Knowledge clip lecture 3

Question 1

what are occupational hazards?

Answer 1

working conditions that may result in workplace accidents or occupational diseases

Question 2

what are 7 different kinds of occupational hazards + examples?

Answer 2

• physical demands (e.g. pushing, pulling or lifting weight)
• chemical substances (e.g. biological agents, explosives, asbestos)
• dangerous situations (e.g. working from heights, vehicles, machines)
• environmental load (e.g. noise, cold, heat, vibration, radition, air quality)
• social hazards (e.g. bullying, aggression, intimidation)
• psychosocial strains (e.g. workload, mental overload, emotional demands)
• working hours (e.g. night work, work shifts, overtime, long working hours)

Question 3

how can the employer protect health of employees? focus on person, work and organisation trichotomy

Answer 3

• person: training and workshops about how to work safely
• work: prevention, reduce exposure, eliminate risks
• organisation: safety culture, e.g. norms

Question 4

what is emotional labour?

Answer 4

a special kind of psychosocial demand
- discrepancy between experienced and shown emotions
- regarding emotions that must be shown or hidden at work
- e.g. flight attendant should always be friendly and smiling

Question 5

what is an negative consequence of emotional labour?

Answer 5

discrepancy between displayed and felt emotion –> emotional exhaustion

Question 6

what are two strategies for emotional labour?

Answer 6

• deep acting: try to actually feel the emotion you’re trying to show
• surface acting: show emotion, but don’t actually experience it

Question 7

jan fekke did a study with colleagues and measured whether individuals at work were required to show positive emotions and whether they were required to hide negative emotions, and how it was related to emotional exhaustion and work engagement. what are those rules called?

Answer 7

• positive display rules
• negative display rules

Question 8

what model was supported by the jan fekke study about positive and negative display rules (and their influence on emotional exhaustion and work engagement)?

Answer 8

JD-R model

Question 9

what are results of the jan fekke study about display rules?

Answer 9

• if you hide negative emotions, you’re more likely to show positive emotions
• more emotional exhaustion leads to less work engagement
• required to hide negative emotions leads to higher exhaustion and less engagement (same for having to show positive emotions)

Question 10

what is the theory of work design?

Answer 10

focus on how the work should be designed so that the employees can do their job in a productive and motivated manner

Question 11

what was the first theory of work design?

Answer 11

principles of scientific management (frederick taylor, 1911)
- work task should be divided into smallest possible units, such that every employee can fulfill his/her own task in specialized manner

Question 12

what was second theory of work design?

Answer 12

motivation-hygiene theory (herzberg et al. 1959)
- importance of human relations at work and need for enrichment and broadening of tasks

Question 13

what is the third theory of work design?

Answer 13

job characteristics model JCM

Question 14

what 5 core job characteristics (job resources) distinguishes the job characteristics model?

Answer 14

• skill variety
• task identity
• task significance
• autonomy
• feedback from job

Question 15

what are the 3 psychological states in the JCM and to what job characteristics does it relate?

Answer 15

• meaningfulness of work (skill variety, task identity, task significance)
• responsibility for work outcomes (autonomy)
• knowledge of results (feedback from job)

Question 16

what are work outcomes in the JCM?

Answer 16

• job satisfaction
• intrinsic motivation
• work performance
• low absence
• low turnover

Question 17

what acts as moderator in the JCM and what is it?

Answer 17

growth need strength
- degree to which someone wants to develop, learn something and achieve something personally

Question 18

what is the currently used theory of work design?

Answer 18

SMART model of work design

Question 19

what is the aim of the SMART model of work design?

Answer 19

improve employee wellbeing and health

Question 20

how does the SMART model work?

Answer 20

by categorizing all kinds of job demands and resources into a handful of overarching groups, it’s easier to understand, examine and modify work design

Question 21

what are the 5 higher-order factors of the SMART model?

Answer 21

• stimulating work characteristics
• mastery work characteristics
• autonomous work characteristics
• relational work characteristics
• tolerable work characteristics

Question 22

give an example of each higher-order factor and their perceived work characteristic

Answer 22

• stimulating (task variety, skill variety, problem-solving requirements)
• autonomous (timing autonomy, method autonomy, decision-making autonomy)
• mastery (job feedback, feedback from other, role clarity)
• relational (task signifiance, beneficiary contact, social support)
• tolerable (low role overload, low role conflict, low work-home conflict)

Question 23

what are the 4 psychological processes in the SMART model? and what higher-order factors belong to it?

Answer 23

• meaningfulness (SAR)
• challenge appraisals (SM)
• belongingness (R)
• low negative affect (MT)

Question 24

SMART work design can help…

Answer 24

• to make sense of complexity
• to design and implement changes
• workers to change their own job (job crafting)

Question 25

what is said about a person-environment fit?

Answer 25

theory states that a good fit between the person and his/her environment is beneficial for health, wellbeing and performance

Question 26

what is the term for person-environment fit in the working context?

Answer 26

person-organisation fit

Question 27

person-job fit is divided into two categories

Answer 27

• needs-supplies fit: organisation can supply what you need
• demands-abilities fit: do you have the qualities that the organisation demands

Question 28

what 2 main ways are there to measure a person-job fit?

Answer 28

• direct measure of fit (asking whether you have the necessary skills to do the job)
• indirect measure of fit (separately assess both the need for a certain characteristic in the job and the extent to which the job offers it)

Question 29

what are 3 ways to (indirectly) test needs-supplies fit?

Answer 29

• interaction effects between needs and supplies
• correlation between needs and supplies
• polynomials