WOP 7

1. work stressors : task and role stressors
2. Moderators of the stress process : individual differences and social support
3. Consequences of stress : burnout and hear disease

stress= the non specific response of the human body to any demand made on it

we need stress in order to react ( fight or flight) get out of dangerous situations

eustress ( good ) vs distress ( bad )

alarm reaction → resistance→ exhaustion

response to chronic stress

stress should stop at some point

additional to physiological reaction to stress there is also cognitive appraisal of situation and resources available to handle

1. problem focused coping : managing the problem
2. emotion focused coping : reducing emotional response

physical or psychological demands to which an individual responds

reaction or response to stressors

1. stressor in organisational life
2. properties of a person
3. strains
4. properties of a situation

physical : noise, light ,vibration

psychological : role ambiguity , role conflict ,role overload

Type A/B

self esteem

locus of control

hardiness

social support

Physiological : heart rate , muscular ,gastrointestinal

Psychological : depression anxiety

Behavioural :absenteeism

result form multiple task requirements or roles of employees

1. Role ambiguity : lack clear knowledge of expected behaviour
2. Role conflict : demands form different sources are incompatible
3. Role overload : an employee is expected to fill many roles at once

Work family conflict

when workers experience conflict between roles they need to fulfil at work and role they fulfil in their personal lives

flexible work programs become very important

1. information processing
2. performance

chronic stress has negative effects in memory, reaction time ,accuracy and task performance

performance and stress have an inverted U shape relationship

as arousal increases , performance increases but only to some extent then it declines

= extreme state of psychological streain resulting from prolonged response to chronic job stressors that exceed an individual's resources to cope with them

1. emotional exhaustion
2. depersonalisation
3. low personal accomplishment

stressful situations cause over activation of sympathetic nervous system, producing several kinds of stress hormones

initially these can change the effectiveness of decision making and physical performance

chronic activation of stress and SNS can cause "wear and tear" and coronary heart dieses

1. demand control model
2. job content questionnaire

2 factors prominent in producing job stress

job demands : workload or intellectual requirements
control ( decision latitude) : autonomy and discretion for using different skills

role overload and role conflict (Demands)

skill utilisation and job decision (control)

depression , job dissatisfaction and sleep problems ( health consequences)

fit between person and environment determines amount of stress that person perceives

consider external influences like social support

person job fit vs person organisation fit

Moderators of stressor strain relationship

1. Locus of control : belief if individuals that what happens to them is under their control
2. Hardiness : set of personality characteristics that provide resistance to stress
3. Self esteem : positive self worth which is an important resource for coping

"live in the fast lane"

A are more punctual , work factor and higher archives n college and professional career

does not predict as good of an outcome as B

hostility : also associated with heart dieses or other chronic

tendency to be active and work hard in achieving one's goals

positively correlated with academic performance , sales and job satisfaction

intolerance , frustration that result from being slowed down

associated with health problems like insomnia, headaches, poor digestion and respiratory difficulties

feeling of being pressured inadequate time

dimensions include eating behaviour, nervous energy , list making , scheduling , speech patterns and deadline control

occupational health psychology

application of psychology to improve the quality of work lofe and to protect and promote safety , health and well being

often divide approaches in 2 major categories

prevention strategies

concerned with modifying or eliminating stressors in work environment

most proactive and preventative approaches to stress management

e.g. work and job design, cognitive restricting

involve modifying responses to inevitable demand or stressors

role is often one of damage control

strategies that require no special training include : lifestyle choice , physical fitness , eating healty , weight control

can be proactive or retroactive

useful for helping emoyes deal with workplace stessors that are difficult to change

focused on healing negative effects of stessors

employee assistance programs (EAP)

violent action carried out by non employees against employees

vs

violent action from employees to other employees

involve feeling like they are treated unfair

perpetrator has some real or imaginary grievance against organisation or a person in organisation

may be due to : alcohol abuse, history of violence, accepting authority,

argues that frustration laeds to agression

ultimately found to be too broad

moder : frustation = stress

some violent acts can be understood s reaction of an employee against percieved injustice

relevance to 3 types of justice

layoffs and firing

pefromance appraisal