Understanding Workplace Stress Models
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Questions and Answers

What major factor contributes to increased stress levels according to the Demand–Control Model?

  • High decision latitude
  • Infrequent communication
  • Excessive workload (correct)
  • Low job expectations

In the Job Demands-Resources (JD-R) Model, what indicates that stress is likely to occur?

  • Balanced workload and free time
  • Positive peer support
  • Abundant resources available
  • Exceeding demands over resources (correct)

According to the Conservation of Resources (COR) Model, stress primarily arises from what situation?

  • Gaining new skills at work
  • Positive workplace relationships
  • Sufficient resource availability
  • Resource loss or insufficiency (correct)

Which intervention is suggested to enhance employee well-being and mitigate stress?

<p>Enhance decision latitude and autonomy (D)</p> Signup and view all the answers

What can be a consequence of high demands during economic downturns, as outlined in the content?

<p>Lower job satisfaction (D)</p> Signup and view all the answers

How can poor interpersonal relationships at work affect an employee's experience?

<p>Increase stress levels (A)</p> Signup and view all the answers

Which of the following is a possible outcome of work–family conflict?

<p>Strain at home (A)</p> Signup and view all the answers

Which of the following is NOT identified as a component of job demands in the Job Demands-Resources model?

<p>Autonomy in decision-making (A)</p> Signup and view all the answers

What is a significant challenge faced by the sandwiched generation?

<p>Balancing child and elder care responsibilities (B)</p> Signup and view all the answers

What percentage of caregivers report suffering from financial strain?

<p>40% (D)</p> Signup and view all the answers

By which year is it projected that over 20% of U.S. residents will be 65 or older?

<p>2030 (B)</p> Signup and view all the answers

What benefit has been adopted by some companies to help employees with elder care?

<p>Dependent-care accounts (C)</p> Signup and view all the answers

What percentage of married couples in the U.S. with children under 18 had both parents employed in 2016?

<p>61% (C)</p> Signup and view all the answers

What is the estimated financial loss for caregivers who leave the workforce due to caregiving?

<p>$3 trillion (A)</p> Signup and view all the answers

Which of the following is a motivating factor for dual-earner families?

<p>Increased income (D)</p> Signup and view all the answers

What percentage of women earned approximately 80.5% of what men made as of 2017?

<p>80.5% (A)</p> Signup and view all the answers

Which stress type is commonly associated with positive outcomes such as increased satisfaction?

<p>Challenge-Related Stress (A)</p> Signup and view all the answers

What physiological marker is commonly used to validate the link between workplace stress and health outcomes?

<p>Cortisol levels (D)</p> Signup and view all the answers

Which type of stress consistently leads to negative outcomes, such as reduced job satisfaction?

<p>Hindrance-Related Stress (C)</p> Signup and view all the answers

How does mindfulness help individuals cope with stress?

<p>By providing nonjudgmental awareness of present experiences (C)</p> Signup and view all the answers

Which form of support is described as particularly effective in mitigating work-family conflict?

<p>Supervisory support for family-related challenges (C)</p> Signup and view all the answers

What coping strategy is effectively paired with supervisory support to reduce strain?

<p>Problem-Focused Coping (A)</p> Signup and view all the answers

What is a common cause of hindrance-related stress?

<p>Organizational politics (C)</p> Signup and view all the answers

What impact do supportive family environments have on workplace stress?

<p>They complement workplace efforts to reduce strain (C)</p> Signup and view all the answers

What is one of the primary benefits of job satisfaction for employers?

<p>Higher likelihood of employee retention (A)</p> Signup and view all the answers

Which of the following is NOT one of the components of the Effective Workplace Index?

<p>Employee Recognition Programs (A)</p> Signup and view all the answers

What percentage of U.S. employees work in organizations exhibiting five or more components of the Effective Workplace Index?

<p>16% (C)</p> Signup and view all the answers

Which program is aimed at providing employees with flexibility in their work schedules?

<p>Flexible Scheduling (B)</p> Signup and view all the answers

Which of the following reflects a challenge regarding the Effective Workplace Index?

<p>A significant majority work in organizations with few components (A)</p> Signup and view all the answers

What type of initiative aims to improve employee health and reduce stress?

<p>Health and Wellness Initiatives (A)</p> Signup and view all the answers

Which of the following statements about positive work environments is true?

<p>They decrease employee health issues. (C)</p> Signup and view all the answers

What does providing autonomy in the workplace primarily refer to?

<p>Control over their work and decision-making. (A)</p> Signup and view all the answers

What is defined as the state when individuals are in jobs below their skill level?

<p>Underemployment (A)</p> Signup and view all the answers

What is one of the significant impacts of underemployment on individuals?

<p>Increased job search behaviors (D)</p> Signup and view all the answers

How does personal control affect employees before downsizing?

<p>It mediates negative effects of job uncertainty. (D)</p> Signup and view all the answers

Which factor contributes to lower job satisfaction and organizational commitment?

<p>Job insecurity (C)</p> Signup and view all the answers

What is one of the leading causes of death among American workers?

<p>Workplace violence (B)</p> Signup and view all the answers

What can extreme job stress lead to during layoffs?

<p>Workplace violence (C)</p> Signup and view all the answers

What percentage of the workforce is estimated to be underemployed?

<p>10-15% (B)</p> Signup and view all the answers

How does job uncertainty affect individuals pre-downsizing?

<p>Leads to high job stress (A)</p> Signup and view all the answers

What impact do working mothers have on their daughters compared to nonworking mothers?

<p>Better education outcomes, leadership roles, and salaries (D)</p> Signup and view all the answers

What is the average time spent by women on household chores per week?

<p>13+ hours (C)</p> Signup and view all the answers

What is one effect of negative spillover in work-family conflicts?

<p>Increased work-family conflict for the other partner (D)</p> Signup and view all the answers

What trend was observed among college-educated women from 1993 to 2009 regarding career and family?

<p>Most achieved full-time careers and motherhood (D)</p> Signup and view all the answers

What benefit do companies experience when they support work-life balance?

<p>Higher employee morale and lower turnover (D)</p> Signup and view all the answers

According to Brian Dyson's quote, what does work represent?

<p>A rubber ball (C)</p> Signup and view all the answers

What was a primary focus of Occupational Health Psychology (OHP) when it emerged?

<p>Promoting employee safety and wellbeing (C)</p> Signup and view all the answers

Which of the following statements about the household labor imbalance is true?

<p>Women perform two-thirds of routine household tasks (C)</p> Signup and view all the answers

Flashcards

Demand-Control Model

Stress is a result of a combination of job demands, like workload and time pressure, and your level of control over your work tasks. The more control you have, the less stressed you'll be.

Job Demands Resources Model

Work demands, like workload and deadlines, can lead to stress if you don't have enough resources, such as support from colleagues or good tools, to cope with them.

Conservation of Resources Model

Stress happens when you lose or lack important resources, like time, money, or social support.

Work-Family Balance

Work-life balance is important because stress at work can spill over into your personal life, affecting your relationships and overall well-being.

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Interpersonal Relationships and Stress

Bad relationships with colleagues or supervisors can increase stress levels and negatively impact your work attitude.

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Recession-Related Stressors

Economic downturns can lead to increased stress at work due to job insecurity, heavy workloads, and changes in job responsibilities.

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Lack of Control and Stress

Feeling like you have no control over your work, coupled with heavy demands, can lead to burnout, depression, and anxiety disorders.

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Organizational Support and Stress Reduction

A supportive work environment with clear expectations, regular feedback, and access to helpful resources can help reduce stress levels.

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Challenge-Related Stress

Stress resulting from high demands and responsibilities, often associated with feelings of accomplishment and growth.

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Hindrance-Related Stress

Stress arising from limitations or obstacles hindering performance, leading to negative emotions and decreased motivation.

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Mindfulness

A state of being fully present and aware of current experiences without judgment. It helps individuals manage stress by remaining grounded and responding calmly.

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Social Support

Support from colleagues, supervisors, and family members that helps individuals cope with workplace stress.

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Problem-Focused Coping

Strategies focused on addressing the source of stress directly and finding solutions. It's effective with supervisory support.

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Emotion-Focused Coping

Strategies aimed at managing negative emotions arising from stress, often enhanced by mindfulness and social support.

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Work-Family Conflict

A type of stress related to balancing work and family commitments. It can arise from conflicting demands and pressures.

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Biomarkers of Stress

A physiological response to stress characterized by increased levels of cortisol and salivary alpha-amylase, indicating the body's stress response.

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Effective Workplace Index

A metric developed by SHRM to identify key components of a thriving workplace, aiming to benefit both employees and employers.

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Autonomy

The feeling of having control over one's work and decision-making, leading to increased job satisfaction and motivation.

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Satisfaction with Wages, Benefits, and Opportunities to Advance

Competitive salaries, benefits packages, and clear paths for advancement, creating a sense of value and growth opportunity for employees.

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Interpersonal Relationships

Positive relationships between colleagues and supervisors, fostering a sense of belonging and reducing stress.

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Employee Assistance Programs (EAPs)

Programs designed to help employees address personal and work-related challenges, such as counseling services and family resources.

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Flexible Scheduling

Flexible work arrangements, such as telework, adjustable start/stop times, and part-time options, allowing employees to balance work and personal life.

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On-site Childcare

Providing on-site childcare facilities or subsidies for childcare expenses, helping employees manage work-life balance.

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Health and Wellness Initiatives

Programs and initiatives aimed at promoting physical and mental health, such as stress management workshops and fitness programs.

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Sandwiched Generation

A generation with both aging parents needing care and children to raise.

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Dual-Earner Couple

A family where both partners work outside the home.

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Projected Elder-Care Needs

The increased need for elder care due to the aging population.

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Financial Strain on Caregivers

The difficulty caregivers face due to spending time, money, and effort on elder care.

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Elder-Care Assistance Benefits

Employer benefits like resources, accounts, and counseling to assist employees with elder care.

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Financial Impact of Caregiving

A significant loss of financial resources due to caregiving responsibilities, affecting wages, pensions, and Social Security.

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Women's Workforce Participation

The increasing participation of women in the workforce, including leadership roles.

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Underemployment

When people are stuck in jobs that don't fully utilize their skills or education, often leading to lower pay.

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Job Insecurity

The feeling of worry and uncertainty about your job's stability, which can be caused by factors like downsizing or economic trends.

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Lack of Personal Control

A situation where someone feels like they have no control over their work environment, often leading to negative emotions and stress.

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Psychological Contract Violation

A breakdown in the unspoken agreement between an employee and their employer, often caused by perceived unfairness or breaches of trust.

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Workplace Violence

Acts of violence that occur at the workplace, often linked to stress, job insecurity, and extreme emotions.

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Burnout

A state of emotional and physical exhaustion caused by prolonged exposure to job stressors like demanding workloads and lack of control.

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Overwork

A situation where employees work beyond their normal hours without additional compensation or recognition.

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Layoffs and Downsizing

A situation where people are forced to leave their jobs due to organizational changes, usually leading to feelings of injustice and uncertainty.

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Work-Family Enrichment

The phenomenon where positive experiences at work can improve a person's well-being at home and vice versa.

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Occupational Health Psychology (OHP)

A field of study dedicated to enhancing the health, well-being, and safety of workers.

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Household Labor Imbalance

The imbalance where women typically spend significantly more time on household chores compared to men, even when both work full-time.

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Juggling Two Jobs

The situation where both partners in a relationship work outside the home while also sharing household responsibilities.

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Work-Life Balance

A key focus for successful companies, aiming to create a work environment that supports employees' balance between work and personal life.

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Brian Dyson's Quote

The idea that work can be regained if neglected, while family, health, and personal well-being are more fragile and can suffer permanent damage if not prioritized.

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Study Notes

Key Terms

  • Stressors: Seriously disruptive events, situations, or people that push psychological or physical functions beyond their stability range. Examples include tight deadlines, work anxiety, family loss, and fear of being late.

  • Strains: Undesirable personal outcomes arising from stressors. These include negative health consequences, poor performance, and decreased well-being. Examples include physical distress (upset stomach), behavioral issues (poor communication), and emotional strain (crankiness or frustration).

The Stress Process

  • Stress occurs when stressors cause strains.

  • Stress includes the overall process of experiencing stressors and their resulting strains.

  • Examples of stressors and their resulting strains include tight deadlines leading to illness or poor work quality, or anxiety over layoffs leading to short tempers or emotional exhaustion.

Notes on Stressors in the Workplace

  • Stressors (Sources of Stress):
    • Intrinsic Work Factors: Poor working conditions (low lighting, excessive noise, poor design), long hours, excessive travel, and limited control over one's job.
    • Role Variables:
      • Role Ambiguity: Unclear role expectations (vague instructions from a supervisor).
      • Role Conflict: Inconsistent or conflicting role expectations from different sources.

Additional Topics

  • Coping Strategies: Problem-focused (addressing the stressor directly) and emotion-focused (managing emotional responses).

  • Strains: Job-related (low satisfaction, poor performance), emotional (exhaustion, depression), and physiological (illnesses, elevated blood pressure).

  • Theoretical Models of Stress: Demand-Control Model (combination of psychological demands and decision latitude), Job Demands-Resources Model (Job demands vs. resources).

  • Conservation of Resources (COR) Model: Individuals strive to acquire and preserve resources to manage stress.

  • Workplace Conflict: Poor interpersonal relationships with supervisors or coworkers increase stress.

  • Economic Stressors: Recession-related stressors (increased workload, lower job satisfaction) are linked to strains.

  • Temporal Characteristics of Stressors: Stressors that increase continuously over time can cause counterproductive work behaviors that persist beyond the stressor period.

  • Work Breaks: Breaks within the workday support stress recovery.

  • Counterproductive Work Behaviors (CWBs): Behaviors intended to harm the organization or its employees often occur when stressors persist over time.

  • Job-Related Strains: Examples include low satisfaction and motivation leading to low effort, high absenteeism, poor productivity.

  • Emotional Strains: Burnout is a significant emotional strain characterized by: emotional exhaustion, depersonalization, and reduced personal accomplishment.

  • Physiological Strains: Stress significantly contributes to many physical illnesses including heart disease and strokes. Costs related to these conditions are substantial.

  • Stressors & Work-Family Conflict: Work and family responsibilities competing for time and resources in the individual's life can impact both domains (e.g., lack of personal time, time management conflict)

  • Organizational and Supervisor Support: Importance of organizational support and supervisor support in managing work-family conflict.

  • Family-Supportive Supervisor Behaviors: Understanding a set of supervisor behaviors that appreciate employees' need for work-family balance are valuable for reducing work related stress.

  • Organizational Flexibility and Policies: Benefits of flexible scheduling, childcare resources in supporting employee well-being, and mitigating work-life conflict.

  • Work-Life Balance Trends: Understanding national studies on employee engagement, job satisfaction, intention to leave, and mental health in relation to organizational flexibility and work-life policy support.

  • Employee Preferences: Understanding employee reasons for choosing part-time work and the value (or lack thereof) perceived from the benefits and drawbacks of this choice.

  • Work-Family Issues Post-Childbirth: Study on new mothers returning to work and the relationship between job resources/demands on work-family conflict during this transition period.

  • Stress Management and Work-Life Policies: Importance of organizational and supervisor support for family life in reducing critical stressors and strains, improving well-being and productivity, and mitigating conflict.

  • Family-Leave Policies: Understanding family leave policies, including paid family leave (FMLA), International similarities, and historical context of leave policies.

  • Child-care and Elder-Care Benefits: Growing number of employees needing to balance work responsibilities with providing childcare for children and caring for elderly parents.

  • Workplace Violence:

  • Risk factors for violence: Contact with the public, exchange of money, delivery of goods/services, mobile workplaces (taxis, police cruisers), unstable individuals (healthcare, criminal justice), working alone or in small groups.

  • Types of workplace violence: Outsider-initiated (from nonemployees), Insider-initiated (from employees)

  • Historical context and awareness: 1986 Edmond Post Office shooting, the term "going postal," profile of dangerous employee (demographics: men, white, average age ~40, history of psychological/personality disorder, use of weapons).

  • Psychological effects:

  • Stress effects

  • Coping strategies

  • Workplace challenges

  • Interventions and support

  • Psychological Effects of Job Loss: Importance of jobs, impact from job loss, reasons why jobs are important, job loss in the U.S.

  • Coping Strategies: Methods for coping with job loss and layoffs.

  • Issues, risks, challenges: Negative outcomes, Withdrawal Behavior, Job Uncertainty, workplace violence, and underemployment.

  • Occupational Health Psychology (OHP): Defining OHP, its origins, Key Concepts such as Total Worker Health (TWH), NIOSH's approach.

  • Key Areas of Focus in TWH: Control of hazards, work organization, built environment, leadership, compensation, community support, changing workforce demographics, policies.

  • Intervention Outcomes: Success rate in improving injuries, chronic disease and providing improvements in workforce health from interventions.

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Description

This quiz explores key concepts from various workplace stress models including the Demand–Control Model, Job Demands-Resources (JD-R) Model, and Conservation of Resources (COR) Model. Test your understanding of factors contributing to stress and interventions to enhance employee well-being. Delve into the implications of work–family conflict and the challenges faced by caregivers in today’s economy.

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