Emotion and Stress PDF

Emotion and Stress January 15, 2025 9:17 AM Stress: an individual's response to environmental demands or pressures that is psychologically detrimental Eustress: a response to environmental demands that is psychologically beneficial. It generates energy and motivation Stressors: causes of stress...

Emotion and Stress January 15, 2025 9:17 AM Stress: an individual's response to environmental demands or pressures that is psychologically detrimental Eustress: a response to environmental demands that is psychologically beneficial. It generates energy and motivation Stressors: causes of stress/eustress (demands and pressures) The physical environment: high noise levels, lack of privacy, poor quality lighting Role conflict and role ambiguity: role conflict is when there is competing role expectations that cannot be fulfilled. Role ambiguity is when demands of a role is unclear and norms and standards are lacking Characteristics of a job: work overload, work space, lack of career progression Relationship with others: poor relationships with supervisors and coworkers Others? Transactional model of stress The primary appraisal process: an evaluation as to the significance of an encounter or transaction for a specific individual The second appraisal process: focusing on the available coping options for altering the perceived harm, threat or challenge Coping strategies: responding effectively to the challenge of the stressor Problem-focused coping: managing the stressor itself in situations where the individual perceives that something can be done to change the negative situation Emotion-focused coping: (affective regulation) managing the individual's internal responses to the stressor (passive) including escape/avoidance of the stressor Management of emotions: Emotions guide the individual in appraising social situation and responding to them. Emotional labour: the idea of managing emotions with others as part of the work role - There is three components: emotional requirements, emotion regulation, and emotion performance - Some jobs require that employees manage their emotion and express them in a certain manner, particularly in the service domain.  Pros: acting happy at work = satisfaction at work  Cons: stress, emotional exhaustion, physical symptoms How can we explain these contradictory findings?  Positive effect of emotional labour IF the emotion Is really felt by the employee  Negative effect of emotional labour IF employees pretend to feel a positive emotion while in reality they feel the opposite. This is emotional dissonance Burnout Emotional exhaustion: feeling of fatigue at work ; lack of energy Cynicism: disinterest towards others Reduced professional efficacy: feeling of not being able to accomplish something valuable at work What are the causes? 1. Persistent imbalance of demand over resources Ex. ER doctors and nurses. The long wait times vs the limited resources they have. 2. Misfit between employee values and their organization values and between the organizations values (stated and in action) ORGA 316 SB05 Page 1  2. Misfit between employee values and their organization values and between the organizations values (stated and in action) Consequences of burnout:  Health related outcomes - Psychological health: depression, anxiety, alcohol dependence, sleep disturbance - Physical health: cardiovascular diseases, neck pain, musculoskeletal disorder  Job-related outcomes - Job performance, team performance, absenteeism, sickness absence days Job demands-resources model (JD-R Model) All job characteristics can be modeled using two different categories, job demands and job resources - Job demands: work load, work pressure, role ambiguity, long work hours - Job resources: support from supervisors, coaching, feedback, autonomy - To reduce burnout would be to reduce demand and increase resources  Job demands and resources are the triggers of two dependent process - The first process: job demand -> exhaustion - The second process: job resources -> engagement ORGA 316 SB05 Page 2