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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.

Relational Frame Theory (RFT; Hayes, Barnes-Holmes, and Roche, 2001) describes verbal contingencies as networks of relations between overt and covert stimuli. RFT posits that the ability to form these relational networks is a key component of language and cognition. These relations can become problematic when they result in an individual rigidly responding to verbal contingencies even when environmental contingencies produce more adaptive outcomes. RFT has given rise to an intervention program called Acceptance and Commitment Therapy (ACT; Hayes, Strosahl, & Wilson, 1999) that is designed to help people see past maladaptive verbal contingencies. ACT's utility in the area of OBM is still in the early stages of exploration. Experiment 1 examined the effect of a verbal and written performance feedback system with a low cost probabilistic contingency reward program and an eight hour ACT training program on the percentage of time Direct Support Professionals (DSPs) spent engaged in active treatment and the technical competence of active treatment provided to people with disabilities. The experiment used a pretest/posttest design with a waitlist control group and two intervention groups. DSPs serving children and adults with developmental disabilities in a residential and small group home settings participated in the experiment. The first intervention group received only the feedback intervention while the second intervention group received the feedback intervention and the ACT training. After attrition the group sizes were control N = 12, feedback only N = 12, and feedback plus ACT N = 17. Both intervention groups performed significantly better than the control group. The feedback plus ACT group outperformed the feedback only group by 27.8% in percentage of observation time engaged in active treatment at posttest. The result was statistically significantly at the .05 level of significance. The feedback plus ACT group also exhibited superior but nonsignificant improvements over the feedback only group in the areas of competency of operant teaching techniques (14.9%), percentage of clients engaged in purposeful activities (10.7%), and percentage of clients with learning or leisure materials within arm's reach (11.0%). Regression analyses found a weak positive correlation between age and frequency of active treatment (R2 = .11, F(1, 39) = 4.99, p < .05), a weak positive correlation between psychological flexibility as measured by the Acceptance and Action Questionnaire-2 (AAQ-2) and job satisfaction, a weak negative correlation between psychological flexibility and self-reported workplace stress, and a weak negative correlation between stress and job satisfaction. Self-reported levels of psychological flexibility, workplace stress, and job satisfaction remained stable for all three groups from pre to posttest despite the increased performance expectations on DSPs in the two intervention groups. Possible explanations for the differences in performance are discussed. Experiment 2 consisted of a small scale replication of the active treatment findings of experiment 1 while examining what impact, if any, higher frequency observations and verbal and written feedback would have on DSP self-reported workplace stress, job satisfaction, and psychological flexibility. Experiment 2 also used participants 25 years of age and under to further explore and possibly rule out the age-active treatment correlation found in experiment 1 as a significant variable impacting the frequency of active treatment. The intervention procedures used in experiment one were adapted for experiment two. The specific intervention components used were verbal performance feedback and a one-on-one daylong version of the eight-hour ACT training program used in experiment one. Two separate multiple baseline designs across participants were used. Group one consisted of three DSPs and group two contained 2 DSPs. The feedback intervention produced improvements in the percentage of time DSPs were engaged in active treatment during observations and in their operant teaching skills competency-based testing assessment scores. Three DSPs failed to meet the performance target after the feedback intervention was introduced but met or exceeded the performance target after the daylong ACT training was implemented.

Workplace stress has been found to be a causal agent of psychological distress consequences in employees. Chronic stressors have been well researched, in particular, role conflict, role ambiguity, and work overload have been extensively studied. A meta-analysis was conducted in order to aggregate past research to gain a better understanding of the impact these stressors have on the psychological distress consequences of depression, tension/anxiety, somatic complaints, and generalized feelings of stress. Only role ambiguity was found to be a significant contributor to psychological distress, in particular to feelings of depression and stress. In general, however, effect sizes for all three stressors were moderate to large. While chronic stressors have been well researched, acute stressors have been widely overlooked. Since research in this area is limited, the Daily Work Hassles Survey was developed and validated in order to analyze the role daily hassles play in the workplace. The survey yielded two factors, Interpersonal Hassles and Task Hassles. The former of which was found to be significantly related to the distress consequences of depression, tension/anxiety, somatic complaints, and general feelings of stress. The ultimate goal of this project was to compare chronic and acute stressors. Results from the daily hassles study were contrasted to the results of the aforementioned meta-analysis. It was found that the chronic stressors of role ambiguity, role conflict, and overload are significantly greater predictors of selected distress consequences than the acute factors of Interpersonal Hassles and Task Hassles. However, when somatic complaints was employed as the dependent variable, no significant differences were found between chronic and acute stressors.

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. / Public Health

Increased levels of stress in the workplace have led the American Psychological Association to predict a looming public health crisis. Critical care nurses (CCNs) are highly exposed to stressors in the workplace, more than other nurses. Tens of billion dollars were reported lost in productive work time yearly due to ill health from depression alone. An important gap remains in understanding the relationships of stressors with the amount of stress. Supported by the biopsychosocial stress theory, the purpose of this study was to determine the relationship between frequencies of perceived stressors (IVs) as a source of perceived levels of stress (DV) or allostasis. The mixed-methods study included an online questionnaire and an e-mail interview of 400 hospital-based CCNs from professional nurses' associations in the United States. The Nursing Stress Scale was used to determine the kinds and frequencies of IVs, while the Psychological Stress Measure was used to assess the DV. Multiple regression analysis assessed the strength and direction of the relationships between IVs and DV. Interviews fell short of the minimum sample size for saturation and were not analyzed. Quantitative findings indicated workload as the most frequently perceived stressor, correlating positively with allostasis (p = .0005). Death and dying, conflict with other nurses, and lack of support for CCNs were also statistically significant (p < .05). Implications to practice and social change include promoting changes in policy with management support to reduce workload, death and dying, conflict with other nurses, and lack of social support for CCNs. Personal behavior changes like relaxation and physical exercises as coping methods may also reduce levels stress.

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.

<p>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.</p>

<p>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.</p>

Magister Educationis - MEd / 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. In a systematic way, we try to uncover what workplace stress is, how it is defined and manifests itself. It also deals with the specific reasons why teachers in South Africa, and especially in poorer schools on the Cape Flats, suffer such heavy stress. A convenient way to examine issues of stress was to approach it from different angles or levels: the classroom level, the staff/relationship level, the organizational level and the Departmental (Governmental) level. At these levels the causes, manifestations and solutions to workplace stress were researched. A qualitative study was done to ascertain first hand from the experiences of affected teachers themselves, how they learnt to cope, how this learning came about and what the specific methods or strategies are which they employ to deal effectively with stress. The study concludes with a general summary of the most salient coping strategies that seem to work for most teachers. Recommendations to address stress at the four levels mentioned are finally made. / South Africa