Dissertation Proposal Helps

The majority of doctoral candidates put forward a pre-proposal or research design to their advisor prior to starting work on the proper dissertation proposal. There are many different dissertation proposal requirements, and you must find out from your section which to use.

In some cases, the Dissertation Proposal is simply Chapter I of the dissertation. In others, the dissertation proposal consists of the first three chapters of the dissertation. Whatsoever the responsibility, the most common reason for under pressure with the dissertation proposal is failure to do a complete literature review first. Many doctoral candidates end up leaving their programs because they attempt to write their Proposal without first collecting and reading the cause materials, and then organizing those materials into a Review of Literature.

You cannot write a dissertation proposal "off the top of your head", and if you try, you will fail.

Dissertationwiting.co.uk offers the following PROPOSAL SERVICES:

• We will identify, retrieve, and make copies for you of the source materials.
• We will write the Review of Literature.
• After you have narrowed your topic and decided on tentative hypotheses, we can assist you in the writing of the Proposal.
• If you need assistance in topic selection or dealing with other dissertation management issues, we offer our Dissertation Counseling and Coaching Services.

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Development of the Stress Concept

Work environments in operating theatre are considered problematic and a significant factor that contribute to the operating theatre personnel shortages (Buerhaus, Needleman, Mattke & Stewart, 2002; Needleman, Kurtzman, Mark, Melichar & Steinwachs, 2004; Sochalski, 2002). They are also considered problematic in terms of patient safety (Page, 2004). Regulatory, policy and professional organizations have repeatedly called for significant improvements in hospital work environments. Such improvement in work environments is considered a key factor in retaining a vital healthcare workforce. Its importance stems from an increasing amount of evidence that professional, high quality staff is an essential component in achieving desired patient outcomes (Aiken, Clarke, Sloane, Sochalski & Silber, 2002; Cho, Ketefian, Barkauskas & Smith, 2003; Knaus, Draper, Wagner & Zimmerman, 1987; Needleman, Buerhaus, Mattke, Stewart & Zelevinsky, 2002; Unruh, 2003).

However, there is an absence of significant studies examining the stress and its impact on operating theater personnel due to a difficulty in conducting research on this topic arising from discrepancies in how stress is defined and operationalized (Briner and Reynolds, 1993; Cooper et al., 2001; Di Martino, 1992). Sometimes “stress” is equated with excessive and deleterious pressures on the person (National Institute for Occupational Safety and Health, 1999). Alternatively, it may mean any pressure or challenge, even those that are stimulating and potentially beneficial to development. Stress in this second sense is what Selye (1950) refers to as "eustress." It energizes us psychologically and physically, and motivates us to learn new skills and master our jobs. It is a source of intrinsic job satisfaction and psychological development (Pinder, 1984, p. 59). However, excessive levels of stress constitute what Selye calls “distress,” which is unpleasant and harmful to the individual. In the recent academic literature stress is most often used to mean distress, that is, the harmful psychological and physical responses to excessive and persistent stressful conditions.

Stress has been variously viewed as an independent variable, a dependent variable (Cox, 1985) and a “process” (Cooper et al., 2001). Recent writings tend to view stress as resulting from the interaction or transaction between individuals and their situation (Di Martino, 1992; Cooper et al., 2001, p. 3; Cox, 1993). It can be considered the perceived imbalance between internal and external demands facing the individual coupled with the perceived inability to cope. This experienced stress is influenced by the nature and the extent of the demands, the characteristics of the person, the social support available, and the constraints under which the coping process takes place (Cox et al., 2000).

View of stress as the entire stress experience, including both "stressors" (pressures and demands in the situation), and “strain” (the individual's negative responses to stressors) shared by some authors only complicates matters (Jex, Beehr and Roberts 1992; Viswesbaran, Sanchez and Fisher, 1999, p. 315). Other writers use the term stress as synonymous with strain, which is the usage adopted for the purpose of this paper. Through out the following discussion “stress” refers to the individual's response to conditions, and involves the experience of pressure, distress, imbalance, lack of control, etc. Stress outcomes are the results of stress such as depression, sleep disturbance, fatigue, erratic behavior, and physical illness.

Another related term is “burnout.” This term refers to the condition of individuals who have experienced high levels of stress for prolonged periods of time (Cooper et al., 2001; Maslach, 1982). Burnout is considered to have three components: emotional exhaustion, depersonalization, and lack of personal accomplishment (Maslach & Jackson, 1981). Most of the researches on the causes of burnout apply to stress, but burnout itself is distinct in as much as it refers only to extreme levels of experienced stress.Dissertation Proposal

Prolonged periods of (dis)stress have been found to cause job dissatisfaction, painful emotional states, and depression (Cooper et al., 2001). Stress has physical reactions such as fatigue, irritability, sleep disturbances, and poor health (Hogan & Overmyer-Day, 1994). It hurts work performance, causing absence, lateness, turnover, compensation claims, reduced productivity, and poor work quality (Nelson & Quick, 1996).

Job Insecurity

Job security is often defined in a narrow sense as whether or not an employee will lose his/her job and have to exit the organization (Probst, 2003). Greenhalgh and Rosenblatt (1984) view it in a broader sense and include any unexpected and undesired changes, including restructuring, demotion, job change within one's company, or transfer to another department. They define job insecurity as "a perceived powerlessness to maintain desired continuity in a threatened job situation." Given their uncertain job tenure and probable unfamiliarity with company politics, foreign employees are likely to experience insecurity in a broader sense because job restructuring may get done without their input, or they may be reassigned to positions or units that others avoid. They are often left out of informal communication networks and generally are less likely to hear in advance about possible changes and threats. Indeed, it seems likely that a cloud of uncertainty will hang over their position in their company.

It is normal for employees to deal with employment uncertainty by working harder and trying to gain favor of their managers. Else, they may become resigned and attempt to repress the feelings of insecurity. Either response requires time and energy and if kept up long enough will generate fatigue and psychological distress. Most of the research has found that perceived job insecurity is associated with stress (Gillespie, Walsh, Winefield, Dua & Stough, 2001; Pollard, 2001; Sethi, King & Quick, 2004). Mak and Mueller (2000) find it related to four indicators of "strain" - vocational, psychological, interpersonal and physical. It is associated with stress-related affective states such as job dissatisfaction, hostility, anxiety, and depression (Cartwright & Cooper, 1993; Kuhnert et al., 1989; Roskies & Louis-Guerin, 1990). Sverke, Hellgren and Naswall (2002) conducted a meta-analysis covering 72 studies, with 86 independent samples, dealing with the effects of job security on workers. While they did not include "stress" in their survey, their results showed consistent negative correlations (corrected for attenuation) between job insecurity and stress-related outcomes such as job satisfaction (r = -.407), physical health (r = -.159), and mental health (r = -.237). These are the measurement variables that they used for analysis.Dissertation Proposal