Job Stressors in Organizations

1. Stimulus concept
2. Response concept
3. Transactional concept
4. Interactional concept

1. Job control
2. Social support
3. Core self-evaluations

1. Stressor reduction
2. Resource increase
3. Strain reduction
4. Lifestyle changes on individual and organizational level

1. Negative effects on health and well-being
2. Negative effects on objective measures of stress

The discrepancy concept of stress refers to the idea that stress occurs when there is a mismatch between what an individual desires and what the environment provides.

Some examples of physical stressors include aversive physical working conditions such as noise, dirt, heat, vibrations, chemical or toxic substances, and poor ergonomic conditions at the workplace.

Stressors can have negative effects on the behavioral level, such as narrowed attention, reduced working memory capacity, and engagement in unsafe behaviors, accidents, and injuries.

Some individual psychological responses to stress include cardiovascular problems (high blood pressure, increased cholesterol levels), gastrointestinal problems, and an increase in negative affective states.

There is a negative association between job stressors and job performance.

Challenge stressors are expected to increase performance, while hindrance stressors are expected to decrease performance.

CWB refers to behavior that intends to harm other people at work or the organization as a whole.

Approaches include stressor reduction, increase in resources, strain reduction, organizational approaches, and lifestyle changes.

Job control refers to one's opportunities to influence one's activities in relation to a higher order goal. When job demands are high and job control is low, employees are more likely to experience symptoms of poor mental health and impaired well-being.

Social support refers to resources provided by others and is important for protecting an individual's health and well-being. It includes emotional, information, and instrumental support. Social support is negatively associated with strains and can buffer the negative effects of stressors.

The two types of coping styles are problem-focused coping and emotion-focused coping. Problem-focused coping involves problem-solving behavior that aims to directly change the stressor, the environment, or one's own behavior. It is positively related to mental health and well-being. Emotion-focused coping involves attempts to manage cognitions or emotions directly. Avoidance coping, a type of emotion-focused coping, is often associated with poor well-being.

Psychological detachment from work during leisure time is important for maintaining health and well-being. When individuals engage in leisure activities, detach from work, and relax during their free time, they experience more favorable affective states and better health and well-being. Psychological detachment has the potential to alleviate the negative impact of job stressors on health and well-being.

stress management techniques, lifestyle changes and rest periods

detrimental effects

encouraging exercise, encouraging light sports, organizational approaches

they are related

job control, social support, core self-evaluations

organizational approaches

Psychological stress is defined as a particular relationship between the person and the environment that is appraised by the person as taxing or exceeding his or her resources and endangering his/her well-being.

The two types of misfit are demands-abilities fit (demands of environment, abilities of persons) and needs-supplies fit (needs of the person, supplies from the environment).

Stress occurs when there is a discrepancy between an employee's perceived state and desired state, provided that the presence of this discrepancy is considered important by the employee.

The two outcomes affected by stress are the individual's well-being and their coping efforts, with reciprocal effects between these two.

The Effort-Reward Imbalance Model states that a lack of reciprocity between the costs and rewards experienced by an individual at work can be stressful and result in strains on their health and well-being.

The Job Demand - Job Control Model differentiates between two basic dimensions of workplace factors, namely job demands (work load demands put on the employee) and job decision latitude (employee's decision authority and skill discretion). It suggests that high demands combined with low decision latitude in high-strain jobs can have detrimental effects on people's health and well-being.

The Vitamin Model proposes non-linear relationships between work characteristics and individual outcomes. It distinguishes between constant effects on individuals (where positive outcomes increase as work characteristics increase up to a certain point) and curvilinear relationships with well-being (where positive effects exist up to a certain degree, but further increases have a negative effect).

No, stressors do not necessarily have a negative effect on the individual. Resources within the work situation, such as job and personal resources, can moderate the effects of stressors and strains.