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35 Cards in this Set
- Front
- Back
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Seyle conceptualization of stress
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observed that the response sequence to almost any disease or trauma is nearly identical -- general adaption syndrome
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Cannon conceptualization of stress
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animals and humans have an adaptive response to stressful situations in which they either choose to fight or escape -- "fight or flight"
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general adaption syndrome
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alarm reaction: mobilizes resources to cope with added stress; heart rate increases and stress hormones are released
resistance stage: body copes with original source of stress, but the resistance to other stressors is lowered exhaustion stage: overall resistance drops and consequences such as burnout, illness, or death can result unless stress is reduced |
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role of cognitive appraisal in stress
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people appraise, experience, and cope with stressful situations in different ways; coping styles are usually divided into problem-focuses and motion-focuses coping
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problem focused coping
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directed at managing or altering the is causing stress (Ex: defining problem, generating solutions, weighing their costs and benefits, time mangagement)
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emotion-focused coping
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reducing the emotional response to the problem; avoiding, minimizing, and distancing from the problem (ex: obtaining support from family or friends)
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role stressors
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most jobs have multiple task requirements and responsibilities, roles, and a job is likely to be stressful if these roles conflict or are unclear
three types: - role ambiguity - role conflict - role overload |
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role ambiguity
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occurs when workers lack clear knowledge of what is expected from them
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role conflict
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demands from different sources are not compatible; conflict between different tasks and projects, conflict between organizational demands and values, or conflict between obligations to many coworkers
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role overload
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a person is expected to fill too many roles at the same; can cause people to work long hours and increase stress
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emotional labor
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Horchschild (1983); regulation of emotions to meet job or organizational demands; addresses stress managing emotions when jobs require that workers display only certain expressions to client or customers; two types:
surface acting: managing or faking expressions or emotions deep acting: managing feelings, and trying to feel the emotions required for the job |
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Karasek's demand-control model
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suggests that two factors are prominent in producing job stress: job demands and control (decision latitude)
- job demands: defined according to workload and intellectual requirements - job control: combo. of autonomy in job and discretion for using different skills; combining high work demands and low control results in high strain |
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French's person-environment model
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hypothesizes that the fit between a person and their environment determines the amt. of stress they will have; goes along with open-systems view of organization; the environment makes demands and the person responds; a good fit results when a person's skills match the requirements of the job and working environment
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locus of control
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whether people believe that what happens to them is in their control; people with good internal locus of control believe that outcomes result from their actions; people with an external locus of control think that outcomes are determined by factors other than their own actions
people with internal locuses of control usually experience less stress |
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hardiness
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personality characteristics that provide resistance to stress; "hardy" people posses three characteristics:
1. they feel like they are in control of their lives 2. they fell of sense of comittment to family and work goals 2. they see unexpected change as a challenge instead of an obstacle hardy people respond better to stress; hardiness moderates the relationships between stressors and strains; part of this is transformational coping -- people view stressful events as challenges that can be overcome |
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self-esteem
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positive self-worth or self-concept; considered an important resource to coping; people with high self-esteem are more likely to adopt more effective coping strategies than in the face of stress than those with low self-esteem
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type A behavior pattern
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described as set of characteristics that are exhibited by people who are engaged in a chronic struggle to obtain an unlimited amt. of poorly defined things from their environment in the shortest period of time and if necessary against the opposing effects of other things or persons in the same environment
also known as coronary-prone peronsality because of its known links to coronary heart disease and hear attacks components: abitiousness, impatience, easily aroused hostility, and time urgency |
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hostility
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assosciated with risk for coronary h/d and other harmful health outcomes
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achievement striving
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tendency to be active and work hard at achieving goals
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impatience/irritability
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reflects the intolerance and frustration that results from being slowed down; causes s/t health probs.
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time urgency
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refers to feeling of being pressured by inadequate time; s/t and l/t health probs. can result
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pprimary prevention
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stressor directed; reduce number/intensity of stressors
ex: job redesign; modifying type A patterns; flex. schedules |
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secondary interventions
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preventative/reactive; modify people's responses to stress
ex: relaxation training, biofeedback, stress management training, physical fitness, nutrition |
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tertiary prevention
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treatment; minimize damaging consequences of stress; help people cope more effectively
ex: assistance programs, medical care, psychotherapy |
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employee burnout
- three componenets |
extreme state of psych. strain that comes from a prolonged response to chronic job stressors that exceed the person's ability to cope with them
three components: - emotional exhaustion: person feels emotionally drained by work - feelings of depersonalization: those who feel this have become hardened by their job and treat clients like objects - diminished sense of accomplishment: evaluating accomplishments negatively ** measure by maslach burnout inventory: self-report measure that includes scales for three burnout dimensions |
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problem focused coping
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managing or altering the problem that's causing stress
examples: defining problem, creating solution, utilizing time management skills and designing a plan of action |
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emotion-focuses coping
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reducing the emotional response to the problem; distancing oneself from the problem
ex: social support |
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Feldman and Johnson's characteristics of those who engage in workplace violence
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- personality disorders that cause poor stress response
- conflicted work relationships - inappropriate or angry reactions to threats to self-esteem |
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5 general chracteristics that can lead to workplace violence
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-history of violence
-alchohol abuse -problems with authority -worried about losing job -long history with company |
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workplace violence chart
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SEE p. 452
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frustration-agression hypothesis
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frustration leads to agression; hypothesis was ultimately found to be too broad -- not always the case
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justice hypothesis of workplace biolence
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some violent acts can be understood as reactions by an employee against percieved justice
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key characteristics of bullying
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harassing, offending, socially excluding, or assigning humiliating tasks to a subordinate repeatedly and over a long period
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phases of bullying
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1. critical incident: dispute between two people
2. bullying and stigmatizing: person in inferior position is stigmatized and subjected to agressive acts 3. organizational intervention: organization steps in and makes dispute official 4. expulsion: the victim (not bully!) by acting in ineffective and traumatized ways is seperated from the company |
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most recommended solution for bullying
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most common piece of advice for victim is to leave the company; if the third party confronts the bully to restore order, usually the bullying increases -- the bully now feels justified in their aggression
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