Are Women Extension
Professionals More Stressed?

Extension educators have many reasons to feel stressed as we deal with organizational, public, and personal demands. One cause of stress is role ambiguity. Not understanding such concepts as how to get ahead in the organization, expected accomplishments, priority setting, how to begin a new project, acceptable personal behavior on the job, and performance evaluation create role ambiguity stress.

Ability to cope with stress is important in Extension. Individuals who cope rationally typically respond to stress by systematically approaching problems, using techniques to avoid being distracted, periodically re-examining work style and schedule, prioritizing work and sticking to priorities, and leaving problems at work. Inability to cope effectively with stress can lead to reduced energy level, performance failure, interpersonal relationship difficulties, and health problems.1

I studied level of stress due to role ambiguity and coping mechanisms of Extension professionals in the Minnesota Extension Service. Extension professionals completed a mail questionnaire (n=392, 76% response) including the Osipow and Spokane Role Ambiguity subscale of the Occupational Environmental Scale and the Rationale, Cognitive Coping subscale of the Personal Resources Questionnaire.2 T-tests determined the difference in mean scores on the these two tests for men and women. Results indicate that Minnesota Extension women experience no more role ambiguity than men and exhibit similar rational, cognitive coping skills as the men.

During the '80s, Minnesota Extension clarified performance evaluation standards and established regular, clear feedback to faculty. Each faculty member annually receives formal, direct, verbal, and written feedback from a supervisor and informal feedback throughout the year. An annual, formal, nonjudgmental performance development conference with the supervisor provides coaching to reinforce desirable behavior and work on areas needing improvement.

Although some professionals are many miles from their supervisor's office, informal access through telephone conferences and meetings are encouraged when concerns or need for advice or support arise. A strong informal network among Extension professionals also helps eliminate role ambiguity and promote rational coping with stress.

This study looked only at role ambiguity. Other typical organizational stressors for study in Extension include role overload, role boundary, responsibility, physical environment and role insufficiency,3 and possible unique stressors for women such as discrimination, stereotyping, social isolation, and conflicting demands of personal and work life.4

Extension must establish and maintain consistent patterns of role clarification and performance feedback. Such organizational support helps faculty cope with stressors.

1. Bonita C. Long, "Work-Related Stress & Coping Strategies of Professional Women," Journal of Employment Counseling, XXV (March 1988), 37-44.

2. Samuel H. Osipow and Arnold R. Spokane, A Manual for Measures of Occupational Stress, Strain, and Coping (Columbus, Ohio: Marathon Consulting and Press, 1983).

3. Ibid.

4. Debra L. Nelson and James C. Quick, "Professional Women: Are Distress and Disease Inevitable?" Academy of Management Review, X (April 1985), 206-18.

This article is online at http://www.joe.org/joe/1991fall/rb2.html.

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