Thesis (Ph. D.)--University of Texas Health Science Center at Houston, School of Public Health, 2007. / Source: Dissertation Abstracts International, Volume: 68-10, Section: B, page: 6565. Adviser: Virginia Kennedy. Includes bibliographical references.

Thesis (Ed.D.)--Teachers College, Columbia University, 1960. / Includes tables. Typescript. Sponsor: Mary Ellen Oliverio. Dissertation Committee: Ralph R. Fields. Type C project. Includes bibliographical references (leaves 169-175).

The research problem addressed in this study, was to identify strategies that could be employed to reduce stress related problems in the workplace. As the business environment is increasingly subjected to fast changing forces which include increased competition, the pressure for quality and advanced technology, innovation, and an increase in the pace of doing business, the demands on employees have grown equally dramatically. It is therefore essential to develop strategies for managing stress to give employees the required additional energy to handle particularly difficult and stressful work situations. It is important that organisations provide the assistance and support on the issue of stress as part of their proactive approach to managing employee health and safety, by drawing up contingency plans, and to have the necessary infrastructure to deal with such problems. This study investigates the strategies that can be implemented in organisations to reduce stressful situations affecting employees. The information gleaned from the literature and empirical studies enabled the development of a model for stress management in the workplace.

It is important to have well-trained and qualified laboratory professionals. Seventy percent of patient care is based on decisions made from laboratory results, yet there is a growing shortage of medical technologists. Although some baby boomers are delaying retirement, worsening of the shortage crisis is inevitable. Retention of medical technologists has become more important than recruitment. The purpose of this study was to identify and evaluate innovative retention strategies used by clinical laboratory managers throughout the United States. A significant finding of this study was the lack of qualified medical technologists entering the ranks of laboratory managers. This study identified a need for a more defined career path and more recognition of the importance of laboratory scientists. It is recommended that studies be undertaken to examine the opinions of hospital and medical group practice administrators as well as the view of medical technologists regarding retention strategies that are proven to be effective.

No description available.

This study is concerned with the differences in career patterns and characteristics between the medical technology program graduates who remain in practice and those who leave the profession. The subjects of the study are the 155 graduates of the program for the period from 1970 through 1978. This study has three purposes. The first is to determine the retention rate of the graduates. The second is to assess the factors related to attrition of these professionals. The third is to describe a programming methodology that would enhance career retention.