This paper reports two studies of occupational stress and its relation with antecedent variables and job performance. The first study, in which 104 nurses participated in group discussions and 96 nurses completed a questionnaire, identified 45 stressful events for nurses. In the second study, 171 nurses who completed another questionnaire were also rated by a supervisor and/or a co-worker. Ratings of interpersonal aspects of job performance (such as sensitivity, warmth, consideration, and tolerance) and cognitive/motivational aspects (such as concentration, composure, perseverence, and adaptability) correlated significantly with self-reported perceptions of stressful events, subjective stress, depression, and hostility. Models developed through path analysis suggest that the frequency and subjective intensity of the 45 events identified in Study 1 cause feelings of stress, which lead to depression, which, in turn, causes decrements in interpersonal and cognitive/motivational aspects of job performance. Much of the literature on occupational stress emphasizes its effects on health. Dependent variables in such research include blood pressure, heart rate, cholesterol level, and heart disease (Cooper & Marshall, 1976). We know relatively little, however, about the relation of stress to job performance. This article examines patterns of covariation between subjective stress and job performance and explores relations with individual characteristics, job conditions, stressful work events, and affective states. Conceptual Framework The term stress is enshrouded by a thick veil of conceptual confusion and divergence of opinion. Many authors have noted the lack of consensus on even a definition of stress (e.g.

This study represents a first attempt to employ cognitive cause-mapping techniques to explore individual sensemaking during a planned organizational change. The authors evaluated the contribution of this method as a vehicle for exploring sensemaking processes during a change effort. Study data revealed that cause mapping generates a rich source of information, demonstrates a high degree of content validity, and is a particularly useful technique for capturing the dynamics of sensemaking. The study also provided needed longitudinal and structural analyses of cause maps. Results showed significant differences in cause map content over time without corresponding differences in cause map structure. An integrated model of sensemaking during organizational change is offered.

In this paper we attempt to bridge the gap between theory and practice by developing the concept of `resourceful sensemaking'.1 Resourceful sensemaking is the ability to appreciate the perspectives of others and use this understanding to enact horizon-expanding discourse. Using a critical events technique, we assess the resourcefulness of the sensemaking activities of individuals in interdisciplinary product development teams. Data include researchers' and stakeholders' observations of teams in action, careful reviews of documents and questionnaires completed by team members and selected stakeholders, and interviews with team members and other stakeholders during, and six months after completion of, the projects. We focus attention on the articulation of the resourceful sensemaking concept rather than on the formulation of testable propositions. We end the paper with a discussion of the implications of our study for work organizations using interdisciplinary product development teams.

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If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation.This paper discusses the conceptual and theoretical foundation upon which whole systems change interventions are based The paper first describes six methods of intervention that are currently being utilized to change whole systems: (1) future search, (2) (6) fast cycle full participation and the conference model. Next, six common values and assumptions underlying these large scale change interventions are identified: (1) organizations are seen as "whole systems," (2) viewing organizations as whole systems requires the creation of dialogue among all organizational stakeholders, (3) organizations do not exist, but organizing processes and procedures do, (4) what we perceive as our collective organizational reality becomes the organization that is created, (5) individuals within organizations have the capacity to self-organize and redefine their reality, and (6) humanity shares a set of universal values that are inherently "good" and these values will ultimately influence voluntary collective action. The paper concludes with an appeal for interventionists and users of large group techniques to be cognizant of the assumptions that drive their choice of inten>ention. search conferences/ participative design, (3) open space, (4) large scale interactive process methodology, (5) simu-real, and

This study investigated the relationship between health care use and (a) stressful work events; (b) strain; (c) social support; (d) type of job and industry; and (e) the individual characteristics of control, commitment, and length of time in position. A sample of 260 individuals (95 men, 165 women) from two different industries was used. Correlational analyses suggested that health care claims and costs were positively related to stressful work events and strain and negatively related to employees' length of time in position. Industry type also played a role in predicting the health care variables. Multivariate analyses suggested that environmental, stressor, and strain variables accounted for up to 16% of the variance in health care costs and 21.5% of the variance in number of health care claims.

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