- Summary
- Contents
- Subject index
Questions about the causes or sources of work stress have been the subject of considerable research, as well as public fascination, for several decades. Earlier interest in this issue focused on the question of whether some jobs are simply more inherently stressful than others. Other questions that soon emerged asked whether some individuals were more prone to stress than others. The Handbook of Work Stress focuses primarily on identifying the different sources of work stress across different contexts and individuals.
Chapter 13: Industrial Relations
Industrial Relations
Authors' Note: This work was supported by grants from the Nova Scotia Health Research Foundation to both authors. The authors thank C. Gail Hepburn for comments on an earlier version of this chapter.
The practice of industrial relations is characterized by conflict and change and, as a result, is inherently stressful (Bluen & Barling, 1988; Fried, 1993). Involvement in strikes (Barling & Milligan, 1987), collective bargaining (Bluen & Jubiler-Lurie, 1990), and participation in union activities (Kelloway & Barling, 1994) have all been associated with stress. Despite consistent empirical evidence, the practice of industrial relations has not been incorporated in the larger organizational stress literature (Bluen & Barling, 1987, 1988) and is often overlooked in reviews of stressors in the workplace (e.g., ...
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