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Arbeits- und Organisationspsychologie > Work Stress > Flashcards

Work Stress Flashcards

1
Q

Wie definierte Walter Cannon (1926) Stress?

A

stress is the reaction to external factors that disrupt the homeostasis

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2
Q

Wie definieren Koolhaas et al. (2011) Stress?

A

they associate stress with conditions where an environmental demand exceeds the natural regulatory capacity of an organism

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3
Q

Was ist ein stressor?

A

the stressful situation or stimulus

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4
Q

Was ist strain?

A

the direct psychological or physiological reactions to the stressor

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5
Q

Was sind short-term physiological effects von Stress?

A
  • increased heart frequency
  • blood pressure and
  • cortisol level
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6
Q

Was sind short-term psychological effects von Stress?

A
  • tension
  • nervousness
  • frustration
  • anger
  • fatigue
  • negative mood and
  • the experience of monotony
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7
Q

Was sind short-term effects auf der behavioristischen Ebene von Stress?

A
  • decreases in performance and concentration
  • increases in failures and risky behavior
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8
Q

Was sind long-term physiological effects von Stress?

A
  • cardiovascular conditions
  • general susceptibility to disease
  • gastrointestinal conditions and
  • other psychosomatic complaints
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9
Q

Was sind long-term psychological effects von Stress?

A
  • job dissatisfaction
  • anxiety
  • depression
  • boredom
  • loss of self-esteem and
  • burnout
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10
Q

Was sind long-term effects auf der behavioristischen Ebene von Stress?

A
  • bad eating behavior
  • substance abuse
  • aggression and
  • social isolation
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11
Q

Was sind die häufigsten Arbeitsstressoren?

A

qualitative oder quantitative Arbeitsüberlastung

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12
Q

Was können Nebenwirkungen von Arbeitsunterforderung sein?

A
  • Langeweile
  • gesundheitliche Beeinträchtigungen
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13
Q

Was sind typische Stressoren bei der Arbeitsrolle?

A
  • Rollenkonflikte
  • Rollenunklarheit
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14
Q

Wie enstehen Rollenkonflikte?

A

wenn widersprüchliche Anforderungen an den Arbeiter gestellt werden

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15
Q

Wie ensteht Rollenunklarheit?

A

wegen unklarer Arbeitsanweisungen und unzureichendem Feedback

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16
Q

Was versteht man unter „situational constraints“ und wie können sie Stress verursachen?

A

situative Einschränkungen, wie physikalische oder psychologische Barrieren am Arbeitsplatz, die Stress verursachen

Informationsprobleme, Arbeitsunterbrechungen oder technische Probleme

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17
Q

Was wird unter „work-family conflict“ verstanden?

A

Rollenkonflikte, die entstehen, wenn Arbeitsanforderungen in das Privatleben hineinwirken und die Erfüllung der privaten Rollen beeinträchtigen.

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18
Q

Was sind soziale Stressoren?

A

Soziale Stressoren umfassen Konflikte, Streitereien und Unhöflichkeiten mit Vorgesetzten, Kollegen und Kunden

können erheblichen Einfluss auf die Gesundheit der Mitarbeiter haben

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19
Q

Was umfasst der Begriff „emotional labor“ und warum kann es zu Stress führen?

A
  • bezieht sich auf die Anforderung, Emotionen zu zeigen, die im Widerspruch zu den inneren Gefühlen stehen
  • was Stress verursachen kann, insbesondere durch emotionale Dissonanz
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20
Q

Beschreib Stressors as discrepancy between person characteristics and the work environment

A

Person-environment (PE) fit model
objective job demands and the fit with employees’ personal characteristics should be analyzed to explain work stress

21
Q

Beschreib Stressors as regulation problem.
Welche Stressorentypen existieren?

A

Action regulation theory
describes job characteristics in general and stressors in particular, independent of individual characteristics, with the concept of the trained worker
3 types of stressors:

  • Regulation hindrances: Hinder goal attainment and action regulation
  • Regulation ambiguities: Ambiguous work goal assignments and standards
  • Regulation overload: Time pressure, working memory overload
22
Q

Beschreib den folgenden Stressor: Stressors as effort-reward imbalance

A

Stressors as effort-reward imbalance (ERI): an imbalance of the required efforts and the resulting rewards of acknowledgment, success, promo- tion, or financial compensations

23
Q

Beschreib Stressors as offence to self.
Was sind potentielle Bedrohung für das Selbst?

A

The stress-as-offence-to-self (SOS) approach
job characteristics and social interactions at work trigger stress reactions if they signal a lack of appreciation and therefore constitute a threat to the self
two potential threats to the self:

  • personal failure («stress through insufficiency«)
  • disrespect by other persons in the work context («stress as disrespect«)
24
Q

Beschreib Challenge and hindrance stressors

A
  • Selye’s (1976) general adaptation syndrome: distinction between good stress and harmful stress
  • The challenge-hindrance framework: Hindrance demands are »stressors that people tend to appraise as potentially constraining their personal development and work-related accomplishment« (e.g., role ambiguity and interpersonal conflicts) Challenge stressors are »stressors that people tend to appraise as potentially promoting their personal growth and achievement« (e.g., time pressure)
25
Q

Nenne Individual characteristics that are assumed to buffer the detrimental effects of stressors (personal resources) → help workers cope with upcoming stressors

A
  • self-efficacy
  • internal locus of control
  • sense of coherence
  • hardiness
  • optimism
  • meaning
  • general fitness
  • professional and social competencies → reduce the perception of overload and foster adaptive coping strategies
26
Q

Nenne personal risk factors that increase detrimental effects of stress e. g.:

A
  • trait negative affectivity
  • neuroticism
  • hostility
  • mistrust
  • Type-A behavior
27
Q

Was ist Typ-A Verhalten?

A

Type-A behavior is a personality-based behavior pattern that encompasses high ambition, competitive behavior, hostility, cynism, mistrust, anger, aggressiveness, and a high need for power and control → maladaptive coping responses to stress

28
Q

Was ist die Kernaussage der Transactional stress theory by Lazarus and Folkman (1984)?

A

This theory attributes the interindividual but also intraindividual differences in stress reactions to differences in cognitive appraisals and applied coping strategies

29
Q

Was ist mit primary appraisal gemeint?

A

includes the appraisal of the situation

30
Q

Was ist mit secondary appraisal gemeint?

A

concerns the appraisal of one’s coping capacities and opportunities to confront and overcome the stressful situation

31
Q

Was ist mit coping gemeint?

A
  • Individuals are not generally passive victims of stressors
    • the reactions to stressors may include active behavioral and psychological reactions and are called coping
32
Q

Was ist problem-oriented coping?

A
  • subsumes behavioral attempts to change the stressful situation or to overcome stress sources
    • e.g. coping with the overtaxing work assignment by using specific work strategies or by asking for help from colleagues
    • e.g. redefinition of the situation
33
Q

Was ist emotion-oriented coping?

A
  • focus on the aversive emotional reactions to the stressors
    • by trying to reduce them, for example through relaxation, talking, physical activity, but also through maladaptive strategies such as venting or substance abuse
34
Q

Was beschreibt das Job Demand-Control (JDC) Modell? Nenn die vier Jobtypen.

A
  • beschreibt Jobs als Kombination aus Anforderungen (Arbeitsstressoren) und Kontrolle (Entscheidungsspielraum)
  • identifiziert vier Jobtypen:
    • High strain job
    • Low strain job
    • Passive job und
    • Active job

(Karasek & Theorell, 1999).

35
Q

Welcher Jobtyp stellt das größte Gesundheitsrisiko für Arbeiter dar laut dem JDC-Modell?

A

Der “High strain job” mit hohen Anforderungen und geringer Kontrolle

36
Q

Was ist eine wichtige Erweiterung des JDC-Modells durch das Job Demands-Control-Support (DCS) Model?

A
  • erweitert das JDC-Modell um soziale Unterstützung als wichtige Ressource
  • kann die Effekte von Arbeitsanforderungen auf die Gesundheit der Mitarbeiter puffern
37
Q

Was postuliert das Job Demands-Resources (JDR) Modell? Wie beeinflussen die Ressourcen die individuellen und organisatorischen Ergebnisse?

A
  • dass alle Jobs als eine einzigartige Mischung aus Jobanforderungen und Jobressourcen beschrieben werden können
  • diese Ressourcen beeinflussen die individuellen und organisatorischen Ergebnisse über zwei Hauptprozesse: den gesundheitsschädigenden Prozess und den Motivationsprozess
38
Q

Was beinhaltet der gesundheitsschädigende Prozess des JDR Modells?

A

die Konfrontation mit Arbeitsanforderungen die physischen und psychologischen Energieressourcen des Arbeiters erschöpfen können zu
* Erschöpfung
* chronischer Müdigkeit
* Burnout und
* gesundheitlichen Problemen

führen

39
Q

Wie wirken Jobressourcen im Motivationsprozess des JDR Modells?

A

Jobressourcen üben ihr motivierendes Potenzial aus, indem sie zur
* hohen Arbeitsengagement
* niedrigen Zynismus und
* hoher Leistung

führen

40
Q

Wie interagieren Jobressourcen und Jobanforderungen laut dem JDR Modell?

A

Jobressourcen können die negativen Effekte von Jobanforderungen auf den gesundheitsschädigenden Prozess abpuffern

41
Q

Beschreib den cycle of work and rest

A
  • During work, employees are confronted with physical, cognitive, or emotional demands
  • Dealing with these demands requires physical, cognitive and emotional energy
  • After work, people need to take a rest to recuperate from their effort investments and to allow their resources to be replenished → recovery
42
Q

Was wird durch Erholung verhindert?

A
  • Recovery will prevent the accumulation of fatigue and strain that otherwise would lead to serious health impairments
  • crucial for determining whether reversible short-term stress responses will lead to long-term health effects
43
Q

For recovery to occur, a number of conditions must be met. Which?

A

the existence of
- sufficient
- delimited and
- undisturbed

time periods

44
Q

It is not alwyas possible to take undisturbed time periods for recovery. What should be done instead?

A
  • in many cases changing activities has a similar effect as taking a rest, because a change in activities is often accompanied by a change in demands
  • different resources are used and resources that have been strained during work can be replenished
45
Q

Welche Arten an prevention methods existieren?

A
  • behavioral and
  • structural prevention
46
Q

Which stress theory has served as the basis for many stress management programs?

A

The transactional stress theory by Lazarus (2006).

47
Q

What are the two main coping strategies in behavioral stress management interventions?

A

Problem-oriented coping (e.g., systematic problem solving) and emotion-oriented coping (e.g., relaxation exercises).

48
Q

Why might behavioral prevention approaches be limited in scope?

A

They focus on the individual’s capacity to cope with stressors but do not address the stressors themselves or the contextual work conditions.

Arbeits- und Organisationspsychologie (15 decks)

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