A Qualitative Study of HR/OHS Stress Interventions in Australian Universities
To enhance the understanding of psychosocial factors and extend research on work stress interventions, we investigated the key human resource (HR)/occupational health and safety (OHS) stress interventions implemented at five Australian universities over a three-year period. Five senior HR Directors...
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doaj-d270a2f82dc7471faa99cfcc0eeeaa242020-11-24T23:47:37ZengMDPI AGInternational Journal of Environmental Research and Public Health1660-46012018-01-0115110310.3390/ijerph15010103ijerph15010103A Qualitative Study of HR/OHS Stress Interventions in Australian UniversitiesSilvia Pignata0Anthony H. Winefield1Carolyn M. Boyd2Chris Provis3Asia Pacific Centre for Work, Health and Safety, University of South Australia, Adelaide, SA 5000, AustraliaAsia Pacific Centre for Work, Health and Safety, University of South Australia, Adelaide, SA 5000, AustraliaSchool of Engineering, University of South Australia, Adelaide, SA 5000, AustraliaSchool of Management, University of South Australia, Adelaide, SA 5000, AustraliaTo enhance the understanding of psychosocial factors and extend research on work stress interventions, we investigated the key human resource (HR)/occupational health and safety (OHS) stress interventions implemented at five Australian universities over a three-year period. Five senior HR Directors completed an online survey to identify the intervention strategies taken at their university in order to reduce stress and enhance employee well-being and morale. We also explored the types of individual-, organization-, and individual/organization-directed interventions that were implemented, and the strategies that were prioritized at each university. Across universities, the dominant interventions were strategies that aimed to balance the social exchange in the work contract between employee-organization with an emphasis on initiatives to: enhance training, career development and promotional opportunities; improve remuneration and recognition practices; and to enhance the fairness of organizational policies and procedures. Strategies to improve work-life balance were also prominent. The interventions implemented were predominantly proactive (primary) strategies focused at the organizational level and aimed at eliminating or reducing or altering work stressors. The findings contribute to the improved management of people at work by identifying university-specific HR/OHS initiatives, specifically leadership development and management skills programs which were identified as priorities at three universities.http://www.mdpi.com/1660-4601/15/1/103work stressstress interventionsuniversitieswell-beingleadership |
collection |
DOAJ |
language |
English |
format |
Article |
sources |
DOAJ |
author |
Silvia Pignata Anthony H. Winefield Carolyn M. Boyd Chris Provis |
spellingShingle |
Silvia Pignata Anthony H. Winefield Carolyn M. Boyd Chris Provis A Qualitative Study of HR/OHS Stress Interventions in Australian Universities International Journal of Environmental Research and Public Health work stress stress interventions universities well-being leadership |
author_facet |
Silvia Pignata Anthony H. Winefield Carolyn M. Boyd Chris Provis |
author_sort |
Silvia Pignata |
title |
A Qualitative Study of HR/OHS Stress Interventions in Australian Universities |
title_short |
A Qualitative Study of HR/OHS Stress Interventions in Australian Universities |
title_full |
A Qualitative Study of HR/OHS Stress Interventions in Australian Universities |
title_fullStr |
A Qualitative Study of HR/OHS Stress Interventions in Australian Universities |
title_full_unstemmed |
A Qualitative Study of HR/OHS Stress Interventions in Australian Universities |
title_sort |
qualitative study of hr/ohs stress interventions in australian universities |
publisher |
MDPI AG |
series |
International Journal of Environmental Research and Public Health |
issn |
1660-4601 |
publishDate |
2018-01-01 |
description |
To enhance the understanding of psychosocial factors and extend research on work stress interventions, we investigated the key human resource (HR)/occupational health and safety (OHS) stress interventions implemented at five Australian universities over a three-year period. Five senior HR Directors completed an online survey to identify the intervention strategies taken at their university in order to reduce stress and enhance employee well-being and morale. We also explored the types of individual-, organization-, and individual/organization-directed interventions that were implemented, and the strategies that were prioritized at each university. Across universities, the dominant interventions were strategies that aimed to balance the social exchange in the work contract between employee-organization with an emphasis on initiatives to: enhance training, career development and promotional opportunities; improve remuneration and recognition practices; and to enhance the fairness of organizational policies and procedures. Strategies to improve work-life balance were also prominent. The interventions implemented were predominantly proactive (primary) strategies focused at the organizational level and aimed at eliminating or reducing or altering work stressors. The findings contribute to the improved management of people at work by identifying university-specific HR/OHS initiatives, specifically leadership development and management skills programs which were identified as priorities at three universities. |
topic |
work stress stress interventions universities well-being leadership |
url |
http://www.mdpi.com/1660-4601/15/1/103 |
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