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3309 > Ch 10: Stress and well-being > Flashcards

Ch 10: Stress and well-being Flashcards

1
Q

__________ provides challenges that motivate individuals to work hard and meet their goals, while ___________ results from stressful situations that persist over time and produces negative health outcomes.

a. Eustress; stress
b. Stress; eustress
c. Distress; eustress
d. Eustress; distress

A

d. Eustress; distress

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2
Q

All of the following are true of the General Adaptation Syndrome except:

a. The sequence of stages varies depending on the trauma.
b. In the alarm stage, the body releases stress hormones.
c. While coping with the source of stress, resistance to other stressors decreases.
d. Burnout, illness, and death may result unless stress is reduced.

A

a. The sequence of stages varies depending on the trauma.

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3
Q

Problem-focused coping:

a. involves avoiding and minimizing the problem.
b. has to do with reducing the emotional response to the problem.
c. involves creating a new and larger problem as a distraction.
d. is directed at managing the problem that is causing the stress.

A

d. is directed at managing the problem that is causing the stress.

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4
Q

Josh works at Lunar Company and has just been assigned to a very important project that will require a great deal of time and dedication. He has also just been elected president of the parent association at his daughter’s school. Josh doesn’t know how he will be able to handle them both. What might this be an example of?

a. Role conflict
b. Role ambiguity
c. Job overload
d. Job ambiguity

A

a. Role conflict

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5
Q

A moderator is

a. a variable that affects the direction or strength of the association between two other variables.
b. an objective element in the stressor-strain relationship that starts the stress reaction in individuals.
c. a method by which an individual can consciously halt the stressor-strain reaction.
d. an element that recognizes the relationship between two variables and serves to magnify the strength of the variables.

A

a. a variable that affects the direction or strength of the association between two other variables.

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6
Q

All of the following are characteristics of a person described as having a hardy personality except:

a. The feel a sense of commitment to their goals.
b. They feel they are in control of their lives.
c. They are critical of their environment.
d. They see unexpected change as a challenge.

A

c. They are critical of their environment.

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7
Q

Which strategy is concerned with modifying or eliminating stressors in the work environment?

a. Primary prevention strategy
b. Secondary prevention strategy
c. Tertiary prevention strategy
d. None of the above

A

a. Primary prevention strategy

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8
Q

Stress inoculation consists of all of the following except:

a. Education
b. Reflection
c. Rehearsal
d. Application

A

b. Reflection

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9
Q

According to research, which of the following individuals would be least likely to engage in workplace violence?

a. A male who has a history of violence.
b. An individual with high self-esteem who received negative feedback recently.
c. A person who has a history of conflicts with co-workers.
d. A female who recently received increased job responsibilities

A

d. A female who recently received increased job responsibilities

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10
Q

Which approach to workplace violence suggests that frustration leads to a stress reaction and that the individual expends energy to relieve this stress?

a. Reactionary approach
b. Justice hypothesis
c. Frustration-aggression hypothesis
d. Behavioral approach

A

c. Frustration-aggression hypothesis

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11
Q

All of the following characterize bullying except:

a. It occurs over a long time.
b. It occurs repeatedly.
c. A victim is subjected to social exclusion.
d. Two equally strong parties are in conflict.

A

d. Two equally strong parties are in conflict.

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12
Q

Adaptive response to stressful situations exhibited by animals and humans in which they choose to either fight or attempt to escape.

A

Fight-or-flight reaction

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13
Q

Type of stress that provides challenges that motivate individuals to work hard and meet their goals.

A

Eustress

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14
Q

Type of stress resulting from chronically demanding situations that produces negative health outcomes.

A

Distress

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15
Q

A nearly identical response sequence to almost any disease or trauma (poisoning, injury, psychological stress); identified by Hans Selye.

A

General adaptation syndrome (GAS)

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16
Q

Stage of the general adaptation syndrome in which the body mobilizes resources to cope with added stress.

A

Alarm reaction

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17
Q

Chemical (e.g., adrenaline, noradrenaline, epinephrine, or cortisol) released in the body when a person encounters stressful or demanding situations.

A

Stress hormone

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18
Q

Stage of the general adaptation syndrome in which the body copes with the original source of stress, but resistance to other stressors is lowered.

A

Resistance

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19
Q

Stage of the general adaptation syndrome in which overall resistance drops and adverse consequences (e.g., burnout, severe illness, and even death) can result unless stress is reduced.

A

Exhaustion

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20
Q

Type of coping directed at managing or altering a problem causing the stress.

A

Problem-focused coping

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21
Q

Type of coping directed at reducing the emotional response to a problem by avoiding, minimizing, or distancing oneself from the problem.

A

Emotion-focused coping

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22
Q

Physical or psychological demands to which an individual responds.

A

Stressors

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23
Q

Reaction or response to stressors.

A

Strains

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24
Q

Extent to which employees can control how and when they perform the tasks of their job.

A

Autonomy

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25
Q

Negative interactions with co-workers, supervisors, or clients, which can range from heated arguments to subtle incidents of unfriendly behavior.

A

Interpersonal conflict

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26
Q

Collective term for stressors resulting from the multiple task requirements or roles of employees.

A

Role stressors

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27
Q

The expectations regarding the responsibilities and requirements of a particular job.

A

Role

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28
Q

Stressor that occurs when employees lack clear knowledge of what behavior is expected in their job.

A

Role ambiguity

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29
Q

Stressor that occurs when demands from different sources are incompatible.

A

Role conflict

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30
Q

Stressor that occurs when an individual is expected to fulfill too many roles at the same time.

A

Role overload

31
Q

Situation that occurs when workers experience conflict between the roles they fulfill at work and in their personal lives.

A

Work–family conflict

32
Q

Regulation of one’s emotions to meet job or organizational demands; can be achieved through surface acting and deep acting.

A

Emotional labor

33
Q

Emotional labor that consists of managing or faking one’s expressions or emotions.

A

Surface acting

34
Q

Emotional labor that consists of managing one’s feelings, including emotions required by the job.

A

Deep acting

35
Q

Work demands or circumstances that, although potentially stressful, have potential gains for individuals.

A

Challenge-related stressors

36
Q

Extreme state of psychological strain resulting from a prolonged response to chronic job stressors that exceed an individual’s resources to cope with them.

A

Burnout

37
Q

Burnout that occurs when individuals feel emotionally drained by work.

A

Emotional exhaustion

38
Q

Burnout that occurs when individuals become hardened by their job and tend to treat clients or patients like objects.

A

Depersonalization

39
Q

Burnout in which individuals feel they cannot deal with problems effectively and understand or identify with others’ problems.

A

Low personal accomplishment

40
Q

Scheduling of work into temporal shifts; common in particular occupational groups such as nurses, blue-collar workers, and public safety personnel.

A

Shift work

41
Q

A particular shift that is permanently assigned to a worker.

A

Fixed shift

42
Q

A shift that changes over a certain period of time.

A

Rotating shift

43
Q

Schedule in which individual workers are given discretion over the time they report to work and the time they leave work on a given day.

A

Flextime

44
Q

Schedule that permits an employee to work for longer than eight hours a day and fewer than five days
a week.

A

Compressed workweek

45
Q

A model suggesting that two factors are prominent in producing job stress: job demands and individual control; developed by Karasek.

A

Demand–control model

46
Q

Component of demand-control model that refers to the workload or intellectual requirements of the job.

A

Job demand

47
Q

Component of demand-control model that refers to a combination of autonomy in the job and discretion for using different skills.

A

Job control

48
Q

Extent to which the skills, abilities, and interests of an individual are compatible with the demands of the job.

A

Person–job (P–J) fit

49
Q

Extent to which the values of an employee are consistent with the values held by most others in the organization.

A

Person–organization (P–O) fit

50
Q

Construct that refers to the belief of individuals that what happens to them is under their control (internal LOC) or beyond their control (external LOC).

A

Locus of control (LOC)

51
Q

A set of personality characteristics that provide resistance to stress; hardy individuals feel in control of their lives, have a sense of commitment to their family and their work goals and values, and see unexpected change as
a challenge.

A

Hardiness

52
Q

A sense of positive self-worth

that is considered to be an important resource for coping.

A

Self-esteem

53
Q

Set of characteristics exhibited by individuals who are engaged in a chronic struggle to obtain an unlimited number of poorly defined things from their environment in the shortest period of time; subcomponents include hostility, achievement strivings, impatience/irritability, and time urgency.

A

Type A behavior pattern (TABP)

54
Q

Alternative name given to Type A behavior pattern (TABP) because of its links to coronary heart disease and heart attacks.

A

Coronary-prone personality

55
Q

Type A behavior pattern subcomponent associated with increased secretion of stress hormones and increased risk of coronary heart disease and other long- term, harmful health outcomes.

A

Hostility

56
Q

Subcomponent of the Type A behavior pattern that involves the tendency to be active and to work hard in achieving one’s goals.

A

Achievement striving (AS)

57
Q

Subcomponent of the Type A behavior pattern that reflects intolerance and frustration resulting from being slowed down.

A

Impatience/irritability (II)

58
Q

Subcomponent of the Type A behavior pattern that refers to the feeling of being pressured by inadequate time.

A

Time urgency

59
Q

Area of psychology that involves the application of psychology to improving the quality of work life and to protecting and promoting the safety, health, and well-being of workers.

A

Occupational health psychology

60
Q

Stress prevention strategy concerned with modifying or eliminating stressors in the work environment.

A

Primary prevention strategy

61
Q

Type of stress intervention that focuses on changing perceptions and thought processes that lead to stress; reduces stress by changing the individual’s perception of, or capacity to meet the demands of, the work environment.

A

Cognitive restructuring

62
Q

Stress prevention strategy that involves modifying responses to inevitable demands or stressors.

A

Secondary prevention strategy

63
Q

A program useful for helping employees deal with workplace stressors that are difficult to remove or change.

A

Stress management training

64
Q

Common type of stress management training that usually combines primary prevention and secondary prevention strategies.

A

Stress inoculation

65
Q

Stress management technique to relax the muscles, thereby helping to progressively relax the entire body.

A

Progressive muscle relaxation

66
Q

Stress management technique that teaches individuals to control certain body functions, such as heart rate, blood pressure, and even skin temperature, by responding to feedback from an electronic instrument.

A

Biofeedback

67
Q

The comfort, assistance, or information an individual receives through formal or informal contacts with individuals or groups.

A

Social support

68
Q

Hypothesis that social support moderates or reduces health problems by protecting individuals from the negative effects of work stressors.

A

Buffer or moderator hypothesis

69
Q

Stress prevention strategy focused on healing the negative effects of stressors.

A

Tertiary prevention strategy

70
Q

Counseling provided by an organization to deal with workplace stress, alcohol or drug difficulties, and problems stemming from outside
the job.

A

Employee assistance program (EAP)

71
Q

Hypothesis that frustration leads to aggression; ultimately found to be too broad— aggression is only one possible response to frustration and not everyone responds to frustration with aggression.

A

Frustration–aggression hypothesis

72
Q

Hypothesis that some violent acts can be understood as reactions by an employee to perceived injustice.

A

Justice hypothesis of workplace violence

73
Q

Harassing, offending, socially excluding, or assigning humiliating tasks to a person of subordinate status repeatedly and over a long period of time.

A

Bullying

74
Q

Situation in which a target is selected and bullied by a group of people rather than an individual.

A

Mobbing

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