本研究旨在瞭解目前臺北市立公立國民小學校長知識領導、教師工作壓力與學校創新經營效能的現況；探討不同背景下，校長知識領導、教師工作壓力與學校創新經營效能之差異情形；並探析三變項彼此之相關與預測力；檢定三變項的結構方程模式之適配情形及變項間之影響力。本章依據上述研究目的進行文獻探討，提出研究架構，編製「國民小學校長知識領導、教師工作壓力與學校創新經營效能量表」以進行實徵調查。本研究以臺北市之公立國民小學教師為對象，共抽取76所國民小學之912位教師為樣本，回收828份有效問卷，可用卷回收率為90.79％；蒐集的資料以描述性統計分析、t考驗、ANOVA分析、積差相關、多元逐步迴歸、結構方程模式等統計方法進行分析與處理，獲致如下的結果： 一、 臺北市公立國民小學校長知識領導表現為中高程度，以「充實領導知能」得分最高，「展現創新行動」得分最低。 二、 臺北市公立國民小學教師對其工作壓力感受為中低程度，以「工作負荷」壓力感受最高，「人際關係」壓力感受最低。 三、 臺北市公立國民小學學校創新經營效能表現為中高程度，以「環境設備創新效能」得分最高，「行政服務創新效能」得分最低。 四、 臺北市公立國民小學以男性、41歲以上、研究所以上學歷、年資26年以上、擔任主任職務之教師，知覺「校長知識領導」的程度較高。 五、 臺北市公立國民小學以師資班或師大、師院、一般大學教育系大學部畢業學歷、擔任組長、副組長或教師職務、身處學校規模在61班以上之教師，知覺「工作壓力」的程度較高。 六、 臺北市公立國民小學以51歲以上、服務年資16年以上、擔任主任、組長（或副組長）職務之教師，知覺「學校創新經營效能」的程度較高。 七、 臺北市公立國民小學校長知識領導與教師工作壓力、教師工作壓力與學校創新經營效能具低、中度負相關，而校長知識領導與學校創新經營效能具有高度正相關。 八、 臺北市公立國民小學校長知識領導與教師工作壓力對學校創新經營效能具有顯著預測作用，以「校長知識領導」與其層面「整合知識資源」的預測力最佳。 九、 臺北市公立國民小學校長知識領導、教師工作壓力與學校創新經營效能的結構方程模式之適配性檢定獲得支持，能解釋主要變項之關係。 十、 臺北市公立國民小學校長知識領導對學校創新經營效能之影響以直接效果為主。 依據研究結果，本研究在臺北市公立國民小學校長知識領導、教師工作壓力與學校創新經營效能的相關研究上，提出如下的建議： 一、 成立校長知識領導社群，以利校長間領導知能的分享與傳承。 二、 強化學校行政服務與課程教學的創新，以利學校創新經營均衡發展。 三、 降低學校規模、暢通學校溝通管道、營造校內合作氣氛，以利校長知識領導、降低教師工作壓力，提升學校創新經營效能。 四、 透過減課的激勵方式，協助教師減輕工作壓力，以利從事學校創新經營。 五、 鼓勵教師參與校內外或是學位進修，以利教師本職學能的提升，促進行政與教學間互信互助。 六、 提供充裕的時間與空間發展創新，以提升學校創新經營成效。 七、 協助輔導年輕教師，全面提升教師教學成效。 八、 將研究範圍擴大至其它地區或全國，並考慮擴大問卷調查對象至不同層級的教育人員。 九、 可配合採用訪談法、個案研究、德懷術、焦點團體座談等方法，來進行較深入的探討，使研究結果更具有參考價值。 十、 可透過階層線性模式（HLM）來對各變項內之向度做進一步的觀察多層次變項間的關係。 依據研究結論，上述相關建議，俾供教育行政機關、國民小學及未來研究之參考。 / The purpose of this research is to advance understanding of the relationship among public elementary school principals' leadership in knowledge management, teachers' work stress, and effectiveness of schools' innovative management in Taipei city. I analyzed these three variables in different backgrounds of their relationship and prediction. I assessed the adjustment and effects of the structural equation model among three variables. To achieve the purposes, the research involved literature review, proposing a research model and adopting a questionnaire survey: “The investigative questionnaire of relationships among elementary school principals' leadership in knowledge management, teachers' work stress, and effectiveness of school innovation management.” The survey consisted of 912 teachers from 76 elementary schools in Taipei city, and among them, 828 distributed copies were returned as valid. The return rate was 90.79%. The data which were collected underwent statistical treatments such as t- test, one-way ANOVA, Pearson product-moment correlation, multivariate analysis of variance, and structural equation model in order to obtain the results for the stated objectives of the study. The conclusions of this research are as follows: 1. Taipei public elementary school principals have medium-high performance on their practice of leadership in knowledge management. Score the highest in the dimension of "building professional expertise" and the lowest in the dimension of "showing innovative actions." 2. Taipei public elementary school teachers have low-medium work stress. Score highest in the dimension of "work loads" and the lowest in the dimension of " interpersonal relationship." 3. Taipei public elementary schools have medium-high performance in terms of innovative management. Evaluate highest in the dimension of "Innovative performance on school's facilities" and lowest in the dimension of " innovative performance on administrative services. " 4. Among Taipei public elementary school teachers, those who are male, over the age 41, master's degree or above, working more than 26 years, and working as director, have significantly greater awareness of principals’ leadership in knowledge management. 5. Taipei public elementary school teachers, who graduated from Teachers' college with a bachelor's degree, working at a school of over 61 classes, have higher level of work stress. 6. Taipei public elementary school teachers, who are over the age 51, work more than 16 years, serve as director and section chief (or vice section chief), have significantly better awareness of the effectiveness of school innovative management. 7. Taipei public elementary school teachers’ work stress has low-negative correlation to principals’ leadership in knowledge management and effectiveness of school innovative management. Principals’ leadership in knowledge management is high-positively related to effectiveness of school innovative management. 8. Both principals’ leadership in knowledge management and teachers’ work stress serve a predictive function on the effectiveness of school innovative management, especially in the variable of principals’ leadership in knowledge management and the dimension of " integrating knowledge resources " 9. The result of assessment of proper fit on the structural equation model among principals’ leadership in knowledge management, teachers’ work stress, and effectiveness of school innovative management supports and explains the co-relationships of these three variables. 10. The Influence of Taipei public elementary school principal's leadership in knowledge management on schools' innovative management is mainly via direct effects. Based on the findings, the research investigation offers several suggestions for helping school teachers, principles, as well as administrators to implement for a better organizational practice: 1. Establish Leadership community for school principles to exchange and share the knowledge 2. Strengthen the innovation in administrative service as well as course design for a balanced development of school's innovative management. 3. Reduce school scale, open up communication and create cooperative atmosphere within the school for the better leadership, less work stress and to promote the efficiency of innovative operation. 4. Mitigate work stress by reducing school teachers' teaching hours to benefit schools’ innovative operation plans. 5. Encourage teachers to pursue further education. It will not only improves teachers' professionalism but contributes mutual trust between administrators and teachers. 6. Giving sufficient time and space for innovation to benefit the effect of schools’ innovative operation. 7. Provide guidance to young educators to improve teaching quality in all-round manner. 8. Expand research scope to other areas or nationwide and consider expanding the target of questionnaire survey to educators in different levels. 9. Proceed further investigation on the topic with various research methods such as Interview Survey, Case Study, Delphi Technique, Focus Group Interview, etc, which makes the findings more worthy referenced. 10. Using hierarchical linear model to have an empirical research among principals' leadership in knowledge management, teachers' work stress and effectiveness of schools' innovative management. I hope the authority, elementary educators will find the suggestions of this research beneficial to the better organizational development. Key words: principals' leadership in knowledge management, teachers' work stress, effectiveness of schools' innovative management

本研究旨在探討新北市完全中學兼任行政工作教師人格特質、工作壓力與憂鬱傾向之關係，以新北市400位完全中學兼任行政工作教師為研究對象，回收有效問卷389份。本研究工具為「性格自評量表」、「工作壓力量表」及「身心健康量表」。以描述性統計、T檢定、單因子變異數分析、皮爾遜績差相關及多元逐步迴歸分析等方法，進行統計分析。主要研究結果如下： 1.新北市完全中學兼任行政工作教師的整體憂鬱傾向屬於中等偏低程度。 2.新北市完全中學兼任行政工作教師不同性別、不同年齡、不同婚姻狀況及不同兼行政服務年資的憂鬱傾向有顯著差異存在。 3.不同性別、不同年齡、不同婚姻狀況、不同兼行政服務年資、不同行政職務及不同學校規模之新北市完全中學兼任行政工作教師的「神經質」人格特質與其「整體工作壓力」間均有顯著相關。 4.不同性別、不同年齡、不同婚姻狀況、不同兼行政服務年資、不同行政職務及不同學校規模之新北市完全中學兼任行政工作教師的「神經質」人格特質與其 「憂鬱傾向」間均有顯著相關。 5.「神經質」人格特質、「上級要求」工作壓力、「和善性」人格特質及「工作負荷」工作壓力，可以有效預測整體新北市完全中學兼任行政工作教師的「憂鬱傾向」，解釋的總變異量為51.4%。 6.「神經質」人格特質可以有效預測不同性別、不同年齡、不同婚姻狀況、不同兼行政服務年資、不同行政職務及中大型學校規模新北市完全中學兼任行政工作教師的「憂鬱傾向」。 7.「人際關係」工作壓力可以有效預測兼行政服務年資第2至5年、擔任圖書館行政職務及中型學校規模新北市完全中學兼任行政工作教師的「憂鬱傾向」。 8.「上級要求」工作壓力可以有效預測35歲以下及擔任教務處行政職務新北市完全中學兼任行政工作教師的「憂鬱傾向」。 9.「和善性」人格特質可以有效預測小型學校規模新北市完全中學兼任行政工作教師的「憂鬱傾向」。 10.「嚴謹自律性」人格特質可以有效預測兼行政服務年資第6至10年新北市完全中學兼任行政工作教師的「憂鬱傾向」。 11.「聰穎開放性」人格特質可以有效預測擔任學務處行政職務新北市完全中學兼任行政工作教師的「憂鬱傾向」。 本研究依據上述結果加以討論，並分別對完全中學兼任行政工作教師、學校、教育行政主管機關及未來研究提出相關建議。 / The purpose of this study is to understand the relationships between personality traits,work stress and depressive tendencies of the teachers work part-time administration in New Taipei City six-year high school.This study samples have 400 the teachers with administrative position in New Taipei City six-year high school,and 389 valid questionnaires are collected.The research tools used are:”Character self-assessment scale”,”Work stress scale”,and” Mental health scale”.The data was analyzed by descriptive statistics,t-test,One-way analysis of variance,Pearson’s correlation analysis and multiple regression analysis.The major results of the study are as follows. 1.Work part-time administration in New Taipei City six-year high school teachers’ depressive tendencies is in the medium low degree. 2.New Taipei City six-year high school teachers work part-time administration of different gender, age, marital status and years of service in different chief executive of depression tend to have significant differences 3.Different gender, age, marital status, different years of service and chief executive, different administrative duties and the New Taipei City six-year high school teachers work part-time administrative "neurotic" personality "overall pressure" were significantly associated therewith. 4. Different gender and age, marital status, different years of service and chief executive, different administrative duties and the New Taipei City six-year high school teachers work part-time administrative "neurotic" personality with its "depressive tendencies" were significantly associated therewith. 5. "Neurotic" personality, "the higher level" work pressure, "kind" personality and "work load" pressure of work, can predict a whole New Taipei City six-year high school teachers work part-time administrative "melancholy tendencies," explained the total varianceIt was 51.4%. 6. "Neurotic" personality traits can predict different gender, age, marital status, different years of service and administration, administrative duties and in different large-scale New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." 7."Interpersonal" work pressure can effectively predict and Chief Executive of service of the first 2-5 years as library administrative duties and medium-scale New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." 8."Higher level" job stress can predict the age of 35 and held executive positions with the New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." 9."kind" personality traits can predict the size of a small New Taipei City six-year high school part-time administrative work teachers' tendency to depression. " 10."Rigorous self-discipline" personality traits can predict and Chief Executive of service of the first 6-10 years of the New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." 11."Intelligent openness" personality traits can predict as the Student Affairs Office administrative duties entirely New Taipei City six-year high school teachers work part-time administrative "melancholy tendency." According to the results to discuss and provide several suggestions for the teachers work part-time administrative,schools,education administration,and future research.

Work stress has a substantial impact on employees, organisations and economies; especially in the fragile economic environment since the ‘Great Recession’ of 2008; which has seen employment levels drop and employees willing to endure more stress at work to avoid retrenchment. These impacts include serious health and financial consequences. Attempts should therefore be made to effectively manage and address work stress to lessen these dire consequences. Many models have been developed and theorised to assist in explaining work stress, the pinnacle of these being the job demands-resources (JD-R) model. In JD-R theory, the dual process explains that work-related well-being follows the following processes: An energetic, also called the health impairment process, in which job demands leads to ill health outcomes through burnout; and then a motivational process which presents that job resources leads to positive organisational outcomes, e.g. organisational commitment, through engagement. The main objectives of this research were 1) to investigate a JD-R model in a large South African sample with a categorical estimator; 2) to investigate the reversed causal hypotheses of burnout and engagement in job demands-resources theory over time; 3) to investigate the likelihood of reporting treatment for health conditions based on burnout and engagement, and 4) to investigate the link between burnout and objective financial outcomes, i.e. by medical aid provider expenditure. To achieve the first objective a cross-sectional design was used (n = 15 633) covering numerous sectors in South Africa. A dual process model was specified with job demands (work overload) leading to ill health through burnout, and job resources (colleague and supervisor support, communication, growth opportunities and role clarity) leading to organisational commitment through engagement. Results of structural equation modelling indicated that the proposed JD-R model was a good fit to the sample. Furthermore, burnout was found to mediate the relationship between job demands and ill health with a medium effect. Engagement was found to mediate the relationship between job resources and organisational commitment with a large effect. The second objective, concerning reversed causality, was achieved with a longitudinal design (n = 593). The hypothesized model included burnout and engagement at time one, and at time two work overload as indicator of job demands, and colleague and supervisor support, communication, growth opportunities and role clarity as indicators of job resources. Results indicated that burnout had a significant negative reversed causal effect to supervisor support and colleague support. Engagement showed only one significant result, i.e. a small negative reversed causal relationship with supervisor support. To achieve the third objective, a cross-sectional design was used (n = 7 895). Results for logistic regression analyses showed that an increase in burnout was associated with a significant increase in the estimated odds for reporting an affirmative answer for receiving treatment for any of the health conditions, i.e. cardiovascular conditions, cholesterol, depression, diabetes, hypertension and irritable bowel syndrome. In contrast, an increase in engagement was associated with a decrease in affirmative reporting for cardiovascular conditions, cholesterol and depression; but not for diabetes, hypertension or irritable bowel syndrome. Addressing the link between burnout and financial outcomes was the fourth objective; and met with a cross-sectional design (n = 3 182). Participants were divided into a high and low burnout group based on the comorbidity of exhaustion and cynicism Analysis of covariance (ANCOVA) was implemented, controlling for age and gender, to investigate the difference in medical aid provider expenditure of the two groups. Results revealed that expenditure in the high burnout group was consistently more in all cases, compared to the low burnout group. By way of conclusion, the implications of the research were discussed and recommendations for managers and for future research were made. / Thesis (PhD (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013

Work stress has a substantial impact on employees, organisations and economies; especially in the fragile economic environment since the ‘Great Recession’ of 2008; which has seen employment levels drop and employees willing to endure more stress at work to avoid retrenchment. These impacts include serious health and financial consequences. Attempts should therefore be made to effectively manage and address work stress to lessen these dire consequences. Many models have been developed and theorised to assist in explaining work stress, the pinnacle of these being the job demands-resources (JD-R) model. In JD-R theory, the dual process explains that work-related well-being follows the following processes: An energetic, also called the health impairment process, in which job demands leads to ill health outcomes through burnout; and then a motivational process which presents that job resources leads to positive organisational outcomes, e.g. organisational commitment, through engagement. The main objectives of this research were 1) to investigate a JD-R model in a large South African sample with a categorical estimator; 2) to investigate the reversed causal hypotheses of burnout and engagement in job demands-resources theory over time; 3) to investigate the likelihood of reporting treatment for health conditions based on burnout and engagement, and 4) to investigate the link between burnout and objective financial outcomes, i.e. by medical aid provider expenditure. To achieve the first objective a cross-sectional design was used (n = 15 633) covering numerous sectors in South Africa. A dual process model was specified with job demands (work overload) leading to ill health through burnout, and job resources (colleague and supervisor support, communication, growth opportunities and role clarity) leading to organisational commitment through engagement. Results of structural equation modelling indicated that the proposed JD-R model was a good fit to the sample. Furthermore, burnout was found to mediate the relationship between job demands and ill health with a medium effect. Engagement was found to mediate the relationship between job resources and organisational commitment with a large effect. The second objective, concerning reversed causality, was achieved with a longitudinal design (n = 593). The hypothesized model included burnout and engagement at time one, and at time two work overload as indicator of job demands, and colleague and supervisor support, communication, growth opportunities and role clarity as indicators of job resources. Results indicated that burnout had a significant negative reversed causal effect to supervisor support and colleague support. Engagement showed only one significant result, i.e. a small negative reversed causal relationship with supervisor support. To achieve the third objective, a cross-sectional design was used (n = 7 895). Results for logistic regression analyses showed that an increase in burnout was associated with a significant increase in the estimated odds for reporting an affirmative answer for receiving treatment for any of the health conditions, i.e. cardiovascular conditions, cholesterol, depression, diabetes, hypertension and irritable bowel syndrome. In contrast, an increase in engagement was associated with a decrease in affirmative reporting for cardiovascular conditions, cholesterol and depression; but not for diabetes, hypertension or irritable bowel syndrome. Addressing the link between burnout and financial outcomes was the fourth objective; and met with a cross-sectional design (n = 3 182). Participants were divided into a high and low burnout group based on the comorbidity of exhaustion and cynicism Analysis of covariance (ANCOVA) was implemented, controlling for age and gender, to investigate the difference in medical aid provider expenditure of the two groups. Results revealed that expenditure in the high burnout group was consistently more in all cases, compared to the low burnout group. By way of conclusion, the implications of the research were discussed and recommendations for managers and for future research were made. / Thesis (PhD (Industrial Psychology))--North-West University, Potchefstroom Campus, 2013

Adopting the Ecological Contextual Model of Acculturation and Adjustment (Birman, 1994; Trickett, 1996) and the Stress and Coping paradigm (Lazarus & Folkman, 1984, 1986, 1991), the present thesis explored the psycho-social, work, and marital adjustment of 200 established older middle-aged refugees from the Former Yugoslavia living in the Ottawa area. More specifically, three studies were conducted to examine specific stressors and resources of relevance to the adjustment of Former Yugoslavian men and women, across the following three distinct life domains: psycho-social, work, and marital. Study I explored the potential buffering effects of interpersonal trust on the relational growth of Former Yugoslavian refugees. Results demonstrated that interpersonal trust moderated the negative effects of war-related trauma on the relational growth of Former Yugoslavian women. No such buffering effect was found for the men. Study II investigated Former Yugoslavians' work adjustment by exploring the influence of pre-migratory work-related expectations-outcome congruence, occupational mobility, work stress (general and discrimination), as well as personal (education, English language proficiency) and social resources (support at work) on their work satisfaction and distress. Results indicated that different factors emerged as significant predictors of work satisfaction and work distress for Former Yugoslavian men and women. Study III explored the potential moderating role of marital resilience on the relationship between marital stress (general and acculturative) and marital adjustment. Results showed that marital resilience moderated the negative effects of marital stress on the marital adjustment of Former Yugoslavian women. No protective effect of marital resilience was found for the men. Taken together, the results of the three studies provide support for the relevance and importance of studying the stress, resources, and adjustment of refugees across contexts and gender. Given that important gender differences were found in different adaptational domains, the need to study further the impact of gender in refugees is reinforced. The findings are discussed within the current gender and migration literatures as well as the multidimensional theories of cross-cultural adjustment. Theoretical, research, and clinical implications were presented, along with recommendations for future research.

Adopting the Ecological Contextual Model of Acculturation and Adjustment (Birman, 1994; Trickett, 1996) and the Stress and Coping paradigm (Lazarus & Folkman, 1984, 1986, 1991), the present thesis explored the psycho-social, work, and marital adjustment of 200 established older middle-aged refugees from the Former Yugoslavia living in the Ottawa area. More specifically, three studies were conducted to examine specific stressors and resources of relevance to the adjustment of Former Yugoslavian men and women, across the following three distinct life domains: psycho-social, work, and marital. Study I explored the potential buffering effects of interpersonal trust on the relational growth of Former Yugoslavian refugees. Results demonstrated that interpersonal trust moderated the negative effects of war-related trauma on the relational growth of Former Yugoslavian women. No such buffering effect was found for the men. Study II investigated Former Yugoslavians' work adjustment by exploring the influence of pre-migratory work-related expectations-outcome congruence, occupational mobility, work stress (general and discrimination), as well as personal (education, English language proficiency) and social resources (support at work) on their work satisfaction and distress. Results indicated that different factors emerged as significant predictors of work satisfaction and work distress for Former Yugoslavian men and women. Study III explored the potential moderating role of marital resilience on the relationship between marital stress (general and acculturative) and marital adjustment. Results showed that marital resilience moderated the negative effects of marital stress on the marital adjustment of Former Yugoslavian women. No protective effect of marital resilience was found for the men. Taken together, the results of the three studies provide support for the relevance and importance of studying the stress, resources, and adjustment of refugees across contexts and gender. Given that important gender differences were found in different adaptational domains, the need to study further the impact of gender in refugees is reinforced. The findings are discussed within the current gender and migration literatures as well as the multidimensional theories of cross-cultural adjustment. Theoretical, research, and clinical implications were presented, along with recommendations for future research.

Lazarus and Folkman's (1984) transactional stress-strain-coping theory provides the theoretical background for the present thesis. This theory proposes that strain (i.e., burnout) occurs when demands (i.e., work stressors) exceed coping resources (e.g., social support). The current thesis explores the influence of social support on the stress-burnout relationship in nurses. A sample of Australian nurses working across three public hospitals in Brisbane's metropolitan district were recruited to investigate the nature and level of burnout experienced by nurses. Burnout is characterised by emotional exhaustion, depersonalisation and reduced personal accomplishment. The present research addresses gaps in the empirical literature by investigating the key work stressors experienced by Australian nurses and by establishing nurses' referent levels of work stress, social support, and burnout. In addition, the research explores the complex relationships between work stress, social support and burnout. The majority of nursing studies have failed to consider how support from within the nurses' work environment mitigates burnout. The present research builds upon previous nursing literature by examining the "main&qout; and "buffering" effect hypotheses. Studies have consistently found support for the main effect model, however the hypothesis that social support buffers the negative effects of stress has resulted in highly conflicting findings. Some theorists (Cohen & Wills, 1985; Cutrona & Russell, 1990) propose that the buffering effects of social support will only be found if there is an adequate match between the needs elicited by the stressful event and the type of support an individual receives. The present study extends the stress or support matching theory by exploring the matching between specific types of stressors to specific types (i.e., emotional and instrumental) and sources (i.e.,supervisor and coworkers) of support. Cutrona (1990) suggests that the controllability of a stressor is the primary dimension in determining an appropriate match between stressors and types of support. Cutrona proposes that controllable stressful events elicit needs for instrumental support and uncontrollable events elicit needs for emotional support. Heeding Cutrona's advice, independent raters classified nurses' work stressors as controllable or uncontrollable stressful events prior to investigating the stressor-support matching theory. Three sequential studies were undertaken to explore the variables of interest to this research program. In Study 1, focus groups were conducted with 68 nurses (11 males, 34 females) from two public hospitals. The qualitative data was subjected to content analysis. The findings revealed that Australian nurses are exposed to a range of job-specific stressors (i.e., Job Conditions, Job Uncertainty, Interpersonal Conflict and a Lack of Professional Recognition and Support) and generic role stressors (i.e., Role Overload, Role Conflict and Role Ambiguity). The findings prompted the research to utilise Wolfgang's (1988) Health Professions Stress Inventory to measure nurses' job-specific stressors and Osipow and Spokane's (1987) Occupational Roles Questionnaire to measure nurses' role stressors in Study 2. The findings from Study 1 also confirmed that the way nurses perceive work support is consistent with current social support literature. Nurses indicated that their two main sources of support were their coworkers and their supervisor. Furthermore, nurses discussed social support from a multidimensional perspective, recognising different types of support that were broadly classified as emotional and instrumental support. Based on these findings, the researcher developed a work support measure specifically for the purpose of this research. Items were taken from established social support scales and were slightly modified to ensure that they were contextually relevant to nurses. In Study 2, 273 nurses (38 males, 235 females) completed a multi-measure questionnaire. While there was sufficient research evidence to indicate that the Occupational Roles Questionnaire (Osipow & Spokane, 1987) and the Maslach Burnout Inventory (Maslach, Jackson, & Leiter, 1996) possess adequate levels of reliability and validity, less was known about Wolfgang's Health Professions Stress Inventory and the work support scales designed for this research program. Factor analysis of the Health Professions Stress Inventory revealed a four-factor solution: Lack of Professional Recognition and Support, Patient Care Uncertainty, Job Conditions, and Interpersonal Conflict. Cronbach's coefficient alphas ranged from .62 to .83. Factor analysis of the Coworker Support Scale revealed a two-factor solution, representing emotional and instrumental support. Cronbach's coefficient alphas for the Emotional Coworker Support and Instrumental Coworker Support were .92 and .88 respectively. Contrary to expectations, factor analysis of the Supervisor Support Scale revealed a one-factor solution. It was therefore deemed appropriate to examine Supervisor Support as a unidimensional construct in subsequent analyses. Cronbach's coefficient alpha for the Supervisor Support scale was .96. Overall, the results from Study 2 provided supporting evidence to suggest that the measures used in the current research program were psychometrically sound. In Study 3, the data collected in Study 2 was subjected to further statistical analysis. The findings from Study 3 indicated that overall, the sample of Australian nurses reported low to moderate levels of work stress, moderate levels of work support and moderately high levels of burnout. For Emotional Exhaustion, predictor variables accounted for 42.2% of the total variance. Sociodemographic factors explained a small but significant proportion of the variance (2.7%). Work stressors however, were the main predictors of Emotional Exhaustion, explaining 41.5% of the total variance. Role Overload, Job Conditions and Role Conflict were the main determinants of Emotional Exhaustion, with Role Overload explaining most of the variance. For Depersonalisation, the predictor variables accounted for 34.2% of the total variance. Sociodemographic factors (11.5%) and work stressors (33.6%) both explained a significant proportion of the variance. Role Conflict and Patient Care Uncertainty were the main determinants of Depersonalisation, with Role Conflict explaining most of the variance. For Personal Accomplishment, Role Conflict and Role Ambiguity explained 20.5% of the total variance, with Role Conflict explaining most of the variance. Sociodemographic factors and job-specific stressors were not significant Predictors of Personal Accomplishment. Evidence for main effects of work support on burnout were limited. There was no evidence to suggest that work support had significant main effects on Emotional Exhaustion. Supervisor Support had a small, but significant main effect on Depersonalisation (â = -.15, p < .05) and Personal Accomplishment (â = -.24, p < .01). There was no evidence of main effects for Emotional and Instrumental Coworker Support. Furthermore, the present research found no significant evidence to support the buffering effect of work support on burnout. Theoretical and practical implications of these findings are discussed.

A study was conducted to investigate mental health professionals' experience of change in three NHS Trusts in England. The aim was to understand the professionals' experience of change, applying the psychological contract as a sense-making tool using an extended contract model (Guest, 1998; George, 2009). The concept of the psychological contract was first introduced within psychoanalysis (Menninger, 1958) to explain the relationship between client and therapist. The psychological contract has evolved over the years to be applied in occupational settings to explain social exchanges between employees and the organisation (George, 2009). Semi-structured interviews were conducted with 15 mental health professionals from community NHS teams, with one participant from an inpatient ward. A hybrid thematic analysis using inductive and deductive coding was applied to capture both the theoretical framework of the psychological contract and the subjective experiences of the participants. Results revealed that the psychological contract could serve as both a cognitive and emotional sense-making tool of change for participants. Findings also revealed the influence of contextual political and social factors around change in the NHS. Novel findings included mediators in the change process such as participants feeling supported to negotiate psychological contracts and upholding personal and team values. The findings are discussed in terms of clinical implications for managing professionals' experience of change in the NHS.

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L’objectif principal de ce mémoire est l’étude de la relation entre la violence en milieu de travail et le profil de sécrétion diurne du cortisol salivaire et le rôle modérateur exercé par le centre de contrôle interne sur cette relation. Les données ont été recueillies dans le cadre du projet SALVEO mené au Canada par l’Équipe de Recherche sur le Travail et la Santé Mentale (ERTSM) entre 2009 et 2012. L’échantillon de participants est composé de 391 employés de 34 établissements québécois du secteur secondaire et tertiaire. Un nombre total de 3771 échantillons de salive ont été prélevés durant cinq occasions de la journée (réveil, 30 min après le réveil, 14h00, 16h00 et au coucher) répétés à trois moments de la semaine (mardi, jeudi et dimanche). Des modèles de régression multiniveaux ont été effectués sur les mesures de cortisol salivaire à chaque occasion de la journée au niveau 1, les travailleurs au niveau 2 et les établissements au niveau 3. En contrôlant pour les variables susceptibles d’influencer la concentration de cortisol salivaire telles que le sexe, l’âge, l’indice de masse corporelle (IMC), la consommation de tabac, la consommation d’alcool, l’activité physique, l’utilisation de médicaments, la saison d’échantillonnage et certains problèmes de santé, les résultats ont révelé des variations significatives dans la concentration de cortisol salivaire. En effet, les travailleurs vivant un niveau élevé de conflits interpersonnels présentaient un niveau de cortisol salivaire significativement plus faible à 16h00 et au coucher. Cependant, le niveau de harcèlement physique et sexuel n’influençait pas significativement la concentration de cortisol salivaire. Le centre de contrôle interne modérait la relation entre le niveau de conflits interpersonnels et la concentration de cortisol salivaire. Le centre de contrôle interne donne une indication sur la capacité du travailleur à gérer une situation de stress. Plus les conflits interpersonnels étaient élevés et plus la concentration de cortisol salivaire au coucher était forte pour les hommes avec un centre de contrôle interne élevé, comparativement à ceux exprimant un centre de contrôle interne faible et pour l’ensemble de l’échantillon. Ces résultats suggèrent que les conflits interpersonnels sont une source de stress associée à des variations significatives de concentration de cortisol salivaire. Les organisations devraient encourager le développement de pratiques de gestion en ressources humaines misant sur la résolution des conflits interpersonnels de leurs membres. Ces pratiques de RH contribueraient à prévenir les problèmes de santé associés à la violence au travail. / The main goal of the thesis was to study the relationship between violence at work and salivary cortisol variation. Specifically, we assessed the moderation effect of internal locus of control on the relationship between sexual and physical harassment and interpersonal conflicts at work with variations in salivary cortisol concentrations. Questionnaire data and saliva samples for cortisol analysis were collected on 391 day-shift workers employed in Canadian workplaces. Workers provided five saliva samples a day (awaking, 30 min after awaking, 2 p.m., 4 p.m., bedtime) repeated 3 times (Tuesday, Thursday, Sunday) on a week. Data was collected during the SALVEO Canadian study by the Équipe de Recherche sur le Travail et la Santé Mentale (ERTSM) throughout 2009 - 2012. Multilevel regression models were performed from cortisol measurements at each occasion within a day at level-1, workers at level-2 and workplace at level-3. Controlling for sex, age, body mass index (IMC), tobacco, alcohol, physical activity, medication, sampling season and health problems, results revealed significant variations in salivary cortisol concentration between sample, workers and workplace. Workers with high interpersonal conflicts have a lower salivary cortisol concentration at 4 p.m. and bedtime. Results revealed no significant relationship between sexual and physical harassment at work and salivary cortisol. Internal locus of control moderated the relationship between interpersonal conflicts and salivary cortisol variation. Higher interpersonal conflicts are associated with higher salivary cortisol concentration at bedtime for men with a strong internal locus of control than for men with low internal locus of control and for all workers. Overall, results suggest the interpersonal conflicts are a chronic stress significantly associate with salivary cortisol variation during a working day. Organisations should encourage the development of human resources management practices focusing on resolving interpersonal conflicts of their members. These HR practices help to prevent health problems associated with violence at work.