No / No / There are an increasing number of studies that have monitored the impact of Stress Management Interventions (SMls) and the results of these studies can play a vital role in informing the development of more effective, evidenced-based SMIs. In this paper, the authors have undertaken a review of United Kingdom (UK)-based research that has tested the impact of SMIs. Sixteen studies were examined and the results revealed that the vast majority of interventions were targeted at the individual employee, although there was a tendency for more recent research to focus on organisational level interventions. While all intervention levels were found to have some human and/or organisational benefits, strategies aimed at the individual level were less likely to result in longer-term benefits. An examination of the research methods used in the 16 studies indicated that UK-based researchers are beginning to adopt more rigorous research methods. However, there was a tendency for researchers to evaluate interventions over a relatively short time-frame. The implications of these findings for future research are discussed.

Purpose: The systematic review explored whether self-management interventions improve patient activation in long-term conditions, and if any improvements are greater than the amount of change experienced by patients in usual care or active control conditions. It also aimed to determine if positive effects on activation are maintained at follow-up. The empirical study sought to explore relationships between patient activation, psychological factors (depression and valued living), perceived clinician empathy, perceived symptom severity, self-management and demographic variables. It also examined whether depression, valued living and perceived clinician empathy are unique predictors of activation, and if activation is a unique predictor of self-management for MS, when relevant confounding variables are controlled for. Methods: For the systematic review, a comprehensive search of multiple electronic databases was conducted to identify intervention research reporting on patient activation outcomes, as measured by the short-form Patient Activation Measure (PAM-13), in people with long-term conditions. For the empirical study, a cross-sectional survey of 118 people with MS explored patient activation, MS symptom severity, valued living, depression, perceived clinician empathy, self-management for MS and demographic factors. Correlation and hierarchical regression analyses were employed to explore relationships between variables. Results: Twenty-five studies were eligible for inclusion in the systematic review, reporting a wide range of long-term conditions. Twenty-one studies (10 RCTs; 1 non-randomised study; and 10 uncontrolled studies) found an improvement in patient activation at post-intervention. Nine studies reported a significantly greater improvement in activation in self-management conditions compared with usual care or an active control at post-intervention. In six out of eight studies, gains in patient activation were maintained in the intervention group at follow-up. However, in four of these six studies, patient activation in the control group also improved over time. Findings from the empirical study suggested that only valued living was a significant predictor of patient activation after controlling for demographic variables and MS symptom severity. Neither depression nor perceived clinician empathy significantly predicted activation. After controlling for valued living, depression and perceived clinician empathy, patient activation independently predicted 5.5% of variance in self-management for MS. Both activation and perceived clinician empathy were significant predictors of self-management for MS. Conclusions: Self-management interventions improve patient activation in long-term conditions compared with usual care or active control. Patient activation gains appear to be maintained longer-term; however, the impact of self-management interventions on activation is unclear due to increases in activation in control groups over time. Valued living is associated with patient activation in MS, while patient activation and perceived clinician empathy are associated with MS self-management. Self-management interventions targeting valued living and the patient-clinician relationship may be effective for addressing low levels of activation in some patients with MS.

In an age of austerity, specifying how governance and innovation interact is an important issue on the agenda of policymakers and scholars when discussing the role of government in dealing with 'wicked problems'. This trend of public sector spending cuts continues unabated in G20 countries, such as the US, Brazil and Saudi Arabia, and is driven by the concurrence of austerity measures and increasing citizen demands for quality public services. As a way to tackle this dilemma, governments have specifically sought, explicitly or implicitly, to urge public sector organisations to become more effective, which calls for innovation in public organisations, which is inextricably linked to performance. For example, Saudi Arabia launched an unprecedented major economic transformation, Vision 2030, which is considered a huge challenge to the public sector, which employs over two-thirds of Saudi nationals, to be innovative. Although several scholars have tried to prescribe ways to make the public sector more innovative, the theoretical frameworks used explained the effects of governance in unexpectedly parochial terms, and also neglected human capital dynamics, offering scarce insights into why some organisations thrive through innovativeness while others struggle. This study, which extends beyond the traditional high-performance models, examines whether the emphasis on the complementarities between a holistic approach of governance (rather than HRMP) and human capital can drive up human capital's value to produce a relative advantage; in this case, innovativeness. This study breaks from the traditional, agency conflict between stakeholders and managers and uses a combination of theories (social capital theory, stakeholder theory and institutional theory) to describe where and how organisations' governance drives human capital value creation towards innovativeness. This study suggests that different governance mechanisms may work together in a complementary manner, rather than as substitutes, towards higher organisation performance. The conceptual framework uncovers previously overlooked circumstances, such as underestimating the strategic value of the public organisations' human capital, and offers a new approach to the conceptualisation of governance by developing a cooperation (rather than conflict) model, whereby multi governance mechanisms are intertwined. This research adopts a quantitative methodology, along with the positivist philosophical approach, to investigate the hypothetical relationships within the conceptual framework. To analyse and validate the data, this study applies the structure equation model by using the Statistical Package for the Social Sciences (SPSS) AMOS V. 23. Based on data gathered from 713 public employees in Saudi Arabia, the findings indicate that public employees' innovativeness is driven by an organisation's complementarities between governance and human capital. In particular, the findings show that the amount of damage caused to trust within public organisations by a poor ethical work climate is greater, whereas good ethical work climate contributes to employees' trust which in turn positively facilitates the effect of psychological ownership on subsequent innovativeness. The findings also suggest that satisfied internal needs are key capabilities that organisations must possess in order to increase the capacity for innovation. Moreover, this study finds a variety of networks modes which provide opportunities for public employees to innovate. These research outcomes yield several theoretical and practical implications. As a preliminary study, designed to address a complicated phenomenon in the public sector, the results of this study should be considered in the light of some limitations.

Business organizations rely on exploitation and efficiency to provide short-term results and on exploration and innovation for their future viability. The ability to simultaneously exploit and explore has been termed organizational ambidexterity. Front-line managers who are able to encourage both exploitation and exploration from their employees should therefore be quite successful, but this is not an easy task. Managerial interventions seek to align the employees’ interests with the manager’s interests and therefore can be perceived as more controlling than enabling, thereby negatively impacting ambidexterity. This case study uses agency theory as a theoretical lens to understand managerial interventions that could focus attention on individual employees’ actions that are both exploitative and explorative in an enabling fashion to allow for success. The study advances managerial practice, addresses gaps in the literature on ambidexterity, and advocates development of a new management theory by recommending that managers focus their interactions into three sets of tasks, 1) those that connect the employee to the organization, 2) those that connect the manager to the employee, and 3) those that enable the employee to go forward and own their decisions, within these connections. We argue, this combination of interventions work together to encourage an environment of both exploitation and exploration, or contextual ambidexterity, with the opportunity to be successful in both the short-term and into the future.

Introduction: The field of implementation science provides the variables adoption and reach, which can be used to evaluate aspects to access, a primary incitement for integrated care. This study compared two integrated models: In Year 1, behavioral health consultants worked collaboratively with pediatricians to provide brief on-the-spot consultations to patients with behavioral concerns, and in Year 2, a structured, evidence-based treatment (EBT), the Family Check-Up, was developed to be delivered in conjunction with the existing collaborative model. Method: A chart review revealed the number of children who (a) attended a 4- to 5-year-old well-visit, (B) were screened, (c) were identified as having behavior problems, (d) were referred, and (e) accessed the services. Outcomes were calculated as percentages of children with behavioral concerns who were referred to (adoption) and received (reach) the services in each year. Results: Key findings were that (a) physician referrals increased when an EBT was added, but (b) patients had better first-session contact with the brief approach than the EBT, which few patients completed. Discussion: Results underscore the utility of measuring adoption and reach as partial indicators of access to services. These are accessible variables, collected in every practice that can be measured routinely in the context of quality improvement and, ideally, reported in studies as a way to disseminate knowledge about how to build behavioral health technology into primary care. Future research should strive for more rigor in measuring adoption and reach, and consider including a number of other implementation outcomes.

Occupational stress among university and college faculty has significantly increased over the past decade. Employee wellness programs aim to reduce work-related stress through a class of evidence-based activities known as Stress Management Interventions (SMIs). During the COVID-19 pandemic, new challenges in the daily work of academics have simultaneously exacerbated stressful working conditions and exposed shortcomings in traditional face-to-face stress management interventions. Due to time constraints, cost, low scalability, and a high access threshold, the implementation of SMIs on campuses falls short of a national goal set by the United States Department of Health (2010). In addition, existing SMIs are underutilized (Heber et al., 2017). There is a substantial need for more broad-based attention to the health and wellness of university/college faculty, and with the accelerated adoption of work-from-home policies there are calls for the development of internet-based SMIs. This doctoral project investigates evidence and best practice in managing occupational stress among academicians, identifies tools within occupational therapy practice to accommodate remote work, and outlines a development plan to create a cost-effective, internet-based SMI designed for improved administrative implementation and faculty utilization. The program is based on the Person-Environment-Occupation model from occupational therapy literature, which focuses on an individual’s performance as shaped by the congruence of their personal domain (e.g., mental and physical health, self-concept, perceived role, cognition), occupational domain (e.g., their work), and their environment (e.g., physical, institutional, social environments) (Law et al., 1996).

Disertacijos tikslas yra identifikuoti ir ištirti streso darbe valdymo priemones bei jų veiksmingumą ir sukurti kompleksinį streso darbe valdymo modelį. Remiantis moksline literatūra disertacijoje pateikiama streso sampratos genezė, išanalizuoti streso darbe valdymo modeliai, identifikuoti esminiai stresą darbe sukeliantys veiksniai, išnagrinėtos organizacines streso darbe valdymo priemonės ir atskleistas jų veiksmingumas mažinant stresą darbe. Disertacijoje identifikuotos streso darbe valdymo priemonės, kurios iki šiol nebuvo nei teoriškai, nei empiriškai tyrinėtos. Remiantis mokslinės literatūros analize sukurtas kompleksinis streso darbe valdymo modelis, kuris empiriškai įvertintas Lietuvos energetikos įmonėse. Empiriniam tyrimui atlikti buvo pasirinktas kiekybinis tyrimo metodas – darbuotojų apklausa. Tyrimo metu nustatyta streso darbe priklausomybė nuo socialinių demografinių charakteristikų bei identifikuoti esminiai energetikos sektoriui stresoriai: atsakomybė už kitus žmones, darbo krūvis, vaidmens konfliktas, darbo sąlygos. Empirinis tyrimas patvirtino, kad streso darbe valdymo priemonės yra veiksmingos taikant jas kompleksiškai. Bendrą streso darbe lygį mažina bei atskirus stresorius įtakoja socialinė parama, karjeros valdymas, darbo ir asmeninio gyvenimo pusiausvyros užtikrinimo priemonės, darbuotojo žinių ir įgūdžių atitikimas darbo vietos reikalavimams, užduoties identiškumas. Remiantis tyrimo rezultatais parengtos rekomendacijos organizacijoms stresui darbe... [toliau žr. visą tekstą] / The aim of the dissertation is to identify organizational stress management interventions, analyze their effectiveness and create a systemic work related stress management model. Based on scientific literature there is revealed the genesis of the concept of stress, analyzed stress models, identified main work related stressors, analyzed stress management interventions and disclosed their effectiveness by reducing work related stress. There is revealed organizational stress management interventions which have been studied neither theoretically nor empirically were identified. The systemic work related stress management model is reasoned on the grounds of the theoretical analysis. The model was tested empirically in Lithuanian energy sector. The empirical study employs the survey method for data collection. The empirical study disclosed impact of social demographical characteristics on work related stress, and identified main stressors in Lithuanian energy sector: responsibility for other people, workload, role conflict, working conditions. The empirical study has fundamentally proved that organizational stress management interventions are efficient when they are applied systemically. The overall level of work related stress is reduced and individual stressors are influenced by social support, career management, interventions ensuring work – life balance, person's knowledge and skills fit to workplace requirements and task identity. On the grounds of the study conducted... [to full text]

This study examined the effects of two 8-week stress-management interventions (aerobic exercise and progressive relaxation) on reductions in trait anxiety, increases in self-efficacy, and enhancement of coping strategies for sedentary working women. It was expected that aerobic exercise, a relatively new treatment, would be as effective or more effective than progressive relaxation, a well researched treatment, as a stress-management intervention. The subjects were 72 females aged 24-59, (M = 39.8) solicited from the Vancouver community via newspaper advertisement asking for stressed volunteers to participate in two stress-management programs. They were interviewed and randomly assigned to an aerobic exercise or progressive relaxation treatment. The treatment sessions were conducted over an 8-week period with subjects meeting in groups for 1 1/2 hours per week. Prior to the first session subjects were administered: STAI-T (Spielberger, Gorsuch, & Lushene, 1970), the General Self-Efficacy Scale (Sherer et al., 1982), Ways of Coping Checklist (Lazarus 6 Folkman, 1984), and a 7-Day Exercise Recall Inventory (Blair, 1984). Subjects were assessed again at post treatment and at 8-week follow-up. Repeated measures, multivariate analysis of variance with preplanned contrasts, indicated that both treatment groups were effective in decreasing trait anxiety and increasing self-efficacy from pre- to post-treatment. These changes were maintained at 8-week follow-up. In addition, a one-way multivariate analysis of variance with repeated measures indicated that the total number of coping strategies, as well as the difference between the number of problem-focused and emotion-focused coping strategies, did not change significantly from pre- to post-treatment. Additionally, there was a negative relationship between low scores in self-efficacy and high scores in emotion-focused coping. In response to ancillary post-treatment and follow-up questionnaires, aerobic exercise was perceived by the participants as a more satisfactory stress-management treatment. Implications of these results and suggestions for future studies are discussed. / Education, Faculty of / Curriculum and Pedagogy (EDCP), Department of / Graduate

This research focuses on the concept of occupational stress. Theories and models are discussed in an attempt to highlight the nature of stress and its implications for the individual if it is not effectively managed. Individual differences in the way they experience strain and cope with stress are considered, as well as the organisational implications of stress. Current thinking in the management of stress programmes is highlighted. The empirical study was conducted to determine whether there are differences between various organisational subgroups with regard to variables relating to occupational stress, strain and coping, as measured by the Occupational Stress Inventory - Revised (Osipow, 1998). The findings of the study show that there are significant differences between seniority, age, race and gender subgroups within the accounting organisation in which the research took place, with regard to stress, strain and coping / Industrial Psychology / M.A. (Industrial and Organisational Psychology)

This research focuses on the concept of occupational stress. Theories and models are discussed in an attempt to highlight the nature of stress and its implications for the individual if it is not effectively managed. Individual differences in the way they experience strain and cope with stress are considered, as well as the organisational implications of stress. Current thinking in the management of stress programmes is highlighted. The empirical study was conducted to determine whether there are differences between various organisational subgroups with regard to variables relating to occupational stress, strain and coping, as measured by the Occupational Stress Inventory - Revised (Osipow, 1998). The findings of the study show that there are significant differences between seniority, age, race and gender subgroups within the accounting organisation in which the research took place, with regard to stress, strain and coping / Industrial Psychology / M.A. (Industrial and Organisational Psychology)