Introduction
The impact of work-related stress on employee well-being has become a topic for widespread discussion in recent decades. There have been a number of attempts to heighten public awareness of how work-related stress is impacting upon the physical and mental well-being of workers in the UK. Various trades unions (NATFHE and AUT for example) and trades unions bodies (TUC), employers' representatives (Chartered Institute of Personnel and Development) and the Health and Safety Executive have placed greater emphasis on tackling work-related stress. An array of research studies have considered the impact of work-related stress in higher education (e.g. Fisher, 1994; Abouserie, 1996; Kinman, 1996, 1998)
This study was undertaken after a number of complaints were received from members of Edge Hill NATFHE regarding work-related stress. Most of the information was gathered from an internal, posted questionnaire. The submissions we received demonstrate that employees at Edge Hill are experiencing extremely high levels of work-related stress. The result has been that many members of staff have suffered severe physical and emotional conditions that have been either directly or indirectly caused by work-related stress.
There are a number of factors to be taken into account when attempting to make sense of academic work. We would argue that the vast majority of people who participated in this research regard the job they do as highly important. As Frone et al (1995) argue, the more important a job becomes in determining an individuals sense of identity, the greater the likelihood that work-related stress would impact upon their physical and mental health.
Consistent attempts have been made to bring about fundamental structural and cultural change to the higher education sector. As a result, academics are subjected to heightened surveillance through the use of external bodies such as OFSTED (for those involved in teacher training) and QAA (for other degree delivering subject areas).
Consecutive UK governments have embarked on a cost-reduction strategy across the sector and, ironically, attempted to increase the number of people entering higher education. At Edge Hill, staff members have felt the effects of structural and cultural changes and, frequently experienced them negatively. The dramatic changes have left many members of staff feeling vulnerable.
For those people we contacted, the main cause of work-related stress was the burden of overwork. The recent Costing and Pricing Exercise (CPE) undertaken at Edge Hill further indicated the epidemic of overwork currently experienced. The CPE concluded that, on average, academic staff work 10 hours or more per week than recommended in the staff handbook. The reactions of line and senior managers toward work-related stress determine whether that stress is alleviated or further magnified. Worryingly, very few employees have been willing to approach the Human Resource Department at Edge Hill to discuss work-related stress.
The report is divided into four sections. First, we provide a description of the method chosen to carry out this survey. Second, we provide an indication of the findings from the survey. Third, we provide an evaluation of the results. Finally, in the concluding section we bring the main elements of the report together and restate that levels of work-related stress at Edge Hill are extremely high and that intense working and failing occupational stress procedures are significantly contributing toward the levels of stress experienced.
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