OHP midterm
stress (stimulus definition)
some type of force acting upon an individual
stress (response definition)
how people react to stressful working conditions
stress (stimulus-response definition)
stress is the overall process by which the work environment may
negatively impact employees
psychological strain
affective or emotional responses
(ex: anxiety, frustration, hostility, depression)
physical strain
related to physical health and well-being
(self-reported symptoms, blood pressure/heart rate, medical history)
behavioral strain
relevant work behaviors
(job performance, absenteeism, turnover, substance abuse)
challenge stressors
demands that can be reduced with motivated action
(ex: workload, deadlines)
seen as obstacles to overcome
effects: motivation increase, performance increase, well-being
decreases
, hindrance stressors
stressors that cannot be overcome via motivated action
(ex: organizational politics, red tape, career stagnation, job insecurity)
creates high levels of uncertainty, frustration, and low levels of control
effects: all negative
traditional studied stressors
role stressors, workload, interpersonal conflict, organizational
constraints, low job control
contemporary stressors
job insecurity, emotional labor, technology related
roles
set of behaviors expected of an individual (most people have multiple
roles, each with unique demands)
i
in organizations, roles...
bring order and predictability ion behavior; allow employees to gauge
whether they are doing what they're supposed to be doing
role ambuigity
role-related information is unclear; employees' unsure of what they are
supposed to do (unclear standards, schedules, or work methods)
role conflict
lack of consistency in role related information (inconsistent information,
conflicting demands)
stress (stimulus definition)
some type of force acting upon an individual
stress (response definition)
how people react to stressful working conditions
stress (stimulus-response definition)
stress is the overall process by which the work environment may
negatively impact employees
psychological strain
affective or emotional responses
(ex: anxiety, frustration, hostility, depression)
physical strain
related to physical health and well-being
(self-reported symptoms, blood pressure/heart rate, medical history)
behavioral strain
relevant work behaviors
(job performance, absenteeism, turnover, substance abuse)
challenge stressors
demands that can be reduced with motivated action
(ex: workload, deadlines)
seen as obstacles to overcome
effects: motivation increase, performance increase, well-being
decreases
, hindrance stressors
stressors that cannot be overcome via motivated action
(ex: organizational politics, red tape, career stagnation, job insecurity)
creates high levels of uncertainty, frustration, and low levels of control
effects: all negative
traditional studied stressors
role stressors, workload, interpersonal conflict, organizational
constraints, low job control
contemporary stressors
job insecurity, emotional labor, technology related
roles
set of behaviors expected of an individual (most people have multiple
roles, each with unique demands)
i
in organizations, roles...
bring order and predictability ion behavior; allow employees to gauge
whether they are doing what they're supposed to be doing
role ambuigity
role-related information is unclear; employees' unsure of what they are
supposed to do (unclear standards, schedules, or work methods)
role conflict
lack of consistency in role related information (inconsistent information,
conflicting demands)
