Ravalier PhD Theis.pdf - Anglia Ruskin Research Online

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16 Secondary <strong>Research</strong> Questions 2. What are the sources of day-to-day stress (i.e. ‘daily hassles’) for employees in the borough council. 3. Can an AI methodology be used to design feasible psychosocial stress interventions for the improvement of daily hassles within a local borough council organisation 4) Indicative Thesis Structure The presented thesis runs through 11 chapters which are interconnected, and designed in such a way that present a running commentary of the phenomena under consideration. As already discussed the project, in a nutshell, seeks to utilise a novel appreciative methodology to improve upon the experience of psychosocial stress for employees in a borough council organisation in the East of England. The work begins in Chapter II with a critical exploration of some of the theories proposed for the experience of stress, as well as the two predominant theories of occupational stress which are used by researchers to investigate the phenomena. Chapter III looks at the impact that stress can have on the individual employee, and in turn the organisation, in forms such as sickness absence and compensation claims. An exploration of some of the occupational stressors which have been identified in research is given as well as a typology which has been utilised for the organisational management of stress. Chapter IV plays two distinct parts: to help conceptualise the participating organisation, and to more fully gain an understanding of organisational development and change practices. Chapter V presents a conceptual framework within which this work will be located, as well as a contextual understanding of the participating organisation (PAO). The mixed methods approach utilised within the presented research is given in Chapter VI, including an in-depth presentation of both the AI approach and quantitative methods used. The subsequent Chapters VII and VIII
17 respectively present the quantitative and qualitative results of the work (including the outcomes once the results of the study were mixed), and Chapter IX looks at how the action plans presented to senior management in the participating department of the PAO were implemented, as well as discussing the impact that being an ‘outsider’ within the organisational change process has had on the outcomes of the study. Lastly Chapter X, Discussions, shows the results of the presented research in comparison to previous research findings, and Chapter XI brings together and finally concludes the work.
Page 1 and 2: Managing Workplace Stress: An Appre
Page 3 and 4: 3 ABSTRACT ANGLIA RUSKIN UNIVERSITY
Page 5 and 6: Shelley and Eva - Love you both!Tab
Page 7 and 8: 7 List of Figures Page and table nu
Page 9 and 10: 9 Copyright of Thesis Managing Stre
Page 11 and 12: 11 Chapter I: Introduction My overt
Page 13 and 14: 13 4. Destiny - deliver the innovat
Page 15: 15 Appreciative Inquiry methodology
Page 19 and 20: 19 Chapter II: (Occupational) Stres
Page 21 and 22: 21 on the use of the word stress wi
Page 23 and 24: 23 Onset of resistance reaction can
Page 25 and 26: 25 should the stress response not b
Page 27 and 28: 27 1.a2.1) Critique of Stimulus-Bas
Page 29 and 30: 29 within the person throughout sit
Page 31 and 32: 31 Discussion Box 3: Example of Tra
Page 33 and 34: 33 The transactional model is an im
Page 35 and 36: 35 2. Active Jobs: high demands plu
Page 37 and 38: 37 The first of a further two commo
Page 39 and 40: 39 to investigate the time-dependan
Page 41 and 42: 41 Chapter III: Types, Costs & Mana
Page 43 and 44: 43 period, the threats are sufficie
Page 45 and 46: 45 distinctly showing that stress a
Page 47 and 48: 47 Melchior et al. (2007) found tha
Page 49 and 50: 49 influenza. Similarly evidence fr
Page 51 and 52: 51 The previous section has provide
Page 53 and 54: 53 1d) Occupational Stressors Throu
Page 55 and 56: 55 on stress-related outcomes was c
Page 57 and 58: 57 Research has indicated that role
Page 59 and 60: 59 they are to achieve career goals
Page 61 and 62: 61 seriously, then stress in organi
Page 63 and 64: 63 (1992), where the author notes t
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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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92 interaction between demands, con
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95 primary techniques are proactive
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97 2) Organisational Background The
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99 emphasised Handy's four organisa
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101 2011 12.5% 3.4% 8.7% 7.5% 5.5%
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103 Musculo-Skeletal 1271.43 30.3 8
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105 Table 4 shows the number of all
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107 Chapter VI: Methodology The cur
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109 The study also uses the qualita
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111 interpretations of individuals
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113 and the use of qualitative meth
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115 method philosophies” (Maxcy,
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117 develop a vision for change. Th
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119 1b.2) Theoretical Foundations a
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121 2. The Principle of Simultaneit
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Discussion Box 8: How the five prin
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125 2) Dreaming Figure 1: The 4D’
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127 2) Dream 3) Design 4) Destiny 5
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129 Focus Groups Phase 1 Phase 2 Ph
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131 work-related stress (Cousins et
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133 2a.1) Psychometric Properties o
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135 hypothesis testing is difficult
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137 people in some capacity”. The
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139 education services. Table 6 sho
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Discussion Box 11: What the MSIT an
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143 the study of minor psychiatric
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145 2c) ‘Log’ Research Phase Ev
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147 contexts, for example in the wo
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149 2. Why did it go well Further e
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151 Participants were asked to comp
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153 validating instruments, or at t
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155 interview process, providing mo
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157 2e.1) Critique of Focus Groups
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159 also bringing in other members
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161 the use of an Action Research a
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163 again to Jermaine Ravalier at A
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165 following this meeting the Huma
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167 Along these lines the majority
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169 researchers alike. Despite them
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171 related themes were combined in
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173 The potential ethical issues fo
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175
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177 Chapter VII: Survey Results The
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179 Table 8: Percentage demographic
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181 Table 10: Mean scores and stand
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183 Control .85 Exhaustion .93 Peer
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185 factors, it does not describe a
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187 statisticians recommending use
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189 Table 14: Raw threshold scores
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191 High Scoring 6.93 (15) 1.83 Cha
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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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