By developing strong, self-sustaining individuals in organisations, employees will need to withstand the forces of stressors and be able to cope with continuous changes within their working environment. To move the equilibrium level from the current to the desired condition, the field of forces must be altered - by adding driving forces and by removing restraining forces. An individual's sense of coherence may either alleviate or aggravate reactions to a stressor and moderate the impact of occupational stressors on the individual's affective outcomes. The objectives of this study were to validate the 13-item version of the Orientation to Life Questionnaire (OLQ) (Antonovsky, 1987) and to determine the experience of employees with high levels of sense of coherence regarding helping and restraining factors within the workplace (compared to that of those with a low sense of coherence). A cross-sectional s w e y design was used. The total population (N = 2 678) of employees in a financial institution in Gauteng was used in this study. Random samples of groups with a strong (n = 300) and low (n = 300) sense of coherence were taken for purposes of the qualitative study. The OLQ (Antonovsky, 1987) and a biographical questionnaire were administered. The scale showed acceptable reliability and construct validity. The study set out to determine the applicability of the theoretical model of sense of coherence to employees in a financial institution. Reliability analysis revealed that the three subscales of sense of coherence were sufficiently internally consistent. The reliability of the measuring instrument were assessed with the use of Cronbach alpha coefficients. Descriptive statistics (e.g. mean and standard deviations) were used to analyse the data. By using the structural equation modelling approach, a one-dimensional factor structure for sense of coherence amongst employees in a financial institution emerged. The reliability analysis revealed that the alpha scores were acceptable. It can therefore be concluded that the 13-item version of the OLQ is a reliable and valid measuring instrument. The results showed that although employee groups with high and low levels of sense of coherence are experiencing similar helping and restraining factors within their working environment, helping factors are being experienced with a higher frequency by groups with high levels of sense of coherence and restraining factors with a higher frequency by groups with low levels of sense of coherence. Recommendations were made for future research. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007

Higher education institutions across the globe have been confronted with a series of complex changes. These include changes in management style and structure, increased competitveness, mergers with other institutions, changes in working conditions, increases in student numbers in the context of decreased expenditure per student, higher student-staff ratios, modularization of courses, and the introduction of quality monitoring systems. Tertiary institutions in South Africa are experiencing a similar transformation that is necessary because of changes in the political, economic, technological and social environments. As a result of these transformations support staffs operating within such environments are likely to experience a sense of powerlessness, to report feelings of anxiety and insecurity, including a lack of confidence in their abilities and uncertainty about their future in their organisations, resulting in occupational stress and strain. Possible uncertainties that these same employees may be faced with are lack of job security, decreased career prestige and professional recognition, scarcity of resources, difficulty in understanding the changing values of the organisation, increased centralisation of authority, increased bureaucracy and an increased demand for accountability. Many tertiary education support staff will now be involved in greater interaction with other people, either students or co-workers and would therefore be more vulnerable to occupational stress and strain. Furthermore the workload of support staff is increasing and the nature of the support work is changing. Support personnel groups are being asked to take on more duties and do work for a greater number of people. They are also required to use new technology, sometimes without adequate training, resulting in high stress levels. It is well documented that high levels of occupational stress, if left unchecked and unmanaged, undermine the quality of employees' health, wellbeing and morale, as well as a reduction in productivity and creativity. Therefore the objectives of this research are to determine the levels of occupational stress and strain of support staff at a higher education institution in the North-West province, to investigate possible demographic differences and to determine whether perceived organizational commitment moderates the effect of occupational stress and strain. A stratified sample (N= 3 15) of support staff at a higher education institution in the North-West province was taken. The ASSET Organisational Stress Screening Tool was used as measuring instrument. Descriptive and inferential statistics were used to analyse the results. The results of the study showed that the support staff has fairly poor physical and psychological health indicating that support staff experience stress-related strain which could be mainly attributed to their work relationships and job characteristics respectively. The levels of the stress were relatively low, while high levels of both individual commitment to the organisation and perceived commitment from the organisation were found. Furthermore, differences in terms of occupational stress levels were found for different biographical groups. Practically significant positive relationships were found for job security, job characteristics and control. This means that in order for employees to feel secure about their jobs, they need to have perceived control over the aspects of their jobs. Work relationships were significantly related to job characteristics, overload and control which means that employee's relationships with others depended to a large extent on the element of control that they have of their jobs and the amount of work that they have. Contrary to the findings in the literature, organisational commitment did not moderate the occupational stress-strain relationship of support staff in the present study. Organisational commitment was significantly negatively related to occupational stress, while occupational stress was significantly positively related to ill-health (strain). Occupational stress explained 18% of the variance in ill-health (strain) and 23% of the variance in organisational commitment. Recommendations for the organisation and future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

Higher education institutions across the globe have been confronted with a series of complex changes. These include changes in management style and structure, increased competitveness, mergers with other institutions, changes in working conditions, increases in student numbers in the context of decreased expenditure per student, higher student-staff ratios, modularization of courses, and the introduction of quality monitoring systems. Tertiary institutions in South Africa are experiencing a similar transformation that is necessary because of changes in the political, economic, technological and social environments. As a result of these transformations support staffs operating within such environments are likely to experience a sense of powerlessness, to report feelings of anxiety and insecurity, including a lack of confidence in their abilities and uncertainty about their future in their organisations, resulting in occupational stress and strain. Possible uncertainties that these same employees may be faced with are lack of job security, decreased career prestige and professional recognition, scarcity of resources, difficulty in understanding the changing values of the organisation, increased centralisation of authority, increased bureaucracy and an increased demand for accountability. Many tertiary education support staff will now be involved in greater interaction with other people, either students or co-workers and would therefore be more vulnerable to occupational stress and strain. Furthermore the workload of support staff is increasing and the nature of the support work is changing. Support personnel groups are being asked to take on more duties and do work for a greater number of people. They are also required to use new technology, sometimes without adequate training, resulting in high stress levels. It is well documented that high levels of occupational stress, if left unchecked and unmanaged, undermine the quality of employees' health, wellbeing and morale, as well as a reduction in productivity and creativity. Therefore the objectives of this research are to determine the levels of occupational stress and strain of support staff at a higher education institution in the North-West province, to investigate possible demographic differences and to determine whether perceived organizational commitment moderates the effect of occupational stress and strain. A stratified sample (N= 3 15) of support staff at a higher education institution in the North-West province was taken. The ASSET Organisational Stress Screening Tool was used as measuring instrument. Descriptive and inferential statistics were used to analyse the results. The results of the study showed that the support staff has fairly poor physical and psychological health indicating that support staff experience stress-related strain which could be mainly attributed to their work relationships and job characteristics respectively. The levels of the stress were relatively low, while high levels of both individual commitment to the organisation and perceived commitment from the organisation were found. Furthermore, differences in terms of occupational stress levels were found for different biographical groups. Practically significant positive relationships were found for job security, job characteristics and control. This means that in order for employees to feel secure about their jobs, they need to have perceived control over the aspects of their jobs. Work relationships were significantly related to job characteristics, overload and control which means that employee's relationships with others depended to a large extent on the element of control that they have of their jobs and the amount of work that they have. Contrary to the findings in the literature, organisational commitment did not moderate the occupational stress-strain relationship of support staff in the present study. Organisational commitment was significantly negatively related to occupational stress, while occupational stress was significantly positively related to ill-health (strain). Occupational stress explained 18% of the variance in ill-health (strain) and 23% of the variance in organisational commitment. Recommendations for the organisation and future research are made. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2005.

Stress management interventions (SMIs) are increasingly used by organisations across both private and public settings. Such interventions are employed with the expectation that they will be effective in reducing levels of stress in participants and in turn, will provide a return to the organisation by way of increased productivity through performance improvements of those employees whose stress has been reduced. Despite the increasing popularity of SMIs, there exists a lack of evidence on whether they have any effect on the performance of users, and on the relative effectiveness of the components that often make up SMIs. Although the literature addressing SMIs and their effects is increasing, relatively few studies directly compare different techniques, and even fewer employ randomised controlled designs or follow-up measures. The assumed relationship between the reduction of stress and improvement of managerial performance does not appear to have been tested with a randomised controlled trial. The term “stress” as used in this study specifically denotes the concept of “distress” as defined by Selye (1956; 1987). To support this use of the term, the evolution of current terminology in the field of occupational stress is briefly discussed with specific reference to the development and influence in the wider literature of the Yerkes Dodson Law (Yerkes, 1909). The aims of this thesis were to (1) compare the relative effectiveness of two component techniques often used in SMIs (somatic and cognitive techniques) in the reduction of stress, and (2) to examine the effect of the use of these techniques on the performance of managers in their workplace. Study One was a randomised controlled trial assessing the effect of the use of somatic and cognitive stress management interventions on stress and performance in managers. Participants were 112 corporate managers who were randomly assigned to one of two intervention groups (somatic or cognitive technique training) or to a wait list control group. The intervention groups were trained in their respective techniques over a 4 week period in brief (20-30 minute) face-to-face workshop sessions. Participants were provided with recordings of the techniques to assist practice between training sessions. At baseline, stress was assessed using the Occupational Stress Inventory – Revised Edition (OSI-R, Osipow, 1998), and managerial performance was assessed with the Personal Qualities Competency from the Inventory of Management Competencies (IMC, Saville Holdsworth Ltd., 1993). In the case of the IMC, self, colleague, and subordinate assessments were used. On completion of the 4 week intervention, the OSI-R was readministered, and then at week 12 and week 24, follow-up assessments of stress and managerial performance took place. At the week 12 follow-up, MANOVA for the OSI-R showed no significant difference between the somatic and cognitive interventions in their effect on stress, although both interventions did reduce stress relative to the wait list control group, as measured by the OSI-R. A significant intervention effect was also shown (ηp2 = 0.089, p = 0.002) for the combined intervention groups (cognitive and somatic). MANOVA for the Personal Qualities Competency showed a significant intervention effect for the self (ηp2 = 0.077, p = 0.008) and colleague (ηp2 = 0.064, p = 0.013) assessments, and a no significant effect (ηp2 = 0.032, p = 0.063) for the subordinate assessment at the week 12 follow-up point. Unfortunately, withdrawal and attrition reduced the sample size below that required for analysis at the week 24 follow-up point. Study Two was designed as a follow-up qualitative study that aimed to gather information on participants’ perceptions of the effects of the interventions on their stress and performance, and of their reasons for completion or no completion of the SMI. In this study, 14 participants from Study One took part in semi-structured interviews after the final follow-up assessment (week 24) for that study. The interviews were structured to elicit responses concerning participants’ perceptions of the demands of their workplace and their stress, their experience of using the stress management techniques (including perceived benefits or behavioural changes from that use), their reasons for completion or no completion of the intervention, and their own definitions of stress. Several important findings emerged from this study. First, participants described their workplace as characterised by high pressure and demand with rapid change and a perceived lack of personal control. Second, participants who continued to use the techniques they had learned after the formal intervention was completed did so because they perceived personal benefits in terms of their ability to relax and in terms of their perceptions of workload and demand. For those who did not complete the intervention, the predominant reasons reported for no completion were workplace task demands, lack of top management commitment to an intervention of this nature, and lack of personal gain once the techniques had been learned. In relation to defining stress, participants did not have agreement, but rather reported definitions reflecting a multifaceted complex amalgam of physiological, psychological, and emotional aspects. Research such as this is important in terms of its contribution to the general field of occupational stress and its alleviation. It addresses a long-standing need to assess the relative effectiveness of some of the subcomponents commonly employed as part of more complex multifaceted approaches to SMIs, and the effect of the techniques on both stress and performance. This thesis makes several contributions to existing knowledge. First, this thesis clarifies the origin of the Yerkes Dodson Law and its relevance to current stress management thinking. In management texts distress has come to be regarded as too much stress or pressure. This is coupled with the idea that some stress has a positive impact on performance due to an earlier and erroneous interpretation of the Yerkes Dodson Law. Second, Study One provides evidence of the relative effectiveness of two different SMI components in the reduction of individuals’ occupational stress, as well as evidence for the effectiveness of individual focussed SMIs in the reduction of stress in corporate managers. Third, Study One provides evidence for a positive effect on managers’ performance consequent to their use of stress management techniques. This thesis also sheds light on managers’ definitions of stress, and their reasons for completion or no completion of SMIs. In summary, individual focussed (or secondary) SMIs have the potential to reduce stress and to improve performance in corporate managers as perceived by both the individual and others in the workplace.

Thesis (MComm)--Stellenbosch University, 2011. / ENGLISH ABSTRACT: Occupational stress and Burnout are serious problems in current day organisations. To this end organisations should actively promote positive psychological health and occupational wellbeing in order to harness the full potential of their workforce and increase organisational performance. Studies from the emerging field of Positive Psychology hypothesize that personal resources, like the constructs of Psychological Capital (i.e. Hope, Optimism, Self-Efficacy and Resilience), may contribute to decreased Stress (Avey, Luthans & Jensen, 2009), Burnout (Schaufeli & Bakker, 2001) and increased work Engagement (Avey, Wernsing & Luthans, 2008). Moreover, it has been proven that the Psychological Capital (PsyCap) constructs are state-like and can be developed (Luthans, Avey & Patera, 2008). It may, therefore, be vital for organisations to identify and develop these positive PsyCap factors, which might moderate the effect of Occupational stress on Burnout, as well as curb the initial experiences of Occupational stress and the subsequent development of Burnout in their employees. The presence of PsyCap may also lead to increased Engagement, which is also known to be associated with less Burnout. The aims of this study were to explore the relationships between Burnout, Employee Engagement, Occupational stress and PsyCap in the South African context, as well as to determine whether PsyCap plays a moderating role in the Occupational stress, Burnout relationship. A non-experimental research design (i.e. exploratory survey study) was used to explore the relationships between these four constructs. In this study, Burnout was defined as a condition characterised by fatigue and exhaustion, divided into Personal Burnout (“the degree of physical and psychological fatigue and exhaustion experienced by the person”), Work-related Burnout (“the degree of physical and psychological fatigue and exhaustion that is perceived by the person as related to his/her work”) and Client-related Burnout (“the degree of physical and psychological fatigue and exhaustion that is perceived by the person as related to his/her work with clients”) (Kristensen, Borritz, Villadsen & Christensen, 2005, p. 197). Employee Engagement was defined as “a positive, fulfilling, work-related state of mind that is characterized by vigour, dedication, and absorption” (Schaufeli, Salanova, Gonzalez-Roma & Bakker, 2002, p.74). Occupational stress is experienced when an imbalance exists between people’s perceived environmental demands and their perceived ability to cope with these demands (Cooper, Clarke & Rowbottom, 1999). Lastly, PsyCap was described as a second-order construct which included Hope, Optimism, Self-efficacy and Resilience (Luthans, Youssef & Avolio, 2007). A convenience sample of 209 permanent employees and support staff of a medium size construction company within the Western Cape, South Africa, participated in the research. The Copenhagen Burnout Inventory (CBI; Kristensen et al., 2005), the Utrecht Work Engagement Scale (UWES-9; Schaufeli & Bakker, 2003), the Perceived Stress Scale (PSS; Cohen, Kamarck & Mermelstein, 1983) and the Psychological Capital Questionnaire-Self Rater Version (PCQ-24; Luthans, Avolio & Avey, 2007) were administered. Consistent with previous research, significant negative relationships were evident between all three dimensions of Burnout and Occupational stress. This indicates that higher Occupational stress is associated with an increased propensity to develop Personal-, Work- and Client Burnout. This was expected as it is known that Burnout develops in reaction to prolonged Stress. The correlational results further revealed that higher levels of Hope, Optimism, Self-efficacy and Resilience (and the PsyCap total score) were associated with lower levels of Occupational stress and Burnout. This suggests that increased levels of PsyCap may probably lead to decreased levels of Occupational stress and Burnout. As expected, multiple moderate positive correlations were evident between the PsyCap sub-dimensions, empirically confirming the discriminant and convergent validity of the dimensions in the South African context. This implies that by developing one of the constructs, the others are also likely to increase. As hypothesised, both Occupational Stress and Burnout was found to relate negatively to Employee Engagement. The results further revealed that higher PsyCap was related to higher Engagement levels and that Optimism and Self-efficacy, as PsyCap sub-dimensions, emerged as the two strongest predictors of Employee Engagement. These results suggest that the development of PsyCap may hold multiple benefits (e.g. increasing Engagement, lessening Stress and subsequent Burnout). Lastly, PsyCap did indeed emerge as a moderator in the relationship between Occupational stress and Personal- and Work Burnout respectively. This suggests that although Occupational stress is inevitable in any work environment, PsyCap as a personal coping resource, can buffer the development of Burnout over the long term. Limitations of the study as well as suggestions for future research were discussed. / AFRIKAANSE OPSOMMING: Werk stres en Uitbranding is twee ernstige probleme in die huidige werksomgewing. Organisasies moet dus die positiewe sielkundige gesondheid van hul werknemers bevorder en sodoende die volle potensiaal van hul werknemers probeer verseker, wat die organisasie se algehele prestasie sal verbeter. Studies vanaf die opkomende veld van Positiewe Sielkunde beweer dat persoonlike karaktereienskappe, soos die onderskeie konstrukte van Sielkundige Kapitaal (d.i. Hoop, Optimisme, Selfbekwaamheid en Veerkragtigheid), `n vermindering in stres (Avey et al., 2009) en Uitbranding (Schaufeli & Bakker, 2001) tot gevolg kan hê, asook Werknemerbetrokkenheid kan verhoog (Avey et al., 2008). Verder is daar ook bewys dat die konstrukte van Sielkundige Kapitaal ontwikkel kan word (e.g. Luthans et al., 2008). Dit is dus noodsaaklik vir organisasies om hierdie positiewe sielkundige konstrukte te identifiseer en ontwikkel, wat moontlik die effek van Werk stres op Uitbranding kan modereer, sowel as die oorspronklike ondervindings van Werk stres en die gevolglike ontwikkeling van Uitbranding in werknemers, kan inhibeer. Die teenwoordigheid van Sielkundige Kapitaal kan ook aanleiding gee tot `n verhoging in Werknemerbetrokkenheid, wat ook verwant is aan minder Uitbranding. Die doelwitte van hierdie studie was om die verwantskappe tussen Uitbranding, Werknemerbetrokkenheid, Werk Stres en Sielkundige Kapitaal in die Suid-Afrikaanse konteks te ondersoek, asook om te bepaal of Sielkundige Kapitaal ‘n modererende rol speel in die verband tussen Werk Stres en Uitbranding. 'n Nieeksperimentele navorsingsontwerp ('n verkennende studie) is gebruik om die verbande tussen die vier konstrukte te ondersoek. In hierdie studie word Uitbranding beskryf as `n toestand gekenmerk deur vermoeienis en uitputting, en word verdeel in Persoonlike Uitbranding (die graad van fisiese en sielkundige vermoeienis en uitputting wat deur die persoon ervaar word), Werks Uitbranding (die graad van fisiese en sielkundige vermoeienis en uitputting wat deur die persoon ervaar word, verwant aan sy/haar werk) en Kliënte Uitbranding (die graad van fisiese en sielkundige vermoeienis en uitputting wat deur die persoon ervaar word wat verwant is aan sy/haar werk met kliënte) (Kristensen et al., 2005). Werknemerbetrokkenheid is gedefinieer as 'n positiewe, vervullende ingesteldheid wat gekenmerk word deur Vitaliteit, Toegewydheid en Verdieptheid (Schaufeli et al., 2002). Werk stres word beskryf as `n wanbalans tussen `n persoon se persepsie van sy/haar omgewings vereistes en die persepsie van hul eie vermoëns om hierdie vereistes te hanteer (Cooper et al., 1999). Laastens verwys Sielkundige Kapitaal na `n tweede-orde konstruk wat bestaan uit vier afsonderlike subkonstrukte naamlik Hoop, Optimisme, Self-bekwaamheid en Veerkragtigheid. ‘n Geriefsteekproef van 209 permanente werknemers en steundienstepersoneel van 'n medium grootte konstruksie maatskappy in die Wes-Kaap het aan die navorsingsprojek deelgeneem. Die Copenhagen Uitbranding Vraelys (CBI; Kristensen et al., 2005), die Utrecht Werksbetrokkenheid Skaal (UWES-9) (Schaufeli & Bakker, 2003), die Waargenome Stresskaal (PSS; Cohen et al., 1983) en die Sielkundige Kapitaal – Self-beoordeling Weergawe (PCQ-24; Luthans, Avolio et al., 2007) was gebruik in hierdie studie. In ooreenstemming met vorige navorsing is beduidende negatiewe verwantskappe tussen die drie dimensies van Uitbranding en Werk stres gevind. Dit dui daarop dat hoër Werk stres geassosieer word met 'n toename in die geneigdheid om Persoonlike-, Werks- en Kliënte Uitbranding te ontwikkel. Hierdie resultate was verwag, aangesien dit bekend is dat Uitbranding die gevolg is van lang termyn Stres. Die resultate het verder onthul dat hoë vlakke van Hoop, Optimisme, Self- Bekwaamheid en Veerkragtigheid (asook die totaaltelling van Sielkundige Kapitaal) geassosieer word met laer vlakke van Werk stres en Uitbranding. Dus, `n toename in werknemers se Sielkundige Kapitaal kan moontlik lei tot `n afname in hul Werk stres en Uitbranding. Verder, en soos wat verwag was, is bevind dat daar verskeie positiewe korrelasies tussen die vier subkonstrukte van Sielkundige Kapitaal bestaan. Dit is ook 'n empiriese aanduiding van die onderskeidings geldigheid van hierdie dimensies binne die Suid-Afrikaanse konteks. Dit beteken dat deur een van hierdie vier konstrukte te ontwikkel, die ander drie konstrukte ook terselfdertyd sal verhoog. erder het SielkundigeKapitaal verband gehou met 'n toename in Werknemerbetrokkenheid, en Optimisme en Self-Bekwaamheid, as sub-dimensies van Sielkundige Kapitaal, was hier die beste voorspellers van Werknemerbetrokkenheid. Hierdie resultate impliseer dat die ontwikkeling van Sielkundige Kapitaal verskeie voordele vir 'n maatskappy kan inhou (bv. verhoogde Werknemer Betrokkenheid, verlaagde Werk stres, asook Uitbranding). Laastens het hierdie studie bewys dat Sielkundige Kapitaal wel 'n modererende rol speel in die verhouding tussen Werk stres en onderskeidelik Persoonlike- en Werks- Uitbranding. Dit veronderstel dat alhoewel Werk stres onafwendbaar is in die huidige werksomgewing, Sielkundige Kapitaal as 'n persoonlike hanteringsmeganisme of hulpbron, die ontwikkeling van Uitbranding kan buffer. Die beperkings van die studie, asook aanbevelings vir toekomstige navorsing word bespreek.

Objetivo: investigar a associação entre estresse no trabalho e a autopercepção de saúde bucal. Método: Os dados analisados foram obtidos por meio de questionário de autopreenchimento de 3253 funcionários técnicos administrativos da Universidade Estadual do Rio de Janeiro um Estudo do Pró-Saúde. O estresse no trabalho foi medido através de um questionário elaborado por Karasek 1970 e reduzido por Theorell 1988. O instrumento é composto pelas seguintes dimensões: alta exigência no trabalho (alta demanda e baixo controle), baixa exigência (baixa demanda e alto controle), trabalho ativo (altos níveis de demanda e controle) e passivo (baixos níveis de demanda e controle). Autopercepção de saúde bucal foi obtida pela pergunta: “De um modo geral, como você considera o seu estado de saúde bucal (dentes e gengiva)?”, com opções de resposta variando entre, “muito bom” e “muito ruim”. Para a análise dos dados utilizou-se regressão logística ordinal, posteriormente ajustada para três blocos de variáveis: 1) saúde bucal (perda de dentes e dor de dentes nas duas últimas semanas) e uso e utilização serviço de saúde (frequência de visita ao dentista) 2) sociodemográficas (idade, sexo, escolaridade e renda) e 3) comportamentais em saúde (fumo e autopercepção de saúde geral). Resultados: Trabalhadores expostos à alta exigência e pouco controle no trabalho (OR=1,67; IC95%: 1,38-2,03) e ao trabalho passivo (OR=1,31; IC95%: 1,12-1,54), tiveram maiores chances de perceber pior saúde bucal, quando comparados àqueles expostos a baixa exigência no trabalho, não se observando associação com aqueles expostos ao trabalho ativo (OR=1,05; IC95%: 0,90-1,23). Entretanto, no modelo de regressão múltipla estas estimativas reduziram em magnitude e perderam significância estatística, a saber: alta exigência (OR=1,19; IC95%: 0,95-1,49), trabalho passivo (OR=1,09; IC95%: 0,91-1,31). Conclusão: Funcionários expostos a alta exigência no trabalho apresentaram pior saúde bucal autorreferida (modelo bruto e ajustado para os três blocos de variáveis) que parece ser parcialmente explicada pelas comportamentais em saúde, presença de problemas de saúde bucal (dor e perda dentária) e uso de serviços odontológicos com uma frequência maior do que uma vez ao ano. / Objective: To investigate the association between occupational stress and oral health self-perception. Method: Data obtained through a self-completion questionnaire with 3253 administrative technicians from a university in Rio de Janeiro, in the Pro-Health Study, were analyzed. Occupational stress was measured through a questionnaire prepared by Karasek, 1970, and reduced by Theorell, 1988. Oral health self-perception was obtained through the question: “In general, how do you consider your oral health state (teeth and gums)?”, with answer options ranging from “very good” to “very bad”. For data analysis, ordinal logistic regression was used, subsequently adjusted to three blocks of variables: 1) oral health (loss of teeth and toothache in the past two weeks) and use of the health service (frequency at which the dentist is attended); 2) socio-demographic (age, sex, schooling, and income); and 3) health-related behavior (smoking and general health self-perception). Results: Workers exposed to high strain and little control at work (OR=1.67; 95%CI: 1.38-2.03) and to passive work (OR=1.31; 95%CI: 1.12-1.54) had greater chances of perceiving worse oral health, when compared with those exposed to high-strain work, and no association was observed with those exposed to active work (OR=1.05; 95%CI: 0.90-1.23). However, in the multiple regression model, these estimates declined in magnitude and lost statistical significance, namely: high strain (OR=1.19; 95%CI: 0.95-1.49), passive work (OR=1.09; 95%CI: 0.91-1.31). Conclusion: Workers exposed to high-strain work presented worse self-reported oral health (raw model and adjusted to the three blocks of variables), which seems to be partially explained by health-related behavior, presence of oral health problems (toothache and dental loss), and use of dental services at greater frequency than once a year.

O objeto de estudo foi os níveis de demanda psicológica e controle sobre o trabalho de enfermeiros que atuam em hospitais privados. O objetivo geral avaliar os níveis de demanda psicológica e controle sobre o trabalho de enfermeiros que atuam em hospitais privados de acordo com o Modelo Demanda-Controle. Trata-se de um estudo transversal realizado com 69 enfermeiros (n=69) que atuam em diversos hospitais privados. Para caracterização da amostra utilizou-se o Questionário Sociodemográfico e para avaliar os aspectos psicossociais do trabalho o Job Content Questionnaire. A coleta de dados foi entre os meses de setembro e outubro de 2014. Para análise dos dados utilizou-se o programa SPSS 18.0 e o programa Microsoft Excel Office 2010. Os principais resultados encontrados na amostra estudada foram a predominância do sexo feminino (78,3%), com idade entre 24 e 47 anos de idade sendo maioria com a idade entre 20 e 29 anos, 50,7% relataram ser casados. Quanto à exposição ao estresse o estudo demonstrou que a amostra possui trabalho de alta exigência (56,5%) e trabalho ativo (53,6%). Diante do exposto, conclui-se que a amostra é de trabalhadores que possuem Alta exigência e Alto controle caracterizando trabalho ativo, o que seria o ideal no trabalho do enfermeiro, embora nem todos os âmbitos de atuação deste profissional permita tal liberdade, dado a aspectos inerentes da profissão, por exemplo, a fragmentação dos processos de trabalho, a burocratização, rotinização, hierarquia rígida dentre outros. Entende-se que novos estudos utilizando este modelo de instrumento podem contribuir para o conhecimento das reais condições de trabalho dos enfermeiros, com foco nos aspectos psicossociais, que são potenciais estímulos para o estresse no trabalho. Este conhecimento nos remete a uma reflexão mais aprofundada da saúde do trabalhador de enfermagem no âmbito hospitalar, além de nos permitir refletir sobre as mudanças necessárias para a redução das demandas psicológicas no trabalho permitindo maior autonomia e versatilidade na execução das tarefas, que podem contribuir para melhoria da qualidade de vida no trabalho, consequentemente melhoria na assistência prestada. / The study focused on levels of psychological demands and control over the work of nurses working in private hospitals. The general objective to evaluate the levels of psychological demand and control over the work of nurses working in private hospitals according to the demand-control model. This is a cross-sectional study of 69 nurses (n=69) operating in various private hospitals. To characterize the sample used the Sociodemographic Questionnaire and to assess the psychosocial aspects of work the "Job Content Questionnaire". Data collection was between the months of September and October 2014. For data analysis we used SPSS 18.0 and Microsoft Excel Office 2010 program. The main findings in the study sample were predominantly female (78,3%), aged between 24 and 47 years old with most between the ages of 20 and 29, 50.7% reported being married. Regarding exposure to stress the study showed that the sample had high strain (56.5%) and active work (53.6%). Given the above, it is concluded that the sample is of workers with high demand and high control featuring active work, which is ideal in nursing work, although not all of this professional performance scopes allow such freedom, because the aspects of the profession, for example, fragmentation of work processes, bureaucratization, routinization, rigid hierarchy among others. It is understood that further studies using this instrument model can contribute to the knowledge of the real working conditions of nurses, focused on psychosocial aspects, which are potential stimuli for stress at work. This knowledge leads us to a deeper reflection of the health of nursing workers in hospitals, and allows us to reflect on the changes necessary to reduce the psychological demands at work allowing greater autonomy and versatility in performing the tasks that can contribute to improving the quality of life at work, therefore improving the care provided.

Fundação de Amparo à Pesquisa do Estado do Rio de Janeiro / O objeto de estudo foi o estresse no trabalho e os níveis de cortisol salivar. O objetivo geral foi avaliar a associação entre estresse no trabalho e variações de cortisol salivar de trabalhadores de Enfermagem inseridos na assistência hospitalar no Rio de Janeiro. A hipótese do estudo foi que existe associação entre trabalhadores expostos à alta exigência no trabalho e as variações de cortisol salivar. Trata-se de estudo epidemiológico observacional analítico seccional, realizado em hospital estadual localizado no Rio de Janeiro com amostra de 103 trabalhadores. Para avaliação dos aspectos psicossociais do trabalho, utilizou-se o questionário Job Content Questionnaire. O cortisol salivar foi medido através da coleta de 04 amostras de cada participante em um dia do plantão: ao acordar, 30 minutos depois, às 12h e 18 h. A coleta de dados foi realizada entre março e abril de 2012. Utilizou-se o programa SPSS 18.0 para análise dos dados. As dimensões demanda psicológica e controle e a subtração foram utilizadas sob a forma contínua nas análises de correlação com as covariáveis e desfecho. Os níveis de cortisol foram quantificados por meio de cinco índices: o cálculo da área sob a curva em relação ao zero ou base (AUCg), área sob a curva em relação ao aumento (AUCi), o aumento médio (MnInc), a excreção do cortisol no período pós acordar (AUCtrab) e a área sob a curva em relação ao zero ou base do ciclo diurno (AUCCD). Para avaliar a associação entre as covariáveis e exposição e desfecho utilizou-se os testes de Mann Whitney e Kruskall-Wallis. As covariáveis associadas à exposição ou ao desfecho com nível de significância de 20% (p≤0,20) foram testadas no modelo de regressão linear. Realizada análise de correlação utilizando-se o coeficiente de correlação de Spearmans. Como resultado encontrou-se que os trabalhadores de Enfermagem obtiveram médias para demanda psicológica e controle que tendem para o limite superior, bem como para a subtração, caracterizando alta demanda e alto controle, ou seja, trabalho ativo. O valor médio de cortisol observado ao acordar, 30 minutos após, 12h e 18h foi de 5,82 nmol/L) (4,86), 16,60 nmol/L ( 8,31), 7,49 nmol/L ( 6,97) e 3,93 nmol/L ( 3,15), respectivamente. O aumento do cortisol entre o acordar e 30 minutos após foi em média de 64%. Já para os índices de cortisol adotados observa-se o valor médio da MnInc, AUCg, AUCi, AUCtrab e AUCCD foi de 10,78 nmol/L (6,99), 5,61 nmol/L ( 2,92) 2,69 nmol/L ( 1,75), 32,51 nmol/L ( 21,99) e 107,99 nmol/L ( 61,63), respectivamente. Este estudo demonstrou que os níveis de cortisol salivar livre não estão associados à alta exigência no trabalho, mesmo quando ajustadas pelas possíveis variáveis de confusão ou modificadoras de efeito. A hipótese do estudo não foi confirmada. Os dados obtidos neste estudo revelaram aspectos importantes dos riscos psicossociais a que estão expostos os trabalhadores de Enfermagem durante o processo de trabalho, oferecendo subsídios para que sejam implementados programas de orientação e promoção à saúde do trabalhador e fornecem um contributo para entender os caminhos biológicos pelos quais o estresse no trabalho influencia a saúde. / The object of study was work stress and levels of salivary cortisol. The overall objective was to evaluate the association between work stress and salivary cortisol variations among nursing workers inserted in hospital care in Rio de Janeiro. The study hypothesis was that there is an association between workers exposed to high strain at work and changes in salivary cortisol. This is an observational epidemiological analytical sectional study held in state hospital located in Rio de Janeiro with a sample of 103 workers. For evaluation of psychosocial hazards at work, it was used the "Job Content Questionnaire". The salivary cortisol was measured by collecting 04 samples from each participant in a workday: at awakening, 30 minutes after, at 12 and 18 pm. Data collection was conducted between March and April 2012. We used SPSS 18.0 for data analysis. The psychological demand and control dimensions and subtraction were used as continuous variable in correlation analyzes with the outcome and covariates. Cortisol levels were quantified by five indices: calculating the area under the curve relative to zero or base (AUCg), area under the curve with respect to increase (AUCi), the mean increase (MnInc), excretion cortisol after waking period (AUCtrab) and area under the curve relative to zero or base diurnal cycle (AUCCD). To evaluate the association between exposure and outcome and covariates, we used the Mann Whitney and Kruskal-Wallis tests. The covariates associated with exposure or outcome at a significance level of 20% (p ≤ 0.20) were tested in a linear regression model. Correlation analysis was done using the correlation coefficient of Spearman's. As a result it was found that the nursing staff had averages for psychological demand and control that tend to the upper limit, as well as for subtraction, featuring high demand and high control, that is active work. The mean cortisol observed upon awakening, 30 minutes after, 12 and 18 pm was 5.82 nmol / L) ( 4.86) 16.60 nmol / L ( 8.31) 7.49 nmol / L ( 6.97) and 3.93 nmol / L ( 3.15) respectively. Cortisol increase between waking and 30 minutes after averaged 64%. For the cortisols indices adopted the average to MnInc, AUCg, AUCi, and AUCtrab AUCCD was 10.78 nmol / L ( 6.99) 5.61 nmol / L ( 2.92) 2.69 nmol / L ( 1.75) 32.51 nmol / L ( 21.99) and 107.99 nmol / L ( 61.63) respectively. This study showed that levels of free salivary cortisol are not associated to high strain at work, even when adjusted for potential confounders or effect modifiers. The study hypothesis was not confirmed. The data obtained in this study revealed important aspects of psychosocial hazards that nursing staff are exposed during work process, offering subsidies to be implemented guidance programs and promotion health worker and provide a contribution to understanding the biological pathways by which work stress influences health.

Conselho Nacional de Desenvolvimento Científico e Tecnológico / O trabalho em um submarino submete os profissionais a diversas situações geradoras de estresse. É necessário, portanto, que o militar seja capaz de lidar com os estressores presentes de forma a não comprometer seu desempenho profissional, sua saúde e bem-estar. Diversas pesquisas sugerem que as deficiências em habilidades sociais também podem contribuir para o desenvolvimento do estresse. Este estudo buscou identificar as possíveis relações entre habilidades sociais e estresse em submarinistas na Marinha do Brasil. A amostra constituiu-se de 106 militares do sexo masculino, trabalhando em submarinos. Os seguintes instrumentos foram utilizados: (1) Ficha para obtenção de dados demográficos; (2) Inventário de Habilidades Sociais (IHS); (3) Inventário de Empatia (I.E.); e (4) Inventário de Sintomas de Stress para Adultos de Lipp (ISSL). Os dados foram analisados utilizando o Teste-t de Student, o Qui-quadrado e a Correlação de Pearson. Os resultados indicam que os submarinistas apresentaram repertório elaborado de habilidades sociais (assertividade e empatia), além de incidência de estresse compatível com a população em geral. Verificou-se também que não foram identificadas diferenças importantes em habilidades sociais (assertivas e empáticas) nos indivíduos com e sem estresse. Por outro lado, o fato de apresentar deficiências em habilidades sociais (assertivas e empáticas) parece não estar relacionado a maiores níveis de estresse, assim como um bom repertório de habilidades sociais parece não estar relacionado a menores níveis de estresse. Conclui-se, portanto, que as habilidades sociais (assertividade e empatia) parecem não apresentar um papel relevante para o desencadeamento do estresse nos submarinistas. Os resultados aqui obtidos, embora contrariem a literatura, são de grande utilidade na medida em que instigam a realização de novas pesquisas, visando obter melhor compreensão acerca das relações entre estresse e habilidades sociais, especialmente em contextos de trabalho extremos, como o de um submarino. / The work on a submarine exposes professionals to a high amount of stressful situations. It is therefore necessary that the military is able to deal with stressors in order to avoid compromising their professional performance, health and welfare. Several studies suggest that deficiencies in social skills may also contribute to the development of stress. This study sought to identify possible correlations between social skills and stress in submariners in the Brazilian Navy. The sample consisted of 106 male soldiers, working on submarines. The following instruments were used: (1) Demographic Questionnaire, (2) Social Skills Inventory (IHS), (3) Empathy Inventory (IE) and (4) Lipp Stress Symptoms Inventory for Adults (ISSL). The data was analyzed using the Student t-test, Chi-square and Pearson's correlation. The results show that the submariners had a good repertoire of social skills (assertiveness and empathy) and an incidence of stress compatible with the general population. It was also identified that there werent important differences in social skills (assertive and empathetic) in individuals with and without stress. Moreover, deficiencies in social skills (assertive and empathetic) seems not to be related to higher stress levels, the same way that good social skills dont seem to be related to lower levels of stress. We conclude, therefore, that social skills (assertiveness and empathy) do not seem to have a role in triggering stress in submariners. The results obtained here, although contrary to the literature, are useful in that instigate new research, seeking to obtain better understanding of the relationship between stress and social skills in extreme work contexts, like a submarine.

This is a cross-sectional study with quantitative approach. Aims to investigate the occupational stress of university teachers in temporary positions at the Center for Health Sciences, Federal University of Santa Maria, from the demand-control model proposed by Karasek (1979). Data collection was made by filling, by the teacher of a research protocol, divided into two parts: the first contained the elements for the characterization of the population, and the second was the short version of the Job Stress Scale. The population consisted of 25 substitute teachers divided into 12 departments of the Center for Health Sciences was observed predominantly female (56%), mean age 27 years, unmarried (60%) and without children (56 %). Most have post-graduate course (60%), occupies the position of seven months to one year (60%), has two or more jobs (56%) and meets weekly workload of 60 hours (52%). As for demand and control variables, 56% of teachers had scores compatible with high demand and 60% with low control over their work. Regarding the social support variable, 68% had scores of low social support, being 40% of teachers referred low social support and low job control.There was relationship between being male, having low social support and low job control. It was observed that 36% of teachers are in situations of high wear. Given the above, the results of this study confirm the first hypothesis of Karasek's model, which can set in the teachers' greater exposure to stress. / Trata-se de um estudo transversal, com abordagem quantitativa. Tem como objetivo investigar o estresse ocupacional dos professores universitários em cargos temporários no Centro de Ciências da Saúde, da Universidade Federal de Santa Maria, a partir do modelo demanda-controle proposto por Karasek (1979). A coleta dos dados se deu pelo preenchimento, por parte do professor, de um protocolo de pesquisa, dividido em duas partes: a primeira continha os elementos para a caracterização da população, e a segunda consistia na versão resumida da Job Stress Scale. A população constituiu-se de 25 professores substitutos alocados em 12 departamentos do Centro de Ciências da Saúde. Observou-se predomínio do sexo feminino (56%), com idade média de 27 anos, sem companheiro (60%) e sem filhos (56%). A maioria possui curso de pós-graduação (60%), ocupa o cargo de sete meses a um ano (60%), possui dois ou mais empregos (56%) e cumpre carga horária semanal total de 60 horas (52%). Quanto às variáveis demanda e controle, 56% dos professores obtiveram escores compatíveis com alta demanda e 60% com baixo controle sobre o seu trabalho. No que se refere a variável apoio social, 68% obteve escores de baixo apoio social, sendo que, 40% dos professores refere baixo apoio social e baixo controle sobre o trabalho. Verificou-se relação entre ser homem, ter baixo apoio social e baixo controle sobre o trabalho. Observou-se que 36% dos professores encontram-se na situação de alto desgaste. Diante do exposto, os resultados deste estudo confirmam a primeira hipótese do modelo de Karasek, o que pode configurar em maior exposição dos professores ao estresse.