Sources of Stress - Workplace stress

Question 1

what is role ambiguity

Answer 1

When the requirements for a particular work role are unclear or poorly defined. There may be no clear guidelines separating one role from another.

Question 2

what is the physical environment

Answer 2

Noise, heat, poor lighting and lack of space make work more difficult and more energy has to be expended to overcome them.

Question 3

what is workload

Answer 3

The number of tasks and obligations individuals have to perform or complete within a specific amount of time. The heavier an individual’s workload, the more stress they will experience.

Question 4

what is control

Answer 4

Control concerns the degree of influence individuals have over their workload and job requirements. In many organisations, other people determine workload and work patterns, leading to a lack of control.

Question 5

who conducted research into workplace stress

Answer 5

Johansson et al. (1978) - Swedish Sawmill Finishers
Whitehall study - Marmot et al. (1991)

Question 6

aim of Johansson et al. (1978) - Swedish Sawmill Finishers study

Answer 6

AIM: To investigate the effects of repetitive, machine-paced work on stress levels and stress-related illness .

Question 7

procedure of Johansson et al. (1978) - Swedish Sawmill Finishers study

Answer 7

PROCEDURE:
Quasi-experiment (because it’s a naturally occurring IV; a difference between people that already exists i.e. the participants’ occupation)
14 Swedish sawmill finishers (‘high risk’ group) were compared with a control group of 10 cleaners (‘low risk’ group – the control group).
‘Finishers’ = machine-paced, repetitive, isolated, but highly-skilled work.
Cleaners = self-paced, varied, sociable work.
Urine samples were taken on work and rest day to measure levels of the stress hormones adrenaline and noradrenaline.
Stress-related illness and absenteeism (days off sick) were recorded.

Question 8

findings of Johansson et al. (1978) - Swedish Sawmill Finishers study

Answer 8

FINDINGS:
‘Finishers’ secreted more stress hormones on work days than rest days and higher levels overall than cleaners.
Significantly higher levels of stress-related illness e.g. headaches, and absenteeism were found in ‘finishers’.

Question 9

conclusions of Johansson et al. (1978) - Swedish Sawmill Finishers study

Answer 9

CONCLUSION:
A combination of workplace stressors e.g. repetitiveness, machine-paced work, led to chronic stress, resulting in stress-related illness and absenteeism.
Implications of these research findings: If employers want to reduce illness and absenteeism in their workforce, they need to find ways of reducing these work stressors e.g. by introducing variety into employees’ work and by allowing them to experience some sense of control over their pace of work

Question 10

evaluation of Johansson et al. (1978) - Swedish Sawmill Finishers study

Answer 10

:( It is difficult to infer cause and effect from this research study….
…because the IV was not directly manipulated by the researcher under highly controlled conditions.

:( Some important variables were not controlled in this study…
For example, individual differences were not controlled. Certain people who are vulnerable to stress (e.g. those exhibiting Type A behaviour) may be attracted to high-risk jobs such as working as a ‘finisher’ in a sawmill.

;)Ecological validity: High, as the study investigated a real-life workplace stressor.

:(Population validity: Low; the sample size was very small (24 participants in total) and unrepresentative, as a distinct group of individuals were studied.

Question 11

Aim of Whitehall study - Marmot et al. (1991) study

Answer 11

Aim: To investigate the relationship between control in the workplace and the incidence of coronary heart disease (CHD).

Question 12

procedure of Whitehall study - Marmot et al. (1991) study

Answer 12

Procedure:
This study followed over 10,000 UK civil servants (men and women) of different grades who have worked in Whitehall (government department and ministries), London, since 1985.
Their employment grades were grouped into three categories: administrators, executive and clerical/support staff.
Some participants who work in higher grades (e.g. professional staff such as accountants), have high levels of workload and control (more independence in deciding type and amount of work), whereas those at lower grades (e.g. administrative staff) have less workload and control (type and amount of work decided by others). Therefore, both grades are likely to experience stress, but for different reasons.
At the beginning of the study participants completed a range of different questionnaires (self-report measure) assessing their job workload, subjective sense of job control and levels of social support. They were also asked to take part in a screening examination for cardiovascular disease.
11 years later coronary heart disease (CHD) risk was assessed as a measure of the effects of stress by a qualified doctor.

Question 13

Findings of Whitehall study - Marmot et al. (1991) study

Answer 13

Findings:
Marmot et al. found that the highest grade workers had the highest workload and highest sense of job control.
High workload was not found to be associated with CHD (which challenges Johansson’s findings).
However, after taking age into account, low job control amongst the lower grade workers (both male and female) was associated with CHD. Those employees with low job control were 3x more likely to have heart attacks than those with high job control.
The combined effect of low job control/high workload (referred to as the ‘job-strain model’) was strongest among the younger workers and was not reduced by high levels of social support.

Question 14

conclusions of Whitehall study - Marmot et al. (1991) study

Answer 14

Conclusions:
Marmot’s research therefore demonstrates a link between job control and coronary heart disease (CHD), suggesting that low job control significantly increases the risk of developing coronary heart disease (CHD).

Question 15

evaluation of workplace study

Answer 15

:(The research was correlational, which is a limitation of the study because…
…cause and effect cannot be established. It is not possible to say that low job control causes coronary heart disease (CHD) - there may be a third (intervening) variable connecting the two.

:(Furthermore, control was not the only factor separating low grade workers from those higher up:
Typically those higher up the scale have more interesting jobs with greater variety of tasks.
There are greater opportunities for contact with others so social support could be an issue.
People in lower occupational groups may have lower socioeconomic status, which is a major determinant of health status.

Question 16

:(It is difficult to isolate specific workplace stressors when researching their effects.

Answer 16

This is a problem because it is difficult to assess which workplace stressors are specifically related to stress-related illness and to what extent.

Question 17

:( Individual Differences: Many of the research studies into the effects of workplace stressors failed to control for the role of personality.
How do you think specific personality traits might affect stress levels experienced in the workplace?

Answer 17

Type A personality: Type A individuals are more likely to be affected by workplace stressors, as they are generally time urgent, impatient, highly competitive, hostile and easily irritated.
Hardiness: Individuals high in hardiness are more able to cope with workplace stressors as this personality type is associated with lowered physiological arousal in the presence of stressors

Question 18

:( However, not all workplace stressors are harmful.

Answer 18

The workplace presents opportunities to increase self-esteem, confidence and motivational levels and give individuals a sense of purpose and fulfilment, all factors which contribute to positive physical and psychological well-being.

Question 19

The evolution of work and workplace stressors:

Answer 19

The findings and conclusions drawn from studies of workplace stressors are quickly redundant, owing to the ever-changing demands of the workplace and its associated stressors.
For instance, the increasing use of technology, lower job security and changing job practices e.g. working from home, place completely new demands upon employees that previous research does not reflect.

Question 20

Real world application: What should employers be doing to reduce workplace illness and absenteeism?

Answer 20

Research suggests that employers can lessen workplace stressors by reducing workloads and giving employees more control over their jobs.