Asia Pacific Centre for Work, Health and Safety, University of South Australia, Adelaide, SA, Australia.
School of Engineering, University of South Australia, Adelaide, SA, Australia.
Biomed Res Int. 2017;2017:3919080. doi: 10.1155/2017/3919080. Epub 2017 Nov 29.
To build upon research evaluating stress interventions, this qualitative study tests the framework of the extended Job Demands-Resources model to investigate employees' perceptions of the stress-reduction measures implemented at 13 Australian universities.
In a cross-sectional survey design, tenured and contract staff indicated whether their overall level of stress had changed during the previous three-four years, and, if so, they described the major causes. A total of 462 staff reported that their level of stress had decreased; the study examines commentary from 115 academic and 304 nonacademic staff who provided details of what they perceived to be effective in reducing stress.
Thematic analyses show that the key perceived causes were changes in job or work role, new heads of departments or supervisors, and the use of organizational strategies to reduce or manage stress. A higher percentage of academic staff reported reduced stress due to using protective coping strategies or their increased recognition and/or success, whereas a higher percentage of nonacademic staff reported reduced stress due to increases in staffing resources and/or systems.
These results identify the importance of implementing multilevel strategies to enhance employees' well-being. Nonacademic staff, in particular, specified a variety of organizational stress-reduction interventions.
在评估压力干预措施的研究基础上，本定性研究检验了扩展的工作要求-资源模型的框架，以调查 13 所澳大利亚大学实施的减轻员工压力措施的员工感知。
在横断面调查设计中，终身教职员工和合同员工表明他们在过去三四年中压力水平是否发生了变化，如果是，他们描述了主要原因。共有 462 名员工报告他们的压力水平降低了；本研究考察了来自 115 名学术人员和 304 名非学术人员的评论，他们详细描述了他们认为哪些措施可以有效减轻压力。
主题分析表明，主要的感知原因是工作或工作角色的变化、新的部门主管或主管以及使用组织策略来减少或管理压力。更多的学术人员报告说由于使用了保护应对策略或他们的认可度和/或成功度的提高而减轻了压力，而更多的非学术人员报告说由于人员配备资源和/或系统的增加而减轻了压力。
这些结果确定了实施多层次策略以增强员工福祉的重要性。非学术人员特别指定了各种组织减轻压力的干预措施。
