Valerie J. Sutherland

Personality, stress and accident involvement in the offshore oil and gas industry

Abstract The relationships between stress, personality and accident involvement were assessed in a 1 yr follow-up study among 360 personnel working on offshore drilling rigs and production platforms. Both the Type A coronary prone behaviour pattern and the ‘neuroticism’ dimension of personality were associated with increased accident involvement, reported job dissatisfaction, poor mental health, and higher levels of perceived stress at work and at home than among Type Bs and the more ‘stable’ personality types. Although more extraverts reported accidents, it was observed that many introverts and ambiverts had also been involved in incidents leading to personal injury. No significant differences in reported stress levels or stress manifestations (i.e. job satisfaction, mental health, alcohol or tobacco usage) were observed between introverts and extraverts. A Type-B predisposition existed in the offshore environment, and some self-selection into particular aspects of offshore work were evidenced. It is suggested that the use of personality assessment in the selection process would be beneficial to the industry, and might help to answer some of the questions about causality, raised from the findings of this survey.

Using a stress audit: The construction site manager experience in the UK

The aim of this study was to conduct a stress audit among construction industry site managers in the UK as a precursor to a stress management intervention programme. Qualitative data were obtained ...

Innovations in coaching and mentoring: implications for nurse leadership development:

This longitudinal study sought to examine ways in which coaching and mentoring relationships impact on the professional development of nurses in terms of career and leadership behaviours, and evaluating the differences and similarities between those coaching and mentoring relationships. According to the UK government, leadership in nursing is essential to the improvement of service delivery, and the development and training of all nurses is vital in achieving effective change. A coaching and mentoring programme was used to explore the comparative advantages of these two approaches for the leadership development of nurses in acute, primary care and mental health settings. A longitudinal in-depth study was conducted to measure differences and similarities between the mentoring and coaching process as a result of a six-month coaching/mentoring programme. Five nurses from six UK Health Care Trusts were allocated to a coaching group (n = 15) or a mentoring group (n = 15), these were coached or mentored by a member of the senior directorate from their own Trust. Qualitative and quantitative data were collected at three time points (T1 = baseline, T2 = 4 months and T3 = 9 months) using semi-structured interviews and questionnaires. While mentoring was perceived to be ‘support’ and coaching was described as ‘action’, descriptions of the actual process and content were quite similar. However, while both groups reported significant development in terms of career development, leadership skills and capabilities, mentees reported the highest level of development with significantly higher scores in eight areas of leadership and management and in three areas of career impact. Implications for nurses and health services are discussed.

Stress in the offshore oil and gas exploration and production industries: An organizational approach to stress control

Many researchers have pointed out the limitations of stress management strategies which aim solely to help the individual employee cope with stress in the work environment. In this study a stress audit approach to stress control was used to identify sources of stress which might be either reduced or eliminated by organizational change strategies. Three hundred and ten males (92 per cent British) on 97 installations working in the UK offshore oil and gas exploration and production industries took part in a stress audit. By using interview (N = 50) and questionnaire techniques, personnel were monitored over an 18-month period. Factor analysis and multiple regression analyses were used to identify sources of negative stress in the offshore environment. In this article, some of the stressors associated with job dissatisfaction are discussed and a variety of methods, including work redesign, are recommended as stress control strategies.

Stress and Construction Site Managers: Issues for Europe 1992

Reports research by interview and questionnaire survey designed to identify major sources of stress among site managers, to examine their physical and psychological well‐being, and to identify high risk groups and predictors of stressor outcomes. A high level of anxiety was found, independent of grade; this was predicted by role insecurity, work overload and other extrinsic factors (particularly travel). Identifies lack of management training in this industry as contributing to these stresses. Recommends stress audits and stress management workshops.

Stress and the new contract for general practitioners

The impact of a major organizational change on general practitioners in the UK was assessed using a postal questionnaire during July‐August 1990. The results were compared with those obtained in a previous survey in November 1987. A total of 917 (61 per cent response rate) general practitioners completed the questionnaire measuring aspects of the job causing stress, job satisfaction and mental wellbeing. Compared with 1987, doctors in 1990 experienced significantly decreased levels of job satisfaction and reported levels of somatic anxiety and depression were higher. The stress associated with the demands of the job and patients′ expectations, practice administration and routine medical work, role stress and the use of social support as a coping strategy were the strongest predictors of job dissatisfaction and poor psychological wellbeing.

Chief executive lifestyle stress

In the last ten years there has been some focus of attention on the pressures faced by chief executive officers and the consequences of failure to survive in a hard‐driving and highly competitive business world and international climate. Presents the results of a survey of 118 chief executives from The Times top 100 European companies and 93 of their partners, in order to understand more about their lifestyle and the stressors faced by this elite group. Comparisons are made with responses to a ten‐country survey concluded in 1984, in addition to comparisons made between chief executives based in Great Britain, “other” EEC countries and those working in Scandinavia. The results indicated that 25 per cent of chief executives believed that they were at risk from job burnout and this perception was strongest in Great Britain and among those aged 50 or less. Levels of anxiety and depression also tended to be higher for this younger group of chief executives. It is clear that these individuals are beginning to ...

Stress Management in the Workplace

The introduction of stress management programmes into an organization is potentially complex, and requires careful planning which takes into account possible barriers to dealing with stress. The importance of employee attitudes are discussed, based on the results of a questionnaire survey of 231 employees of a social services department. The importance of identifying the various needs of individual employees and different occupational groups, in addition to the needs of the organization is discussed in the context of designing effective stress management programmes.

The Stress of the Executive Lifestyle: Trends in the 1990s

Research on nearly 120 chief executive officers (CEOs) and their spouses from among The Times 1,000 European companies is explored. The research found that many CEOs are showing increasing signs of stress, and that the main difficulties are associated with the job interfering with family and private life due to enhanced workloads, work‐related travelling, weekend working, etc. Suggestions are made about what organizations can do to help.

Stress Management in the Workplace: Taking Employees′ Views into Account

The introduction of stress management programmes into an organization is potentially complex, and requires careful planning which takes into account possible barriers to dealing with stress. The importance of employee attitudes are discussed, based on the results of a questionnaire survey of 231 employees of a social services department. The importance of identifying the various needs of individual employees and different occupational groups, in addition to the needs of the organization is discussed in the context of designing effective stress management programmes.