LECTURE 11: Stress & Well-Being Flashcards
What are two facets of mental health?
Well-being & ill-being
- Mental health is not a continuum
- Can be high in one & low in the other at the same time
What is well-being?
experience of positive emotions
development of ones potential
autonomy/control over life
sense of purpose
experience of positive relationships
List some elements of well-being
- optimism
- resilience
- competence
- engagement
- self-esteem
What is work engagement?
deep, positive connection between an employee & their work, resulting in a sense of enthusiasm, commitment, & immersion
What are 3 elements of work engagement?
- Vigor - high levels of physical & mental energy that individuals bring to their work
- Dedication - strong sense of commitment/identification with ones job
- Absorption - being deeply engrossed & fully concentrated in ones work tasks
What is the simple stress response? Give examples of job stressors.
Encounter a potential stressor (internal or external that could lead to feelings of stress
Examples:
1. Interpersonal conflict/workplace drama
- job insecurity
- role ambiguity - what am I supposed to do?
- work overload
- poor working conditions
- boring work
what causes distress in the simple stress response?
Stressor -> distress
Question whether the potential stressor is threatening to well-being & if so, is it beyond my ability to cope?
Yes - distress; overwhelmed, anxious, fearful
No -eustress; excited, challenged
What is stress?
psychological & physiological reaction to potential internal & external stressors:
Physiological - fight or flight activation of HPA axis, release of cortisol, increase HR
Psychological - perception of threat, emotional response (e.g., anxiety)
Describe the importance of meaning making.
How you read your physiological reactions effects your thoughts & feelings
Feelings -> thoughts -> physiological reactions
What are the negative consequences of job distress?
lower job satisfaction
greater long-term disability
lower org behaviours
poor decision-making/unethical behaviour
greater withdrawal/turnover
higher business costs
How do stressors lead to strain?
stressor -> (dis)stress -> strain
chronic stress leads to strain - impaired functioning:
1. psychological - mood disturbance, cognitive impairments
2. behavioural - avoidance, procrastination, social withdrawal, impulsivity
3. physical - immune sx, sleep disturbance, inflammation
Ultimately, the stress response model is mediated by…
resources - do they have resources to cope?
coping
What are the two coping responses?
- Less adaptive – drinking, smoking, avoidance, venting
- More adaptive – exercise, meditation, journaling, therapy/counseling, acceptance & goal planning
What is the job demands resources model?
the work environment can be described in terms of demands & job resources
balance of demands & resources determines if people experience ill-being or well-being
What are job demands?
the physical, psychological, social, & organizational aspects of the job that require sustained physical or mental effort
E.g., high work load, fast work pace, deadlines/time pressure, role ambiguity, role conflict, dealing w/ the public
What are job resources?
features of a job that help achieve work goals, reduce job demands, & stimulate personal growth, learning, & development
e.g., coworker & supervisor support, development opportunities, task variety, control, autonomy, feedback
According to the job demands resource model, what is the correlation between demands & ill-being and demands & well being?
Job demands > job resources = ill being
Job demands < job resources = well being
What are the two pathways within the JDR Model?
Health Impairment:
Job demands > distress > strain > burnout
Motivation:
Job resources > motivation > engagement > performance
What is burnout?
state of physical, emotional, & mental exhaustion resulting from prolonged & intense exposure to chronic work stressors
elements”
1. emotional exhaustion - emotionally drained, overwhelmed, depleted
- Depersonalization - negative & detached attitude
- Reduced personal accomplishment - decreased sense of efficacy & value in the workplace
What are the buffering effects of resources in counteracting distress?
Low demands & low resources; low demands & high resources - moderate/low levels of distress
High demands & low resources - high levels of distress
High demands & high resources - low levels of distress
What are organizational levels of intervention to increase well-being?
- redesign jobs to reduce hinderance demands
- hinderance not necessary to job but require effort (e.g., paperwork) - Redesign job to provide resources - autonomy, task variety, etc.
- help employees build resources via training - task-related, time management
-lessens job demands
- develop confidence & efficacy
- orgs may not implement changes - cost, time, norms
What are collective levels of intervention to increase well-being?
- build positive relations w/ co-workers
-stronger performance, social support, value - create community
- inclusion, networking - share knowledge
- learn from others, share
What are individual levels of intervention to increase well-being?
- take care of basic - sleep, exercise, diet
- Yoga
- CBT training - reframe threats as challenges
- mindfulness
- gratitude
- develop adaptive coping skills - talking it out, ask for help, social support
