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OB Exam #2 > Chapter 6: Stress > Flashcards

Chapter 6: Stress Flashcards

1
Q

Stress

A

Psychological response to demands when there is something at stake for the individual and when coping with these demands would tax individual’s resources

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2
Q

Stressors

A

Demands that cause people to experience stress

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3
Q

Strains

A

Negative consequences that occur when demands tax or exceed a person’s capacity or resources

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4
Q

Transactional Theory of Stress

A

Explains how stressful demands are perceived and assessed as well as how people respond to the perceptions of these assessments

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5
Q

Primary Appraisal

A

Evaluation of whether a demand is stressful and, if it is, the implications of the stressor in terms of personal goals and well-being

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6
Q

Benign Job Demands

A

Job demands that are not considered as stressful

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7
Q

Hindrance Stressors

A

Stressors that tend to be evaluated as preventing progress toward growth and achievement

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8
Q

Challenge Stressors

A

Stressors that tend to be appraised as opportunities for learning, growth and achievement

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9
Q

What are the 4 types of work-hindrance stressors?

A
  1. Role Conflict
  2. Role Ambiguity
  3. Role Overload
  4. Daily Hassles
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10
Q

Role Conflict

A

Conflicting expectations of what an individual needs to do in a role

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11
Q

Role Ambiguity

A

Lack of direction and information about what needs to be done in a role

a. unpredictability of consequences of performance in the role
b. often experienced by new employees - haven’t been there long enough to receive instructions or observe co-workers
c. causes stress

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12
Q

Role Overload

A

Excess of demands on an employee preventing them from working effectively

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13
Q

Daily Hassles

A

Minor day-to-day demands that interfere with work accomplishment
E.g. dealing with necessary paperwork, office equipment malfunctions, annoying interactions with abrasive coworkers

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14
Q

What are the 3 types of work-challenge stressors?

A
  1. Time Pressure
  2. Work Complexity
  3. Work Responsibility
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15
Q

Time Pressure

A

Sense that the amount of time allocated to do a job is not enough
- seen as something worth striving for because success in meeting such demands is intrinsically satisfying

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16
Q

Work Complexity

A

Degree to which job requirements tax or exceed employee capabilities

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17
Q

Work Responsibility

A

Number and importance of the obligation employee has to others
- level of responsibility higher when importance of obligations are higher

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18
Q

What are the 3 types of non-work hindrance stressors?

A
  1. Work-family Conflict
  2. Negative Life Events
  3. Financial Uncertainty
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19
Q

Work-family Conflict

A

Form of role conflict in which demands of a work role hinder the fulfillment of the demands in a family role (or vice versa)

20
Q

Negative Life Events

A

Events such as divorce or death of a family member that tend to be evaluated as a hindrance
- hinder ability to achieve life goals and are associated with negative emotions

21
Q

Financial Uncertainty

A

Uncertainty with regard to the potential for loss of livelihood, savings or ability to pay expenses
- relevant during recessions or economic downturns

22
Q

What are the 3 types of non-work challenge stressors?

A
  1. Family time demands
  2. Personal development
  3. Positive life events
23
Q

Secondary Appraisal

A

When people determine how to cope with the various stressors they face

24
Q

Methods of Coping

A
  1. Behavioural coping: physical activities used to deal with a stressful situation
    E.g. time pressure causes them to work faster, daily hassels might lead to avoiding work
  2. Cognitive coping: thoughts used to deal with a stressful situation
    E.g. time pressure leads them to think of different ways to accomplish work more effectively, daily hassles lead them to convince themselves it’s not that bad
25
Q

Focus of Coping

A
  1. Problem-focused coping: behaviours and cognitions of an individual intended to manage stressful situation itself
  2. Emotion-focused coping: behaviours and cognitions of an individual intended to help manage emotional reactions to stressful demands
26
Q

How do people choose a particular coping strategy?

A
  • beliefs people have about how well different coping strategies can address different demands
  • degree to which people believe they have what it takes to execute coping strategy effectively
  • degree to which people believe a particular strategy can give them some degree of control over stressor
27
Q

What determines how people develop a sense of control over a stressor?

A

Nature of the demand itself

- people feel less control over a stressor when they appraise it as a hindrance instead of a challenge

28
Q

The experience of strain

A

Body has a set of responses that allow it to adapt and function effectively in face of stressful demands but if stressful demands do not decrease or occur too frequently, body’s adaptive responses become toxic

29
Q

What are the 3 types of strain?

A
  1. Physiological
  2. Psychological
  3. Behavioural
30
Q

Physiological Strains

A

Reactions from stressors that harm human body

- affect immune, cardiovascular, musculoskeletal and gastrointestinal systems

31
Q

Psychological Strains

A

Negative reactions from stressors such as depression, anxiety and anger
- may be seen as isolated incidents but actually reflect more general psychological condition known as burnout

32
Q

Behavioural Strains

A

Patterns of negative behaviours associated with other strains
E.g. grinding your teeth, excessive smoking, compulsive gum chewing or eating

33
Q

Type A and B Behaviour Patter

A

Type A: Exhibited by people who tend to experience more stresors because appraise more demands as stressful
Type B: Opposite

34
Q

Influence of Type A behaviour on stressors, stress, and strains

A

Stressors: Direct influence
- tend to be more hard-driving and have strong desire to achieve
Stress: Influence on stress process
- hard-driving competitiveness makes them hypersensitive to demands that affect progress toward goal attainment
Strains: Direct link to coronary heart disease and other physiological, psychological and behavioural strains
- at higher risk

35
Q

What is another factor that affects the way people manage stress?

A

Social Support: help people recieve from others when confronted with stressful demands

36
Q

Types of social support

A

Instrumental Support: help people recieve from others to directly address a stressful demand
Emotional support: empathy and understanding people receive from others that can be used to alleviate emotional distress from stressful demands
- both tend to reduce harmful consequences of stressor

37
Q

Relationship between the affect of hindrance stressors on job performance and organizational commitment?

A

Job Performance:
- Weak negative
- Hindrance stressors result in strains and negative emotions that reduce level of physical, cognitive and emotional energy people could bring to job
Org Commitment:
- Strong negative
- Hindrance stressors evoke strains generally linked to dissatisfying people

38
Q

Relationship between the affect of challenge stressors on job performance and organizational commitment?

A 
Job Performance: 
- Weak positive 
Org Commitment: 
- Moderate positive 
Reasoning: Employees that experience higher levels of challenge stressors also tend to have higher levels of JP and OC because tend to trigger (+) emotions and problem-focused coping strategies, characteristic of highly engaged employees
39
Q

What steps can organizations take to manage employee stress?

A
  1. Assessment
  2. Reducing Stressors
  3. Providing Resources
  4. Reducing Strains
40
Q

1) Assessment

A

Stress Audit: assessment of sources of stress in workplace
Looks at:
a. degree of changes in org
b. work itself
c. quality of relationships (w co-workers and org)

41
Q

2) Reducing Stressors

A

2 solutions:

a. Eliminate or reduce stressful demands
- job sharing: two people sharing job responsibilities of single job
b. employee sabbaticals - time off from work for alternate activity

42
Q

3) Providing Resources

A

4 ways:

a. Training interventions
b. Supportive practices - trauma team
c. Flexible hours - working from home, part-time
d. Training managers - assess their own behaviours and contribution to employee stressors

43
Q

4) Reducing Strains

A

3 categories:

a. Relaxation techniques - calming activities
b. Cognitive-behavioural techniques - help workers cope in rational manner
c. Health and wellness programs - help with personal problems

44
Q

Presenteeism

A

Employees continue to work as a performative measure despite having reduced productivity levels or negative consequences

45
Q

Family Time Demands

A

Amount of time committed to fulfilling family responsibilities

46
Q

Personal Development

A

Activities outside of work that foster growth and learning

47
Q

Positive Life Events

A

Events such as marriage or birth of a child that tend to be considered a challenge

OB Exam #2 (5 decks)

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