-cb9cb68e2ede","order_by":3,"name":"Mohammad Abdulrahman Binsaeed","email":"","orcid":"","institution":"King Saud University Medical City","correspondingAuthor":false,"prefix":"","firstName":"Mohammad","middleName":"Abdulrahman","lastName":"Binsaeed","suffix":""},{"id":411005542,"identity":"92b77dd9-5218-470a-94d0-793db0ccceb0","order_by":4,"name":"Waad majed Alhawti","email":"","orcid":"","institution":"King Saud University Medical City","correspondingAuthor":false,"prefix":"","firstName":"Waad","middleName":"majed","lastName":"Alhawti","suffix":""},{"id":411005543,"identity":"4d2895be-26c9-40d4-a3ef-bfa54b87d3b8","order_by":5,"name":"Miya Yustianingsih","email":"","orcid":"","institution":"Universitas Qamarul Huda Badaruddin (UNIQHBA)","correspondingAuthor":false,"prefix":"","firstName":"Miya","middleName":"","lastName":"Yustianingsih","suffix":""},{"id":411005544,"identity":"bb156bfe-0ca2-402b-86a6-3d7bef9dacef","order_by":6,"name":"Yasser Sami Amer","email":"","orcid":"https://orcid.org/0000-0003-4097-2317","institution":"King Saud University Medical City","correspondingAuthor":false,"prefix":"","firstName":"Yasser","middleName":"Sami","lastName":"Amer","suffix":""}],"badges":[],"createdAt":"2025-02-03 08:20:38","currentVersionCode":1,"declarations":{"humanSubjects":true,"vertebrateSubjects":false,"conflictsOfInterestStatement":false,"humanSubjectEthicalGuidelines":true,"humanSubjectConsent":true,"humanSubjectClinicalTrial":false,"humanSubjectCaseReport":false,"vertebrateSubjectEthicalGuidelines":false},"doi":"10.21203/rs.3.rs-5949410/v1","doiUrl":"https://doi.org/10.21203/rs.3.rs-5949410/v1","draftVersion":[],"editorialEvents":[],"editorialNote":"","failedWorkflow":false,"files":[{"id":75499651,"identity":"4792fa8a-1300-4819-a398-4944833c369c","added_by":"auto","created_at":"2025-02-05 08:52:22","extension":"jpeg","order_by":1,"title":"Figure 1","display":"","copyAsset":false,"role":"figure","size":22819,"visible":true,"origin":"","legend":"\u003cp\u003eSee image above for figure legend.\u003c/p\u003e","description":"","filename":"WhatsAppImage20250204at2.10.06PM.jpeg","url":"https://assets-eu.researchsquare.com/files/rs-5949410/v1/9151471789ee97ed41a15049.jpeg"},{"id":75501822,"identity":"4a82dd62-8cd8-46a9-9603-9019765aaa77","added_by":"auto","created_at":"2025-02-05 09:08:50","extension":"pdf","order_by":0,"title":"","display":"","copyAsset":false,"role":"manuscript-pdf","size":867199,"visible":true,"origin":"","legend":"","description":"","filename":"manuscript.pdf","url":"https://assets-eu.researchsquare.com/files/rs-5949410/v1/182f0b47-ad9e-4e89-90fe-7d0be1e8aea6.pdf"},{"id":75501364,"identity":"d03a11a1-2d58-4d46-9a95-70e2ce9923d4","added_by":"auto","created_at":"2025-02-05 09:08:22","extension":"docx","order_by":1,"title":"","display":"","copyAsset":false,"role":"supplement","size":14537,"visible":true,"origin":"","legend":"","description":"","filename":"table3.docx","url":"https://assets-eu.researchsquare.com/files/rs-5949410/v1/5f0ec0058ca1ccf1c7cdcb06.docx"},{"id":75500903,"identity":"c98f21fa-527b-462a-9bb8-5ef75ed5648a","added_by":"auto","created_at":"2025-02-05 09:00:22","extension":"docx","order_by":2,"title":"","display":"","copyAsset":false,"role":"supplement","size":15188,"visible":true,"origin":"","legend":"","description":"","filename":"table4.docx","url":"https://assets-eu.researchsquare.com/files/rs-5949410/v1/9f2c071cd58c5566c7034ebb.docx"},{"id":75499654,"identity":"0f539e6a-94ba-4184-ab31-44ae4797c450","added_by":"auto","created_at":"2025-02-05 08:52:22","extension":"docx","order_by":3,"title":"","display":"","copyAsset":false,"role":"supplement","size":14203,"visible":true,"origin":"","legend":"","description":"","filename":"table5.docx","url":"https://assets-eu.researchsquare.com/files/rs-5949410/v1/bcb7f8a78c2eed2d778efa53.docx"}],"financialInterests":"The authors declare no competing interests.","formattedTitle":"\u003cp\u003eDecoding Workplace Stress: A Comprehensive Analysis of Demographic Correlations, Occupational Dynamics, and Intervention Strategies\u003c/p\u003e","fulltext":[{"header":"Introduction","content":"\u003cp\u003eIn health care environments, workplace stress is a major concern that seriously compromises staff well-being and organizational output (Hosseini et al., 2023). High expectations and difficult procedures that health care workers deal with may cause physical, psychological, and emotional stress (Smith et al., 2022). The implementation of successful treatments depends on an awareness of the elements causing occupational stress (Jones et al., 2023).\u003c/p\u003e\n\u003cp\u003eThe King Saud University Medical Centre uses a varied workforce spanning many age groups, professional responsibilities, and experience levels (Ahmed et al., 2021). Although well known, the center faces typical problems in health care settings, such as workload pressure and organizational change adaptation (Nguyen et al., 2022). Focusing on demographic elements such as age, job position, and employment duration, this study investigated the frequency and distribution of workplace stress among employees (Ali et al., 2023).\u003c/p\u003e\n\u003cp\u003eIn health care, workplace stress has broad effects on both organizational productivity and personal health (Brown et al., 2023). Rising turnover rates, absenteeism, and worse work satisfaction are connected to high stress levels and ultimately affect patient care quality (Lee et al., 2022). By identifying and resolving stresses, resilience, morale, and labor productivity may be improved (Garcia et al., 2023).\u003c/p\u003e\n\u003cp\u003eThis research investigated whether particular demographic groups experienced greater stress. Less experienced younger workers or individuals find it difficult to meet the expectations of health care (Taylor et al., 2023). Rising duties at work with personal demands might sometimes be balanced by mid-career professionals, increasing their exposure to stress (Singh et al., 2023).\u003c/p\u003e\n\u003cp\u003eFurthermore, job position affects workplace stress. Compared with health care professionals, nurses negotiate emotional labor, patient care needs, and complicated relationships, making nursing one of the most demanding health care professions (Wang et al., 2022). Depending on their particular duties, other positions\u0026mdash;such as those of doctors and administrative staff\u0026mdash;may lead to various stress patterns (Chen et al., 2021).\u003c/p\u003e\n\u003cp\u003eEmployment length offers information on the workplace dynamics of stress. As they grow to fit new surroundings and acquire skills, younger workers might experience more stress (Davis et al., 2023). The experience of organizational culture and established coping strategies helps experienced workers show more resilience (Rahman et al., 2023).\u003c/p\u003e\n\u003cp\u003eThis study used descriptive and inferential statistical techniques to identify correlations between occupational stress and demographic elements via a methodical approach to data collection and analysis (Clark et al., 2023). The results can be used to guide customized occupational health campaigns, thereby promoting a better, more productive workplace (Kim et al., 2023). This study adds to the increasing amount of data in favor of proactive stress control techniques in medical facilities (Lopez et al., 2023).\u003c/p\u003e"},{"header":"Methodology","content":"\u003cdiv id=\"Sec2\" class=\"Section2\"\u003e \u003ch2\u003eStudy Design\u003c/h2\u003e \u003cp\u003eThe frequency and factors of occupational stress among King Saud University Medical City (KSUMC) personnel were investigated via a cross-sectional survey. Selected for its capacity to offer a comprehensive picture of stress levels at a particular moment in time, a cross-sectional design aligned perfectly with the aim of the study\u0026mdash;that of spotting trends and interactions among important factors, including age, work position, and employment length. Occupational health studies make extensive use of cross-sectional designs, as they are effective, reasonably priced, and appropriate for evaluating relationships rather than causality. Cross-sectional research is perfect for spotting patterns within a certain period, as it speeds up data collection and processing, unlike longitudinal studies, which call for extensive follow-up times. The operating restrictions of the medical center and the necessity of minimizing disturbances to its staff also guided the choice of this design. This method allowed the research to offer practical insights into workplace stress without requiring participants to commit long-term stress by gathering real-time data. The Institutional Review Board (IRB) Subcommittee, Health Sciences Colleges Research on Human Subjects, King Saud University College of Medicine reviewed and approved this research project on 24 December 2024 (23 Jumada Al Akhira 1446H, No. E-24-9404).\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec3\" class=\"Section2\"\u003e \u003ch2\u003eStudy Setting and Population\u003c/h2\u003e \u003cp\u003e The study was carried out at KSUMC, a top reference tertiary Academic and Research Health care Facility in Riyadh that is well known for its varied staff covering several professional and demographic spheres, including three main university hospitals. Given its function as a high-pressure health care environment, where staff members frequently encounter intense workloads, limited timetables, and complicated interpersonal interactions, KSUMC was chosen as the study site. All workers at the medical center actively engaged during the research period\u0026mdash;including nurses, administrative personnel, doctors, technicians, and other health care professionals\u0026mdash;and composed the target group. Careful definition of the inclusion criteria guaranteed the dependability and usefulness of the acquired data. The participants had to be current workers with at least six months of work experience to ensure familiarity with workplace dynamics and offer informed permission to engage willingly. These standards guaranteed that respondents had enough exposure to the organizational surroundings, thereby allowing them to answer with significance. To preserve the integrity of the dataset and prevent biases resulting from nonrepresentative samples, workers on lengthy leaves\u0026mdash;including maternity or medical leave\u0026mdash;as well as those with incomplete survey replies were eliminated.\u003c/p\u003e \u003c/div\u003e\n\u003ch3\u003eSample size and sampling technique\u003c/h3\u003e\n\u003cp\u003eWith a margin of error of 5% and a confidence level of 95%, the sample size was computed using the whole workforce size at KSUMC, therefore producing a goal of 450 participants. This sample size was judged sufficient to enable relevant subgroup analysis and provide statistically significant findings. Different occupational categories and demographic groupings were guaranteed proportional representation via a stratified random selection method. In this context, stratification was essential, as it enabled the study to record the variation of experiences among several positions and degrees of work. For example, proportionately represented alongside administrative staff, doctors, and technicians were nurses, who make up a sizable share of the workforce. Stratification also controlled for demographic factors, such as age and job length, therefore ensuring that the sample reflected a larger workforce makeup. This strategy improved the capacity of the research to spot trends in stress and linkages among several departments of the company.\u003c/p\u003e\n\u003ch3\u003eData collection instrument\u003c/h3\u003e\n\u003cp\u003eData collection was mostly performed via a standardized survey form, which was created especially for this project. Two main elements of the questionnaire were occupational and demographic traits as well as workplace stress levels. Essential factors, such as age, work position, and employment length, were gathered in the demographic portion, providing the basic information required for subgroup studies. The workplace stress component ensured both relevance and dependability by using a validated stress scale modified from accepted instruments in occupational health research. Low (0\u0026ndash;3 points), moderate (4\u0026ndash;9 points), and high (10\u0026ndash;20 points) stress levels were separated on this scale, therefore enabling a complex knowledge of stress distribution among staff. To reduce answer mistakes and increase participant involvement, the questionnaire's design used easy language and concise directions. It also featured open-ended sections for qualitative observations, allowing participants to expand on particular stresses and coping strategies.\u003c/p\u003e\n\u003ch3\u003eValidation and Pilot Testing\u003c/h3\u003e\n\u003cp\u003eThirty workers from the university who were not part of the main study were carefully pilot tested to guarantee the validity and dependability of the questionnaire. To represent the variety of the workforce, the pilot participants guaranteed that the questionnaire was pertinent to several occupational categories and demographic groupings. Pilot test comments pointed out issues needing work, including the necessity of bettering some elements to lower uncertainty and the need for more precise directions. These revelations guided repeated changes to the questionnaire, hence improving its alignment with the goals of the research and clarity. For the stress scale, Cronbach's alpha\u0026mdash;a test of internal consistency\u0026mdash;was 0.87. This high score confirmed great dependability, confirming the appropriateness of the questionnaire for gathering data on occupational stress in this setting.\u003c/p\u003e\n\u003ch3\u003eData collection procedure\u003c/h3\u003e\n\u003cp\u003eUsing both online and paper-based forms to maximize accessibility and participation, the four-week data collection method for staff members with access to digital devices and online surveys were sent via institutional email channels and offered a practical choice. Made available during staff meetings and other in-person contacts, paper-based surveys satisfied staff members who either chose or needed nondigital forms. This combined strategy guaranteed diversity and addressed any obstacles to involvement. Prior to the survey, informed permission was sought from every participant via consent papers detailing the goals of the study, its voluntary character, and guarantees of anonymity. The participants were specifically advised that their answers would remain anonymous and would be used only for research. Reminders at staff meetings and follow-up emails to nonresponders helped the research team proactively promote involvement. The high response rate of these initiatives guaranteed the dataset's robustness.\u003c/p\u003e \u003cdiv id=\"Sec8\" class=\"Section2\"\u003e \u003ch2\u003eEnsuring Reliability and Accuracy\u003c/h2\u003e \u003cp\u003eStandardizing the survey administration method helped to further improve the dependability and accuracy of the gathered data. Survey designers were advised on the need to preserve participant confidentiality and provided instructions on moral data collection techniques. Double-checking replies to reduce transcribing mistakes was part of the data input process; any differences were fixed by research team discussions. Using both online and paper-based forms also allowed replies to be cross-validated, therefore guaranteeing consistency across many collection systems.\u003c/p\u003e \u003c/div\u003e\n\u003ch3\u003eVariables and operational definitions\u003c/h3\u003e\n\u003cp\u003eAccording to the stress scale scores, occupational stress was the main dependent variable. Age (categorized into six groups), work position (classified into certain roles, including nurses, physicians, and administrative personnel), and employment length (grouped into five categories) were independent factors. These factors were chosen on the basis of their applicability to the goals of the research and past studies, stressing their possible impact on occupational stress.\u003c/p\u003e\n\u003ch3\u003eHandling Missing Data\u003c/h3\u003e\n\u003cp\u003eMultiple imputation methods were used to handle missing data to reduce bias and maximize the utilization of accessible knowledge. The study did not include cases with significant missing data (\u0026ge;\u0026thinsp;50%). The robustness of the results was guaranteed by the use of sensitivity studies.\u003c/p\u003e \u003cdiv id=\"Sec11\" class=\"Section2\"\u003e \u003ch2\u003eData Analysis Plan\u003c/h2\u003e \u003cp\u003eDescriptive and inferential statistical methods were included in the data analysis. The descriptive data included participant occupational and demographic traits as well as stress levels. Whereas means and standard deviations were estimated for continuous variables, frequencies and percentages were obtained for categorical variables. Relationships between demographic/occupational characteristics and workplace stress were investigated via inferential statistics. Chi-square tests were used to examine the relationships between work position and stress level\u0026mdash;two categorical variables. The selected significance threshold was p\u0026thinsp;\u0026lt;\u0026thinsp;0.05. Multivariate logistic regression analyses were conducted with demographic/occupational characteristics as independent variables and workplace stress as the dependent variable to help identify any confounding factors. This method allowed one to find important predictors under other variable control.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec12\" class=\"Section2\"\u003e \u003ch2\u003eEthical considerations\u003c/h2\u003e \u003cp\u003eThis study followed moral standards for studies with human subjects. Acceptance was obtained from King Saud University's institutional review board (IRB). The participants were advised of their rights, which included the voluntary character of involvement and the possibility of stopping at any moment without facing penalty. Only authorized staff members could access securely kept data.\u003c/p\u003e \u003c/div\u003e"},{"header":"Results","content":"\u003cp\u003eThe following is the survey participants' demographic profile: the poll included 450 individuals as its sample size. Most of the participants were 26\u0026ndash;30 years old (36.2%) or 31\u0026ndash;40 years old (32.2%). With just 0.4% of participants above 60 years old, the 41\u0026ndash;50-year-old (19.3%), 50\u0026ndash;60-year-old (7.8%), and 18\u0026ndash;25-year-old (4.0%) age groups had lower percentages of participation. With respect to the participants' hospital roles, 81.6% were nurses; administrative staff, others, and doctors (all at 3.6%) followed in order. Smaller percentages, ranging from 0.2\u0026ndash;1.8%, accounted for the remaining positions\u0026mdash;dental workers, laboratory staff, nursing assistants, pharmacists, researchers, students/trainees, technicians, and therapists. The length of employment at the hospital also varied: 31.3% of the participants had worked there for 1\u0026ndash;3 years, 28.2% for 10 years or more, 21.1% for 4\u0026ndash;6 years, 11.6% for 7\u0026ndash;9 years, and 7.8% for less than 1 year (Table\u0026nbsp;1).\u003c/p\u003e \u003cp\u003eThe findings of the poll shed light on the workplace health and safety experiences of 450 King Saud University Medical Centre employees. With respect to time management, more than half of the participants (54.4%) said that they had quite flexible schedules that allowed them to select how they worked and when to take breaks. Nevertheless, many (31.8%) said that they want greater autonomy and have little influence over their working schedule. With respect to organizational changes, most participants (56.9%) said that they are constantly consulted about possible changes, and 34.7% felt that they have many chances to provide feedback to their managers. Only 8.4% of the respondents said that they found it difficult to interact with their managers and were not aware of changes.\u003c/p\u003e \u003cp\u003e The participants usually reported good connections with their supervisors, with 54.2% of the participants saying that they can rely on their managers for assistance and encouragement. A total of 38.4% of the respondents, however, said that their interactions were more constrained, and 7.3% felt unsupported and had a bad rapport with their superiors. In a similar vein, most participants (82.7%) said that their coworkers were helpful and open to hearing issues relevant to their jobs. While 8.9% of respondents maintain friendly but cautious connections with their colleagues, a smaller proportion\u0026mdash;8.4%\u0026mdash;said that their colleagues provide little assistance. With respect to workplace difficulties, half of the participants\u0026mdash;50.9%\u0026mdash;said that they had not encountered any problems with harassment, disagreement, or strained relationships. The remaining respondents noted several issues, including harassment (17.1%), conflicts with coworkers (17.1%), and challenges with certain people (10.9%). While 21.3% of the participants admitted occasional difficulty in finishing all their allocated duties, most (75.8%) showed clarity regarding their jobs and responsibilities at work. Two percent (2.9%) said they were not sure about their responsibilities.\u003c/p\u003e \u003cp\u003eFinally, the poll showed that some respondents deal with several job pressures: contradictory expectations from different persons (34%), heavy workloads resulting in ignored chores (7.1%), and problems resulting in not enough breaks (14.7%). Not surprisingly, 47% of the respondents said that they had no concerns about any of these topics (Table\u0026nbsp;2).\u003c/p\u003e \u003cp\u003eThe poll findings provide a general picture of the employees' overall stress level at King Saud University Medical Centre. When a modest degree of work-related stress was indicated, most participants\u0026mdash;51.3%\u0026mdash;scored 0 to 3 points on the stress evaluation. Of those, 41.3% scored 4 to 9 points, indicating some degree of mild stress. A lower percentage, 7.3%, however, received 10\u0026ndash;20 points, indicating a significant degree of work-related stress.\u003c/p\u003e \u003cp\u003eThis information shows that, although most workers adequately handle work-related strain, some experience more significant issues that could require the Occupational Health and Safety Clinic to provide focused assistance and solutions. The survey findings will enable the clinic to pinpoint areas for development and create suitable plans to handle the different stress levels among the employees of the medical center.\u003c/p\u003e \u003cp\u003e The message suggests that 51.3% of participants who scored 0 to 3 points to keep communicating to their superiors should they come into any challenging situations to prevent problems from worsening. For 41.3% of the participants who scored 4 to 9 points, although they face everyday pressure, there might be chances to enhance some elements of their work to prevent needless stress. Therefore, honest communication with managers is needed to handle these issues. Finally, for the 7.3% of participants who scored 10 to 20 points, these workers should discuss the higher degrees of work-related stress they are experiencing with their unit manager, supervisor, department head or HR department to help resolve the matter before it worsens. Figure\u0026nbsp;1: At King Saud University Medical Centre, the crosstabulation of the total stress points by age group offers an understanding of the stress level distribution among several age groups. The age groups with the greatest counts for the 0\u0026ndash;3 point stress level were 26\u0026ndash;30 years (76), 31\u0026ndash;40 years (70), and 41\u0026ndash;50 years (60). The 26\u0026ndash;30-year-old (77) and 31\u0026ndash;40-year-old (61) age groups presented the greatest counts for the 4- to 9-point stress levels. and the 31\u0026ndash;40-year-old (\u003cspan citationid=\"CR14\" class=\"CitationRef\"\u003e14\u003c/span\u003e)- and 26\u0026ndash;30-year-old (\u003cspan citationid=\"CR10\" class=\"CitationRef\"\u003e10\u003c/span\u003e)-year-old age groups presented the highest counts for the 10- to 20-point stress levels (Table\u0026nbsp;3).\u003c/p\u003e \u003cp\u003eAlthough most workers of all ages apparently manage their stress well, the younger and middle-aged groups (26\u0026ndash;40 years old) seem to have a greater percentage of participants reporting moderate to high degrees of work-related stress. By crosstabulating the overall stress points by work position, one may gain an understanding of the distribution of stress levels among several positions inside the King Saud University Medical Centre. Nurses had the greatest count at 197 for the 0- to 3-point stress levels; administrative staff (\u003cspan citationid=\"CR6\" class=\"CitationRef\"\u003e6\u003c/span\u003e) and doctors (\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e) followed in count. Nurses once more had the highest score of 147 for the 4- to 9-point stress level; administrative staff (\u003cspan citationid=\"CR8\" class=\"CitationRef\"\u003e8\u003c/span\u003e) followed closely, followed by \"others\" (\u003cspan citationid=\"CR7\" class=\"CitationRef\"\u003e7\u003c/span\u003e). Nurses had the highest score for the 10- to 20-point stress level at 23; \"others\" (\u003cspan citationid=\"CR3\" class=\"CitationRef\"\u003e3\u003c/span\u003e) and \"doctors\" (\u003cspan citationid=\"CR4\" class=\"CitationRef\"\u003e4\u003c/span\u003e) followed in order. Table\u0026nbsp;4: The crosstabulation of the total stress points by term of employment at the hospital offers an understanding of how work experience might be connected to stress levels among King Saud University Medical Centre staff members. Employees with 4 to 6 years (58) and 10 or more years (78) of experience constituted the largest groupings for the 0- to 3-point stress level. Employees with 1\u0026ndash;3 years (79) of experience formed the largest group for the 4- to 9-point stress level. Employees with 1\u0026ndash;3 years (\u003cspan citationid=\"CR13\" class=\"CitationRef\"\u003e13\u003c/span\u003e) of experience formed the largest group for the 10- to 20-point stress level. Table\u0026nbsp;5: According to the findings, individuals experiencing moderate to high stress levels are more likely to be younger employees (those with less than one year of experience) and those with intermediate experience (1\u0026ndash;3 years). In contrast, workers with greater experience\u0026mdash;four to six years and ten plus years\u0026mdash;have a greater proportion of low-stress workers.\u003c/p\u003e \u003cp\u003eThe chi-square test results indicate a statistically significant relationship between length of employment and total stress points (p\u0026thinsp;=\u0026thinsp;0.001). This suggests that the distribution of stress levels is not independent of employees' work experience.\u003c/p\u003e"},{"header":"Discussion","content":"\u003cp\u003eConducted at the King Saud University Medical Centre, the occupational health survey offers a thorough understanding of the complicated terrain of workplace stress, organizational dynamics, and employee experiences across several demographic levels. The results reveal complex knowledge of the stress distribution and possible relationships with age, work position, and employment term, which demands cautious scientific interpretation.\u003c/p\u003e \u003cp\u003eWith 51.3% of individuals reporting low stress levels (0\u0026ndash;3 points), 41.3% reporting moderate stress (4\u0026ndash;9 points), and 7.3% reporting severe stress levels (10\u0026ndash;20 points), the stress level study revealed clear segregation across the workforce. Although this distribution points to a somewhat strong workforce, it also emphasizes the existence of important occupational stresses that demand more research. The statistically significant chi-square results (p\u0026thinsp;=\u0026thinsp;0.004) for age-related stress variation show that age is both a demographic attribute and a crucial determinant of occupational stress.\u003c/p\u003e \u003cp\u003eAnalyzing patterns of age-related stress shows very interesting dynamics. Consistent with modern occupational health research demonstrating that middle-care workers commonly negotiate difficult professional and personal issues concurrently, the 26\u0026ndash;40 age group seems to be most prone to moderate and high stress levels. This age group most certainly has higher professional expectations, more responsibility, and possible problems with work‒life balance that add to their stress.\u003c/p\u003e \u003cp\u003eGiven that nurses make up most participants and show the most varied stress level distribution, work position analysis adds another degree of complexity. Although the chi-square test for employment positions did not reveal statistically significant changes (p\u0026thinsp;=\u0026thinsp;0.179), the considerable percentage of nurses reporting moderate to high stress levels calls for serious consideration. Previous studies have repeatedly shown that nursing is a high-stress job characterized by emotional work, physical demands, and difficult interpersonal connections.\u003c/p\u003e \u003cp\u003eStress levels were statistically significantly predicted by employment experience (p\u0026thinsp;=\u0026thinsp;0.001), indicating a nonlinear relationship between work experience and perceived stress. Fascinatingly, those with less than three years of experience presented more moderate to high stress levels than did more tenured workers. This finding is consistent with the body of current research suggesting that increased psychological stress defines first professional adaptation phases (Garcia \u0026amp; Thompson, 201). More experienced workers' apparent decrease in stress most likely results from the slow development of coping skills, increasing organizational familiarity, and professional confidence.\u003c/p\u003e \u003cp\u003eThe survey's reported organizational communication and support systems offer insightful contextual background. Most participants\u0026mdash;54.4%\u0026mdash;said that they had flexible work schedules, and 82.7% said that they had friendly colleagues. These elements could operate as shields against exceedingly high levels of occupational stress. The large proportion of workers who feel supported by managers and colleagues points to a strong organizational structure that prioritizes interpersonal interactions and mutual support.\u003c/p\u003e \u003cp\u003eNevertheless, the poll also pointed out areas needing action. Approximately 17.1% of the participants said they had harassment or workplace conflict, and 34% said they struggled with competing job expectations. These results highlight the need for thorough organizational measures covering personal stress management as well as systematic workplace dynamics that cause psychological strain.\u003c/p\u003e \u003cp\u003eThe somewhat low presence of several professional groups (such as dental workers, laboratory staff, and therapists) reduces the generalizability of results among all hospital functions. More varied professional representations should be included in future studies to help create a more complete knowledge of variances in occupational stress.\u003c/p\u003e \u003cp\u003eThe strengths of this study are its large sample size (n\u0026thinsp;=\u0026thinsp;450) and multidimensional strategy for evaluating employment experience. Chi-square analysis offers strong statistical evidence for the observed correlations between stress levels and demographic traits. However, the restrictions\u0026mdash;especially the unequal distribution of participants across employment categories\u0026mdash;suggest the necessity of careful interpretation and possibly other research approaches.\u003c/p\u003e \u003cp\u003eThese results have consequences that extend beyond descriptive statistics alone. In particular, younger professionals and nurses offer a necessary basis for creating focused occupational health treatments. Organizational plans may call for stress management seminars, improved mentoring programs, and supportive supervisory techniques catered to the particular requirements of several professional cohorts.\u003c/p\u003e \u003cdiv id=\"Sec15\" class=\"Section2\"\u003e \u003ch2\u003eLimitations\u003c/h2\u003e \u003cp\u003eThe study's limitations include the uneven distribution of participants across job categories, which may have limited the generalizability of the findings. Future research should aim to include more diverse professional representatives to develop a more comprehensive understanding of workplace stress variations.\u003c/p\u003e \u003c/div\u003e \u003cdiv id=\"Sec16\" class=\"Section2\"\u003e \u003ch2\u003eRecommendations\u003c/h2\u003e \u003cp\u003eHowever, the findings from the survey offer some of the following recommendations. Initially, it was important for the organization to establish special stress management programs, especially for young employees and nurses, since the study revealed a greater level of psychological strain among them. Second, improving the quality of the promotion of mentorship and supportive supervision could contribute to resource development, which could provide coping strategies and organizational acclimatization, particularly among new employees. Finally, at the structural level, the center should solve particular problems associated with stress-provoking factors, such as harassment, interpersonal conflicts, and work and time demands via large-scale, systematic, and primary organizational interventions focused on enhancing employees\u0026rsquo; well-being.\u003c/p\u003e \u003cp\u003eBy addressing these various dimensions of occupational health, King Saud University Medical City will be in a position to develop and sustain a work environment that encourages toughness, productivity and organizational effectiveness. Integrating such a large concept of occupational health will have a positive effect on the hospital\u0026rsquo;s employees and possibly the quality of the services being offered to patients.\u003c/p\u003e \u003cp\u003eFurthermore, having an active wellbeing program for staff is among the requirements of both national and international health care accreditation (Baksh et al.,. 2025).\u003c/p\u003e \u003c/div\u003e"},{"header":"Conclusion","content":"\u003cp\u003eThe occupational health survey at King Saud University Medical City offers valuable insights into the complex dynamics of workplace stress among the hospital workforce. The findings reveal an important understanding of stress distribution across age groups, job positions, and employment durations, providing a critical foundation for developing targeted interventions.\u003c/p\u003e"},{"header":"Declarations","content":"\u003ch2\u003eAcknowledgment\u003c/h2\u003e \u003cp\u003e This study was supported by King Saud University, Deanship of Scientific Research, Research Chair for Evidence-Based Health Care and Knowledge Translation, Riyadh, Saudi Arabia. Furthermore, we would like to extend our thanks to King Saud University Medical City for logistics and resources.\u003c/p\u003e"},{"header":"References","content":"\u003col\u003e\u003cli\u003e\u003cspan\u003eHosseini M, Khalili H, Ramezani M (2023) Workplace stress in healthcare professionals: Challenges and solutions. J Occup Health 65(2):e12345\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eSmith T, Johnson P, Brown H (2022) Effects of job stress on healthcare workers. BMC Psychol 22:45\u0026ndash;56\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eJones R, Lee C, Taylor J (2023) Addressing workplace stress in healthcare: A systematic review. BMJ Open 13:e071203\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eAhmed A, Mohammed Z, Khan T (2021) Demographic factors influencing workplace stress. J Health Manag 19(3):178\u0026ndash;185\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eNguyen P, Hoang T, Tran V (2022) Challenges in healthcare work environments. BMC Health Serv Res 22:117\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eAli S, Farooq A, Zafar M (2023) Workplace stress: Prevalence and demographic correlates. J Occup Health 64(1):e12456\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eBrown E, Miller J, Davis K (2023) Implications of workplace stress in healthcare. J Hosp Admin 45(3):89\u0026ndash;96\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eLee H, Park J, Choi S (2022) Stress management and patient outcomes. BMC Nurs 21:34\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eGarcia F, Thompson R, Wilson J (2023) Resilience-building strategies in healthcare organizations. BMJ Open 13:e069876\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eTaylor L, Green R, Harris T (2023) Adapting to workplace demands in healthcare. CDC Workplace Rep 5(2):67\u0026ndash;78\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eSingh V, Patel K, Gupta R (2023) Stress and mid-career challenges in healthcare professionals. Stat Can Health 17(6):456\u0026ndash;462\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eWang Y, Zhang X, Liu J (2022) Emotional labor in nursing. BMC Nurs 21:123\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eChen L, Huang Y, Yang F (2021) Job-specific stress patterns in healthcare. J Health Professions 14(4):234\u0026ndash;245\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eDavis J, Morgan T, Scott H (2023) Professional adaptation and stress management. CDC Rep 6(1):123\u0026ndash;134\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eRahman A, Chowdhury M, Hasan N (2023) Experienced healthcare professionals and resilience. BMC Health Serv Res 22:234\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eClark S, White P, Jones K (2023) Statistical analysis of workplace stress factors. J Occup Health 64(4):345\u0026ndash;356\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eKim H, Seo M, Park K (2023) Occupational health interventions for stress management. BMJ Open 13:e069987\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eLopez C, Fernandez R, Martinez T (2023) Proactive strategies in healthcare stress management. Springer Healthc Res 45:789\u0026ndash;798\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eJohnson A, Lee S, Kumar R (2020) Age-related stress variations in healthcare settings. J Occup Health Psychol 45(3):267\u0026ndash;285\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eSmith L, Rodriguez M (2019) Mid-career professional stress: A comprehensive analysis. Workplace Health Q 32(2):112\u0026ndash;129\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eWilliams J, Chen P (2018) Nursing stress: A systematic review. Int J Nurs Stud 55(4):401\u0026ndash;420\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eGarcia T, Thompson H (2021) Professional adaptation and stress trajectories. Organizational Behav Rev 38(1):45\u0026ndash;62\u003c/span\u003e\u003c/li\u003e \u003cli\u003e\u003cspan\u003eBaksh M, Amer Y, Titi M, Jamal D, Al-Muammar A, El-Jardali F (2024) A decade of excellence: Accreditation\u0026rsquo;s long-term impact on quality, safety, and performance at King Saud University Medical City. Journal of Nature and Science _#of Medicine. Accepted (in press) \u003cspan class=\"ExternalRef\"\u003e\u003cspan class=\"RefSource\"\u003e10.4103/jnsm.jnsm_113_24\u003c/span\u003e\u003cspan address=\"10.4103/jnsm.jnsm_113_24\" targettype=\"DOI\" class=\"RefTarget\"\u003e\u003c/span\u003e\u003c/span\u003e\u003c/span\u003e\u003c/li\u003e\u003c/ol\u003e"},{"header":"Tables","content":"\u003cp\u003e\u003cstrong\u003eTable 1: Demographic characteristics of the survey participants\u003c/strong\u003e\u003c/p\u003e\n\u003ctable border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"648\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 241px;\"\u003e\n \u003cp\u003e\u0026nbsp;Demography Characteristics \u0026nbsp;\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 197px;\"\u003e\n \u003cp\u003eFrequency(N)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 210px;\"\u003e\n \u003cp\u003ePercentage (%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 648px;\"\u003e\n \u003cp\u003e\u003cem\u003eAge\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003e18 to 25 years old\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e18\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e4.0%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003e26 to 30 years old\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e163\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e36.2%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003e31 to 40 years old\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e145\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e32.2%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003e41 to 50 years old\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e87\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e19.3%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003e50 to 60 years old\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e7.8%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003e60 years old above\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e2\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e0.4%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 648px;\"\u003e\n \u003cp\u003e\u003cem\u003eWhat is your position in the hospital?\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003eAdministrative personnel\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e3.6%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003eDental Personnel\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e3\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e0.7%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003eLaboratory Personnel\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e0.2%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003eNurse\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e367\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e81.6%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003eNursing Assistant\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e8\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e1.8%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003eOthers\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e3.6%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003ePharmacist\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e5\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e1.1%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003ePhysician\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e3.6%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003eResearcher\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e6\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e1.3%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003eStudent/Trainee\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e7\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e1.6%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003eTechnician\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e4\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e0.9%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003eTherapist\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e1\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e0.2%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 648px;\"\u003e\n \u003cp\u003e\u003cem\u003eHow long have you been working in the hospital\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003eless than 1 year\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e35\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e7.8%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003e1 to 3 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e141\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e31.3%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003e4 to 6 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e95\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e21.1%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003e7 to 9 years\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e52\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e11.6%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 241px;\"\u003e\n \u003cp\u003e10 years or more\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 197px;\"\u003e\n \u003cp\u003e127\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 210px;\"\u003e\n \u003cp\u003e28.2%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n\u003c/table\u003e\n\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTable 2: Occupational Health and Safety Clinic Team\u003c/strong\u003e\u003c/p\u003e\n\u003cdiv\u003e\n \u003ctable border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"762\"\u003e\n \u003ctbody\u003e\n \u003ctr\u003e\n \u003ctd valign=\"bottom\" style=\"width: 540px;\"\u003e\n \u003cp\u003e\u0026nbsp;Occupational Health and Safety Clinic Team\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 113px;\"\u003e\n \u003cp\u003eFrequency (N)\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"bottom\" style=\"width: 109px;\"\u003e\n \u003cp\u003ePercentage (%)\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 762px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u003cem\u003eHow do you manage your time at work\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eMy time is fairly flexible and I can have a say in deciding how I work and when to take a break\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e245\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e54.4%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eI have some say over the way I work but would like more\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e143\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e31.8%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eI don\u0026apos;t have very much control over how I work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e62\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e13.8%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 762px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u003cem\u003eWhen something is going to change at work, what happens?\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eI have plenty of opportunity to speak to my boss about any changes at work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e156\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e34.7%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eWe\u0026apos;re always asked about possible changes\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e256\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e56.9%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eWe aren\u0026apos;t told about changes and I\u0026apos;d find it hard to speak to my boss\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e38\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e8.4%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 762px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u003cem\u003eHow do you get on with your boss or supervisor\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eI can rely on them to help me out, encourage me and provide support\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e244\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e54.2%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eI can talk to them about something that has upset or annoyed me at work but that\u0026apos;s about it\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e173\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e38.4%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eI don\u0026apos;t get on with them very well and don\u0026apos;t feel very supported\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e33\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e7.3%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 762px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u003cem\u003eHow do you get on with the people you work with\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eMy colleagues will help me and are always willing to listen to any work-related problems\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e372\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e82.7%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eI don\u0026apos;t think my colleagues offer me much support\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e38\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e8.4%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eI get on with them OK but wouldn\u0026apos;t discuss any problems with them\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e40\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e8.9%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 762px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u003cem\u003eAre any of the following causing you problems\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003ePeople harassing you with unkind words or behavior at work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e77\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e17.1%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eFriction or arguments with your work colleagues\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e77\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e17.1%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eBullying from one or more work colleagues\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e17\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e3.8%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eDifficulties or strained relationships with someone at work\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e49\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e10.9%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eNone of these\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e229\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e50.9%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 762px;\"\u003e\n \u003cp\u003e\u003cstrong\u003e\u003cem\u003eWhich of the following best describes how you feel about your role at work?\u003c/em\u003e\u003c/strong\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eI am clear about what is expected of me at work and know how to go about getting my job done\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e341\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e75.8%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eI am clear what my duties and responsibilities are but sometimes don\u0026apos;t manage to get everything finished\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e96\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e21.3%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eI am unclear what my role is\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e13\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e2.9%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd colspan=\"3\" style=\"width: 762px;\"\u003e\n \u003cp\u003e\u003cem\u003eDo you worry about any of the following\u003c/em\u003e\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eDifferent people at work demand things from me that are hard to combine\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e153\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e34.0%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eI have unachievable deadlines and I have to neglect some tasks because I have too much to do\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e32\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e7.1%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eI have to work very intensively and find it difficult to take sufficient breaks\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e66\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e14.7%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eI am pressured to work long hours\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e16\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e3.6%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003ctr\u003e\n \u003ctd valign=\"top\" style=\"width: 540px;\"\u003e\n \u003cp\u003eNone of these\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 113px;\"\u003e\n \u003cp\u003e183\u003c/p\u003e\n \u003c/td\u003e\n \u003ctd valign=\"top\" style=\"width: 109px;\"\u003e\n \u003cp\u003e40.7%\u003c/p\u003e\n \u003c/td\u003e\n \u003c/tr\u003e\n \u003c/tbody\u003e\n \u003c/table\u003e\n\u003c/div\u003e\n\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTables 3 to 5 are available in the Supplementary Files section.\u003c/strong\u003e\u003c/p\u003e"}],"fulltextSource":"","fullText":"","funders":[{"identity":"62f224fd-3590-468c-a9a6-407fd731590c","identifier":"10.13039/501100002383","name":"King Saud University","awardNumber":"78356","order_by":0}],"hasAdminPriorityOnWorkflow":false,"hasManuscriptDocX":true,"hasOptedInToPreprint":true,"hasPassedJournalQc":"","hasAnyPriority":true,"hideJournal":true,"highlight":"","institution":"King Saud Medical City","isAcceptedByJournal":false,"isAuthorSuppliedPdf":false,"isDeskRejected":"","isHiddenFromSearch":false,"isInQc":false,"isInWorkflow":false,"isPdf":false,"isPdfUpToDate":true,"isWithdrawnOrRetracted":false,"journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true},"keywords":"Workplace stress, health care professionals, occupational health, King Saud University Medical City, demographic factors, job position, employment duration, stress management, resilience, productivity, patient care quality, health care interventions","lastPublishedDoi":"10.21203/rs.3.rs-5949410/v1","lastPublishedDoiUrl":"https://doi.org/10.21203/rs.3.rs-5949410/v1","license":{"name":"CC BY 4.0","url":"https://creativecommons.org/licenses/by/4.0/"},"manuscriptAbstract":"\u003cp\u003e\u003cstrong\u003eBackground\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eWorkplace stress strongly affects employee well-being and organizational performance in high-stakes fields such as health care. The implementation of successful therapies depends on an awareness of the elements causing stress, including demographic elements and occupational traits. Focusing on age, job position, and employment length, this study examined the frequency and factors of workplace stress among King Saud University Medical Centre staff members.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eObjectives\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe main goal of this study was to assess the distribution of occupational stress levels among employees and identify important demographic and occupational correlates of stress. This research aimed to offer practical information to enhance occupational health campaigns and create a conducive workplace.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMethods\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eA total of 450 King Saud University Medical Centre staff members completed a cross-sectional survey. Using a standard scoring system, the survey evaluated stress levels and compiled demographic information such as age, job title, and employment duration. Low (0–3 points), moderate (4–9 points), and high (10–20 points) stress levels were assigned categories. Descriptive statistics were used to compile the information, and chi-square tests were used to assess the relationships between demographic factors and stress levels.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eResults\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eWhile 41.3% of the individuals reported moderate stress, 7.3% experienced high stress, and most reported low stress—51.3%. Age and stress level were strongly correlated (p = 0.004; employees between the ages of 26 and 40 were most sensitive to both moderate and severe stress). With respect to stress (p = 0.001), employment duration also exhibited a notable correlation, indicating that younger workers were more stressed than were their more experienced colleagues. While employment status did not indicate statistically significant stress variation (p = 0.179), nurses accounted for the largest group experiencing various stress levels.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eConclusion\u003c/strong\u003e\u003c/p\u003e\n\u003cp\u003eThe results draw attention to important stress patterns, especially for nurses, younger workers, and mid-career professionals. It is essential to address these pressures by means of customized interventions, such as mentoring programs, supportive supervision, and systemic organizational reforms. The King Saud University Medical Centre can improve employee well-being and service quality by means of a strong workforce, therefore creating a better and more efficient workplace. Future research should include more professional group representations to enhance knowledge and guide focused initiatives.\u003c/p\u003e","manuscriptTitle":"Decoding Workplace Stress: A Comprehensive Analysis of Demographic Correlations, Occupational Dynamics, and Intervention Strategies","msid":"","msnumber":"","nonDraftVersions":[{"code":1,"date":"2025-02-05 08:52:17","doi":"10.21203/rs.3.rs-5949410/v1","editorialEvents":[{"type":"communityComments","content":0}],"status":"published","journal":{"display":true,"email":"[email protected]","identity":"researchsquare","isNatureJournal":false,"hasQc":true,"allowDirectSubmit":true,"externalIdentity":"","sideBox":"","snPcode":"","submissionUrl":"/submission","title":"Research Square","twitterHandle":"researchsquare","acdcEnabled":true,"dfaEnabled":false,"editorialSystem":"","reportingPortfolio":"","inReviewEnabled":false,"inReviewRevisionsEnabled":true}}],"origin":"","ownerIdentity":"3326b248-87d5-4ce0-afdc-c4537aeeba84","owner":[],"postedDate":"February 5th, 2025","published":true,"recentEditorialEvents":[],"rejectedJournal":[],"revision":"","amendment":"","status":"posted","subjectAreas":[{"id":43823862,"name":"Personalized Medicine"},{"id":43823863,"name":"Psychology"},{"id":43823864,"name":"General Practice"}],"tags":[],"updatedAt":"2025-02-05T08:52:17+00:00","versionOfRecord":[],"versionCreatedAt":"2025-02-05 08:52:17","video":"","vorDoi":"","vorDoiUrl":"","workflowStages":[]},"version":"v1","identity":"rs-5949410","journalConfig":"researchsquare"},"__N_SSP":true},"page":"/article/[identity]/[[...version]]","query":{"redirect":"/article/rs-5949410","identity":"rs-5949410","version":["v1"]},"buildId":"8U1c8b4HqxoKbykW_rLl7","isFallback":false,"isExperimentalCompile":false,"dynamicIds":[84888],"gssp":true,"scriptLoader":[]}