There are an increasing number of studies that have monitored the impact of Stress Management Interventions (SMls) and the results of these studies can play a vital role in informing the development of more effective, evidenced‐based SMIs. In this paper, the authors have undertaken a review of United Kingdom (UK)‐based research that has tested the impact of SMIs. Sixteen studies were examined and the results revealed that the vast majority of interventions were targeted at the individual employee, although there was a tendency for more recent research to focus on organisational level interventions. While all intervention levels were found to have some human and/or organisational benefits, strategies aimed at the individual level were less likely to result in longer‐term benefits. An examination of the research methods used in the 16 studies indicated that UK‐based researchers are beginning to adopt more rigorous research methods. However, there was a tendency for researchers to evaluate interventions over a relatively short time‐frame. The implications of these findings for future research are discussed.

This overview shows that organizations adopt a variety of programs to prevent and manage stress at various levels of the organization. Programs vary widely in their objectives, structure, and target groups, and there is some skepticism regarding the practicality of using off-the-peg programs that have been developed without considering specific organizational requirements. Organizational policies to sustain and develop employee health and wellbeing must involve the development of strategies that comprehensively address health and safety issues. These strategies should comprise plans to prevent and manage stress, support individual and organizational needs, and be continually evaluated and reviewed. A framework is presented for developing a comprehensive approach to stress prevention and management in the workplace, encompassing the identification, implementation, and evaluation of bespoke intervention programs.

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BackgroundNurses in inpatient palliative care are frequently exposed to death and dying in addition to common stressors found in other nursing practice. Resilience may mitigate against stress but remains ill-defined and under-researched in the specialist palliative care setting.ObjectiveThe aim of this systematic review was to understand resilience from the perspectives of inpatient palliative care nurses.DesignA thematic synthesis of qualitative studies was conducted according to the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines.Data sourcesAcademic Search Ultimate, Cumulative Index to Nursing and Allied Health Literature, Medline Complete, PsycINFO and Scopus.Review methodsThe review stages were searching for relevant literature, selecting relevant papers, data extraction, critical appraisal and thematic synthesis.ResultsEight studies revealed 10 subthemes, 3 descriptive themes and 1 analytical theme: resilience occurs when nurses incorporate stressful aspects of their personal or professional lives into a coherent narrative that enhances their ability to cope with the demands of their role.ConclusionPalliative care nursing is more stressful if patients or situations remind nurses of personal experiences. Nurses cope better with adequate support; however, coping does not necessarily imply increased resilience. Resilience occurs when nurses cognitively process their experiences, articulate their thoughts and feelings into a coherent narrative, and construct a sense of meaning or purpose. Future research could explore how nurses understand resilience and how it could be enhanced in the palliative care inpatient setting. With resilience, nurses may remain in the profession longer and improve the quality of care when they do.

This study investigates the mediating impact of organizational commitment on the relationship between organizational stressors and employee health and well-being. Data were collected from 401 operator level employees working in business process outsourcing organizations (BPOs) based in New Delhi, India. In this research several dimensions from ASSET, which is an organizational stress screening tool, were used to measure employee perceptions of stressors, their commitment to the organization, their perception of the organization’s commitment to them, and their health and well-being. Data were analyzed using structural equation modeling on AMOS software. Results of the mediation analysis highlight both employee commitment to their organization and their perceptions of the organization’s commitment to them mediate the impact of stressors on physical health and psychological well-being. All indices of the model fit were found to be above standard norms. Implications are discussed with the view to improving standards of health and well-being within the call center industry, which is a sector that has reported higher turnover rates and poor working conditions among its employees internationally.