Do worksite stress management programs attract the employees who need them and are they effective?

Employees who planned to attend a worksite stress management program (volunteers), those who planned not to attend (nonvolunteers), and those who had participated in worksite stress management training were assessed on the variables of work stressors, perceived stress, and organizational spontaneity (extrarole) behavior. Twelve hundred hospital employees were randomly selected from seven VA hospitals that had been offering a stress management program for at least 5 years. Participants received questionnaire packets in the mail and 461 (38%) of the employees responded. The results showed that volunteers reported significantly more perceived stress than the nonvolunteers. However, volunteers did not report greater frequency or intensity of work stressors. Also, respondents who had participated in past stress training reported less perceived stress than volunteers and significantly more organizational spontaneity behavior than respondents who had not participated in past stress training. These findings suggest that employees who plan to attend stress training have the greatest need and that the stress intervention reduces perceived stress levels and, possibly, affects work behavior.     

Effectiveness of a Comprehensive Worksite Stress Management Program: Combining Organizational and Individual Interventions

A comprehensive worksite stress management program consisting of self-management training and a stressor reduction process was evaluated in a pre-post, treatment-control design in four comparable facilities. Results showed that over a 3-month period those individuals attending self-management training improved on emotional well-being measures. Organizational data suggested that their work-units' productivity increased and absenteeism decreased over the same period. Results support the value of combining self-management training and stressor reduction to produce positive individual and organizational outcomes.     

Test of a Dynamic Stress Model for Organisational Change: Do Males and Females Require Different Models?

Cette étude a opérationnalisé et mis à l’épreuve un modèle dynamique du stress adapté au changement organisationnel en tenant compte de l’impact du sexe sur le modèle. L’échantillon était composé de 804 employés de cinq centres médicaux pour anciens combattants. Le modèle, inspiré de celui de Mack, Nelson & Quick (1998) comprenait: l’importance des retombées du changement organisationnel sur le rôle professionnel, les relations et l’environnement de travail, les opportunités, la carrière, l’incertitude et l’évaluation des problèmes à résoudre, le stress perçu et les réactions de contrôle‐évitement. On est parti de l’idée que l’évaluation jouerait un rôle de médiateur entre l’importance du changement et le stress perçu et que les réactions agiraient directement sur les évaluations et le stress perçu. L’analyse en pistes causales confirma le modèle de changement proposé sous réserve de quelques modifications, mais montra que les hommes et les femmes pouvaient revendiquer leur propre modèle. Les différences dues au sexe apparaissent dans la relation entre la perception et l’évaluation du changement; et chaque sexe présente des sources spécifiques de stress. L’évaluation jouait un rôle partiel de médiateur entre l’importance du changement et le stress perçu. Le contrôle de la situation était une stratégie plus pertinente que l’évitement aussi bien pour les hommes que pour les femmes. On réfléchit aux conséquences de ce travail pour les chercheurs et les organisations. The present study operationalised and tested a dynamic stress model for organisational change, including the interaction effect of sex on the model, on 804 employees at five VA medical centers. The model, an adaptation of Mack, Nelson, and Quick's (1998 ) model included: the amount of organisational change within job role, work relationships, job context, facility, and career; uncertainty and challenge appraisal; perceived stress; and control and avoidance coping. It was proposed that appraisal would act as a mediator between amount of change and perceived stress and that coping would have direct effects on appraisals and perceived stress. Path analyses supported the proposed change model with some modification, but indicated that males and females may require unique models. Sex differences emerged in relationships between perceptions and appraisal of change, and males and females had unique sources of stress. Appraisal acted as a partial mediator between amount of change and perceived stress. Control coping emerged as a more adaptive strategy than avoidance coping for both males and females. Implications for researchers and organisations are discussed.     

Kombination von Settings und Verfahren in der Psychotherapie

Literature research and own clinical experiences confirm the significance of a combined use of settings and methods in the area of inpatient and outpatient psychotherapy. For inpatient treatment, the combined use of methods, such as individual psychotherapy, group therapy, creative therapies, and sport, are an essential part of the treatment. In outpatient treatment, the regulations of the German insurance do not permit such combinations. Nevertheless, they occur and are often proactively initiated by the patients. The various combined use of psychotherapy and psychotropics is very well studied, but also the combination of settings, i.e. supplementary inpatient treatment, day treatment, and outpatient treatment have to be considered. While administering their therapies, psychotherapists should keep in mind possibly concurrently ongoing treatments as well as former therapies and their effects on the patients. With the exception of combinations with psychotropic treatment, there exist almost no empirical data in this important field.     

Sex differences in expected guilt reactions to hypothetical behaviors of sexual, hostile, and moral substance.

Differences between male and female guilt reactions to hypothetical guilt-inducing situations of a sexual, hostile, and moral nature were investigated. Two independent samples of Ss (56 men, 56 women; and 34 men, 62 women) reported the intensity of their anticipated guilt reactions to 60 hypothetical behavior situations presented in sentence-completion format through the use of scaled response alternatives. Across both samples there were specific behaviors, in which stable sex differences were evidenced, i.e., females' reactions were more intense for those behaviors reflecting sexual transgressions. However, males and females were highly similar in their reactions to hostile and moral guilt-provoking situations. Implications of these results for research on trait-guilt were discussed.     

Sleep Habits May Undermine Well-Being Through the Stressor Appraisal Process

The current study examined poor sleep hygiene as a behavioral factor that may undermine psychological and social well-being. Though the connection between sleep and well-being is well documented, the mechanism by which sleep hygiene may affect well-being is currently unknown. Using the transactional model of stress as a framework, we tested a multiple mediation model (N = 307) in which sleep hygiene predicts greater psychological and social well-being through one’s perceptions of primary and secondary appraisals. Results indicated mediation effects for both models; hassle appraisals and psychological strain fully mediated the relationship between sleep hygiene and well-being. These results suggest that well-being may be affected by sleep through the cognitive appraisal process.