6. Organizational Life Quality Flashcards
Organizational life quality is high when…
- positive feelings towards work and future
- motivated
- good work-life-balance
name one factor that is in the top three when considering a new job…
work-life-balance
Family work relations
work overload –> less time for family
sick child –> missed meeting
Name family-friendly policies.
childcare, elderly acre
lunch tickets
parking
benefits to buy a house
How can work be FLEXIBLE?
- time flexibility (part-time, compressed work week)
- telecommuting
- family leave
Define Spillover
transmission of DEMANDS & consequent STRAINS from one domain of life to another
- within-person
- across-domains
Define Crossover
transmission of DEMANDS & consequent STRAINS from one person to another
Spillover-crossover model
bakker & demerouti 2008
Compare direct crossover with indirect crossover.
direct: transmission via EMPATHY
indirect transmission via MEDIATING/MODERATING mechanisms (e.g. interaction style)
What is NOT crossover?
shared common stressors –> same trends in affect
Which negative processes have been empirically proven to be prone to crossover?
- Anxiety
- Burnout
- Depression
- Health complaints
- Marital dissatisfaction
POSITIVE PROCESSES: direct Crossover
Happiness, positive mood
POSITIVE PROCESSES: indirect Crossover
work enjoyment –> partner’s wellbeing
job satisfaction –> partner’s marital satisfaction
Spillover from FAMILY to WORK: examples
- CEOs with daughters have more socially responsible companies
- leaders with poor sleep quality –> perceived as less inspiring
define “workaholism”
the uncontrollable need to work incessantly
Workaholism is a combination of which three conditions?
- social conditions
- personal conditions
- work conditions
WORKAHOLISM: social conditions
- positive view about workload in our society
- work pressure
- business competitiveness
WORKAHOLISM: personal conditions
- high vitality
- self-esteem related to work
- need to control
- good performance in short-term
- performance problems in long-term
workaholics…
work with a passion (obvious to observer)
work more hours
think about work more frequently
focus conversation on work ALWAYS
WORKAHOLISM:
Scott et al. 1997
workaholics are…
- compulsive-dependent
- perfectionists
WORKAHOLISM:
Spence & Robbins et al. 1992
workaholic triad:
work involvement, work enjoyment, drive
Type A personality and workaholism
- urgency-impatience
- hostility
- over-involvement
is workaholism pathological?
no
it is an individual difference characteristic
- inability to regulate working habits
- self-imposed demands
WORKAHOLISM: work conditions
Perfectionistic boss
Downsizing fears
TECHNOLOGY: glamour, addiction, gamification of work, high accessibility
blurring of work-life domains
Name examples of “hindrance demands”
time pressure
work overload
challenging demands increase __________.
motivation
Who made a workaholism scale?
name item examples
schaufeli & tauris 2004
WORKING EXCESSIVELY:
• I spend more time working than on socializing
WORKING COMPULSIVELY:
• I feel that there’s something inside me that drives me to
work hard
Describe the health impact of WORKAHOLISM.
a) surge of adrenaline –> taxing for heart esp.
- illusion of energy, no recognition of fatigue
- high blood pressure, heart attacks, stroke
b) stress disorders e.g. anxiety, burnout, depression –> suicide
Describe the social impact of WORKAHOLISM.
- poor psych. wellbeing
- worse communication
- less established family roles
- reduced emotional attachment
Current view on workaholism…
“It’s no longer seen as a respectable vice,
but as a serious problem that can have
life-threatening consequence.”
Workaholism: individual prevention
Identifying the problem
- Primary
- Secondary
- Tertiary
Primary individual prevention of workaholism
- time management training
- work-home balance awareness
secondary individual prevention of workaholism
Support groups and coaching: experts who help those affected
tertiary individual prevention of workaholism
psychotherapy
organizational prevention of workaholism
Identifying the problem: surveys
Primary
- Job redesign
- Realistic deadlines
Secondary
Support groups and coaching
Organizational culture
Tertiary
- Employee Assistance Programs
Ways to combat workaholism
Learn to say no sometimes
Switch off!!!
build friendships at work
what is karoshi syndrome?
death from overwork
describe karoshi syndrome
- normal life rhythms are disturbed
- build up of fatigue
- chronic condition of overwork
- high blood pressure, hardening of arteries
- result: fatal breakdown
compare work culture: asia vs europe
Average Japanese worker put in 2,124
hours a year
500 hours more than Germans or French
cause of karoshi syndrom not just working hours: what else?
COMMUTING
- very stressful
- Housing market means 3 hours round-trip is common
KAROSHI SYNDROME: PHYSIOLOGY
excessive stress =
sympathetic nerves & suprarenal glands
–> increase in BP, hardening of arteries, blood coagulation
–> cerebral haemorrhage –> heart failure
Overworking = behavioural correlates?
- irregular sleep habits
- decrease social time
- alcohol abuse
- increased smoking
- unhealthy diet
• neglecting medical checks
Define “recovery”
- process of psycho-physiological
unwinding
after work
in what case are job demands not necessarily negative?
sufficient opportunity to recover
Name different types of recovery.
- verbal expression
- physical activities
- social activities
- psych. detachment from work
define psych. detachment
Individual’s sense of being
away from the work situation
define relaxation
State to voluntarily reduce
tension and stress
- low activation
- increased positive affect
what are mastery experiences?
Off-job activities - distract from job - challenging experiences - learning opportunities in other domains
- competence, proficiency
“control during leisure time”
degree to which a person decides which activity to
pursue during leisure time
- positive reevaluation of stress
- lower distress
- psych. wellbeing
define burnout
prolonged response to
chronic emotional and interpersonal
stressors on the job
name the three main components of BURNOUT
Emotional exhaustion.
Cynicism (or depersonalization)
Lack of professional efficacy
DIFFERENTIATE burnout from stress…
TYPE OF CHRONIC STRESS
- NOT GENERATED JUST WITH WORK OVERLOAD
- after break, still no recovery
- PREVIOUS MOTIVATION
Burnout: depersonalisation
- distancing oneself from service recipients
- cynical attitude
Burnout: lack of professional efficacy
exhaustion/cynicism –> erosion of sense of own competence
How do the different components of burnout arise?
emotional exhaustion, cynicism = overworking
lack of professional efficacy = lack of relevant
resources
Compare stress and burnout
stress:
- overengagement
- emotions are overreactive
- urgency, hyperactivity
- anxiety disorders
primary damage: physical
burnout:
- disengagement
- emotions are blunted
- helplessness/hopelessness
- depression
primary damage: emotional
burnout: diagnostic aspects
ICD 9: no
ICD 10: “state of vital exhaustion”
ICD11: burnout
name warning signs of BURNOUT
- exhaustion
- Cynicism
- A ‘cold, distant’ attitude
- Minimal involvement
- Ineffectiveness
- A growing sense of inadequacy
