A Qualitative Study of HR/OHS Stress Interventions in Australian Universities.

Silvia Pignata,Anthony Winefield,Carolyn Boyd,Chris Provis

doi:10.3390/ijerph15010103

Abstract

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.

Highlights

At an international level, “strong university sectors are associated with stronger economies and higher standards of living” as they contribute markedly to national economic and social prosperity [1](p. vi)
We address the underlying question of what university management thinks will work by examining the types of organizational stress initiatives that were implemented in the specific context of Australian universities, an area experiencing high levels of work stress
The total number of human resource (HR)/occupational health and safety (OHS) interventions implemented at each university during this period ranged from 37–51 strategies

Summary

Introduction

“strong university sectors are associated with stronger economies and higher standards of living” as they contribute markedly to national economic and social prosperity [1](p. vi). Work stress has increased in the sector, hand in hand with increased competition among universities, technological changes and casualization of the workforce. Job-related stress, defined as “the adverse reaction people have to excessive pressure or other types of demand placed on them” [2] Due to its adverse impact on worker health and organizational performance [4], it is important to investigate the management of work stress. A stress management intervention has been defined as “any activity, program, or opportunity initiated by an organization, which focuses on reducing the presence of work-related stressors or on assisting individuals to minimize the negative outcomes of exposure to these stressors” [5] Despite the wide variety of programs to manage stress and improve employee well-being and morale, little

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