Dissertations / Theses: '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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Mahmood, Maysaa H. "Development and Testing of the Workplace Climate Questionnaire." Diss., The University of Arizona, 2009. http://hdl.handle.net/10150/193924.

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The goal of this research was to develop and test a self-completed questionnaire for use in the routine assessment of work-related stress in a high-technology industrial organization. The initial phase of the study involved reviewing the existing literature to identify items and scales developed to assess workplace stress and strain. The initial item pool contained 92 items divided into 11 domains. Through a process of content validation using focus group discussions, the item pool was reduced to a 38-item questionnaire covering eight domains: demands, control, support, role, relationships, rewards, change, and communications. These 38 items, along with other items included to enable psychometric testing, were converted to a web-based questionnaire. The entire workforce of the organization was invited to complete this questionnaire as part of the pilot study phase.Data from the pilot study were used to test scaling assumptions, evaluate the factor structure, estimate internal consistency reliability, and examine criterion and construct validity of the 38-item Workplace Climate Questionnaire. The distribution of responses to questionnaire items tended to be skewed, with more respondents scoring among the more positive categories. With the exception of the role and relationships scales, no substantial floor and ceiling effects were seen for all the other scales. Each of the 38-item Workplace Climate Questionnaire scales exhibited satisfactory internal-consistency reliability estimates. Items within the demands, control, support, and role scales loaded on the hypothesized scales, while items within the relationships, change, and rewards failed to load on the hypothesized scales.The pilot study provided support for criterion validity of the 38-item Workplace Climate Questionnaire. As hypothesized, individual scales in the questionnaire correlated positively with similar constructs in existing occupational stress instruments. The pilot study also provided support for construct validity of the questionnaire. The demands, control, support, relationships, rewards, and change scales predicted the risk of poor self-reported mental health.Revisions to the 38-item questionnaire resulted in the 22-item Workplace Climate Questionnaire covering the following six domains: demands, control, role, rewards, support, and relationships. The 22-item questionnaire reduces respondent burden and retains satisfactory psychometric properties in terms of factor structure, reliability, criterion validity, and construct validity.

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Zhang, Dan. "Culture, workplace stress, and coping : a study of overseas Chinese." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0001/NQ39012.pdf.

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Gyllensten, Kristina Terese. "An investigation into workplace stress and the role of coaching." Thesis, City University London, 2005. http://openaccess.city.ac.uk/8494/.

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The aim with the current study was to investigate whether coaching could help to reduce perceived stress in the workplace. Part I of the study measured stress before and after coaching comparing a coaching (N=16) and a control group (N=15) in a sample of employees from a UK fmancial organisation. The results showed that the coaching did not significantly reduce stress. Part II of the study investigated the relationship between coaching and stress. Employees from the UK fmance organisation and from a Scandinavian telecommunications organisation participated (N=103). Stress levels were measured after coaching in a coaching and control group. Multiple regression analyses showed that participation in coaching did not have a relationship with lower stress levels. Nevertheless, high levels of coaching effectiveness were reported by the participants in both Part I and II of the study. Thus, the coaching appeared to be effective at tackling the specific issues targeted in coaching while failing to significantly reduce levels of stress. Part III of the study used a qualitative methodology. Employees from the participating organisations were interviewed about their experiences of coaching (N=9). The interviews were analysed by using Interpretative Phenomenological Analysis and four main themes emerged: management of stress - coaching helped to reduce stress indirectly; the coaching relationship - this relationship was found to be very important; confidence - coaching helped to increase confidence; and coaching = investment in staff - the provision of coaching was viewed as a sign that the employer cared for and valued their employees. The purpose of the case study was to outline the therapeutic intervention with a client suffering from workplace stress in a primary care setting. A cognitive behavioural approach (Beck, 1976; Beck, 1995) was used, and, accordingly, the therapeutic interventions focused on the client's cognitions, moods, behaviour and physiology. In addition, the client's work situation was explored and organisational stressors were identified. The critical literature review investigated literature relating to the impact of gender on the level of workplace stress. Many of the studies indicate that women report higher levels of stress, however, several studies report no difference between the genders. Furthermore, research and theory concerning working women and the stressors 'multiple roles', 'lack of career progress', and 'discrimination and stereotyping' were also reviewed. The evidence for the adverse effects of these stressors is inconsistent. Gaps and limitations of the research are discussed.

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McKinniss, Tamera L. "Stress in the workplace : a comparison of stress, coping, and strain levels among manufacturing personnel." Virtual Press, 1996. http://liblink.bsu.edu/uhtbin/catkey/1020190.

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Osipow and Spokane (1984) developed a model which divides occupational stress into the three main areas of stress, coping, and strain. In the past, this model has been empirically tested by the Occupational Stress Inventory (081). However, the Occupational Stress Inventory - Revised (OSI-R) has recently been developed in order to include some of the more recent developments in occupational stress literature. In addition to the original scales of the OSI, the OSI-R also contains five new experimental scales. The present study used the OSI-R to investigate differences in scale scores among management, trade/skilled, and direct labor personnel in two manufacturing plants. Although significant differences were found on the Role Insufficiency, Responsibility and Family Instrumental Support scales, the findings of this study should be questioned due to the unacceptable reliability levels on many of the OSI-R scales.
Department of Psychological Science

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Sartain, Suzy S. "Workplace bullying| Protective mechanisms between bullying and post-traumatic stress disorder." Thesis, Capella University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3589460.

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This quantitative replicated study was adapted from Nielson et al. (2008). It explored the relationship between exposure to bullying and symptoms of post-traumatic stress disorder as experienced by Licensed Professional Counselors (L PCs), who are themselves targets or have witnessed bullying in the workplace. The research questions probed (a) incidences of workplace bullying of LPCs, (b) the occurrence of post-traumatic stress disorder (PTSD) symptoms because of workplace bullying, and (c) the manner in which sense of coherence moderates PTSD-related symptoms for counselors experiencing bullying. Online surveys were sent to LPCs via email as a means of data gathering. LPC email addresses were obtained from Medical Solution links. The instruments chosen for the study were three validated surveys. The 54 LPC participants have provided their perceptions and personal experiences on workplace bullying, post-traumatic stress disorder, and a sense of coherence. The findings showed that the LPC respondents in this study were extensively exposed to workplace bullying. It was also established that there were no significant differences in the self-reported PTSD symptoms of LPCs who have experienced workplace bullying and those who did not. Lastly, the study concluded that high, moderate, or low sense of coherence (SOC) makes no significant differences in the development of PTSD-linked aftereffects to bullying. These findings add to the body of knowledge concerning bullying of licensed professional counselors, its aftermath, and any long-lasting effects of post-traumatic stress.

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Dollard, Maureen F. "Work stress : conceptualisations and implications for research methodology and workplace intervention /." Title page, contents and abstract only, 1996. http://web4.library.adelaide.edu.au/theses/09PH/09phd6651.pdf.

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Norwood, Joan M. "Psychological Uncertainty, Stress, Frustration and their Relationship with Counterproductive Workplace Behavior." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5761.

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The overall problem this research addresses is the costly impact of counterproductive work behaviors. The purpose of this study was to examine whether uncertainty, stress, or frustration are related to variability, or in predicting counterproductive work behaviors. Wavering economic conditions have steadily altered work environments, and with continuous work changes are growing feelings of uncertainty, concerns of employee and organizational safety, performance, and overall wellbeing. The social exchange theory and the workplace social exchange network were used in this study to better understand employee relationships and response behaviors. Research questions compared the relationships among perceived uncertainty, stress, frustration, and levels of counterproductive work behaviors. For this study, a sample of 180 volunteers completed the Psychological Uncertainty Scale, the Perceived Stress Scale-10, the Frustration Scale, and the Counterproductive Work Behavior Checklist-10. Volunteers were recruited via invitation by Findparticipants.com. and SurveyMonkey-® hosted the data collection. This non-experimental, quantitative study employed a survey design, and multiple linear regression analysis were used to test the hypotheses. Regression analyses indicated a significant relationship between frustration and counterproductive work behaviors (t = 4.269, p < .001); however, the relationship of uncertainty and stress with counterproductive behaviors was not statistically significant. Predicting employee negative behaviors and gaining a better understanding of factors with negative influences on work behavior allows leadership the opportunity to develop more sustainable strategies designed to influence and encourage positive social change.

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Daniels, William M. U. "Stress as a complication for emotional intelligence in the workplace : a neurochemical argument." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53602.

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Thesis (MBA)--Stellenbosch University, 2003.
ENGLISH ABSTRACT: Salovey and Mayer have formulated the theory of Emotional Intelligence in 1990. Since then, the term and concept have been widely used to describe the ability to identify and regulate one's own emotions (personal self-management) as well as that of others (relationship skills). This ability is said to be a crucial element in the make-up of company executives today, distinguishing those who are successful from struggling followers. Because of its apparent importance, many industrial psychologists have spent numerous hours developing tests and questionnaires to be applied within the field. The idea is to identify the underlying shortfalls and then design the appropriate corrective strategies that will improve the competencies of managers. In doing so, great benefits are envisaged for the specific company. The proposed neurobiological mechanisms operative in emotional intelligence hinges strongly on the function of the limbic system of the brain. The hippocampus is one limbic region that is central to functions such as mood and emotion. Therefore the optimal working of this brain structure is essential if a person's emotional intelligence is to increase. The workplace of today is a highly stressful environment. International competition for market share, pressures on price and quality, mobility of labour force, are but some of the global factors that are primarily responsible for the extreme stress levels experienced by many employees in leadership positions. One of the body's physiological responses to stress is the release of the hormone cortisol. This cortisol catalyses biochemical reactions that initiate coping mechanisms (e.g. maintenance of blood glucose levels) for the stress. Cortisol also binds to receptors in the brain, one structure being the hippocampus. The purpose hereof has interested scientists for years. Clinical studies have recently shown that high levels of cortisol are deleterious for the brain. Patients suffering from Post -Traumatic Stress Syndrome or Depression showed elevated cortisol levels that were associated with a significant decrease in hippocampal volume. It has been postulated that this defect in hippocampal structure contributes to the behavioural abnormalities observed in these patients. The information contained in this document therefore provides scientific evidence to show that to have programmes aimed at developing the emotional intelligence of people without addressing issues around stressful working environments, is a futile exercise.
AFRIKAANSE OPSOMMING: Salovey en Meyer het die teorie van Emosionele Intelligensie in 1990 geformuleer. Sedertien word die term en konsep wêreldwyd gebruik om die vermoeë te beskryf van iemand wat sy eie emosies (persoonlike selfbestuur) en die van ander (verhoudingsvaardighede) te kan identifiseer en reguleer. Hierdie vermoeë maak 'n kritieke deel uit van die mondering van top bestuurders in 'n firma en onderskei die suksesvolles van die volgelinge. As gevolg van die oënskynlike belangrikheid van emosionele intelligensie, bestee talle industriële sielkundiges menige van hul tyd aan die ontwikkeling van toetse en vraeboë in hierdie veld. Die idee is om die onderliggende kortkominge uit te lig, die gepaste remediërende strategieë te bepaal, wat weer op hul beurt die bevoegdheid van bestuurders moet verbeter. Hierdie aksies kan geweldige voordele vir die firma inhou. Die voorgestelde neurobiologiese meganisme waarop emosionele intelligensie berus, gaan nou gepaard met die funksionering van die limbiese sisteem in die brein. Die hippokampus is een van die limbiese areas wat gemoeid is met gemoed en emosie by die mens. Daarom is die optimale werking van hierdie brein area essensieël vir die ontwikkeling van iemand se emosionele intelligensie. Die hedendaagse werksplek word gekenmerk deur die teenwoordigheid van hoë vlakke van stres. Internasionale kompetisie, druk op prys en kwaliteit, beweeglikheid van werkerskorps, is maar 'n paar van die globale faktore wat primêr verantwoordelik is vir die uitermate vlakke van stress ervaar deur werkers in leierskapsposisies. Vrystelling van die hormoon kortisol, is een van die liggaam se reaksies op stres. Kortisol kataliseer biochemiese reaksies (bv. die handhawing van bloed glukose vlakke) wat die liggaam in staat stel om te "cope" met die stres. Kortisol bind egter ook aan reseptore in die brein, veral in die hippokampus. Die doel hiervan het navorsers vir baie jare geïntereseer. Kliniese studies het onlangs getoon dat hoë vlakke van kortisol skadelik is vir die brein. Pasiënte wat presenteer met Post-traumatiese stres of Depressie, toon verhoogde vlakke van kortisol, wat geassosieër word met 'n beduidende verkleining in die volume van die hippokampus. Dit is dan ook gepostuleer dat hierdie strukturele brein defek aanleiding kan gee tot die gedragsafwykings wat in hierdie pasiënte voorkom. Die inligting vervat in hierdie dokument dui dus daarop dat programme wat bedoel is om emosionele intelligensie van werkers te ontwikkel, 'n sinnelose oefening is, indien die stresvolle omgewing waarin hierdie werkers moet opereer, nie korrek aangespreek word nie.

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Pierotti, Abigail J. "Stressful workplace relationships: a qualitative and quantitative exploration." Diss., University of Iowa, 2014. https://ir.uiowa.edu/etd/1381.

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Stressful workplace relationships, such as abusive supervision, social undermining, and victimization, are rampant in the workplace, presenting serious challenges to individuals and organizations. This research attempts to shed new light on factors that lead to an individual experiencing a stressful relationship at work. Using a mixed methods approach, I assess a number of relationship dynamics by evaluating these relationships both from the perspective of individuals who may be the target of stressful relationship behaviors, as well as individuals who may be actors driving the stressful relationship. I first use a qualitative approach in Study 1 to get a broad sense of these relationships, including how these relationships come about, traits and behaviors of each party, coping strategies, and various outcomes. Based on this study's conclusions, and in concert with existing theories and research, I then conduct a quantitative study to specifically look at a number of factors that lead to a stressful relationship. Focusing on supervisor-subordinate dyads, Study 2 examines how supervisor behaviors are related to perceptions of subordinate arrogance, and how specific supervisor behaviors impact subordinates on both personal and professional levels. This study will also examine whether subordinate self-determination mediates the relationship between supervisor behaviors and subordinate outcomes. This research addresses a number of gaps in the literature, including: a) how perceptions of another individual motivate stress-causing behaviors, b) how perceived behaviors of one individual contribute to another (target) individual experiencing a stressful work relationship, and c) the role target self-determination plays in the relationship between actor behaviors and subordinate outcomes.

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Mark, George M. "Relationship between workplace stress, and job characteristics, individual differences, and mental health." Thesis, Cardiff University, 2008. http://orca.cf.ac.uk/54730/.

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The focus of this thesis was on issues surrounding the antecedents, workplace circumstances, and features of individuals that relate to states commonly referred to as stressful, and how these states and characteristics interact in the prediction of mental health and job satisfaction outcomes. The introduction gives a brief outline of the aims and methods of the thesis. This is followed by a literature review that describes how certain work environments can lead to negative outcomes for employee wellbeing. The various definitions of stress are described, as are a number of popular work-stress models and their pros and cons, and the important nature and impact of individual difference variables. Chapter 3 describes a potential future direction for occupational stress research, that combines key features of existing research, which in part forms the rationale for this work. The succeeding chapters describe a series of studies, where the relationships between mental health and satisfaction outcomes, and job characteristics and individual differences, were investigated in populations of nurses, university employees, and the general public. These studies combined and tested key aspects of several theoretical viewpoints in the existing literature, including Demands-Control-Support, Effort-Reward Imbalance, and Transactional stress models, in an effort to develop a new theoretical perspective. A new model of stress takes shape over the course of the work, and is fully tested in the final quantitative study. Many aspects of this model were supported, with a key feature being the formal integration of a role for subjective perceptions of work stress. It is argued that this model could form the basis for future research into work-related stress and individual characteristics. A qualitative interview study is the last piece of research described, which focused on issues related to stress, wellbeing, and individual perceptions in university staff.

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Gooze, Rachel Anne. "Workplace Stress and the Quality of Teacher-Child Relationships in Head Start." Diss., Temple University Libraries, 2013. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/214804.

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Public Health
Ph.D.
Objective: The quality of the emotional relationship between teachers and young children affects children's social and emotional development and their academic success. Little is known, however, about whether the amount of workplace stress experienced by early childhood educators impacts the quality of their relationships with the young children in their classrooms. The purpose of this dissertation was to determine whether workplace stress was associated with poorer quality teacher-child relationships in Head Start, the nation's largest federally-funded early childhood education program. Methods: Two separate but complementary studies were conducted. In Study 1, teachers from 37 Head Start programs in Pennsylvania (PA) completed the Staff Wellness Survey, an anonymous, web-based survey about workplace stress and the levels of conflict and closeness in their relationships with children in their classrooms. Study 2 data came from an existing federal data set, the 2006 Head Start Family and Child Experiences Survey (FACES). In FACES, a nationally representative sample of Head Start teachers responded to interview questions about workplace stress and were observed and rated on the quality of their teacher-child relationships in their classrooms. In both studies, the association of poor quality teacher-child relationships was examined with the presence or absence of 3 types of perceived workplace stress: high demands, low control, and low support. Results: In Study 1, surveys were completed by 994 teachers (52.0% of teachers in the 37 PA programs), of whom 19.8% experienced 0 of the 3 types of workplace stress, and 23.3% experienced all 3 types. Teachers experiencing all 3 types of workplace stress were more likely than those experiencing 0 types to report high conflict in their relationships with children, even after controlling for teacher depressive symptoms and economic stressors (odds ratio [OR] = 1.98, 95% confidence interval [CI]: 1.19-3.29). Only low control was significantly associated with low closeness in teacher-child relationships after adjusting for covariates (OR = 1.50, 95% CI: 1.09-2.05). In Study 2, data were available from 325 teachers (89.0% of teachers participating in FACES), of whom 19.4% experienced none of the 3 types of workplace stress and 38.5% reported experiencing 2 or more types. Teachers experiencing 2 or more types of workplace stress were more likely to have poor quality teacher-child relationships (observed) than teachers reporting 0 types of workplace stress (OR = 2.68, 95% CI: 1.22-5.90). Conclusion: In both a large sample of Pennsylvania Head Start teachers and a nationally representative sample of Head Start teachers, higher perceived workplace stress was associated with poorer teacher-child relationship quality. In light of these findings, Head Start should consider more closely examining and addressing workplace stress as part of its professional development and training activities for teachers.
Temple University--Theses

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Peacock, R. "Stress in the workplace : studies of psychiatric nurses and prison service workers." Thesis, Cranfield University, 1991. http://dspace.lib.cranfield.ac.uk/handle/1826/10643.

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Extensive depth interviews and self-completion questionnaires were used to assess subjective stress experience and issues relating to coping in samples of psychiatric nurses and prison service workers. Psychiatric nurses working within a psychiatric hospital due for closure had particular problems with stress relating to staff shortages, support from senior managers, and obtaining day-to-day resources. Four stress factors were elicited, the more important being related to staff shortages and support, and disputes. Enrolled Nurses and Staff Nurses, and nurses working within Continuing Care wards experienced the greatest problems with occupational stress in general. Comparative intra-role conflict and type A orientations to work were predictive of greater problems with occupational stress. Occupational stress was also a particular problem for dual careerists and nurses experiencing inter-role conflict. Low job satisfaction was related to greater problems with occupational stress. Prison service workers within a custodial establishment undergoing significant organisational change had particular problems with stress relating to paperwork systems, setting priorities, feelings of lack of appreciation from supervisors, inadequate feedback, and noise. Six stress factors were elicited, the more important being definition of work role, inmates, and setting priorities. Probation Officers experienced the greatest problems with occupational stress in general and the lowest levels of general psychological wellbeing as measured by a modified version of GHQ-12. Around one third of the sample experienced negative effects of stress in some area of their lives. Low job satisfaction was related to greater problems with occupational stress, and was predictive of low morale. Various factors regarding stress-related issues were assessed in terms of their predictive utility in determining basic grade prison officers' intentions to seek transfers and potential for leaving the service. The efficacy of presently used coping strategies and preferences for organisational coping resources were assessed for the two samples. Stress associated with role-related issues and significant events in the workplace are discussed. A model of stress is provided to account for stress in work settings - 'Stress in the workplace' - which defines stress in terms of ineffective coping with psychological demands. A variety of individual and organisational stress management / reduction strategies are reviewed. A general organisational framework for addressing stress in the workplace is provided in appended form.

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Peacock, Roland. "Stress in the workplace : studies of psychiatric nurses and prison service workers." Thesis, Cranfield University, 1991. http://dspace.lib.cranfield.ac.uk/handle/1826/10643.

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Extensive depth interviews and self-completion questionnaires were used to assess subjective stress experience and issues relating to coping in samples of psychiatric nurses and prison service workers. Psychiatric nurses working within a psychiatric hospital due for closure had particular problems with stress relating to staff shortages, support from senior managers, and obtaining day-to-day resources. Four stress factors were elicited, the more important being related to staff shortages and support, and disputes. Enrolled Nurses and Staff Nurses, and nurses working within Continuing Care wards experienced the greatest problems with occupational stress in general. Comparative intra-role conflict and type A orientations to work were predictive of greater problems with occupational stress. Occupational stress was also a particular problem for dual careerists and nurses experiencing inter-role conflict. Low job satisfaction was related to greater problems with occupational stress. Prison service workers within a custodial establishment undergoing significant organisational change had particular problems with stress relating to paperwork systems, setting priorities, feelings of lack of appreciation from supervisors, inadequate feedback, and noise. Six stress factors were elicited, the more important being definition of work role, inmates, and setting priorities. Probation Officers experienced the greatest problems with occupational stress in general and the lowest levels of general psychological wellbeing as measured by a modified version of GHQ-12. Around one third of the sample experienced negative effects of stress in some area of their lives. Low job satisfaction was related to greater problems with occupational stress, and was predictive of low morale. Various factors regarding stress-related issues were assessed in terms of their predictive utility in determining basic grade prison officers' intentions to seek transfers and potential for leaving the service. The efficacy of presently used coping strategies and preferences for organisational coping resources were assessed for the two samples. Stress associated with role-related issues and significant events in the workplace are discussed. A model of stress is provided to account for stress in work settings - 'Stress in the workplace' - which defines stress in terms of ineffective coping with psychological demands. A variety of individual and organisational stress management / reduction strategies are reviewed. A general organisational framework for addressing stress in the workplace is provided in appended form.

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Coffey, Margaret. "Stress in the workplace : an action research case study of social services." Thesis, Liverpool John Moores University, 2004. http://researchonline.ljmu.ac.uk/5642/.

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Foy, Tommy J. "Managing Workplace Stress for Increased Performance in an Irish Higher Education Institution." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1534.

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Workplace stress costs -£3.7 billion per annum in the United Kingdom and in excess of $300 billion per annum in the United States. However, little research exists on the relationships between perceptions of social support, work-life conflict, job performance, and workplace stress. The purpose of this correlational study was to provide educational leaders with the information they need to examine the existence, strength, and direction of relationships between perceptions of social support, work-life conflict, job performance, and workplace stress in an Irish higher education institution. The theoretical framework for this study consisted of a combination of reward imbalance theory, expectancy theory, and equity theory. The study included an organizational stress screening survey instrument to survey the population (N = 1,420) of academic, research, and support staff. Multiple linear regression analysis was used to evaluate the relationships between the independent variables (social support, work-life conflict, job performance), the covariates (staff category, direct reports, age, gender), and the dependent variable (workplace stress). The results showed a negative correlation between social support and workplace stress, a positive correlation between work-life conflict and workplace stress, and a negative correlation between job performance and workplace stress (p < .05). The results also revealed significant relationships between the covariates direct reports and gender and the dependent variable workplace stress. By reviewing the findings of this study, educational leaders can enable social change by developing and implementing social support, work-life strategies, and potential pathways to reduce levels of workplace stress and improve quality of life for employees and their families.

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Thabane, Babueledi Joyce. "The sources of workplace stress amongst employees in the Post Office (Bloemfontein)." Diss., University of Pretoria, 2015. http://hdl.handle.net/2263/53454.

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Owing to the increasing prevalence of stress experienced by the employees of the SA Post Office in the Central Region, where the researcher is employed, a research project was launched to determine the sources of this stress and to make recommendations on possible ways of managing it more effectively. The respondents were randomly sampled from the population of the employees who consulted at the Employee Wellness office, as well as those who were booked off with stress-related illnesses. A self-developed questionnaire was distributed to 100 respondents/employees after a review of literature on the sources of stress in the workplace. However, out of 100 possible respondents, only 36 responded to the online questionnaire. The self-developed questionnaire was designed with the use of Qualtrics, a user-friendly software package which allowed the respondents to complete the questionnaire on-line. A link was e-mailed to the respondents giving them access to the on-line survey. Responses were automatically and anonymously submitted to a central data base hosted by Qualtrics at the University of Pretoria. The original mail, with the link and two reminder e-mails, were mailed from the office of the researcher s supervisor at the university. In conclusion, the research conducted indicated that the respondents were satisfied with the SA Post Office as an employer. They were, however, dissatisfied with the job promotion prospects, the lack of performance feedback in the organization, the ineffective communication in the organization and the fact that there were no policies on workplace violence and industrial action which may contribute or even cause stress to these employees The respondents also acknowledged that they experienced personal stress from time to time. However, this did not impact on their productivity. Although not a majority of the respondents experienced workplace stress, and 75% of them confirmed, that work-related problems impacted on productivity. In order to uplift employee morale and improve the quality of life of the employees, the following recommendations were made to the SA Post Office management: ? A standardised stress management programme for all the SA Post Office employees should be developed and offered to the employees. ? Services rendered by the Employee Assistance Programme should be marketed much more aggressively to increase the levels of awareness and the use of the EAP.
Mini Dissertation (MSW)--University of Pretoria, 2015.
Social Work and Criminology
MSW
Unrestricted

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Nelson, Kristin Marie B. S. RHIA. "Determining Perceived Workplace Stress and Resilience among Health Information Management Department Employees." The Ohio State University, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=osu1363089131.

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Hansson, Alexander, and Emil Bergström. "Smartphones påverkan på stress och kontroll : En studie om arbetsrelaterad smartphoneanvändning." Thesis, Högskolan i Halmstad, Sektionen för Informationsvetenskap, Data– och Elektroteknik (IDE), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-23392.

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Smartphones används allt mer i arbetslivet. De här har bland annat resulterat i att gränsen mellan arbetsliv och vardagsliv sakta börjat suddas ut. Användningen kan leda till att användare upplever stress, alternativt får en ökad känsla av kontroll. Vi har undersökt vad som påverkar användarens upplevelse av stress respektive kontroll. Utifrån en litteraturstudie kunde vi identifiera tolv olika nyckelpunkter som kan summera användares stress och kontrollpåverkan från smartphones. Genom en intervjuundersökning urskildes sedan fyra stycken olika teman, som kunde delas upp i nyckelpunkter. Nyckelpunkterna från resultatet kunde sedan jämföras med de tolv nyckelpunkterna från litteraturstudien. Det resulterade i att tre nya stress och kontrollpåverkningar kunde identifieras.
Smartphones have with their ability to handle many different types of communication on the go, become a big part of the workplace. This has led to a distortion between home and work life, making the line between them blurry. The result of this is that many users feel an increment in stress, alternatively control. This paper aims to find out what affects the users experience of stress and or control. On the basis of a literature study, twelve key points were identified that could describe users experience of stress and control with smartphones. We could through a interview study make out four themes which also could be divided into key points. The key points from the result where compared to the twelve key points from the literature which led to the result that all of the twelve key points from the literature could be confirmed, as well as four new effects on stress and control could be identified.

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López, Rúa Germán, and Alcántara Maria Fernanda Perez. "Emotional Intelligence as coping skill for perceived stress." Thesis, Linnéuniversitetet, Institutionen för psykologi (PSY), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-85272.

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The purpose of this current study is to evaluate if there is a relation between Emotional Intelligence, Perceive Stress and Coping Skills in a sample of Mexican employees in a medium size international organization (n =102). The questionnaires used were a compendium of three different instruments; including: 33-item Self-report measure of Emotional Intelligence, four COPE Inventory’ subscales and Perceived Stress Scale (PSS- 14). After analyzing the gathered data, Multiple Regression was applied. Significant correlations in the expected direction were found, indicating that Emotional Intelligence can be useful as a coping skill towards perceive stress.

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Luksetich, Aurora. "THE RELATIONSHIP BETWEEN REPRESENTATION AND STRESS FOR WOMEN OF COLOR IN THE WORKPLACE." CSUSB ScholarWorks, 2019. https://scholarworks.lib.csusb.edu/etd/791.

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The scarcity of research on women of color’s (WOC) workplace experiences indicates that little is known about the factors that shape their intersectional experiences of stress at work. A review of the limited research on this population suggests that ethnic identity may be central to WOC perceptions and experiences of representation at work. This study examined the relationship between representation and stress for White identified women and WOC in the workplace. A sample of 272 working women was used to examine the role of ethnicity and ethnic identity as moderators along with mentorship and social support as mediators on the association between representation and stress using an online survey. A path analysis found that the hypothesized model was a good fit for the data and that ethnicity did moderate the relationship between representation and social support. Ethnicity was not found to moderate the relationship between representation and mentorship; however, under-representation of WOC in leadership/seniority roles and complex mentor/mentee relationships may have impacted these results. Future research on WOC in the workplace should account for the influence of complex social identities on their perceptions of representation and stress. Organizations/industries, wanting to recruit and retain demographically diverse talent, may also benefit from understanding how ethnicity may influence WOC’s perceptions of representation and stress.

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Berry, Peggy A. "Workplace Bullying: Exploring the Prevalence, Impact, and Consequences to Nurses." University of Cincinnati / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1439307446.

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Marrs, Mary Elizabeth Merrigan. "Antecedents and outcomes of verbal aggression in the workplace /." free to MU campus, to others for purchase, 1999. http://wwwlib.umi.com/cr/mo/fullcit?p9962542.

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Pettersson, Veronica, and Jacqueline Thelander. "Effekter av interventioner vid arbetsrelaterad stress." Thesis, Högskolan i Skövde, Institutionen för hälsa och lärande, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-9553.

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Bakgrund: Arbetsfrånvaro och långtidssjukskrivningar på grund av arbetsrelaterad stress och psykisk ohälsa ökar. Dess effekter påverkar både individen, organisationen och samhället. Ett bra fungerande arbetsliv bidrar till folkhälsan både genom att minska den arbetsrelaterade ohälsan och de sociala skillnaderna i ohälsa.Syfte: Syftet var att beskriva effekter av interventioner vid arbetsrelaterad stress.Metod: Denna studie var en litteraturstudie där tio vetenskapliga artiklar granskades. Artiklarna analyserades, sammanfattades och delades in i tre teman. Resultaten beskrivs med hjälp av dessa tre teman.Reslutat: Vår studie visade att de vanligaste effekterna av interventioner vid arbetsrelaterad stress var förändringar i stressnivåer, ökad kunskap och förståelse för arbetsrelaterad stress samt ökat stöd, förändrade beteenden och attityder. Kognitiv beteendeterapi, avslappningsövningar och aktivt lyssnande var metoder som visade sig vara effektiva.Slutsats: Förändringar i stressnivå, ökad kunskap och förståelse samt ökat stöd, förändrade beteenden och attityder visade sig vara de viktigaste effekterna av interventioner vid arbetsrelaterad stress. Genom att kombinera interventioner på både individ- och organisationsnivå kan resultatet bli både effektivt och långsiktigt.
Background: The levels of absenteeism and long term disability due to work-related stress and mental health problem are increasing. It affects the individual, organization and society. A well-functioning workplace contributes to public health, with both reductions in work-related illnesses and social inequalities in health. Aim: The aim of this study is to describe the effects of interventions on work-related stress. Methods: This study was a literature study in which ten scientific articles were reviewed. The articles were analyzed, summarized and divided into three themes. The results were described using these three themes. Results: We found in our study that the most common effects of the interventions on work-related stress proved to be change in stress levels, increased knowledge and understanding of work-related stress and increased support, attitude and behavior change. Conclusion: Changes in levels of stress, increased knowledge and understanding as well as increased support, changing behaviors and attitudes proved to be the most important effects of interventions of work-related stress. By combining interventions at both individual and organizational levels, the result can be both effective and sustainable.

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Mubekapi, Constance. "Workplace stress and coping strategies among nurses in HIV/AIDS care: Geita District Hospital, Tanzania." Thesis, University of the Western Cape, 2012. http://hdl.handle.net/11394/4486.

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Magister Public Health - MPH
The unprecedented increase in HIV and AIDS cases has trickled down to the already impoverished health sector, thus impacting health workers in various ways. In a shrinking health workforce, HIV/AIDS has created an extra demand and workload, emotional burden and stress among health workers. The study aimed to explore and describe nurses’ workplace stressors and coping strategies with regards to HIV/AIDS environment. The exploratory- descriptive study was qualitative in nature. Geita District Hospital was selected as it is the only health facility in the district that provides in-patient care services related to HIV/AIDS. The study population consisted of all nurses who work with HIV and AIDS patients and the managers providing support to nurses. The researcher interviewed twelve nurses and two key informants. Face to face interviews were conducted and a semi-structured interview guide was utilised to collect data. Thematic content analysis was utilised and themes were derived from the concepts that emerged during the process. Validity and trustworthiness of the study was established through triangulation and member checking. The findings of the study revealed that nurses in HIV/AIDS experience stress from the workplace. Nurses struggled with issues of death and dying, feared occupational exposure and found it difficult to cope with nursing shortage, increased workload and inadequate training. The nurses were generally disturbed by lack of organisational support and the unavailability of resources such as; basic medical supplies and protective equipment. Nurses seemed to be resorting more to positive reappraisal, planful problem solving and seeking social support strategies.

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West, Lorraine Heather. "New workers : depressed workers : a discursive investigation of the experience of depression in the workplace /." Electronic version, 2009. http://hdl.handle.net/2100/927.

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This thesis arose out of my professional engagement as a therapist, with people suffering depression, and from my recognition of the significance of such people’s workplace experience in times of significant workplace change. Worker depression is now widely identified as a significant and growing problem by employers, by governments and by international authorities such as the World Health Organisation. By the end of the 20th century, it had become a significant site for policy, leading to the collection of data and the development of management ‘tools’ at all these levels. Actions formed by such new policy range from workplace interventions to the establishment of government-funded bodies, such as beyondblue and the Black Dog Institute in Australia, charged with both research and information dissemination. An understanding of the context in which depression is increasing requires an exploration of two 20th century phenomena: on the one hand, the changing workplace of the advanced capitalist societies; and on the other, the ways in which depression itself has come to be diagnosed and treated, and consequently understood, as a medical phenomenon. There is a substantial literature on the contemporary workplace, and on the diagnosis, treatment and management of depression. Very little is available, however, dealing with the experience of individual workers who have been diagnosed with depression. This is the area the thesis is concerned to explore. In order to undertake this task, two significant methodological moves have been made, away from the ‘realist’ orientation of much of the available literature. The ‘genealogical’ move, drawing on Foucault, is the move concerned to understand how things are as they are and not otherwise, to ask questions such as: How has depression come to be a more and more common diagnosis in the late 20th - early 21st centuries? What is it about workers’ experience of the workplace that is making such diagnoses more likely? Might it be the case that more workers are increasingly unhappy and that unhappiness, particularly manifested somatically, through bodily ‘symptoms’, is increasingly likely to be diagnosed and treated medically, as depression? The ‘discursive’ move, drawing on Foucault, together with Nikolas Rose and Judith Butler, is the move that works with the understanding that selves are not simply given, existing autonomously. Rather, persons are constituted as selves – as subjects – in and through their active participation in the social worlds they come to inhabit. The mechanisms of this participation are the characteristic ways of acting and speaking – the discourses – of social institutions. Learning such discourses involves not only learning how to act appropriately but also to become a certain kind of self. For workers in the neoliberal workplace, this means learning to be the autonomous, flexible worker of overt requirements while simultaneously learning to live with increased demands for hours of work and levels of work output, together with escalating levels of surveillance. It is not surprising that many workers experience this workplace as increasingly stressful. Such stress, when medically diagnosed and treated as ‘depression’, offers a new kind of subject position to those affected. The heart of the thesis is an interview study which explores the narrative stages a set of workers diagnosed as depressed detail as they account for their progressive ‘resubjectification’ as depressed workers. Five stages, involving the narrative positioning of different selves or subject positions, are identified from detailed readings of the interview data: these are the narrating of psychologising, internalising, somatising, medicalising and pharmacologising positionings. The identification and naming of these stages draws substantially on the work of Nikolas Rose and his identification of key 20th century selves. The identification of these as narrative or discursive stages in the retrospective reconstruction of resubjectified selves is the original contribution of this thesis.

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Straum, Isabelle, and Magdalena Nyman. "Sjuksköterskors erfarenheter av stress i arbetet : En litteraturöversik." Thesis, Högskolan Väst, Avdelningen för omvårdnad - grundnivå, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-15232.

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Background: Stress is a person's biological response to pressure; it may be positive or negative depending on the amount of stress. Too much stress may result in physical or psychological sickness. Nurses in Sweden have laws and constitutions to follow as well as a description of competence. Despite this approximately 1200 patients die due to healthcare related injuries each year, and an additional 100 000 patients experience an adverse event when receiving hospitalized care. Aim: The aim of this study was to describe nurses´ experiences of stress at work. Method: The method literature review was chosen, and eleven scientific articles were analyzed. Result: The analysis resulted in two themes: Challenging relationships and lack of knowledge and Shortcomings and strains in the workplace. Conclusions: This study contributed to increased understanding of nurses' experience of stress and its effect on patient safety. Stress also effects quality of care and is related to the work environment, co-workers as well as managers. To secure nurses' ability to care for patients the head of a department and hospital management must provide them with proper support and resources. They must also work for an environment that allows the nurses to share knowledge and help each other continue their professional development.
En människa upplever negativ stress när den hamnar i en situation som den inte klarar av att hantera. Negativ stress kan orsaka huvudvärk, extrem utmattning och magproblem. Detta skiljer sig från positiv stress som istället kan ge energi och motivation. Tidigare studier har funnit att stress kan leda till försämrad livskvalité och vårdkvalité. Studiens resultat bygger på studier där såväl kvalitativ som kvantitativ metod använts, så kallad litteraturöversikt. Syftet var att beskriva sjuksköterskors erfarenheter av stress i arbetet. Elva vetenskapliga artiklar har analyserats, tolkats och sammanställts till ett nytt resultat. I resultatet framkommer att sjuksköterskor upplever att dåliga relationer till chefer, kollegor, patienter och närstående kan orsaka stress. Sjuksköterskor som anser sig ha brist på erfarenhet eller kunskap kan uppleva stress, även kollegor som anses ha brist på erfarenhet och kunskap orsakar stress. Den dåliga relationen till chefer grundar sig ofta på bristande stöd och gehör från chefen. I resultatet framkommer att miljörisker i arbetet såsom infektionsrisker, arbetsskador och dödsfall av patienter orsakar stress. Hierarki upplevs som en stor orsak till stress enligt sjuksköterskor. Hierarkin kan visa sig som att läkaren på arbetsplatsen anses ha mer makt än sjuksköterskan, vilket kan leda till att sjuksköterskan upplever ett tvång till att äventyra patientsäkerheten för att undvika konflikter med läkare och kollegor. Det framkommer även att sjuksköterskor inte vågar belysa problem då de är rädda för att bli mobbade eller utfrysta av kollegor. Resultatet är betydelsefullt att uppmärksamma, för att minska de negativa konsekvenser som drabbar sjuksköterskor och förbättra patientsäkerheten. Resultatet ökar medvetenheten kring problemet, vilket kan skapa mer engagemang till att förbättra villkoren för sjuksköterskor.

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Hibbert, Agnes. "Physiological and psychological indicators of stress in a longitudinal study of nurses in the workplace." Thesis, Birkbeck (University of London), 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.299943.

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Physiological and psychological indicators of stress were measured in a cohort of 20 female nurses working 12 hour, 7.5 hour and 'nine to five' shift patterns in intensive care units conducted over a period of four years. Saliva samples were collected by each subject at four specified times during each shift over a period for one week and repeated every few months. Two consecutive days were used to compare days on duty, days off duty and the first day at work following days off. Salivary cortisol levels were measured by RIA. Secretory immunoglobulin A (SIgA), also a physiological indicator of stress, was determined with an indirect sandwich ELISA using a monoclonal antibody. Salivary cortisol levels of nurses were higher and SIgA levels lower prior to starting 12 hour shift following a day off compared with nurses working other shifts. Simultaneous psychological measures obtained by selfreports of perceived demands, coping and moods showed these nurses did not perceive themselves to be stressed. The findings of the study suggest that nurses working 12 hour shifts prepare for work differently perhaps in anticipation of long hours of work. Furthermore, salivary cortisol levels were considerably higher compared with those cited in studies of acute stress under laboratory conditions. In contrast, 20 nurses undertaking an academic examination, considered an acute stressful event, reported increased anxiety and mental and emotional demands and had higher salivary cortisol concentrations prior to the event, albeit lower than the longitudinal study. SIgA levels were lower prior to the examination but not significantly so. A positive correlation between cortisol and SIgA levels was apparent, however, only 6 months later when the subjects no longer perceived themselves to be stressed.

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Razavi, Tiffani D. B. "Values and occupational stress : the role of individual-organizational value congruence in the workplace." Thesis, University of Oxford, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.342619.

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Wong, Dominic. "Stress and Coping at the Workplace : The Role of Self-Efficacy and Social Support." Thesis, University of Kent, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.499707.

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Barlow, Elizabeth. "The relationship between workplace social capital and employee subjective wellbeing, stress and job satisfaction." Thesis, University of Surrey, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.599572.

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This study aimed to investigate the perceptions of the social networking site 'Facebook' amongst its users. Quantitative research on this topic has tended to focus on campus-based student samples, and a qualitative approach and a non-student sample was selected here in order to generate richer data for analysis within a wider group of Facebook users. Semi-structured interviews were carried out with four participants, and data was analysed using a Thematic Analysis approach. Four major themes emerged from the data: 'communication', 'knowledge of others', ' change in use over time', and 'the 'dark side' of Facebook'. Participants noted the utiJity of Facebook in enhancing communication and increasing knowledge of others, both close and distant friends. A general trend for fluctuating use of Facebook over time was reported. Concerns were raised over the possible addictive and psychologically or socially damaging impact of using Facebook. Differences also emerged between the constructions of how Facebook could be used, and the ways in which participants actually felt they used the site. Implications for the role of Facebook in both individual and wider social contexts are discussed, and directions for further research are suggested.

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Dominic, Johny. "The lived experience of ethnic discrimination stress in the workplace among high-achieving Adivasis." Thesis, Capella University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3685412.

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Ethnic discrimination stress (EDS) in the workplace among high-achieving Adivasis is a problem that has received little attention in research literature. This qualitative phenomenological study investigates the above problem by using Giorgi's descriptive psychological method. The method, selected due its scientific rigor, applies Husserlian concepts of phenomenological reduction, intentionality of consciousness, and imaginative variation, to identify and describe the psychological structure of the lived experience of EDS. The 15 participants in the study, selected on the basis of the scores of General Ethnic Discrimination Scale, were currently employed high-achieving male Adivasis above the age of 24. The saturation of the data was achieved with the analysis of 272 pages of interview transcripts of 10 participants. The study found that the participants had to face overt ethnic discrimination and microaggressions that were endemic and not just aberrant. The lived experience of EDS involved being constantly judged by negative stereotypes, and being exposed to marginalizing behaviors from the upper caste people. The participants believed that ethnic discrimination, in spite of their academic and career achievements, was meant to perpetuate upper caste hegemony. The resultant feelings of dehumanization, disillusionment, anger, combativeness, and helplessness from silencing led to demoralization. Coping with EDS involved an initial period of resentful submission with negative coping behaviors and a gradual movement toward change-oriented proactive responses. The findings point to a relationship between resilience and career achievement as well as to the need for both structural and paradigmatic changes in order to create a discrimination-free work environment. The findings reflect the tenets of critical race theory and call for paradigmatic changes in the caste mindset and the dominant discourse that is embedded with dehumanizing stereotypes of Adivasis that promote silencing and upper caste hegemony. The findings may be significant for mental health workers and educators to understand the inner world of discrimination and to find effective strategies for coping with EDS. By giving a scientific voice to the Adivasi struggle against discrimination, the study can support the efforts of the marginalized and the governments for the creation of a discrimination-free work environment.

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Vignoli, Michela <1985&gt. "Enhancing Workers’ Well-Being. Scientific and social relevance of managing stress in the workplace." Doctoral thesis, Alma Mater Studiorum - Università di Bologna, 2015. http://amsdottorato.unibo.it/6852/.

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Purpose. Despite work-related stress is one of the most studied topic in organizational psychology, many aspects as for example the use of different measures (e.g. subjective and objective, qualitative and quantitative) are still under debate. According to this, in order to enhance knowledge concerning which factors and processes contribute to create healthy workplaces, this thesis is composed by four different studies aiming to understand: a) the role of relevant antecedents (e.g. leadership, job demands, work-family conflict, social support etc.) and outcomes (e.g. workplace phobia, absenteeism etc.) of work-related stress; and b) how to manage psychosocial risk factors in the workplace. The studies. The first study focused on how disagreement between supervisors and their employees on leadership style (transformational and transactional) could affect workers well-being and work team variables. The second and third study used both subjective and objective data in order to increase the quality of the reliability of the results gained. Particularly, the second study focused on job demand and its relationship with objective sickness leave. Findings showed that despite there is no direct relationship between these two variables, job demand affects work-family conflict, which in turn affect exhaustion, which leads to absenteeism. The third study analysed the role of a new concept never studied before in organizational settings (workplace phobia), as a health outcome in the JD-R model, demonstrating also its relationship with absenteeism. The last study highlighted the added value of using the mixed methods research approach in order to detect and analyse context-specific job demands which could affects workers’ health. Conclusion. The findings of this thesis answered both to open questions in the scientific literature and to the social request of managing psychosocial risk factors in the workplace in order to enhance workers well-being.

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Addley, Kenneth. "Mental health in the Northern Ireland Civil Service : studies on prevalence and determinants of mental ill-health." Thesis, Queen's University Belfast, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.322642.

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Johnstone, Rhys. "The relationship between mindfulness and individual adaptability in a dynamic workplace." Diss., University of Pretoria, 2018. http://hdl.handle.net/2263/71700.

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Purpose. Individual adaptability has been proposed as a source of adaptive performance, an increasingly important performance dimension in dynamic contexts. However, there is limited understanding of the antecedents of adaptability. Mindfulness has been shown to improve performance and well-being in the workplace, but the underlying mechanisms of this relationship are not well understood. Answering this need, we hypothesize a link between mindfulness and adaptability and conduct an empirical study to examined this relationship in dynamic work contexts. Methodology and findings. 198 knowledge workers in dynamic workplaces completed a self-rating survey that measured mindfulness and a multifactor measure of individual adaptability. Correlation analysis found a significant positive relationship between mindfulness and individual adaptability, and also between mindfulness and five sub-factors of adaptability. Regression analysis found mindfulness could significantly predict adaptability and that mindfulness added incremental variability to various sub-scale factors of adaptability, over and above work stress adaptability. In other words, mindfulness is not simply a stress management skill but also enhances other aspects of adaptability such as learning and problem-solving. Implications. Individual adaptability helps to explain the relationship between mindfulness, performance and well-being in the workplace. Mindfulness-Based Interventions (MBIs) have established protocols and proven outcomes in organizational and psychological literature. It may be possible to enhance individual adaptability through such MBIs and thus support adaptive performance while reducing negative impacts on individual well-being.
Mini Dissertation (MBA)--University of Pretoria, 2018.
pt2019
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted

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Ahrendse, Godfrey Charles Franklin John. "Learning to manage workplace stress as practiced by teachers at three under-resourced Western Cape High Schools." Thesis, University of the Western Cape, 2008. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_4162_1265843877.

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The focus of the study is the teacher in the under-resourced schools in the townships of the Western Cape. The purpose is to discover how teachers learn to cope under adverse working conditions.

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Ho, Bonnie. "The exchange relationship between managers and employees : implications for managerial adjustment to workplace stressors /." [St. Lucia, Qld.], 2006. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19296.pdf.

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Alyass, Laila. "Finns det belägg för socialt stöd i arbetsplatsen? : Studie om en myndighet i Mellansverige som har i uppgift att fatta individuella beslut." Thesis, Högskolan i Gävle, Avdelningen för arbets- och folkhälsovetenskap, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-18600.

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Ohälsa på arbetsplatsen utgör en stor riskfaktor beträffande folkhälsa. Jag har valt att undersöka hur anställda på en myndighet beskriver dess innebörd av socialt stöd och hurvida det är en viktig faktor för arbetslivet att kunna uppleva någon form av socialt stöd. Tidigare forskning har visat att bristande socialt stöd på arbetsplatsen ger en ökad risk för stress, vilket kan resultera i att arbetsglädje och välmående försämras. Med hjälp av socialt stöd från arbetskollegor skapas det arbetsglädje och ett ökat välmående. Syftet: med denna uppsats var att undersöka hurvida handläggare på en myndighet upplever soicalt stöd i arbetet. Detta för att kunna se om sociala stödet har samband med arbetshälsan och hur det påverkar arbetstagarnes vämående. Metod: I studien har en kvalitativ ansats använts, där 4 respondenter intervjuvades på en myndighet i ett län i Mellansverige. I studien har data analyserats och styrkats från en deskriptiv innehållsanalys, där intervjuerna transkriberades och kategoriserades för att kunna få fram resultatet. Resultat: visade att samtliga respondenter upplevde att socialt stöd på arbetsplatsen är något positivt och kan även fungera som ett hjälpmedel främst vid stressiga perioder. Studien har även visat att socialt stöd från arbetskollegor skapar trygghet i arbetet. Detta genom att man vid svåra situationer får stöd från kollegor för att finna lösningar på problem som kan uppstå. Slutsatsen: visar att med ett gott arbetsteam skapas det en förutsättning för en bättre arbetshälsa med ökad välbefinnande även vid stressiga situationer.

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Le, Roux Christoffel Anthony. "Towards a substantive workplace model: exploring workplace stress and family stress dynamics." Thesis, 2010. http://hdl.handle.net/10210/3046.

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D.Comm.
The aim of my study was to attain new insights into the dynamic interactions between the family and the workplace. Furthermore, the aim of this research project is to contribute methodologically, theoretically, practically and scientifically to the theme of workplace and family stress. For the purpose of my study I believe that a qualitative as opposed to a quantitative methodology is more appropriate. Literature reviewed on these methodologies, led me to the opinion that I would be in a position to express myself fully, with my own worldview, which I would probably not have been able to do with quantitative research. A contemporary qualitative research method was used to ultimately develop my substantive model. My unit of analysis was people from an Enterprise Resource Planning (ERP) solutions provider. I made use of semistandardised interviews to gather my data and paid attention to the considerations for effective qualitative interviewing and preparation as pointed out by Mason (1996). I ended up interviewing six individuals after reaching a point of saturation. This is the point where I ascertained that the interviews could not contribute meaningfully to the information that I had already gathered with regard to the categories. I followed the law as laid down by the Health Professions Council of South Africa (HPCSA). The interviews were transcribed and I commenced with the Grounded Theory process. Furthermore, I adhered to the guidelines for assessing the quality of my study as indicated by Lincoln and Guba (1985) and Marshall and Rossman (1999). The results of this Grounded Theory process enabled me in the design of my substantive model. Three core dimensions emerged from the design process, namely, the job, the family and the personality, which I termed the internal environment. These dimensions formed the central part of the substantive model. The substantive model depicted the unidirectional interactions of the core dimensions mentioned. The model also depicts the external environment and the universe as influencing forces on the core dimensions. Even though the external environment and the universe were not part of the scope of the study I felt that it was necessary to include them in the model. In essence the model described my definion of the family setting, namely: “The family setting is a complex, meaningful system of unidirectional interactions between the family, the job, the personalities, the external environment and the universe of all the individuals concerned” (as defined by the author). In closure, I believe that the theoretical, methodological and practical, contributions derived from this study will add significant value to further exploration of this topic.

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Oloo, Rebecca A. "Workplace stress and female employees' performance." 2004. http://hdl.handle.net/10413/1804.

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Stress is placed upon anything that is given special emphasis or significance, especially where this leads to, or involves, psychological, emotional and physical strain or tension. A part of it is therefore subjective, in that different reactions are produced in different individuals by the same set of circumstances. Stress is caused by a combined physical and psychological response to stimuli (stressors) that occur or are encountered during the course of living. The study will look at causes of stress and workplace stress and its impact on female employees' performance. Stressors from a general perspective will be identified. Further, workplace stress will be dealt with in detail using the integrated stress framework. The study will also look at effects on employees of negative feedback on self, as for example when a hierarchical superior in the course of an appraisal interview states that performance is unsatisfactory. The study will orientate towards a few questions such as: to what extent are individual well-being and performance similarly affected by stressors of various kinds, and to what extent to their effects appear to be distinct? What are the social and organizational conditions which give rise to the immediate stressors, and what qualities of personality and interpersonal relations mitigate the effects of stress? Creating workplaces that work for women and why the 'bottom-line' benefits workplaces that attract women are important components of this study. Further, organisations that target female consumers or clients is increasingly important as more women are entering the workforce and their spending power and disposable income continues to grow. To ensure a successful market focus on women, employers will want women employees to be a critical component of their organization. However, the mere presence of women in the workplace will not guarantee positive outcomes. What is required is a variety of best practice changes to ensure a work culture in which diversity is valued and effectively leveraged for better performance. A self-administered questionnaire will then be sent out to respondents to get their views on the effects of stress that they have felt in the past 12 months and how they rate their workplaces. Their views will also be sought on performance management issues and how to improve their performance management systems. A holistic approach which incorporates stress management into company health and i safety policies is viewed as the optimal strategy of this study.
Thesis (MBA)-University of KwaZulu-Natal, 2004.

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Kuo, Yin-Tzu, and 郭子茵. "Kindergarten Teachers’ Professional Growth and Workplace Stress." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/q86475.

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碩士
健行科技大學
國際企業經營系碩士在職專班
105
This study adopted the qualitative research method and used interview surveys with audio recording as auxiliary tools. We employed in-depth interviews prepared by us, formulated around the “Kindergarten Teachers’ Professional Growth and Workplace Stress”, a total of six field work kindergarten teachers were interviewed. During the course of these interviews, personal growth experience, professional growth experience and teachers’ workplace stress, these 3 aspects were discussed; the purpose of the study is to understand the motives for the professional development of kindergarten teachers, the practice, the effectiveness, the source and common solutions to his workplace stress. The relationship between professional growth and workplace stress raised the teachers’ personal efforts to slow down the work pressure, for reference. After the study, we came to the following conclusions: 1.Seniority will affect the pursuit of professional growth. 2.Professional growth performance will affect the performance at the workplace, with teachers pursuing self-achievement at the workplace performing better. 3.Work level pressure can help professional growth and then influence workplace performance. And finally, based on the above research findings, we came to an inductive conclusion and made the following relevant recommendations: 1.Provide kindergarten teachers with multiple professional growth opportunities. 2.The role of the kindergarten should support, assist and improve environmental stress. 3.Kindergarten work learns to face it, deal with it and accept it.

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

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