Ravalier PhD Theis.pdf - Anglia Ruskin Research Online

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Appendix 8: Interview Participant Information Sheet Exploring and Managing Workplace Stress: An Appreciative Approach The purpose of this information sheet is to explain why a piece of research is taking place in your workplace, and what it entails. The research is being led by Jermaine Ravalier from the Faculty of Health and Social care, Anglia Ruskin University: Jermaine Ravalier, PhD Student Tel: 07850 683008, E-Mail: jermaine.ravalier@anglia.ac.uk Supervisory Team Dr Andrew McVicar Prof. Carol Munn-Giddings Tel: 01245 493131, Ext. 4137 Tel: 01245 493131, Ext. 4100 E-Mail: andy.mcvicar@anglia.ac.uk E-Mail: carol.munn-giddings@anglia.ac.uk All removed for anonymity PAO Lead Contacts What is the Purpose of the Study Managing stress in the workplace is a very important part of [name of organisation]'s well-being strategy. This project, which is being led by Jermaine Ravalier from Anglia Ruskin University, aims to work with teams in your directorate (name of Service 6) on a case study project related to the day-to-day workplace stress that you may face in your job. You are being invited to take part in an interview for a wider discussion of the findings from the ‘Log’ stage which recently ran. The aim of the study is to identify examples of everyday good practice, and how the basics of this good practice can be put into practice into other areas. Please be assured that the study is not about assessing individual performance. Why Have I Been Chosen You have been chosen to take part either because you are an [name of Service 6] employee. What Would Happen if I Take Part You will be given the opportunity to discuss the results of the Log stage. Therefore you will be able to put forward your thoughts and feelings on any area you deem necessary of further exploration within the context of the study. Do I Have to Take Part No. Completion is entirely voluntary and you can withdraw from the interview at any time. Should you wish your interview comments to be removed from the study then you are free to do so without penalty. However, please be assured that all data will be coded and anonymised and any comments retained will not be attributable to you.
What are the possible benefits of my taking part You will be contributing to an evaluation and improvement of some of your team’s working practices that are likely to contribute to well-being and effective working. What are the risks involved in taking part There are no real risks to your taking place in this interview stage. Your comments will be kept anonymously, and you will be offered the chance to read through Jermaine Ravalier’s analysis of the interview once this has been done. If at this stage you are unhappy with any part of the interview, you may remove these comments without penalty. Will my taking part in the study be kept confidential The identities of interviewees will be held securely in a locked filing cabinet at Anglia Ruskin University. Only the lead researcher will have access to the information. All files or working materials from the project will be anonymised. Information from interviews will be recorded by Jermaine Ravalier using field notes and a digital recorder. Anonymity will be ensured by making certain that views expressed cannot be traced back to any one person within the notes and transcripts, other than a code for use in analysis of the discussion by the lead researcher. In the unlikely event that the contribution of an individual is noted, perhaps because that person’s specific role in the organisation is of particular relevance to an issue under discussion, then this will be by pseudonym only. No participants will be named in reports arising from the interviews. What will happen to the results of the study The aim of the interview is to give participants the chance to comment further on previous results. The results of the interviews will be combined with the data from a Focus Group phase, and a final report shall be placed onto the [name of organisational intranet]. It is also intended that the findings will be a part of Jermaine Ravalier’s thesis as a PhD student at Anglia Ruskin University, and may therefore be published in an academic forum. No participants will be identifiable in any dissemination Who is funding the research The research is funded by Anglia Ruskin University. Who has reviewed the study The project has been scrutinised and reviewed by the faculty’s research degrees committee, a body of senior researchers. The chief executive of the organisation and your executive director have both been consulted in the process. Thank you for reading this information sheet. If you agree to take part, you will be asked to sign the attached consent sheet.
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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
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323 The Job Demands-Control-Support
Page 325 and 326: 325 Chapter XI: Conclusions
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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 and 374: Appendix 6: Survey 1 MSIT analysis
Page 375: 8. Do you think aspects of either o
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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