علاقة الإثراء الوظيفي بضغوط العمل دراسة ميدانية في المؤسسة الإستشفائية محمد بوضياف المدية

Abstract

In this study, we aim to understand the relationship between job enrichment and work stress at the public hospital Mohamed Boudiaf in Médéa. For this purpose, we used a descriptive-analytical method and relied on a questionnaire as a tool for data collection. We distributed 31 questionnaires randomly. After sorting and analyzing the information using the SPSS statistical program, we concluded with a set of results, the most important of which are: •The degree of practice of job enrichment dimensions at the Mohamed Boudiaf Hospital in Médéa, from the perspective of the employees, differs from the degree of neutrality. For the dimensions of task identification and task significance, they are always present, while feedback is occasionally performed. Regarding the dimension of autonomy, there is neutrality in their opinions. •The degree of work stress at the Mohamed Boudiaf Hospital in Médéa, from the perspective of the employees, sometimes there are stresses resulting from the physical environment, and there is neutrality regarding stresses resulting from the personal system of the employee and stresses from the social environment. •There are no statistically significant differences in the responses of the study sample attributable to personal and functional variables (gender, age, educational level, and years of experience). •There is no statistically significant impact of job enrichment on work stress at a significance level of 0.05. Based on the results, we concluded with a set of suggestions, the most important of which are: •The Mohamed Boudiaf Hospital in Médéa should promote the concept of job enrichment, as it has many benefits and gains. •It is necessary to benefit from the experiences of other countries that have practiced this approach in their organizations. •Conduct training sessions for the hospital's employees to introduce the importance of job enrichment and its impact on work stress. •Work on developing motivation methods in the hospital and link them to performance, which is continuously evaluated through regular inspections.