Evidence Based Health Policy,

Introduction: Occupational stress can cause psychological pressure and subsequently affects the work performance of healthcare workers, especially when unexpected events like contagious disease pandemics occur. Because of the stressful nature of unpredictable life events, it increases the hospital admission rate, which results in heavy workload for employers and this add up to their stress. The present study was conducted with the aim of investigating the relationship between occupational factors and also work stress on occupational performance during covid-19 pandemic using the employees of the Saveh Medical Sciences Health Department in covid-19 epidemic.

Methods: The present research is a cross-sectional study that 316 employees from the health department of Saveh Faculty of Medical Sciences were given their opinion in 1401. In order to investigate occupational stress management and employee performance, the standard occupational stress assessment questionnaires and Patterson's performance assessment questionnaires were used, respectively. Data analysis was done using SPSS₂₆ software and through frequency report, mean and standard deviation, linear regression test and Stepwise multiple regression model done.

Results: the average and standard deviation of the total occupational stress management score of the participants was 3.09 ± 0.46, which was in the average range. The variables of the frequency of workplace change and the amount of stress determine 10% of the changes in job performance. ‏‏(‏PES=0/1‏) Examination of the interaction effect of the frequency of workplace change and the amount of stress on job performance did not show a significant relationship. (P-value ‎=0.4) The main effect of the frequency of workplace change (P-value=0.007 ‎ ‏) and the main effect of stress (P-value ‎=0.001) on job performance showed a significant relationship.

Conclusion: The results of this study showed that there was a significant relationship between types of employment and job performance. To be precise, the lowest mean and standard deviation in job performance observed in the contractual employees who had high levels of stress. While, the highest mean and standard deviation regarding job performance were related to the Permanent employeeswho had low levels of stress (P-value ‎ <0.001). Since increasing job security among contractual employees and corporate contracts and also changing their status can improve their performance, in order to manage job stress, introducing more policies regarding employment is suggested.