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Extra resources for Job stress in university staff : an Australian research study
It was interesting to note that, in general, the mean scores for both work pressure and work–home conflict increased with each classification level. There were no statistically reliable differences in psychological strain across the general staff classification levels. 16 shows that a similar pattern emerged for the academic ranks. The most junior rank (Level A) and the most senior ranks (Levels D and E) were higher in job satisfaction, organisational commitment, and trust in senior management, than the intermediate ranks (Levels B and C).
465). Negative affectivity was assessed using the 12-item measure of Neuroticism from the NEO-Five Factory Inventory (NEO-FFI; Costa & McCrae, 1992), which assesses a person’s disposition to experience negative emotions such as anxiety, depression and vulnerability. Each item was rated on a 5-point scale (0 = strongly disagree, 4 = strongly agree, with reverse scoring for positively phrased items). The personality characteristics, Extraversion and Conscientiousness, have also been related to occupational stress and wellbeing in the literature.
Your fellow workers 2. The freedom to choose your own method of working 3. The amount of variety in your job 4. The amount of responsibility you are given 5. Your immediate boss 6. Your opportunity to use your abilities 7. The physical work conditions 8. Your job security 9. Your hours of work 10. The recognition you get for good work 11. The attention paid to suggestions you make 12. Your rate of pay 13. Industrial relations between managers and workers 14. Your chance of promotion 15. The way the university is managed 16.