There is a growing body of evidence that occupational stress is a problem for a significant number of teachers. Teacher stress has a detrimental effect not only on the physical and mental well-being of teachers, but on their efficiency and productivity in the school setting as well. This study investigated teacher stress within the interactional framework. Its main aim was to determine the nature and extent of stress patterns in a sample of 360 Indian school teachers selected from ten secondary schools in the Greater Durban area. Other closely related aims were to identify the most important task-, situation- and role-based sources of stress among these teachers, their most common reactions to excessive stress, their common modes of coping, as well as their most important sources of satisfaction and dissatisfaction. Furthermore, this study sought to investigate the influence of demographic characteristics on the teachers' experience of stress and coping. For this purpose intra-group comparisons were made involving six subsamples of teachers male - female, married - unmarried, younger - older, less experienced - more experienced, diplomates - graduates, Level One teachers - Heads of Departments. A self-administered questionnaire and in-depth interviews were used to obtain the quantitative and qualitative data required for this study. Among the most important findings of the study are the following: 1 . Over one-half of the number of the secondary teachers surveyed (54%) perceived their job as being very stressful. 2. The four most frequent and intense sources of stress were related to the working conditions of teachers rather than to the actual task of teaching. These stressors relate to poor career development prospects and a lack of accomplishment. More specifically, these are, in rank order: (1) the system of awarding merit notches; (2) the system of promotion; (3) the system of evaluation; and (4) a relatively low salary. 3. The four most important sources of role stress are, in rank order : (1) the volume and variety of tasks that teachers are expected to perform and the adverse effect this has on the quality of work they produce because of the limited time at their disposal; (2) being compelled to perform duties that appear to them to have little value; (3) having too heavy a workload; and (4) uncertainty about how superiors evaluate their teaching. 4. At least one-third of the teachers are "at risk" of developing more serious health problems. Finally, the limitations of this study are discussed, and various recommendations are made. It is argued that stress among teachers is a complex phenomenon arising out of the interaction of a whole host of factors and circumstances. Consequently, any attempt at amelioration should be multidimensional in nature and involve a variety of disciplines. / Thesis (M.Ed.)-University of Durban-Westville, 1992.

This study aimed to describe the stressors perceived by a group of Health Science lecturers in a School in a South African University, and to describe the coping strategies these lecturers used. The sample consisted of thirty, full-time lecturers in the three Disciplines that constituted the School. Three focus groups, one in each of the Disciplines, were held to gather the research material. The study reveaied that change in Tertiary Education and organisational issues such as the image of the institution, lecturing to a diverse student group, curriculum transformation and leadership issues were perceived as enduring stressors. An increased workload, brought about through the training of future health professionals, trying to stay abreast both professionally and as an academic and the nature of their academic appointments were further identified as potential stressors. Role conflicts in terms of juggling home and work responsibililies and role ambiguity with respect to being both a teacher and researcher were presented as additional stressors, as were certain day-to-day occurrences. Lastly, the lecturers identified a number of personal issues that were perceived as stressors. The study failed to highlight meaningful differences in the three Disciplines within the School, which is in keeping with other published research. The study also showed that the lecturers in each of the Disciplines had access to, and knowledge of, a wide range of coping mechanisms, both problem-based and emotion-focused. The lecturers in the three Disciplines used very similar coping strategies, and once again meaningful differences were not reported. / Thesis (M.Ed.)-University of Natal, Durban, 2001.

Burnout is considered the final step in the progression of unsuccessful attempts at coping with a number of stressful conditions. The present study aimed to explore the perceived effectiveness of training of educational psychologists at the University of Natal, Pietermaritzburg to manage and cope with stress and burnout. The study also explored the perceived effectiveness of training to cope with demands of the profession, and the choice of coping mechanisms in stress management. The sample consisted of 8 educational psychologists who had completed their degrees at the University of Natal, Pietermartizburg. The sample comprised five males and three females. The study was qualitative in nature and the data was analyzed employing Kruger's phenomenological approach. A semi-structured interview was conducted consisting of four questions. The data received was thereafter analyzed by the phenomenological steps stipulated by Kruger (1988). Categorization of the data revealed the following themes: (a) incongruencies in practice and training; (b) perceived influence of professional training on the choice of coping skills and stress management techniques; (c) stress management techniques and elements that psychologists thought should be included in the training programme; (d) contributory factors of stress and burnout in psychologists, and society's perception of psychologists. A gap was perceived between the training received and practice. The respondents felt that there was a lack of focus on issues pertaining to educational psychology. The meta-issue that arose was that the professional training received was incongruent with work demands. With regard to the choice of coping skills, the training received was perceived as being unhelpful, but aided in the refinement of existing coping skills. The findings of the study are discussed, limitations of the study considered, and suggestions for further research offered. / Thesis (M.Ed.) - University of Natal, Pietermaritzburg, 1999.

This study was conducted within the Retail Credit Evaluation and Assessment (RCEA) units at one of the big four banks within South Africa. The aim of this study was to assess stress amongst employees that were employed within the credit evaluation and assessment unit of a financial institution and then evaluate the factors that contributed to these employees stress levels with an option of implementing stress management programmes and employee assistance programmes within the organisation. The objectives of this study was to determine the overall stress levels of employees working within this environment based on demographics, length of service and qualification levels. The questionnaire was designed around obtaining data on the objectives of the study and respondents were requested to give information on the stress levels, their qualification levels, and length of service, race and gender. Respondents were also requested to rate the items that they believed contributed to their stress levels using a five point Likert-scale measurement tool. The medical information of respondents was assessed and respondents were to identify the medical conditions that they suffered from and if it was stress related. Employees were also asked about whether they would be willing to participate in stress management programmes and interventions to assist in managing their stress levels. The RCEA environment is a relatively small business unit within the chosen bank and is based across the major cities of South Africa. The decision was taken to obtain information from as many staff as possible through a web based survey using the on-line software programme QuestionPro, in order for the survey to be accessible to all respondents. The results of the survey found that 47.3% of respondents identified their current stress levels as very high to high and a further 44.7% of respondents experienced moderate stress levels as opposed to 7.9% of respondents who rated their stress levels as low and very low. A salient feature of this study is that the majority of respondents were prepared to accept assistance in managing their stress levels in that 65.5% of respondents revealed that they would participate in a healthy lifestyle programme and that 67.6% of respondents would attend monthly physical checks by medical practioners if provided by the employer. The study can benefit the organization in identifying the factors that cause employees to experience stress and then develop and implement strategies to manage stress levels of employees. A healthy workforce is a more productive workforce. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2010.

The research study on "Nurses' views on which factors cause nurse absenteeism in a selected hospital, Durban, South Africa", was conducted utilizing a quantitative, non-experimental, simple survey design. The study was conducted at a provincial hospital in Durban. There were sixty nurses, which were involved in the study. The nurse study sample comprised ten Registered Nurses on day duty and ten Registered Nurses on night duty; ten Enrolled Nurses on day duty and ten Enrolled Nurses on night duty; ten Enrolled Nurse Assistants on day duty and ten Enrolled Nurse Assistants on night duty. Nurses consented to be apart of the study, following completion of the study questionnaire, The study was guided by the conceptual framework by Taunton, Hope Woods and Bott. (1995: 218). Independent variables of the nurse, nurse manager, work and organization and their associated characteristics were the main aspects of the study. These were investigated using separate methods of closed-ended and open-ended questions, to determine factors that caused absenteeism. The closed-ended questions consisted of questions to either responses of either an agree or disagree. There were open-ended, simple survey, questions. Statistical methods of A Exact Binomial Test of Significance were used to analyze the quantitative data of the closed-ended data collected. Content analysis, using a coding technique, with descriptive analysis techniques of frequency counts and frequency distributions, were utilized for data analysis for the open-ended data collected. There emerged many reasons for nurse absenteeism, employing two research designs, some of which were unknown until this research was complete and some reasons, which were known but now emphasized. Once the hospital management view upon all reasons for nurse absenteeism, there can possibly an understanding of nurse absenteeism, reducing nurse absenteeism and allowing for a better-managed workforce. / Theses--Nursing. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2009.

This descriptive study explores the experience of stress and coping by volunteers working in a cancer support program. Using a model developed by Mary Vachon (1987) who looked at occupational stress of health professionals in critical care areas, methods of content analysis were applied to interviews with six volunteers, three of whom were cancer survivors. Differences in the quality of the stress and in the coping experience were explored. Findings indicate that occupational stress was present for volunteers. The major stressors common to all were issues of relationships with patients and the demands of the role. For volunteers who had had a cancer diagnosis a major stressor distinguishing them was the death of volunteer colleagues. Overall, volunteers utilized a range of coping resources offered by the organization and from within themselves. Key implications include the need to acknowledge not only the strengths of the program and volunteers but the sources of stress, particularly the illness of volunteer colleagues. Maintaining an adequate staff-to-volunteer ratio is essential. Suggestions for volunteer support structures are offered.

The purpose of this study was to examine burnout in the critical care nurse. One hundred-eighty eight nurses employed at Community Hospitals of Indiana were surveyed to determine the relationship between burnout, level of expertise and social support systems. Frequency and intensity of burnout was measured by the Maslach Burnout Inventory. Social support systems were measured by the Norbeck Social Support Questionnaire. Level of expertise was determined by question 1 of the demographic questionnaire length of time employed as a critical care nurse.Findings of this study revealed no significant differences in level of expertise related to intensity and frequency of burnout (F= .232). Results of ANOVA indicated the sampled nurses experienced a low to average degree of burnout for both frequency and intensity of burnout. Similarly using Pearson correlate there was no relationship between level of support systems and frequency also concluded that level of support systems did not and intensity of burnout (novice, p= -.23; competent, p= .11; expert, p= .07). Conclusions of this study indicated level of expertise was not a factor in determining intensity and frequency of burnout.It was burnout need to be readily available for all nurses in influence intensity and frequency of burnout in the novice, competent or expert critical care nurse.Implications indicate that preventative measures for critical care settings. Other implications were that nursing support systems may not be an effective strategy for burnout prevention and resources may need to focus on other strategies. / School of Nursing

This study describes how new graduate nurses learn to practice in a trauma setting. The research questions focused on how new graduate nurses learn the skills necessary to work in a trauma setting, what were the best methods of introducing new graduate nurses to performing nursing interventions in a trauma setting, and how can this learning be facilitated. The grounded theory research approach was used. The sample was drawn from a population of emergency room nurses working in a level one trauma center. The core category that emerged from the data was overcoming anxiety. Working in a trauma setting is an anxiety provoking experience. New graduate nurses used learning as a method of overcoming the anxiety faced in this setting. Learning methods included observing, discussing, practicing, and rehearsing. Preceptors, mentors, and models helped new graduates learn. Learning took place in three areas: psychomotor learning, conceptual learning, and self-learning. / School of Nursing

Health care delivery has changed and the long term care facility has residents with more complex medical problems. The director of nursing (DON) faces many problems and stressors, is often dissatisfied and leaves the position within the first two years. This turnover is associated with increased cost to the facility, decrease in the quality of care provided to residents and an increase in the turnover rate of the nursing staff. While the turnover problem is significant to the agency and the industry, little has been accomplished to correct the situation.The purpose of this descriptive study was to examine the stressors and emotions that are associated with the tenure and job satisfaction of directors of nursing in long term care. The theoretical framework for this study was the revised causal model of job satisfaction developed by Agho, Mueller and Price (1993).Participants were obtained from a current list from the National Association of Director's of Nursing Administration/Long Term Care (NADONA/LTC). The population was 400 directors of nursing currently employed in long term care. The sample of 134 (34%) was obtained from the completed questionnaires. Participants completed two questionnaires about the stressors of the director's position and demographics. The procedures for the protection of human subjects were followed.Findings supported Agho, Mueller and Price's (1993) revised causal model of job satisfaction. In this study (39.6%) of the DONs reported they would not leave the position even if there were other opportunities elsewhere. This was in spite of 67 (50%) who stated the area they worked in had other nursing opportunities. DONs (77.7%) had a great deal of freedom to make decisions in the job, supporting Agho et al., (1993) findings that autonomy was important to job satisfaction as an abstract concept. Role overload was also cited by Agho et al., (1993) to effectjob satisfaction. The majority of respondents ( n = 123; 92.5%) believed the job to be stressful yet 78 (58.6%) did not leave work with feelings of failing, as well as 119 (88.8%) saw their work as having a greater purpose. This finding did not support Agho et al. (1993) model.In spite of being stressed and dealing with a high degree of repetition 83 (62.4%) of the DONs had a high degree of job satisfaction with the current position and 94 (70.2%) felt fulfilled. Believing DONs could make a positive change in the career was expressed by 115 (85.9%) which supports Agho et al. (1993) work motivation or the belief in the centrality of the work role in one's life. Findings did not support the current trend for advanced education as preparation for the position. The DONs (61.6%) in this study believed that an associate degree or diploma was adequate preparation for the position.In conclusion the DONs participating in the study were able to identify areas of stress and issues of concern which impact job satisfaction and tenure. Findings suggested that to retain a DON in long term care the administrator and staff must be supportive of decisions made while managing the department. DONs indicated jobs were stressful, required long hours, and involved dealing with staff conflict which created stressors. However, individuals loved the work, because individual believed some good was being accomplished and making a difference in people's lives which made the stress tolerable. Findings suggest the majority of the DONs remain in the position for personal satisfaction.Implications from this study suggested that the tenure and job satisfaction of the DON in long term care can be lengthened and strengthened to improve and stabilize long term care facilities and the industry as a whole. Quality of care, staffing turnover and negative/positive cost to the facility hinges on the tenure of the DON. Long term care directors may need advanced education to manage stress and handle complex daily decisions. Directors need a sense of support from the administrator and the staff to develop autonomy. Directors need to be involved in nursing organizations and hold certifications that support and provide some stature to the position. Directors may need to unite and lobby to create change in the long term care industry. / School of Nursing

The purpose of this study was to investigate relationships between person-environment fit (P-E fit) and occupational stress in Ball State University employees. A randomly-selected stratified sample of 400 employees from four different employee categories were invited to participate in this study anonymously. Participants completed a demographic information sheet and three questionnaires: the Work Environment Scale, Ideal (WES-I) and Real (WES-R) versions, and the Occupational Stress Inventory (OSI). Two hundred and thirty one subjects returned test packets. One hundred and sixty and one hundred and forty seven participants, respectively, had complete sets of information for the actual discrepancy and perceived discrepancy which could be used for data analysis. Canonical correlation was used to examine the number and nature of mutually independent relationships between occupational stress and person environment fit (three subscales on the OSI and three subscales on the WES). The results showed no significant canonical correlation for perceived discrepancy. The significant canonical correlation indicates that the occupational roles subscale of the OSI is strongly correlated with the P-E fit system maintenance and change and less strongly related to the P-E fit relationships subscale of the WES. This study has implications for worksite stress management interventions. It is recommended that organizational interventions be emphasized more than individual interventions. These results also provide empirical support for an ecological model of health promotion and a systemic or organismic view of the world. Further study is recommended. / Institute for Wellness