Ravalier PhD Theis.pdf - Anglia Ruskin Research Online

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The interaction of the individual with each of the stressors and buffers is important to stress-related
outcomes. In line with the stimulus approaches to workplace stress, should the stressors become too much for the
individual to cope, despite the work of the organisational buffers, it is expected that stress-related outcomes may
occur. Indeed, the results of the first organisational survey suggested that burnout had occurred within 10% of the
respondent population. Similarly however it is acknowledged that the transactions between an individual and the
work environment, and the subjectivity inherent within this approach, is an important consideration (see Section 4
of this chapter).
The second thesis objective was therefore to develop appropriate intervention strategies based on the views
of staff throughout the participating public-sector organisation. The methodology of choice was Appreciative
Inquiry. Following completion of the research and analysis of results, AI has been shown to be a strong
methodology for the design and implementation of organisational-level changes (see Chapter IX, Section 1).
Indeed, Table 29 shows the results which have been implemented within the organisation as a consequence of
this study. Each of the suggested interventions were implemented (see Table 29) in order to act upon many of the
most feasible interventions as put forward by employees. The AI approach was therefore effective as an
organisational change methodology, particularly when the focus of the approach is to improve upon employee
health and wellbeing.
1) Strengths & Limitations
A number of strengths and limitations of the presented thesis have been identified. One limitation of the
researched area in general regards the vast breadth and depth of organisational and psychological research which