Occupational stress: consensus or divergence? A challenge for training and development specialists

Industrial and Commercial Training - 2008
David C.Redfern1, Christopher J.Rees2, Kate E.Rowlands3
1Senior Lecturer, based at Salford Business School, Salford, UK
2Chartered Psychologist based at the Institute for Development Policy and Management, University of Manchester, Manchester, UK
3Lecturer, based at Salford Business School, Salford, UK

Tóm tắt

PurposeThe main aims of this paper are to: explore current views about the nature and causes of occupational stress as portrayed in the publications of employers and employee associations; and consider the implications of these current views in relation to the work of training and development specialists.Design/methodology/approachThe current study builds on the findings of a similar study which the authors published in this journal in 2000. A library and internet‐based search was conducted to obtain publications and statements about occupational stress issued by trade unions and employers' representatives since 2001.FindingsThe analysis of publications and statements from trade unions and employers' representatives revealed an emerging consensus surrounding definitions of occupational stress based upon the UK Health and Safety Executive's definition. However, the analysis of the trade union and employer representatives' publications also revealed ongoing differences in views about the main causes of occupational stress.Practical implicationsThe implications of the study are discussed in relation to the role of HRD (human resource development) professionals in devising policies and strategies designed to create healthier workplaces by minimizing work and family conflicts.Originality/valueThe study offers a topical insight into how issues surrounding occupational stress are presented by influential parties and, further, how knowledge of these views can be used by training and development specialists.

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