01 Work Stress Models Flashcards
6 stress models
- Transactional model of stress
- Job demands-control & demands-resources model
- Conservation of resources theory
- Effort-Recovery model
- Person-Environment fit
- Effort-Reward Imbalance model
2 core assumptions of the transactional model
- stress is a subjective perception (what’s stressful to one person may not be stressful to another person)
- stress is a cognitive process (cognitive appraisal)
Primary appraisal of transactional model
Evaluate whether the event is a threat to one’s well-being/health or not
Secondary appraisal of transactional model
Evaluate if a person has options for coping with a stressor
2 types of coping
- problem-focused coping
2. emotion-focused coping
2 factors prominent in producing job stress, according to the Job Demands-Control Model + definitions
- Job demands: workload
2. Job control: autonomy and decision latitude
Low control + low demands =
Passive
Low control + high demands =
High strain
High control + low demands =
Low strain
High control + high demands =
Active
Difference in affective distress at work for low job control when cyber incivility is low and high?
Distress increases as cyber incivility increases
Healthy work, as defined by the Job Demands-Control-Support Model
- high control
- strong support
- low or high demands
Dangerous work, as defined by the Job Demands-Control-Support Model
- low control
- weak support
- high demands
JD-R, resources are physical, psychological, or organization aspects that are/or: (3)
- functional in achieving work goals
- stimulates personal growth, development, learning
- reduce job demands or any psychological/physical cost
COR, resources
objects, personal characteristics, materials, personal/work conditions
3 central tenets of COR theory
- individuals strive to replenish “resources” when the resources are depleted; otherwise, it will lead to “spiral of resource loss”
- resources help individuals better deal with demands in their environments
- a situation is experienced as stressful to the extent that an individual feels that the circumstances will lead to a resource loss
3 applications of COR theory to work stress research
- job burnout
- work-family conflict
- recovery from job stress
2 assumptions of ERT
- working individuals invest their efforts into their job tasks/demands
- expenditure of work efforts taxes on our functional system, eliciting load reactions
2 central tenets of ERT
- when functional system is activated for a prolonged time without sufficient respites, individuals develop strains
- the concept of recover is the functional system returns to pre-stressor level
ERT suggests that
employees need to take time to recover from job stress, otherwise their ability to sustain well-being and performance capabilities will be severely limited
ERI model is based on what theory
social exchange (reciprocity) theory: an imbalance between high efforts and low reward leads to negative outcomes (low pay, high demand)
According to ERI, which people are at greatest risk of poor health?
Overcommitted people
Hypothesis of PEF model
Fit between person & environment determines amount of stress that a person perceives
3 components of the NIOSH model of job stress
(1) Stressful job conditions –> (2) Individual and situational factors –> (3) Risk of injury and illness
