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This study of workplace stress in an Israeli managerial population examines, for the fIrst time, the hypothesis that parentifIcation remains an issue for parentifIed adults, and contributes to underlying stress in organisational life, particularly for managers. As a result, scales to measure this virgin territory to examine the links between parentifIcation and managerial stress were selected by extrapolating upon parentifIcation concepts present in relevant literature and observed in clinical practice. illtimately, this author created the Dialectical Model of ParentifIcation (DMP) to transpose parentifIcation dynamics to the workplace, and thus expanded upon approaches found in existing literature. ParentifIcation describes the impact upon children of being forced to assume responsibilities traditionally reserved for adults, without appropriate recognition of their efforts. This destructive role reversal leaves the children's own needs neglected and causes them to suffer short and long-term stress. However, having undertaken age inappropriate responsibilities these children also acquire valuable skills, leading to the hypothesis, explored in this study, that RarentifIcation may have some positive long-term benefIts. A cohort of 120 managers and a control group of 120 non-managers completed a questionnaire assessing parentifIcation dynamics in relation to workplace stress. Though the population examined was pri':llarily a healthy, non-pathological one, nevertheless, statistical analysis revealed that higher parentifIcation levels predicted increased stress for managers in comprehending and managing their role. This stress was also reflected in interpersonal relationships and in inappropriate expressions of anger. Notably, WOIllen suffered more stress than men. A post-quantitative data training programme (MADI), based on clinical and quantitative data and selected research scales was designed by this author to reduce management stress for those in the helping professions who are, in general, highly parentifIed. Further systematic research is necessary to assess its apparent success. This study indicates that awareness of effects of parentifIcation, and its influence on workplace stress, could enable organisations to support their employees more effectively, and in so doing, create a more productive environment.

In this thesis, I investigate how affective experience influences proactivity at work. Proactivity is a special type of goal-directed behaviour in which individuals actively take charge of situations to bring about change in a future-focused way for themselves or their organisation. Firstly, I draw on self-regulation research to conceptualise and empirically validate a model of proactive goal regulation that comprises employees' efforts in setting a proactive goal (envisioning), preparing to implement their proactive goal (planning), implementing their proactive goal (enacting) and engaging in learning processes concerning the outcomes of their proactive goal (reflecting). Secondly, I draw on affect research to argue that different types of work-related moods and emotions have an impact on the elements of proactive goal regulation in important ways. I investigate the relationship between affective experience and proactive goal regulation in three empirical studies: In Study 1, I use a cross-sectional survey design to investigate the role of moods for work-related proactive goal regulation in a study of call centre employees (N=227). In Study 2, I replicate and extend findings from Study 1 in the context of career-relatedp roactive goal regulation. Specifically, I draw on longitudinal surveys of undergraduatem edical students( N=250) over four time pointsa crosst he academicy ear in order to test how moodsa ndc areer-relatedp roactive goal regulation are related over time. In Study 3, I employ a qualitative interview approach in a sample of call centre employees (N=39) to explore the role of emotions in employees' accounts of past proactive goal regulation. The findings of this thesis provide initial empirical support for the model of proactive goal regulation. Results also indicate that work-related moods and emotions are significant predictors of proactive goal regulation and that the role of affective experience for proactivity at work is more nuanced than previously assumed.

The occupational health literature suggests that perseverative cognitions about work in non-work time are damaging for health and wellbeing; however, there is also research suggesting that some thinking about work outside of work may be adaptive. This thesis addressed a current gap in the literature by assessing the impact of two forms of work-related rumination (affective rumination and problem-solving pondering) on recovery processes. Four studies were carried out. In study 1, a systematic review of the clinical/health literature showed that Cognitive Behaviour Therapy (CBT)-based and mindfulness-based interventions, delivered in both face-to-face and online formats, may prove effective in the reduction of perseverative cognitions. In study 2, results from a quasi-experimental longitudinal study showed that participants who attended a one-day CBT -based intervention (conducted in the workplace; N= 1 02) replied significantly lower levels of affective rumination, problem-solving pondering and chronic fatigue at follow-up (6 months postintervention) when compared with participants in the control group (N=125). In study 3, results from a randomised waitlist control study showed that participants who completed a 4- week online mindfulness course (N=60) replied lower levels of affective rumination, problem-solving pondering, acute (end-of-day) fatigue and chronic fatigue, and improved sleep quality, when compared with participants in the control group (N=58). In study 4, a longitudinal cross-lagged panel structural equation model was tested, in which questionnaire data was collected from participants (N=218) at two time points - 6 months apati - showed that affective rumination and problem-solving pondering were both implicated in causing chronic fatigue. In summary, the results from this thesis suggest that work-related rumination is detrimental to recovery from work because it appears to cause work-related fatigue. However, further work is warranted to properly conceptualise ( and measure) different forms of work-related perseverative thinking. Both types of interventions appear worthy of future empirical work; however, delivering mindfulness online would probably provide the greatest return on investment for organisational occupational health programmes.

The aim of this study was to explore the culture in a Diagnostic Imaging Department (DID) with the primary focus on Diagnostic Radiographers (DRs). The objectives were to describe the culture in a DID and highlight the current workplace cultural issues that face DRs, to explore how people learn to become a DR and how they become professionally socialised, and to observe and describe how DRs communicate and interact within the DID. Method An ethnographic approach was used and participant observation was carried out for a four month period in a DID in the East of England. Semi-structured interviews with ten key informants were carried out to explore further the issues uncovered by the observation. Results The data was analysed using thematic analysis and four overarching concepts were identified. Relationships with patients Relationships with colleagues Structure and environment Characterising the role of the DR DRs exhibit resistance to change; and ambivalence to research, continuing professional development (CPD) and evidence-based-practice. Domination by the medical profession remains and affects the culture. DRs continue to conform to accepted behaviour; this is passed on through role modelling. They make a rapid assessment of patients in order to deal with them; theytend not to become involved with patients emotionally; exercising professional detachment. Team working evidently plays an important role in the DID. Conclusion The results of this study help to describe the complex nature of the culture in the DID. The DID is a task-focussed environment where efficiency is important, as a result patient care and quality of service may suffer. DRs need to be more pro-active in promoting and developing their profession. Recommendations Further research is recommended into patient care skills, the level of or need for emotional intelligence, coping strategies used and the process of professional socialisation.

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