Dissertation Literature Reviewing

Intellectual dissertations at all levels in the collective sciences normally comprise some type of 'Dissertation literature review'. It is most likely additional helpful for students to believe of this, as examiners regularly do, as a serious review of the literature', for reasons which will be made clear soon. The dissertation literature review is usually an early segment in the dissertation.

Students are generally probable to start working on a general review of the connected research literature at the initial possible stage of their research. This in itself is not what is normally intended in proper references to the 'review of the literature', but is quite an introductory period. This examination stage ranges far wider in capacity and quantity than the final review, usually including more general works. Your review (which exists in writing only in your notes) must assist you in numerous ways, such as:

• To make a decision on the issues you will address;
• To develop into alert of suitable research methodologies;
• To observe how research on your precise topic fits into a broader framework;
• To organize you for impending the critical Dissertation.

• LACK OF EMPOWERMENT

  Earlier researches have found that perceived powerlessness is a source of stress (Jones & Fletcher, 1996; Leana & Florkowshi, 1992; Wagner, 1994). Karasek's (1979) demands control model suggests that lack of ability to control one's job environment is key. Stress occurs when high job demands and pressures are combined with a perceived inability to influence the work process (Fox, Dwyer & Ganster 1993; Totterdell, Wood & Wall 2006). This creates anxiety about the consequences of poor job performance. Karesek's original model proposed interactive effects of job control/empowerment: that is, stressors create actual strain when coupled with low control. Research has tended to support additive rather than interactive effects (Cooper et al., 2001, p. 137).dissertation literature review

  Stress Outcomes

  Research has found that stress has a number of harmful effects on employees (Bourbeau, Brisson & Allaire, 1996; Cartwright & Cooper, 1993; Sverke, Hellgren & Naswall, 2002). Three of the most often mentioned harmful effects are reduced job satisfaction, poor emotional states such as depression, and deterioration of physical health. Stress reduces intrinsic job satisfaction because it associates the job with painful outcomes (De Cuyper & De Witte, 2007; Hodson, 1991; Leiter & Harvie, 1996; Stamper & Johlke, 2003). It may also decrease job performance and perceived value of rewards - thus reducing extrinsic satisfaction. Indeed, highly stressed workers have been found to be less productive, make lower quality decisions, and be more absent from work (Boyd, 1997; Price & Hooijberg, 1992). Stress can hurt social satisfaction by making it difficult to communicate and interact with others for the stressed individual.

  Stress leads to negative emotional states and even to serious depression (Burke et al., 1996; Cooper & Cartwright, 1994; Frese, 1999; Van Yperen & Hagedorn, 2003). Prolonged stress can also lead to physical health problems: fatigue, sleep disturbances, headaches, backaches, high blood pressure, immune system suppression, and heart disease (Cooper & Cartwright, 1994; Ertel, Peck, Ullsperger, Von Dem Knesebeck & Siegrist, 2005; Guglielmi & Tatrow, 1998; Kuhnert, Simms & Lahey, 1989; Tytherleigh, Jacobs, Webb, Ricketts & Cooper, 2007). Stress-related symptoms now account for about 60 per cent of visits to primary care physicians (Johnson & Indvik, 1996). Manning, Jackson and Fusilier (1996) found that stress was related to higher medical expenditures. Workers experiencing poor psychological and physical health are less productive, make worse decisions, are more prone to be absence, and make diminishing contributions to the organization (Boyd, 1997; Price & Hooijberg, 1992).

  
  

  BACKGROUND OF THE STUDY

  This chapter offers a detailed analysis of the background of the study and critically reviews the previous studies on the subject of stress among healthcare personnel, especially the personnel working in operating theater environment.

  Work-Related Stress

  Work-related stress is also known as work stress, job stress, or occupational stress. It is defined as “the harmful physical and emotional responses that occur when the requirements of the job do not match the capabilities, needs, or resources of the worker” (Sauter, et. al., 1999). Occupational health researchers consider it to be a significant factor in negative organizational outcomes such as diminished productivity, absenteeism and turnover, as well as negative worker outcomes such as poor job performance, job dissatisfaction, and health problems (Brisco, 1997; Caplan & Van Harrison, 1993; Dunham, 2001; McLean, 1979). The National Institute for Occupational Safety and Health (NIOSH) has opined that it is one of a wide range of hazards faced by healthcare workers (NIOSH safety and health topic: Health care workers.).

  Hospital nursing is recognized as a high stress occupation (Lawrence & Lawrence, 1987; McNeely, 2005; Wheeler, 1998; Wolfgang, 1988). Registered nurses working in operating theaters are reporting excessive levels of work-related stress (WRS) due to inadequate staffing, poor work design, and poor workforce management practices (Aiken et al., 2001; Aiken, Clarke, Sloane, Sochalski & Silber, 2002; Muncer, Taylor, Green & McManus, 2001). Role conflict and ambiguity, family demands, and excessive patient expectations also play a role in WRS (Hoffman & Scott, 2003; Wheeler, 1998). The extent to which the physical work environment may be contributing to nurses' WRS has not been studied.dissertation literature review