Home > Research >

When and how job-stress should be reported

This Institute sees, every week, evidence supporting the early reporting of excess stress by workers.

Yet we know that most employees find it easier to say that they have some other symptom than to report excess stress that is affecting their work.

‘Will speaking up just make matters worse?’ Examining diverse perceptions, within organisational structures, about the likely risks, consequences and outcomes of reporting job-stress. 


This study is examining how pre-existing perceptions affect the frequency and quality of job-stress reporting – comparing different levels within the organisational structure – and similar structures in the private and public sectors. It concentrates upon cases of absenteeism and presenteeism in nursing, The Prison Service, higher education and financial management.  We begin the most comprehensive survey of HR and OH policy on job-stress ever in the UK later in the year.

 

 

 

 

 

 

 

 

 

 

 

 

Research areas

Job-stress in the public sector

Job-stress in the banking & finance sector

Job-stress and women

Job-stress education

Physical effects of stress

Stress & sex

Stress in our environment

When & how job-stress should be reported

Research home

spacer

Terminology

The Research Institute for Clinical Ergology. Registered Charity Number SC038777 7 January, 2009