Relevant bibliographies by topics / Stress at the workplace

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Stress at the workplace'

Author: Grafiati
Published: 4 June 2021
Last updated: 25 April 2022

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Journal articles on the topic "Stress at the workplace"

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Teasdale, Eric L. "Workplace stress." Psychiatry 5, no. 7 (July 2006): 251–54. http://dx.doi.org/10.1053/j.mppsy.2006.04.006.

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Colligan, Thomas W., and Eileen M. Higgins. "Workplace Stress." Journal of Workplace Behavioral Health 21, no. 2 (July 25, 2006): 89–97. http://dx.doi.org/10.1300/j490v21n02_07.

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Page, Kathryn M., Allison J. Milner, Angela Martin, Gavin Turrell, Billie Giles-Corti, and Anthony D. LaMontagne. "Workplace Stress." Journal of Occupational and Environmental Medicine 56, no. 8 (August 2014): 814–19. http://dx.doi.org/10.1097/jom.0000000000000230.

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Affleck, Mary Ann. "Managing workplace stress." Journal of Academic Librarianship 23, no. 6 (November 1997): 533. http://dx.doi.org/10.1016/s0099-1333(97)90189-0.

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Dada, Iyabode O. "WORKPLACE STRESS EFFECTS." AJN, American Journal of Nursing 107, no. 2 (February 2007): 15. http://dx.doi.org/10.1097/00000446-200702000-00004.

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Epstein, David G. "Extinguish workplace stress." Nursing Management (Springhouse) 41, no. 10 (October 2010): 34–37. http://dx.doi.org/10.1097/01.numa.0000388295.31857.a2.

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Edwards, Sister Christine. "Managing workplace stress." Accident and Emergency Nursing 11, no. 1 (January 2003): 58. http://dx.doi.org/10.1016/s0965-2302(02)00122-4.

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Alyan, Emad, Naufal M. Saad, Nidal Kamel, Mohd Zuki Yusoff, Mohd Azman Zakariya, Mohammad Abdul Rahman, Christophe Guillet, and Frederic Merienne. "Frontal Electroencephalogram Alpha Asymmetry during Mental Stress Related to Workplace Noise." Sensors 21, no. 6 (March 11, 2021): 1968. http://dx.doi.org/10.3390/s21061968.

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This study aims to investigate the effects of workplace noise on neural activity and alpha asymmetries of the prefrontal cortex (PFC) during mental stress conditions. Workplace noise exposure is a pervasive environmental pollutant and is negatively linked to cognitive effects and selective attention. Generally, the stress theory is assumed to underlie the impact of noise on health. Evidence for the impacts of workplace noise on mental stress is lacking. Fifteen healthy volunteer subjects performed the Montreal imaging stress task in quiet and noisy workplaces while their brain activity was recorded using electroencephalography. The salivary alpha-amylase (sAA) was measured before and immediately after each tested workplace to evaluate the stress level. The results showed a decrease in alpha rhythms, or an increase in cortical activity, of the PFC for all participants at the noisy workplace. Further analysis of alpha asymmetry revealed a greater significant relative right frontal activation of the noisy workplace group at electrode pairs F4-F3 but not F8-F7. Furthermore, a significant increase in sAA activity was observed in all participants at the noisy workplace, demonstrating the presence of stress. The findings provide critical information on the effects of workplace noise-related stress that might be neglected during mental stress evaluations.
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Buys, Nicholas, Lynda R. Matthews, and Christine Randall. "Employees' Perceptions of the Management of Workplace Stress." International Journal of Disability Management 5, no. 2 (December 1, 2010): 25–31. http://dx.doi.org/10.1375/jdmr.5.2.25.

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AbstractThe purpose of this study was to explore how employees perceive their organisation's efforts to address the management of stress in their workplaces and to examine differences based on demographic variables of organisational location and size. A convenience sample of 85 people at an international disability management conference completed a Management of Stress in the Workplace Questionnaire. Results of this survey indicated that employees were not positive about their organisations efforts to manage stress in either prevention or rehabilitation activities. Employees from smaller organisations rated their workplace environments more positively than larger organisations. A perceived high incidence of stress in an organisation was negatively related to perceptions about the work environment. Lower perceived levels of stress-related compensation claims were associated with higher ratings of prevention and higher workplace environment ratings. Effective disability management programs need to address a range of individual, organisational and system factors that cause and exacerbate stress injuries. In addition to the provision of a range of prevention and rehabilitation services, it is important that organisations look at ways to improve workplace culture and, by association, job satisfaction and workplace morale.
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Mihai, Cozmin, and Veronica Oprea. "Stress in the workplace." BULLETIN OF INTEGRATIVE PSYCHIATRY 84, no. 1 (March 18, 2020): 11–15. http://dx.doi.org/10.36219/bpi.2020.1.01.

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Dissertations / Theses on the topic "Stress at the workplace"

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Gumm, Jenny. "Stress relief in the workplace." Thesis, Pepperdine University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3640186.

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The management of the psychological and physiological dimensions of stress can have significant effect on workplace productivity. Yet, stress as a universal human phenomenon is often downplayed or misunderstood by both employees and organizations. This study looked at the effects of stress on the workplace from both an individual and an organizational perspective. An exploratory mixed methods design was used to test the efficacy and potential benefits of providing employees with tools to help them better manage their stress. The three components of Hatha Yoga: breath, movement, and mediation were introduced on site to the employees of a small start-up software company. The treatment was offered to a group of 14 volunteer employees for 15 minutes per day, for 4 weeks during working hours. Three quantitative pre- and post measures, the Perceived Stress Survey (PSS) , the State-Trait Anxiety Index (STAI) , and the Work Engagement Profile (WEP) tested the impact of the treatment as it affected perceived stress, anxiety, and engagement in the workplace. The researcher also gathered qualitative data post treatment from a post treatment questionnaire, her personal observations, and a meeting with the study company's Chief Operating Officer. Only perceived stress, as measured by the PSS, showed a statistically significant decrease among the participants. However, the participants attributed additional benefits to the treatment and stated an intention to continue the treatment activities both individually and as a group. The findings from the quantitative and qualitative data led the researcher to believe that additional research and use of the treatment methods could be beneficial in other workplace settings.

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Ravalier, Jermaine. "Managing workplace stress : an appreciative approach." Thesis, Anglia Ruskin University, 2013. http://arro.anglia.ac.uk/295480/.

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The presented thesis discusses an investigation conducted into the improvement of employee experiences of stress in the workplace. It is estimated that 11.4 million working days were lost in 2008-2009 due to stress-related outcomes, and that stress was described as the top cause of long-term sickness absence in 70% of all public-sector organisations in 2010-2011 (CIPD, 2011a). Indeed major studies have associated chronic stress with individual outcomes such as increased cardiovascular disease, depression and burnout. The work, conducted within one department of a borough council organisation in the East of England, had two main objectives: the discovery of 'daily hassles' that comprise organisational stressors for staff and the intervention design aimed at improvement of stress. A novel mixed-methods approach combining quantitative surveys with Appreciative Inquiry (AI) was utilised, with five phases of inquiry conducted. The surveys (Stages 1 and 5) were utilised to assess the experience of work-related stress and Burnout. Stages 2, 3 and 4 were employee completion of daily logs, semi-structured interviews and focus groups. The ultimate aim of the qualitative work was to design a number of interventions for the improvement of stress. A local stress theory, designed via the mixing of convergent qualitative and quantitative outcomes, found that professional efficacy, relationships and creativity buffered the impact of three major stressors: (too many) demands, (lack of) managerial support and (poorly communicated) organisational change. These translated into concrete examples of procedural 'hassles' and a number of organisational interventions were designed with staff and subsequently implemented into the organisation. It is concluded that the methodology used was fruitful without being largely resource-demanding for either employees/participants or the organisation. Also while the mixing of AI methodologies with quantitative surveys can appear contradictory, it is demonstrated that the pragmatic approach taken led to strong research and practitioner-based outcomes. Lastly the work has demonstrated both originality and new knowledge in a variety of areas, as well as opening a number of future research questions and avenues.
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Zito, Erik J. "Exercise and Self-Reported Workplace Stress." Xavier University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1534427247611585.

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Benzimra, Yaniv. "Running-head: Workplace stress and overall distress." Thesis, University of Ottawa (Canada), 2003. http://hdl.handle.net/10393/21387.

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Jacobsson, Malin. "A Stress Free Workplace : Spatially planned office space to diminish environmental stress." Thesis, Mälardalens högskola, Akademin för innovation, design och teknik, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-20007.

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The main objective of this thesis was to understand the environmental variables that affect humans psychological states when it comes to stress. More specifically, the environmental variables at the company Maintpartner AB's  new Swedish headquarters office in Årsta, Stockholm, a company concentrated on customized industrial maintenance and operation service. In my thesis I found evidence that open-plan solutions would be a stressor due to increase disturbance from coworkers. Open-plan offices could also be perceived as a stressor because of the limitation in personal control. Through implementing nature and/or integrating it via visual escape the space could be perceived as more attractive and less crowded. Maintpartner AB's administrative personnel has highly individual work tasks and therefore a need for customized workplaces.  This resulted in a design concept with separated office rooms, individually designed to meet the staffs individual need. Some areas are designed to work as meeting areas for work or social related encounters
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Holmström, Stefan. "Workplace stress measured by Job Stress Survey and relationships to musculoskeletal complaints." Doctoral thesis, Umeå University, Department of Psychology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1615.

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The main purpose of this thesis was to evaluate and test the Job Stress Survey (JSS, Spielberger, 1991; Spielberger & Vagg, 1999), a self-report instrument which assesses workplace stress. In the thesis a thorough evaluation is made of JSS scales and items, and the relations to health, particularly musculoskeletal complaints. The aim of Study I was to evaluate the factor structure and the psychometric properties of a Swedish version of the JSS. The instrument was distributed to medical service personal and metal industry workers (n=1186). Factor analyses demonstrated a good resemblance between the present version and the American original version. The results also showed that the internal consistencies, as well as the test-retest reliabilities of the scales are high, and the concurrent validity are good. Study II examined work-related stress measured by JSS for the subgroups of gender, industry workers and medical service personnel, and special attention was given to the problem of differential item functioning (DIF) on these subgroups. The main findings were that both gender and occupation has a substantial impact on specific sources of work-related stress assessed by JSS scales and individual items. The result of the DIF analyses showed no item bias in the gender subgroup, but for the occupational subgroups there where items showing DIF in two of the scales. These items do not jeopardize the conclusions made on scale level since the number of items showing DIF are too few to make an impact on the overall result on the different scales. In Study III the relation between self-reported stress and health, particularly musculoskeletal problems were examined longitudinally in two metal industry factories. Results showed high levels of stress and musculoskeletal complaints in these factories and significant and strong relationships between the JSS scales and musculoskeletal, as well as psychosocial ratings. Lack of Organizational Support was found to be more related to musculoskeletal pain than Job Pressure. Longitudinal differences were found between the factories and between different types of musculoskeletal complaints. The general conclusions from the studies are that the present version of JSS shows a good resemblance with the American original, and that JSS is a useful instrument for studying relationships between stress and health.

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Holmström, Stefan. "Workplace stress measured by Job Stress Survey and relationships to musculoskeletal complaints /." Umeå : Department of Psychology, Umeå University, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1615.

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Woods-Johnson, Kelley J. "Reframing Responses to Workplace Stress: Exploring Entry-Level Residence Life Professionals' Experiences of Workplace Resilience." Diss., Virginia Tech, 2018. http://hdl.handle.net/10919/86212.

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The purpose of this phenomenological study was to understand entry-level, live-in residence life professionals' experiences of resilience in the workplace. Resilience is a multilevel, biopsychosocial construct that broadly refers one's ability to maintain or improve positive function in response to adversity (Cicchetti, 2010; Masten and Wright, 2010). Workplace resilience is specifically concerned with such adaptive processes and outcomes in response to job stress. Resilience research has been conducted primarily from a post-positivist, diagnostic perspective that has failed to give attention to the diverse experiences of resilience in different contexts. This study was conducted using a constructivist perspective to develop an understanding of workplace resilience in the unique context of live-in residence life work in institutions of higher education where job stress, burnout, and attrition occur at high rates. Ten participants were purposefully selected through expert referral for two 90-minute, in-depth interviews to discuss their history, experiences, and reflections regarding adversity and resilience in the workplace. Data were analyzed inductively to discover themes regarding resilience for residence life professionals. Findings illuminated participant experiences of workplace adversity and resilience, as well as participant beliefs about themselves and the nature and role of resilience in the workplace context. Discussion of findings resulted in four primary conclusions: (a) adversity and resilience coexist in balance with each other; (b) resilience can be learned, as well as lost; (c) resilience is personal and experienced uniquely by individuals; and (d) resilience is a systems issue that is promoted through partnership. Implications for future policy, practice, and research were discussed.
Ph. D.
Entry-level residence life professionals living where they work experience high rates of job stress, burnout, and attrition. These individual concerns also create challenges for organizational effectiveness. Many studies have uncovered factors related to these issues, but few have considered what promotes perseverance in the face of such adversity. The purpose of this phenomenological study was to understand entry-level, live-in residence life professionals’ experiences of workplace resilience, a construct that broadly refers one’s ability to maintain or improve positive function in response to adversity in the workplace. This study was conducted with a constructivist approach to understand the individual experiences of diverse participants. Ten participants engaged in two individual 90-minute, indepth interviews to discuss their history, experiences, and reflections regarding adversity and resilience in the workplace. Data were analyzed inductively to discover themes regarding resilience for residence life professionals. Findings illuminated participant experiences of workplace adversity and resilience, as well as participant beliefs about themselves and the nature and role of resilience in the workplace context. Discussion of findings resulted in four primary conclusions: (a) adversity and resilience coexist in balance with each other; (b) resilience can be learned, as well as lost; (c) resilience is personal and experienced uniquely by individuals; and (d) resilience is a systems issue that is promoted through partnership. Implications of these findings suggest that individual and organizational outcomes of adversity and resilience are intertwined, and further understanding and promotion of workplace resilience in this setting could be mutually beneficial by contributing to improved employee wellbeing and performance.
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Batista, Laura C. "The Relationship Between Occupational Stress and Instigator Workplace Incivility as Moderated by Personality: A Test of an Occupational Stress and Workplace Incivility Model." FIU Digital Commons, 2017. http://digitalcommons.fiu.edu/etd/3396.

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In the face of competition and competing demands on organizations, employees are taxed to exert more effort with fewer resources. The type of environment can create the recipe for increased levels of occupational stress and an environment of increased workplace incivility.Therefore, it is not surprising that research has begun to look at the interaction between occupational stress and workplace incivility. The current work environment requires employees to exert more effort or face negative consequences from supervisors and peers. All too often, the salary increases, bonus structure, career progression, job security and mobility that might be reasonably expected from producing such extra effort do not align with organizational reality. The vexing situation creates workplace settings in which employees would be more likely to release their frustrations generated by unmet expectations through engaging in uncivil behaviors. Andersson and Pearson (1999) define workplace incivility as a “low-intensity deviant behavior with ambiguous intent to harm the target, in violation of workplace norms for mutual respect” (p. 457). The purpose of this quantitative study was to explore the relationship between occupational stress and instigator workplace incivility, as moderated by personality, to select organizational outcomes (i.e., perceived physical health and intent to turnover). Data were collected from 206 fulltime working adults in the healthcare industry utilizing Amazon MTurk. Moderated hierarchical regressions were conducted to test the possible moderating role of personality on the stress-incivility relationship; the results demonstrated partial support for H1-H4. Hierarchical regression analyses were conducted also to explore the degree stress and incivility predicted the outcome variables of perceived physical health and intentions to turnover; the data indicated support for the notion that greater stress and incivility positively predicted turnover intent. The findings suggest that personality did play a role in the stress-incivility relationship. Conscientiousness and agreeableness dampened the relationship, while neuroticism and extraversion strengthened the relationship. Further, this study found that intent to turnover increased as workplace incivility also increased, even after controlling for stress. Future research was proposed to test the models examined in this study in different settings, with additional moderators, and longitudinally. The practical findings suggest the possible utility of stress reduction training to reduce the likelihood of uncivil behavior.
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Reynolds, Shirley. "A comparative evaluation of interventions to reduce stress at work." Thesis, University of Sheffield, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.310946.

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Books on the topic "Stress at the workplace"

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Choudhury, Koushiki. Managing Workplace Stress. India: Springer India, 2013. http://dx.doi.org/10.1007/978-81-322-0683-5.

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Cartwright, Susan. Managing workplace stress. Thousand Oaks, Calif: Sage Publications, 1997.

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Armstrong, Joe. Workplace stress in Ireland. Dublin: Irish Congress of Trade Unions, 2001.

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Scott-Howman, Andrew. Workplace stress in New Zealand. Wellington [N.Z.]: Thomson Brookers, 2003.

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Jane, Byford, ed. Workplace stress: Law and practice. London: Law Society, 2003.

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Stress monitoring in the workplace. Boca Raton: Lewis Publishers, 1994.

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Psychological stress in the workplace. London: Routledge, 1994.

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Beehr, Terry A. Psychological stress in the workplace. London: Routledge, 1995.

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Crazy-making workplace. Guildford: Highland Books, 1994.

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Hart, Archibald D. The crazy-making workplace. Ann Arbor, Mich: Vine Books/Servant Publications, 1993.

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Book chapters on the topic "Stress at the workplace"

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Choudhury, Koushiki. "Workplace Stress." In Managing Workplace Stress, 1–5. India: Springer India, 2012. http://dx.doi.org/10.1007/978-81-322-0683-5_1.

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Obholzer, Anton. "On stress." In Workplace Intelligence, 82–88. Abingdon, Oxon; New York, NY: Routledge, 2021.: Routledge, 2020. http://dx.doi.org/10.4324/9780429275630-26.

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Thompson, Neil. "Stress." In Promoting Workplace Well-Being, 3–15. London: Palgrave Macmillan UK, 2009. http://dx.doi.org/10.1057/9780230274099_1.

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Parkyn, Matthew, and Tony Wall. "Workplace Stress Management." In Encyclopedia of the UN Sustainable Development Goals, 1–13. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-69627-0_27-1.

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Parkyn, Matthew, and Tony Wall. "Workplace Stress Management." In Encyclopedia of the UN Sustainable Development Goals, 810–22. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-95681-7_27.

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Dollard, Maureen F., Helen R. Winefield, and Anthony H. Winefield. "Workplace Stress Prevention." In Occupational Strain and Efficacy in Human Service Workers, 156–73. Dordrecht: Springer Netherlands, 2001. http://dx.doi.org/10.1007/978-94-010-0746-7_9.

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Choudhury, Koushiki. "Rational and Irrational Beliefs." In Managing Workplace Stress, 7–12. India: Springer India, 2012. http://dx.doi.org/10.1007/978-81-322-0683-5_2.

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Choudhury, Koushiki. "The ABC Framework of REBT." In Managing Workplace Stress, 13–17. India: Springer India, 2012. http://dx.doi.org/10.1007/978-81-322-0683-5_3.

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Choudhury, Koushiki. "Cognitive Therapy (CT)." In Managing Workplace Stress, 19–35. India: Springer India, 2012. http://dx.doi.org/10.1007/978-81-322-0683-5_4.

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Choudhury, Koushiki. "Cognitive Behavioural Therapy (CBT) in the Workplace." In Managing Workplace Stress, 37–73. India: Springer India, 2012. http://dx.doi.org/10.1007/978-81-322-0683-5_5.

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Conference papers on the topic "Stress at the workplace"

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Elzeiny, Sami, and Marwa Qaraqe. "Blueprint to Workplace Stress Detection Approaches." In 2018 International Conference on Computer and Applications (ICCA). IEEE, 2018. http://dx.doi.org/10.1109/comapp.2018.8460293.

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Preedy, L. "Designing out stress." In IEE Colloquium on `Stress and Mistake-Making in the Operational Workplace'. IEE, 1995. http://dx.doi.org/10.1049/ic:19951093.

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Mackay, C. "Controlling stress at work." In IEE Colloquium on `Stress and Mistake-Making in the Operational Workplace'. IEE, 1995. http://dx.doi.org/10.1049/ic:19951091.

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Crossland, B. "The role of education and training in managing stress in the workplace." In IEE Colloquium on `Managing Stress at Work'. IEE, 1997. http://dx.doi.org/10.1049/ic:19970376.

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Cox, T. "Work-related stress: nature and assessment." In IEE Colloquium on `Stress and Mistake-Making in the Operational Workplace'. IEE, 1995. http://dx.doi.org/10.1049/ic:19951089.

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Barrett, B. "Stress, operational mistakes and the law." In IEE Colloquium on `Stress and Mistake-Making in the Operational Workplace'. IEE, 1995. http://dx.doi.org/10.1049/ic:19951095.

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Fisher, F. "Stress and the medical profession: coping with mistakes." In IEE Colloquium on `Stress and Mistake-Making in the Operational Workplace'. IEE, 1995. http://dx.doi.org/10.1049/ic:19951090.

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Shear, Michael S. "When the Workplace Takes Its Toll: Combating Stress." In Earthmoving Industry Conference & Exposition. 400 Commonwealth Drive, Warrendale, PA, United States: SAE International, 1992. http://dx.doi.org/10.4271/920905.

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Page, Matthew, and Daniel Ashlock. "Binary decision automata modelling stress in the workplace." In 2013 IEEE Congress on Evolutionary Computation (CEC). IEEE, 2013. http://dx.doi.org/10.1109/cec.2013.6557978.

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Grynderup, Matias Brødsgaard, Kirsten Nabe-Nielsen, Theis Lange, Paul Maurice Conway, Jens Peter Bonde, Laura Francioli, Anne Helene Garde, et al. "P320 Workplace bulling, perceived stress, and sickness absence." In Occupational Health: Think Globally, Act Locally, EPICOH 2016, September 4–7, 2016, Barcelona, Spain. BMJ Publishing Group Ltd, 2016. http://dx.doi.org/10.1136/oemed-2016-103951.635.

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Reports on the topic "Stress at the workplace"

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TANG, Denise Tse-Shang, Stefanie TENG, Celine TAN, Bonnie LAM, and Christina YUAN. Building inclusive workplaces for lesbians and bisexual women in Hong Kong’s financial services industry. Centre for Cultural Research and Development, Lingnan University, April 2021. http://dx.doi.org/10.14793/ccrd2021001.

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Workplace inclusion is a core component of corporate social responsibility (CSR) in Hong Kong. Workplace inclusion points to the need for employers to recognize diversity among employees, to acknowledge their contributions to the work environment and to raise professional standards for the work force. Diversity within a workplace indicates inclusion of persons with different backgrounds as in racial, ethnic, sex, health status, sexual orientation and gender identity. Women are already less represented at senior levels across various business sectors in Hong Kong. Lesbians and bisexual women face a double glass ceiling in the workplace as a result of both their gender and sexual orientation. Funded by Lingnan University’s Innovation and Impact Fund, and in partnership with Interbank Forum and Lesbians in Finance, Prof. Denise Tse-Shang Tang conducted an online survey and two focus groups targeting lesbians and bisexual women working in Hong Kong’s financial and banking industry. The aim of the study is to examine the specific challenges and barriers faced by lesbians and bisexual women in Hong Kong’s financial services industry. We found that only 37% of survey respondents were out at work, with 23% partially out to close colleagues. In other words, there are still key concerns with being out at work. On the issue of a glass ceiling for LGBT+ corporate employees, 18% of the survey respondents agreed and 47% somewhat agreed that such a ceiling exists. When asked whether it is harder for lesbians and bisexual women to come out in the workplace than it is for gay men, 32% agreed and 46% somewhat agreed. 27% agreed and 39% somewhat agreed with the statement that it is difficult for lesbians and bisexual women to climb up the corporate ladder. Other findings pointed to the low visibility of lesbians and bisexual women in corporate settings, lack of mentorship, increased levels of stress and anxiety, and the fear of being judged as both a woman and a lesbian. Masculine-presenting employees face significantly more scrutiny than cisgender female employees. Therefore, even though discussion on diversity and inclusion has been on the agenda for better corporate work environment in Hong Kong, there still remain gaps in raising awareness of lesbian and bisexual women’s issues.
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Sandvik, Jason, Richard Saouma, Nathan Seegert, and Christopher Stanton. Workplace Knowledge Flows. Cambridge, MA: National Bureau of Economic Research, January 2020. http://dx.doi.org/10.3386/w26660.

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Poitrast, Bruce J. Women in the Workplace. Fort Belvoir, VA: Defense Technical Information Center, September 1988. http://dx.doi.org/10.21236/ada201280.

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Ursano, Robert J. Workplace Preparedness for Terrorism. Fort Belvoir, VA: Defense Technical Information Center, January 2006. http://dx.doi.org/10.21236/ada454927.

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Andersson, Fredrik, Mónica García-Pérez, John Haltiwanger, Kristin McCue, and Seth Sanders. Workplace Concentration of Immigrants. Cambridge, MA: National Bureau of Economic Research, November 2010. http://dx.doi.org/10.3386/w16544.

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Marshak, David. IBM Lotus Workplace Messaging. Boston, MA: Patricia Seybold Group, May 2003. http://dx.doi.org/10.1571/pr5-29-03cc.

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Ushakov, V. A. The dean's automated workplace. Science and Innovation Center Publishing House, December 2014. http://dx.doi.org/10.12731/ofernio.2014.20648.

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Jones, Damon, David Molitor, and Julian Reif. What Do Workplace Wellness Programs Do? Evidence from the Illinois Workplace Wellness Study. Cambridge, MA: National Bureau of Economic Research, January 2018. http://dx.doi.org/10.3386/w24229.

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Krueger, Alan, and Cecilia Rouse. New Evidence on Workplace Education. Cambridge, MA: National Bureau of Economic Research, August 1994. http://dx.doi.org/10.3386/w4831.

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Barroso, Margarida M,. Occupational inequalities in workplace relationships. Observatório das Desigualdades, 2016. http://dx.doi.org/10.15847/ciesodwp012016.

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