Ravalier PhD Theis.pdf - Anglia Ruskin Research Online

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142 2b.2) Pilot Study As part of the selection process in order to determine which questionnaires should make up the survey within the presented study, two pilot studies were conducted (results of which can be seen in Appendix 2). Both pilot studies were completed anonymously by a sample of university-based staff members who were also asked to comment on the use of each questionnaire in either survey, with some individuals potentially completing both pilots. Initial thoughts were to utilise the General Health Questionnaire rather than the Maslach Burnout Inventory. Pilot study 1 therefore consisted of individuals completing, and commenting on, the Management Standards Indicator Tool (see Section 2a) and the General Health Questionnaire-12 (GHQ), a short form of the longer General Health Questionnaire which is a measure of general psychological well-being. The GHQ has been widely-used in
143 the study of minor psychiatric problems (Makikangas et al., 2006) and was originally designed to assess disruptions in normal functioning and the emergence of new distressing symptoms (Shevlin & Adamson, 2005). Additionally, the tool has been proven to be both valid and reliable in numerous studies (e.g. Quek et al., 2001; Ye, 2009). One of the reasons that the GHQ was designed was to measure changes in normal psychological functioning, which means it could be used as part of a strategy to evaluate the impact that psychosocial hazards may have had on a particular psychological outcome, for example stress in the workplace. The tool could therefore have been utilised in order to help answer at least part of <strong>Research</strong> Objective 1, concerning the creation of a ‘local stress theory’ and discovery of the potential psychosocial health outcomes associated with the stress Results of Pilot Study 1, however, were not overly encouraging. While quantitative outcomes realised good reliability levels for both the MSIT and GHQ, it was the qualitative comments which prompted the change in stress outcome measure chosen. Eight out of nine participants who left a comment about use of the two tools together commented that they did not feel the GHQ was a good fit with the anticipated work-based outcomes of the study due to the generic health nature of the tool. The tool is designed to be used in a variety of situations and pilot participants felt that this would not make employees feel at ease with taking part in not only the survey phase of the project, but may reduce participation in the rest of the project also. Additionally, with the focus of the current study being psychosocial stress it was felt that there are likely to be tools available which are more suitable to assessing the impact that chronic daily psychosocial stress may have had on individuals. Additionally, participants also commented that the MSIT seemed to be a good tool for the assessment of psychosocial workplace stress, indicating good face validity. For two of the seven factors measured by the MSIT, Cronbach’s Alpha reliability calculations resulted in lower-than the accepted 0.7 results. Therefore, despite recent studies (e.g. Cousins et al.,
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Managing Workplace Stress: An Appre
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3 ABSTRACT ANGLIA RUSKIN UNIVERSITY
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Shelley and Eva - Love you both!Tab
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7 List of Figures Page and table nu
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9 Copyright of Thesis Managing Stre
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11 Chapter I: Introduction My overt
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13 4. Destiny - deliver the innovat
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15 Appreciative Inquiry methodology
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17 respectively present the quantit
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19 Chapter II: (Occupational) Stres
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21 on the use of the word stress wi
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23 Onset of resistance reaction can
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25 should the stress response not b
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27 1.a2.1) Critique of Stimulus-Bas
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29 within the person throughout sit
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31 Discussion Box 3: Example of Tra
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33 The transactional model is an im
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35 2. Active Jobs: high demands plu
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37 The first of a further two commo
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39 to investigate the time-dependan
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41 Chapter III: Types, Costs & Mana
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43 period, the threats are sufficie
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45 distinctly showing that stress a
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47 Melchior et al. (2007) found tha
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49 influenza. Similarly evidence fr
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51 The previous section has provide
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53 1d) Occupational Stressors Throu
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55 on stress-related outcomes was c
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57 Research has indicated that role
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59 they are to achieve career goals
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61 seriously, then stress in organi
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63 (1992), where the author notes t
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65 secondary and primary workplace
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67 the usefulness for the researche
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69 understanding of organisational
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71 Chapter IV: Organisations & Orga
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73 bureaucracy (Salaman, 2000). The
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75 between departments, functions a
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77 purposes. As previously stated,
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79 buried but learned from, with th
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81 improvement drive. Individual em
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83 world as systematic and HSM evol
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85 exploring their constituent part
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87 intervening in workplace stress,
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90 Chapter V: Conceptual Framework
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Page 97 and 98: 97 2) Organisational Background The
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Page 117 and 118: 117 develop a vision for change. Th
Page 119 and 120: 119 1b.2) Theoretical Foundations a
Page 121 and 122: 121 2. The Principle of Simultaneit
Page 123 and 124: Discussion Box 8: How the five prin
Page 125 and 126: 125 2) Dreaming Figure 1: The 4D’
Page 127 and 128: 127 2) Dream 3) Design 4) Destiny 5
Page 129 and 130: 129 Focus Groups Phase 1 Phase 2 Ph
Page 131 and 132: 131 work-related stress (Cousins et
Page 133 and 134: 133 2a.1) Psychometric Properties o
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Page 149 and 150: 149 2. Why did it go well Further e
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Page 155 and 156: 155 interview process, providing mo
Page 157 and 158: 157 2e.1) Critique of Focus Groups
Page 159 and 160: 159 also bringing in other members
Page 161 and 162: 161 the use of an Action Research a
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Page 165 and 166: 165 following this meeting the Huma
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Page 169 and 170: 169 researchers alike. Despite them
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Page 173 and 174: 173 The potential ethical issues fo
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Page 177 and 178: 177 Chapter VII: Survey Results The
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Page 181 and 182: 181 Table 10: Mean scores and stand
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Page 187 and 188: 187 statisticians recommending use
Page 189 and 190: 189 Table 14: Raw threshold scores
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193 41-50 13 (22.8%) 3-5 years 0 (0
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195 score as described by the origi
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197 and Professional Efficacy and C
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199 To summarise, a simple visual c
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201 5) Phase 1 vs. Phase 5 The purp
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203 With respect to the MSIT outcom
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205 Chapter VIII Part 1: Log Result
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207 Therefore by individuals provid
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209 2a.2) Peer Support Peer support
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211 2b.3) Communication Having the
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213 Finally individuals in some dep
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215 requiring improvement can be de
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217 to document verbal discussions
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219 Chapter VIII Part 2: Interview
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221 confidentiality and anonymity.
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223 As previously described, 13 ind
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225 4a.3) Creative Staff Throughout
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227 Example response 2 (Participant
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231 4c.1) Training Champions As abo
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235 Chapter VIII Part 3: Focus Grou
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237 Ravalier as lead researcher and
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239 6b) Email Throughout the log ph
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241 which improvements could be mad
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243 Table 25: proposed change actio
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245 The use of email was one of the
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247 Chapter VIII Part 4: Synthesise
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249 Chapter VIII Part 4: Synthesise
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251 ended, and further open-ended q
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253 In the same manner as emergent
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255 divergent similarities and diff
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257 flow chart which can be used to
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259 9a.1) What’s Working Well As
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261 workload, work patterns and/or
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263 As such only qualitative analys
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265 feature of the workplace which
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267 The design of a local stress th
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269
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Management Response 271
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273
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275 Help Available for Stress Feel
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277 concentrate on work while ignor
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279 employees can now access the co
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281 Access to IT; Access to Intrane
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283 Secondly was the task of a rese
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285
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287 Chapter X: Discussions The firs
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289 has been conducted in the major
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291 The first phase of the AI resea
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293 to the allotted schedule and ad
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295 2a) Research Question 1 “Can
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297 timescale. However, whether or
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299 ‘wasting’ training on those
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301 employees spread across six ‘
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303 Professional Efficacy. Similarl
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305 experience within the JDCS, and
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307 As is expected in research whic
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309 Houdmont, Kerr and Addley (2012
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311 3e) Phase 1 vs. Phase 5 As desc
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313 that individual employees can w
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315 experience of stress for employ
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317 impractical because there are t
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319 It is also assumed that the lea
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321 Figure 21: Diagrammatic represe
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323 The Job Demands-Control-Support
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325 Chapter XI: Conclusions
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327 organisational management there
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329 use of quantitative approaches
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331 research the relevant systemati
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333 dissertation completion. Having
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335 anonymous to remove any potenti
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337 To conclude and finally sum up
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339 Boddy, D., 2008. Management: An
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341 Chen, W-Q., Siu, O-L., Lu, J-F.
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343 Denis, D.J., 2011. Multiple Lin
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345 Goeders, N.E., 2002. Stress and
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347 in a Study of Health Care Refor
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349 Kompier, M.A.J., & Cooper, C.L.
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351 Mansell, A., & Brough, P., 2005
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353 Narayanan, L., Menon, S., & Spe
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355 Quine, L., & Pahl, J., 1991. St
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357 Senge, P., 1990. The Fifth Disc
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359 Theorell, T., 1996. Flexibility
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361 Yu, L., Chiu, C-H., Lin, Y-S.,
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363 Appendix 1: List of Abbreviatio
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Appendix 3: Hard Copy Survey Tools
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the workday. 3 I feel tired when I
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Appendix 4: Email Invitation to Stu
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Appendix 5: Hard Copy Invitation to
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Appendix 6: Survey 1 MSIT analysis
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8. Do you think aspects of either o
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What are the possible benefits of m
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Appendix 10: Focus Group Schedule 1
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Appendix 11: Focus Group Ground Rul
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Key Words: Stress, Management Stand
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Piloting the combined survey amongs
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[Table 2 near here] DISCUSSION The
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REFERENCES 1. Cousins R, Mackay C,
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Table 1: Comparison of total sub-sc
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Supplementary Table: Bivariate (Pea
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Appendix 14: AR Project Feedback 5
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arise and I was concerned that, pre
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