Ravalier PhD Theis.pdf - Anglia Ruskin Research Online

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Appendix 7: Interview Schedule INTRODUCTIONS Explain about myself and role at ARU PAO. This bit to last approx 5-10 Read and fill in the 2 consent forms. minutes Any questions about the purpose of the study. Elaborate on anonymity. If at any time you want to stop we can do. and WHATS BEEN WORKING WELL AND WHY 1. Over the last couple of working weeks, have there been any areas of your work, the organisation, communication in the organisation etc that have made your work particularly stand out for the better I.e. lighten the stress load which you may feel at work. 2. What particularly is it about these areas which help 10 minutes 3. Of these areas, do you think there is any way that any of them that can be transferred into areas of the workplace that aren’t working quite as well 4. Explain positive results of the Log phase. 5. Elaborate upon these, and how they may be implemented to other areas. POSITIVE RESULTS OF THE MSIT Explain the positive results of the study. o As I’m sure you are aware you were asked to complete two questionnaires either online or via hard copy. The point of these were to: o Assess what areas of the workplace are working best with respect to stress, as well as those areas that aren’t working quite as well. o Assess the impact, if any, that this stress has had on your overall mental health. o The results of the first questionnaire, which looked at how 7 areas of the workplace are performing, showed that you have good levels of ‘control’ and good ‘relationships’. o In other words, you have a good amount of say in the work that you perform and you work well with colleagues, with little conflict between employees or bad behaviour from colleagues/management. 10 6. Would you agree in general with these findings minutes 7. If yes, why If no, why
8. Do you think aspects of either of these elements could be transferred to other areas of the workplace For example, most people could decide when to take a break; felt they had a say in their own work speed; and felt their working time could be flexible. POSITIVE RESULTS OF THE MBI-GS o The second questionnaire looked at three particular potential outcomes of chronic/prolonged workplace stress and indicated that employees had moderate levels of Exhaustion and Cynicism toward their work. o In other words individuals did not feel overly tired out at the end of the working day; and individuals have a normal attitude (i.e. not cynical) towards their work. 5 minutes 9. Would you agree with this assessment 10. If yes, why If no, why AREAS WHICH NEED IMPROVEMENT However, I’m sure that there are areas of the workplace which you feel may be in need of improvement. 11. Can you think of any areas which can be improved which may lighten the stress load you face 12. How exactly do you think these areas could be improved o You know better than I do the situation within the organisation better than I do. Do you think these suggestions are feasible at the moment o What feasible changes do you think could be made 13. Any further comments etc you’d like to make 10 minutes Demographic information.
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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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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
Page 323 and 324: 323 The Job Demands-Control-Support
Page 325 and 326: 325 Chapter XI: Conclusions
Page 327 and 328: 327 organisational management there
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Page 335 and 336: 335 anonymous to remove any potenti
Page 337 and 338: 337 To conclude and finally sum up
Page 339 and 340: 339 Boddy, D., 2008. Management: An
Page 341 and 342: 341 Chen, W-Q., Siu, O-L., Lu, J-F.
Page 343 and 344: 343 Denis, D.J., 2011. Multiple Lin
Page 345 and 346: 345 Goeders, N.E., 2002. Stress and
Page 347 and 348: 347 in a Study of Health Care Refor
Page 349 and 350: 349 Kompier, M.A.J., & Cooper, C.L.
Page 351 and 352: 351 Mansell, A., & Brough, P., 2005
Page 353 and 354: 353 Narayanan, L., Menon, S., & Spe
Page 355 and 356: 355 Quine, L., & Pahl, J., 1991. St
Page 357 and 358: 357 Senge, P., 1990. The Fifth Disc
Page 359 and 360: 359 Theorell, T., 1996. Flexibility
Page 361 and 362: 361 Yu, L., Chiu, C-H., Lin, Y-S.,
Page 363 and 364: 363 Appendix 1: List of Abbreviatio
Page 365 and 366: Appendix 3: Hard Copy Survey Tools
Page 367 and 368: the workday. 3 I feel tired when I
Page 369 and 370: Appendix 4: Email Invitation to Stu
Page 371 and 372: Appendix 5: Hard Copy Invitation to
Page 373: Appendix 6: Survey 1 MSIT analysis
Page 377 and 378: What are the possible benefits of m
Page 379 and 380: Appendix 10: Focus Group Schedule 1
Page 381 and 382: Appendix 11: Focus Group Ground Rul
Page 383 and 384: Key Words: Stress, Management Stand
Page 385 and 386: Piloting the combined survey amongs
Page 387 and 388: [Table 2 near here] DISCUSSION The
Page 389 and 390: REFERENCES 1. Cousins R, Mackay C,
Page 391 and 392: Table 1: Comparison of total sub-sc
Page 393 and 394: Supplementary Table: Bivariate (Pea
Page 395 and 396: Appendix 14: AR Project Feedback 5
Page 397: arise and I was concerned that, pre
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