The Psychological Pressure management and Performance Improvement

Background and Aim: the Psychological pressure is creating from high density, complexity and long hours of work. Psychological pressure is higher among Human resources because of the nature of knowledge work based on the complexity and high focus, aside from the Millennium Challenge is the Performance of Human resources. The aim of this study reviews the relationship between Psychological pressure and Performance of Human resources at the Saipa Company. Methods: In this cross, sectional study was studied 120 human resources of Saipa Company. Data in this study were extracted through interviews and completing of the Performance measurement questionnaire, Psychological pressure measurement questionnaire and Human resources Performance measurement questionnaire. Results: The group of Computer Programming has highest Performance and job satisfaction, and Psychological pressure in this group is more desirable. Psychological pressure in the 95 percent confidence level and loyalty and job satisfaction in the 90 percent confidence level are associated with human resources Performance. Job's satisfaction has the most effect on human resources Performance. Conclusion: The findings of this study indicate that not only Psychological pressure has harmful effects suffering of people to emotional and physical diseases. However, it affects on the Performance of managers and human resources. Deal with it, which need for proper proactive planning in this area, who should participate in planning the annual interest adhered.

Psychological pressure; human resources, Performance, Saipa