Browsing by Author "Murray, Kristin"
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- ItemCoping with stress in the workplace : an investigation of blue collar workers : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University(Massey University, 1994) Murray, KristinIn recent years research on coping with job stress has begun to move away from investigation of the relationships between theoretical constructs and towards investigation of the constructs themselves. Such research includes the study by Dewe and Guest in which they presented an inductive approach to the development of a valid classification of the major methods of coping with work related stress built on a carefully articulated methodology. The present study replicated this methodology using a blue collar population. Comparisons were made between the present study and the results obtained by Dewe and Guest. Sex and ethnic differences were also investigated. Finally, the problem-focused, emotion-focused dichotomy was explored. Which was the most prevalent approach in the present population? One hundred and fifty three cleaners were given a self-report questionnaire consisting of both a coping measure and demographic information. Results indicated that five main coping strategies were used (Rational task oriented and preparation for dealing with the problem, Expression of emotion and avoidance, Attempts to tolerate or mitigate the effect, Distraction by pleasurable activities, and Emotional release). Despite the different work context, the present study showed consistencies with the previous studies. It appeared that four of the components were consistent across studies. These were direct action, emotional release, distraction, and passive rationalization. No sex differences in coping were found except in the use of prayer where it appeared that women used this strategy more frequently than males. No ethnic differences appeared to exist, that is, all ethnic groups used similar coping strategies. In contrast to previous findings, problem-focused coping was found to be the most prevalent form of coping among the present subjects. It is acknowledged that the cross sectional design, reliance on self report, and the characteristics of the questionnaire itself limit the conclusions to be drawn from the study. Future research should be undertaken on other populations, especially other blue collar workers with more restricted autonomy, thus counteracting some of the present study's limitations.
- ItemAn empirical study of the characteristics of generational cohorts at work : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Human Resource Management, Massey University, New Zealand(Massey University, 2013) Murray, KristinIt has been suggested in the media and popular literature that there are significant differences between the generational cohorts (Veterans, Baby Boomers, Generation X and Generation Y) and that organisations, therefore, need to manage people from each cohort differently. However, the evidence is largely anecdotal. In contrast, empirical studies investigating generational cohorts have provided no consistent picture of a generational cohort's values and characteristics. This thesis investigates whether the popular characteristics of generational cohorts are valid. A total of 164 participants completed a 69-item questionnaire developed from constructs elicited from 64 repertory grid interviews in which participants identified constructs and rated their importance in their ideal job. More similarities than differences between the cohorts were found, providing limited support for the assertion in the popular literature that there are differences between the generational cohorts. Limited support was found for the depiction of each of the cohorts in the popular literature and empirical studies. In addition, strong support was found for heterogeneity within cohorts, in particular with respect to gender. The use of linear discriminant analysis identified that only nine of the 69 questions provided a reasonable level of discrimination between the generational cohorts, further supporting the finding that there are more similarities than differences between the cohorts. By removing participants from the cusp years (i.e., either side of the cut-off date for cohorts) the predictive accuracy of correctly assigning participants to the correct cohort increased, supporting the assertion that cohorts are most distinct in the middle and less distinct at the edges. This study contributes to the literature through the development of a sound psychometric model for researching generational cohorts and by providing valuable insight into what the different generational cohorts most value in the workplace. The results challenge the depiction of generational cohorts depicted in the popular literature and identified that while there are some differences between the cohorts, there are more similarities than differences. This raises the suggestion that there may be greater heterogeneity within generational cohorts than between them. People are complex and cannot be summed up by a small set of statements or stereotype. In the end, there can be no substitute for managers engaging with employees individually to understand their particular values.