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

机译：职业压力：共识还是分歧？培训和发展专家面临的挑战

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摘要

Purpose - The 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/approach - The 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. Findings - The 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 implications - The 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/value - The 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.
机译：目的-本文的主要目的是：探索雇主和雇员协会出版物中描述的有关职业压力的性质和原因的当前观点；并考虑这些当前观点对培训和发展专家的工作的影响。设计/方法/方法-本研究基于作者于2000年在该期刊上发表的类似研究的结果。进行了基于图书馆和互联网的搜索，以获取有关工会和雇主发布的有关职业压力的出版物和声明。自2001年以来成为代表。调查结果-对工会和雇主代表的出版物和声明的分析显示，围绕基于英国卫生与安全执行官定义的职业压力定义的新兴共识。但是，对工会和雇主代表出版物的分析也表明，对职业压力主要原因的看法仍存在分歧。实际意义-讨论了该研究的意义，涉及人力资源开发（人力资源开发）专业人员在制定旨在通过减少工作和家庭冲突来创造更健康的工作场所的政策和策略中的作用。原创性/价值-该研究为有影响力的各方如何提出围绕职业压力的问题提供了主题性的见解，此外，培训和发展专家如何利用这些观点的知识。

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