Consequences and moderators of industrial relations stressors

Abstract

The aim of the present thesis was to develop and test a process model of the consequences and moderators of industrial relations stressors. A review of the literature revealed that conflict and change represent central dimensions of both industrial relations and stress theory. Furthermore, the practice of industrial relations is inherently stressful: Forming a labour-management relationship, joint decision-making, implementing industrial relations decisions and breakdowns in the labour-management relationship are all potentially stressful activities for members of management and labour alike. However, despite the strong theoretical and practical association between industrial relations and stress, no attempt has been made to conduct a comprehensive x vpirical investigation of the stress associated with the practice of industrial relations. Accordingly, in the present thesis, the stress associated with a wide range of industrial relations events was examined. Before investigating the industrial relations stress process, it was necessary to develop an appropriate instrument to measure the stress associated with industrial relations practice. Thus the initial study was aimed at developing the Industrial Relations Event Scale. This was done using the life events approach, a well-documented means of measuring stress. Within the life events paradigm, Sarason's approach has been well-received as it overcomes many of the criticisms levelled against earlier life event scales. Consequently, Sarason's format was adopted for the development of the Industrial Relations Event Scale. The 63-item Industrial Relations Event Scale contains three subscales, the occurrence, negative and positive scales. The occurrence scale assesses retrospectively the number of industrial relations events that have occurred over a 12-month period, As such, the occurrence score provides an index of objective stressors. Subjective measures of stress are provided by the positive and negative subscales of the Industrial Relations