Occupational Strain and Efficacy in Human Service Workers

1. Front Matter

   Pages i-vii

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2. The Problem, the Organisation, the Context

   • Maureen F. Dollard, Helen R. Winefield, Anthony H. Winefield

   Pages 1-12

3. Occupational Strain and Efficacy: Costs, Theory, and Intervention

   • Maureen F. Dollard, Helen R. Winefield, Anthony H. Winefield

   Pages 13-35

4. The Views of the Research Reference Group

   • Maureen F. Dollard, Helen R. Winefield, Anthony H. Winefield

   Pages 36-50

5. Stress Leave and Return to Work

   • Maureen F. Dollard, Helen R. Winefield, Anthony H. Winefield

   Pages 51-69

6. The Philosophy, Practice and Work Experience of Managers and Supervisors

   • Maureen F. Dollard, Helen R. Winefield, Anthony H. Winefield

   Pages 70-86

7. An Organisational Survey of Human Service Workers: Method

   • Maureen F. Dollard, Helen R. Winefield, Anthony H. Winefield

   Pages 87-97

8. An Organisational Survey of Human Service Workers: Results

   • Maureen F. Dollard, Helen R. Winefield, Anthony H. Winefield

   Pages 98-131

9. Discussion

   • Maureen F. Dollard, Helen R. Winefield, Anthony H. Winefield

   Pages 132-155

10. Workplace Stress Prevention

    • Maureen F. Dollard, Helen R. Winefield, Anthony H. Winefield

    Pages 156-173

11. Summary

    • Maureen F. Dollard, Helen R. Winefield, Anthony H. Winefield

    Pages 174-178

12. Back Matter

    Pages 179-235

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Workers' compensation data in a large public sector human service agency clearly indicated that the most significant type ofcompensable incident that occurred within the organisation was that ofanxiety and stress related conditions. From September 1987 to September 1995, there had been 219 workers compensation claims relating to workplace strain (stress) in the agency. The total cost of these claims was $4,865,249. A study was commissioned by the agency in early 1996 to review workplace strain. The outcomes sought by the department following the implementation of the project recommendations, as outlined in the project briefwere to have: 1. a reduction ofpsychological and physical injuries of employees; 2. shorter duration of claims; 3. a reduction in the costs of claims; 4. a potential drop in sick leave; 5. a reduction in non compensable measures of occupational strain eg, absenteeism, poor performance, work flow interference, staffturnover, replacement and training costs; 6. managers and staffto be more aware of their role in preventing strain, contributing to strain, and managing strain; 7. managers to know ofand use a range of resources to assist them with occupational strain issues, eg, Occupational Health and Safety Advisor, and StaffCounsellor; and 8. staff to have a clear means and strategies to assist them with occupational strain and avenues to resolve conflict. OBJECTIVES OF THE REVIEW The main objectives of the review, as outlined in the project brief, were to have: 1.

• Stress
• health
• intervention
• management
• prevention
• social work

`This book gives an in-depth view on job strain and its negative consequences in human services jobs that is firmly based on a unique blend of case material and survey data.'
Prof. Wilmar Schaufeli, Utrecht University

• University of South Australia, Whyalla, Australia

  Maureen F. Dollard

• University of Adelaide, Adelaide, Australia

  Helen R. Winefield

• University of South Australia, Adelaide, Australia

  Anthony H. Winefield

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