No description available.

Thesis advisor: Shanta Pandey / Thesis advisor: Eduardo Abarzua / Stress among school workers and teachers is a growing global concern, specifically in Chile. This has worsened in post-pandemic times. School leadership can be a key factor for school performance and employee well-being. In Chile, although research in this area is still limited, it has suggested the importance of the role of school leaders in the work environment. The local context seems to affect the school leaders’ capacity to promote well-being. While the leaders’ influence on workers’ work stress and well-being is well established, we don’t know its mechanisms. It is not clear how personal and local contextual factors that influence school leaders' ability to manage work psychological risks are associated with work stress. Informed by conceptual frameworks of risk management, this dissertation helps to address current gaps in knowledge by probing the impact that leaders have on work stressors in a school setting within a school district in Chile. The author used mixed methods to accomplish this study’s objectives. Quantitative data were obtained from the Questionnaire of Psychosocial Risk Surveillance in the Workplace collected from 1,194 school workers of Talcahuano School District (DAEM) in 2018. The Qualitative data was obtained by conducting 12 semi-structured interviews with principals and pedagogical heads of the Talcahuano School District in 2022.Four key findings from this study will advance empirical knowledge of School leaders' abilities to manage and change the work environment: (1) The extent of school leaders’ influence on job stress is significant and relative. This influence is not the same for all psychosocial risks; for some, the leaders had no impact. Also, leaders’ capacity to influence the work environment varied by the school setting's meso and macro level factors that constrain leaders' abilities to mitigate these risks. (2) In addition to contextual constraints, School leadership substantially influences some risk factors compared to other predictors related to the school context and school leader characteristics. In the quantitative analysis, Quality of Leadership is a significant predictor of some stress-related risks and alone explains 8% of the variance in Psychological Demand and 23% of the variance in Meaningful Work. Qualitative results also suggest some possible ways for leaders’ practices and behaviors to influence other risks. (3) Leaders' general approach to work stress is characterized by their idea that work stress is a reaction to the whole environment of the educational system (micro, meso) and that they can manage stress among staff by focusing primarily on the socio-emotional aspect of the school and its environment. (4) School leaders implied that they can better reduce the stress level of workers with support at the meso and macro levels of management. The results also shed light on trends in pandemic and post-pandemic Schools’ work-stress. / Thesis (PhD) — Boston College, 2023. / Submitted to: Boston College. Graduate School of Social Work. / Discipline: Social Work.

Arbetsrelaterad stress är ett utbrett samhällsproblem. Som en konsekvens av den flexibla arbetsmarknaden ökar tidsbegränsade anställningar, vilket kan orsaka arbetsrelaterad stress. Syftet med studien är att undersöka vad som kan predicera att människor upplever generell arbetsstress, och om stressen skiljer sig utifrån anställningsform. Arbetsrelaterad stress mättes flerdimensionellt genom generell arbetsstress, krav-kontroll-stöd-modellen och anställningsotrygghet. Enkäten besvarades av 181 deltagare varav 69% var kvinnor och 31% män, 76% hade en visstidsanställning och 27% hade en tidsbegränsad anställning. Resultatet visade att de med tidsbegränsade anställningar hade högre anställningsotrygghet än tillsvidareanställda. Vidare framkom att anställningsotrygghet, krav, stöd, och kön kan predicera generell arbetsstress, men inte anställningsform, kontroll och ålder. Krav förklarade störst andel variation i generell arbetsstress, därefter stöd, anställningsotrygghet och kön. Totalt förklarades 44% av variansen av generell arbetsstress. På grund av högre anställninsgotrygghet riskerar anställda med tidsbegränsad anställning mer negativa hälsoeffekter än tillsvidareanställda. Eftersom stöd har en dämpande effekt mot stress, kan det vara anledningen till att resultatet inte visade en skillnad mellan anställningsformerna gällande generell arbetsstress.

This study aims to examine to what extent Dutch GPs are at risk for burnout, and to identify personal, professional and practice related characteristics that are associated with high burn out scores. In the extant literature, physicians are identified as professionals who are high risk for burnout. In the past decade, working conditions for general practitioners (GPs) in the Netherlands have changed for the worse. There are no recent data on GP burnout in the Netherlands. Although much is known in the literature about factors that are associated with burnout and the role job demands and resources play in getting burned out, the extent to which these findings apply in the context of Dutch GPs is unknown. This study is designed as a quantitative, survey based, empirical study. An invitation to complete an online survey was sent to 4,000 GPs in the Netherlands, of whom close to 1,300 participated in this study (33% response rate). The data were analysed using IBM SPSS 22.0. The data analysis consisted of a descriptive analysis of the data with an emphasis on the outcome of burnout measurements, as well as an inferential analysis of the data with an emphasis on the association between respondents’ characteristics and burnout measurements. The results from this study indicate, that one in seven practicing Dutch GPs could be classified as burned out with fulltime working GPs reporting an average working week of 62 hours. According to the findings, the amount of hours worked per week is the most important determinant of emotional exhaustion. Variation in emotional exhaustion, depersonalisation and professional efficacy can to a large extent be explained by variation in demands (administrative burden, work-home conflict, psychological job demands) and resources (decision latitude, co-worker support and home support). Increased job demands are predominantly associated with emotional exhaustion, while a scarcity of resources predominantly leads to increased depersonalisation and reduced professional efficacy. The findings demonstrate, that a bigger job size, more hours worked and a more responsible position held, are associated with higher experienced demands, which is in turn associated with unfavourable burnout scores, particularly increased emotional exhaustion. Working in a group setting, being professionally active outside of one’s own practice and being in a relationship were found to be associated with increased resources, which is in turn associated with favourable burnout scores, particularly decreased depersonalisation and increased professional efficacy. Based on the findings of this study, three recommendations for government bodies, healthcare providers and other healthcare stakeholders were formulated: 1) Reduce the length of the working week, predominantly by reducing the number of allocated patients per GP. This recommendation implies an increase in the GP workforce; 2) Undertake a comprehensive analysis of the quantity, type and purpose of administrative duties currently performed by GPs and trim unnecessary paperwork and bureaucracy within the GP practice and 3) Increase co-worker support, either within the GP practice or by using the existing collegiate support infrastructure.

No description available.

Stress inside and outside of work affects employee productivity. In 2013, the estimated impact of employee absenteeism on U.S. businesses was $225 billion per year through reduced efficiency, overtime wages, fixed fringe benefits, and the cost of replacement employees. Based on the social exchange theory and the theory of planned behavior, the purpose of this qualitative single case study was to explore the strategies that HR leaders in a single organization used to reduce employee disengagement caused by stress. Using semistructured interviews, data were collected from 12 HR leaders and line managers within a single healthcare organization in eastern Tennessee. Member checking and validations using organization records assured the credibility and reliability of the interpretations and findings. Using the thematic analysis approach, 4 themes emerged, (a) integration of employee engagement practices into culture and business processes, (b) providing managers with the job resources they need to lead staff, (c) being transparent and honest in communications, and (d) relying on supportive supervisor behavior to mitigate employee stress. A mission-driven and values-based organization culture served as the foundation for implementing these individual strategies. These findings could contribute to social change by helping organizations reduce stress in the workplace, improve employee wellbeing, and reduce individuals' risk of morbidity and mortality caused by stress, leading to a reduction in healthcare costs for communities.

Abstract Extensive applications of information technologies actually brings with much convenience for daily life and work of people. However, every thing acts just like a double-edged sword combined with both advantages and disadvantages together. Despite much convenience for people, it makes lots of people miserably bothered and trapped by considerable volumes of quickly-updating novel technologies. Technical stress is a concept firstly proposed by Craig in 1984. Thereafter, there are numerous scholars starting to conduct theoretical and empirical researches on the technical stress of information technologies happening to work environment. This article focuses on the technical stress of information technologies exploring the influence on people¡¦s work roles caused by technical stress. Furthermore, there are some researches indicating that organizational support perception can be served as a kind of buffer mechanism to the negative correlation between crossing-border role stress and work performance. Therefore, based on exploring technical stress, this research aims to explore the influence on the correlation between the technical stress of information technologies and role stress caused by organizational support perception. In this research, there are totally 50 valid questionnaire replies received. The regression analysis is meant to explore the influence on role stress caused by both the technical stress of information technologies and organizational support perception. From research results, it is found the technical stress of information technologies exerts positive influence role stress. Organizational support perception exerts negative influence on role stress. Additionally, organizational support perception exerts negative influence on the technical stress of some information technologies. It is also found organizational support perception can really exert some effect on the technical stress of information technologies and role stress. In this research, it indicates organizational support perception can reduce the effect on role stress caused by the technical stress of information technologies. The main contribution of this research is meant to find out the influence for organizational support perception to reduce the difficulties when members are learning novel techniques, the burden of information confidentiality and the influence on organizational members when changing their roles. From research results, the importance of organizational support perception to reduce the technical stress of information technologies and role stress is resultantly found. Finally, the theoretical and managerial implications are proposed herein with the suggestions available for upcoming research effort. Keyword: the technical stress of information technologies, life invasion of information technologies, the stress of role change, organizational support perception, organizational assistance perception, work stress

本研究係以行政院主計總處人事處之非主管人事人員為研究對象，主要目的在探討行政院主計總處人事人員工作壓力之來源類型，並提出紓解行政院主計總處人事人員工作壓力之具體因應對策。本研究主要研究方法為質化研究之文獻分析法及深度訪談法，並以行政院主計總處人事處8位非主管人事人員作為訪談對象，透過分析訪談資料，獲致研究結論如下： 一、行政院主計總處人事人員感受到相當程度之工作壓力。 二、行政院主計總處人事人員工作壓力來源類型可分為三種：（一）與組織有關之工作壓力（二）與工作本身有關之工作壓力（三）與個人有關之工作壓力。 三、行政院主計總處人事人員會綜合使用「問題焦點因應策略」及「情緒焦點因應 策略」。 四、行政院主計總處人事人員在處理與組織、工作本身有關之工作壓力時，會綜合使用「問題焦點因應策略」及「情緒焦點因應策略」；處理與個人有關之工作壓力時，會單獨使用「問題焦點因應策略」。 五、行政院主計總處人事人員可運用適當因應策略紓解工作壓力。 根據以上研究結論，本研究提出建議，以供實務參考。 關鍵字：人事人員、工作壓力、因應策略 / This study takes the Rank-and-file Personnel Staff in Personnel Department of Directorate-General of Budget, Accounting and Statistics, Executive Yuan as the object to discuss what types of work stress they face and post the coping strategies. It mainly apply Qualitative Research’s Document analysis and In-depth Interview to analyze interview data of 8 Rank-and-file Personnel Staff of Personnel Department in Directorate-General of Budget, Accounting and Statistics, Executive Yuan. 1.Staff in Personnel Department of Directorate-General of Budget, Accounting and Statistics, Executive Yuan are under certain degree of work stress. 2.There are three types of work stress：A. Organization-related、B. Work-related、C.Person-related. 3.Staff in Personnel Department of Directorate-General of Budget, Accounting and Statistics, Executive Yuan multiply apply strategies of 「Problem-focus Coping Strategies」and 「Emotion-focusCoping Strategies」 4.Staff in Personnel Department of Directorate-General of Budget, Accounting and Statistics, Executive Yuan multiply apply strategies of 「Problem-focus Coping Strategies」and「Emotion-focus Coping Strategies」to deal with Organization-related and Work-related work stress；individually apply「Problem-focus Coping Strategies」to deal with Person-related work stress. 5.Staff in Personnel Department of Directorate-General of Budget, Accounting and Statistics, Executive Yuan are able apply coping strategies to release work stress. According to the conclusion, the essay is advised for reference to actual situation. Keywords：Personnel Staff,Work Stress, Coping Strategies

Objective: To compare psychological work and life stress indicators among female hospital employees in both shift work (SW) and non-shift work (NSW) positions, and determine associations with demographic and vocational factors, and indicators of cardiovascular risk (CVR). Methods: Female employees from one Southeastern Ontario acute care hospital (n=212) provided fasting blood samples, demographic and work related data, and completed a physical assessment and questionnaires. Work stress was measured with the Job Content Questionnaire and Effort-Reward Balance Index (ERI). Life stress was assessed with the Derogatis Stress Profile. Metabolic Syndrome (MS) was determined based on Interim Societies Joint Guidelines. Results: SW in comparison to NSW employees reported higher mean scores in: global ERI (.70 (SD .4) vs. .58 (SD.29) p<.05), psychological job demands (21.2 (SD 4.8) vs. 19.2 (5.7) p<.01), physical job demands (13.8 (SD 2.6) vs. 10.2 (SD 3.8), skill discretion (36.5 (SD 4.4) vs. 34.7 (SD 5.4) p<.01), lower decision authority (31.6 (SD 5.8) vs. 33.5 (SD 6.5) p<.05), and lower total life stress scores (39.2 (SD 7.3) vs. 42.1 (SD 9.4) p<.05). There were no significant differences between SW and NSW group for MS or CVR factors. MS was present among 17% of all employees, 18.5% of SW, and 15.5% of NSW. In logistic regression analysis MS occurrence was associated with chronic SW exposure of 6 or more years (AOR 5.41 (95% CI, 1.84 – 15.87), decisional authority (AOR 1.09 (95% CI, 1.00 – 1.18), skill discretion (AOR 1.13 (95% CI, 1.01 – 1.26), and depression (AOR 1.26 (95% CI 1.08 – 1.46). Conclusions: Women working in SW positions experience more psychological and physical work stress, and effort-reward imbalance. The interplay between effort and reward aspects of the work environment may significantly contribute to psychological work stress and persist with increasing age among female hospital employees regardless of SW status. Among female hospital employees SW status and psychological stress measures do not appear to have an immediate effect upon CVR, as measured by the MS, but may contribute to its development with prolonged exposure. / Thesis (Master, Nursing) -- Queen's University, 2014-04-27 21:22:11.951

Australia is one of the most popular countries for immigrants to settle. Many highly qualified Indians from India have made Australia their home, and they hold important positions in the Australian work-force. The Australian work-force now consists not only of employees from different countries, but also of parents who try to balance their work roles and family roles simultaneously. For dual-earner families this can be difficult and could lead to increased job stress and work family conflict. Due to these cultural and gender differences, experiences in the paid work-force cannot be assumed to be the same for all employees. The purpose of this research was to investigate the role of culture and gender among working professionals in Australia and to study the interactional patterns within dual-earner couples in the Australian work-force. This was exploratory research and was conducted using three studies. All studies were cross-sectional, and qualitative as well as quantitative measures were used for data collection. In the first study data were collected from matched pairs of 10 Australian and 10 Indian born mothers who were employed in the Australian work-force. Interviews were conducted and responses to the interview were recorded. Results suggested some significant differences in job stress, with Australian mothers experiencing more job stress than Indian mothers. Further, interview results indicated that women from both cultures were responsible for most of the household work. Study two of the thesis combined culture and gender to investigate job satisfaction, work stress and work family conflict among Australian men and women working in the Australian work-force (N = 58). A 2 X 2 ANOVA was used for this. There were no cultural differences found among men and women of both cultures on measures of job satisfaction, work-family conflict and family-work conflict. However, cultural differences were observed on the job stress scale with Australian men and women experiencing more job stress than Indian men and women. There were also significant gender differences in job stress, workfamily- conflict and family-work conflict. Australian men and Indian men reported higher family-work conflict. Results of this study revealed significant gender differences and therefore, the third study was designed to investigate these gender differences further. Study three investigated the role of gender and work stress variables through crossover and spillover research. Many gender differences in predictors of fatigue, job stress and dyadic adjustment were found among couples both working in white collar professions. This study too strengthened the traditional gender role with women experiencing higher job stress and family-work conflict. It is suggested that these findings contribute to the work-stress literature in three ways. Findings confirm that gender, rather than culture, are responsible for differences among immigrants in their perception of job satisfaction, work-family conflict and family-work conflict. Findings also confirm the traditional gender role of women, who are responsible for most domestic household work, and also demonstrate that increase in work-family conflict and family-work conflict contributes to an increase in job stress among dual-earner couples. This research has provided an insight into factors contributing to both crossover and spillover among Australian dual earner professionals, an area which has not received much attention. / http://proxy.library.adelaide.edu.au/login?url= http://library.adelaide.edu.au/cgi-bin/Pwebrecon.cgi?BBID=1365266 / Thesis (Ph.D.) - University of Adelaide, School of Psychology, 2009