Chapter 7-- Dr. Kass test

Kass drew a chart--- on y-axis he drew the amount of productivity. On x-axis he wrote the amount of stress. The chart looks like n- shaped curve. What is on the bottom left n shaped curve? What is on the top middle of n shaped curve? What is on the bottom right the n shaped curve?

(1) On bottom left on n shaped curve--- is too little stress/productivity. Too little stress and productivity makes workers experience apathy--- It is boring and they need more of a challenge. (2) In the top middle of n shaped curve is the Ideal amount of stress--- Stress causes productivity (3) In the bottom right of n shaped curve—is too much stress, lowers productivity,

Employee has conflicts with their coworkers. This affects the workplace negatively. Which approach is in interested in this in occupational stress?

(1) Organizational psychology approach--- approach tends to focus on what was previously defined as psychological sources of stress in the workplace. Implies two things. One—Focus heavily on cognitive appraisal or the process by which employees perceive the work environment and decide whether it is stressful. Two—focus on sources of stress that emphasize interactions with others. (I.E. they are social in nature).

What is the Organizational psychology approach? Who uses this perspective? What are the benefits/disadvantages of studying stress with the organizational psychology approach (in Beehr and Franz proposal)?

(1) Organizational psychology approach—approach tends to focus on what were previously defined as psychological sources of stress in the workplace. Implies two things. One—Focus heavily on cognitive appraisal, or the process by which employees perceive the work environment and decide whether it is stressful (not just the physical environment like engineering). Two—focus on sources of stress that emphasize from interactions with others. (I.E. they are social in nature). Another distinguishing feature of this approach as compared to others is that researchers tend to be interested in the impact of occupational stress on employee outcomes that directly impact organizational effectiveness.

(1) What is Eustress? (2) What are some examples of Eustress? Can the body tell a difference between Eustress and stress?

(1) positive stress (2) Examples include-- play games, playing sports, plan a wedding, or riding on a roller coaster (3) Body doesn't know the difference between stress and Eustress.

Benefits of Health and Fitness Programs.

An increasing number of organizations offer programs designed to improve employees' physical health and fitness, ranging from simple education to incentivizing fitness for lower health-care costs and providing facilities and time. Positive results include lower absenteeism (healthier employees) and lower anxiety, depression, and higher job satisfaction.

How to reduce stressors

Attempt to reduce stressors themselves more difficult than stress management programs. Example: redesigning a job to increase autonomy, providing employees with opportunities for organizations decision making, training managers to communicate more effectively with subordinates, and training employees to use effective conflict resolution techniques. Usually called comprehensive organizational development strategy. Ergonomic stressors—approach to stress management has also been used quite successfully to reduce stressors in physical Example--- repetitive motions, poorly designed equipment that leads to back pain. Approach has been used to help physical conditions.

Daniella has a high workload, but no autonomy over how she does her job. She wishes she could make her job easier, because she knows how, but her boss doesn't let her do it. Which model proposed that this would help with stress?

Demands-Control model-- This model proposed by Robert karasek says that most stressful situations in workplace are those which employees face heavy job demands, but given little control over their work.

What is Mental and physical disease in Institute for Social Research (ISR) model?

Depending on severity and duration of immediate responses, the result may be adverse changes in mental and physical changes. Example—Feeling anxious may cause person to feel anxious all the time. If blood pressure is always raised—chronic hypertension (physical).

Define Enviroemental facet from Beehr & Newman's Facet Model.

Environmental facet—Represents stimuli employees must confront. Includes characteristics of work performed and job related interpersonal relations.

Daniella works at Coldwell Banker. Daniella got an email from her boss that a client was extremely mad at her. Daniella's heart starts beating fast and her blood pressure rises. After ten minutes she was able to calm down. What is her body trying to maintain according to Cannon?

Homeostasis

Why might people not leave a stressful job?

People might not leave a stressful job if they need the money and have nowhere lese to go or if retiring soon and have benefited from being w/ company.

What is a role set?

Role set—(formal/informal) encompasses the various sources that employee utilize in defining roles.

What causes turbulence in the workplace?

Technology—Having to learn how to do items, mergers/ acquisitions.

What is Cannon's Homeostasis theory of stress? How does it relate to work?

(1) Cannon's work focused on the relationship between emotions and physiological responses. He did early work in psychosomatic medicine (for psych). Homeostasis represents the body's effort to restore normal physiological functioning where some deviation is required. For example, when the body is exposed to extreme cold the physiological changes that are evoked are designed to maintain constant internal body temperature. Work---- stressful conditions on the job are typically perceived as aversive events that require some adaptive response designed to return the employee to normal functioning.

What are the facets in Beehr & Newman's Facet Model? ---People Enjoy The Time Humans Organize

(1) Personal facet—Stable characteristics employees bring to work (age, gender, race) and personality. (2) Environmental facet—Represents stimuli employees must confront. Includes characteristics of work performed and job related interpersonal relations. (3) The adaptive response facet—Efforts on the part of individuals and organizations to respond adaptively to stressors. I.e excercing when you are anxious or for absenteeism—make more flexible hours. (4) Time facet--- Impacts all other facets. Process can be short or over several years. Least understood facets because it relies on cross sectional design. (5) Human consequences facet--- Represents the multitude of ways which employees may respond to stress and health problems/substance abuse. (6) Organizational consequences—Facet represents employee responses that primarily have implications for organizational functioning (Absenteeism and turnover, impaired employee job performance).

What is a role stressor?

A role is a set of behaviors that are expected from the individual. Roles help people know if they are doing what they are supposed to. Employees in organizations received role-related information through both formal and informal sources. The most common formal source is a written job description. Other common sources is verbal and written communications with one's immediate supervisor. Written job descriptions can be outdated quickly or supervisor job knowledge may be lacking and communication is imprecise. To compensate for limitations informal sources or informal sources as they define their organizational roles. Example—coworkers, customers, suppliers, and regulatory agencies.

Well being is what?

Absence of physical symptoms, but also presence of positive psychological states and behavior.

What is a merger and acquisition? How can a company make this transition easier?

Acquisition--- Occurs when one company (which is typically larger) obtains a controlling financial interested in another company (which is typically smaller). Dominant role over another company. Acquiring organizations want to convey the impression that they are equal partners. Most reliable stress-related correlations with mergers and acquisitions are employees feelings of anxiety, uncertainty, and job insecurity. Recommended that organizations engaging in mergers and acquisitions should make an effort to communicate to employees as much as possible. Notes from class--- Layoffs—help employee to give them a good service package.

Define organizational consequences from Beehr & Newman's Facet Model.

After the environment is appraised, there may be a variety of consequences for individuals and organizations as a whole. Organizational consequences—Facet represents employee responses that primarily have implications for organizational functioning (Absenteeism and turnover, impaired employee job performance).

Daniella works at Coldwell Banker. Daniella got an email from her boss of a client was extremely mad at her. Daniella's heart starts beating fast and her blood pressure rises. What stage is this in General Adaptation Syndrome?

Alarm stage

Benefits of reduction of stressors? what are examples of strategies to reduce stressors? Benefits of reduction of stressors. What is it usually called?

Another approach is to attempt to reduce the levels of the stressors themselves. This approach is less popular because it's more difficult, but if an organization is truly interested in reducing the effects of stressors, this approach has a greater potential for improving employees' wellbeing and quality of life, rather than just treating the symptoms. Examples to reduce stress include redesigning a job to increase autonomy, providing employees with opportunities for greater participation in decision making, training managers to communicate more effectively with subordinates, and training employees to use more effective conflict-resolution techniques. It's most commonly used to reduce stressors associated with the physical environment, or what is termed ergonomic stressors. This includes things like repetitive motion, poorly designed equipment, or eye strain associated with heavy screen use. Not typically called " stress reduction efforts" are called training programs or part of a comprehensive development program.

What are the 4 general approaches to studying stress? Who proposed it? What are these approaches classified under?

Beehr and Franz proposed that occupational stress can be approached in 4 different perspectives—medical, clinical/counseling, engineering psychology, organizational psychology. These four approaches have largely converged under one umbrella known as occupational health psychology (OHP) which is an interdisciplinary field that is concerned with using theories and methods of psychology to enhance the health, safety, and well-being of employees.

Define behavior strain. Give an example. How is it typically measured?

Behavior strains— Explored the least in research. The most relevant strain is Impaired job performance. Majoring studies on this topic in occupational stress measured it through supervisor ratings. Behavioral strains that have been examined with varying degrees of success are absenteeism, turnover, and substance abuse.

Daniella works at Chick-fil-A. She is forced to smile at work. She doesn't always feel happy. How can the job help Daniella going through emotional labor?

Being able to allow workers to express emotions at work have less emotional labor. Extraversion help employees fair better with emotional labor.

Daniella's Dad works at Blue Cross. Rico takes over their department in an acquisition. Half of the employees are laid off. How do we help employees who are laid off?

Blunted when employees in countries had a greater social safety net (eg financial/insurance assistance) and higher uncertainty avoidance (Example, employees that had clear norms regarding what happens during uncertainty). Help employee to give them a good service package. Re-employment helps mitigate negative impact. Active coping, looking for new job more than no job search.

Daniella works at Chick-fil-A. She is forced to smile at work. She doesn't always feel happy. What is this an example of?

Emotional labor—Emotional demands that employees face on the job. Two stand out as particularly relevant to occupational stress. 1. Employees are forced to confront negative emotions. Dealing with negative customers or grieving customers in order to further goals of the organization. 2. In another relevant form- employees may be forced to suppress their true emotional state in order to further the goals of the organization (surface acting). Example--- Chickfila forced to smile at customers or a bill collector may be feeling happy, but act tough to get people to pay their bills. Outcomes of this include poor work attitudes and increased emotional outcomes. Might not be harmful if employee feels emotionally congruent with what job wants employee to act.

What is emotional labor? What are the two forms? What are examples of emotional labor? What are the solutions for this issue?

Emotional labor—Emotional demands that employees face on the job. Two stand out as particularly relevant to occupational stress. 1. Employees are forced to confront negative emotions. Dealing with negative customers or grieving customers in order to further goals of the organization. 2. In another relevant form- employees may be forced to suppress their true emotional state in order to further the goals of the organization (surface acting). This is because a company may have "display rules" for how an employee should act. Example--- Chickfila forced to smile at customers or a bill collector may be feeling happy, but act tough to get people to pay their bills. Outcomes of this include poor work attitudes and increased emotional outcomes. Might not be harmful if employee feels emotionally congruent with what job wants employee to act. Solution—Job autonomy—helpful with emotional labor. Being able to allow workers to express emotions at work have less emotional labor. Extraversion help employees fair better with emotional labor. Notes from class--- Police officers might be happy but act mad/serious on the job. Emotional labor training can help employees deal with difficult customers.

What is Psychological environment in Institute for Social Research (ISR) model?

Employee perceives the objective environment. Appraising work environment and making judgements as to whether they are threatening. Appraisal is a key component of organizational psych approach.

What is Employee safety? What are the two forms? What are examples of Employee safety? What are solutions for this issue?

Employee safety--- Risk from injury or death. Workplace stressors can cause these risks. Physical health standards heat, noise, complex tools, and noxious agents (pesticides) Personality traits of openness to experience and neuroticism are associated with an increased risk of accidents. Whereas agreeableness and consciousness are associated with a decreased risk of accidents. Predictors—how compliant employees are with safety rules > Alerting coworker, boss to safety issues. Safety climate with a particular work unit has been found to be a predictor of safety/performance. Workplace strressors include tiring work, fatigue, and lack of job certainty. safety climate is defined as "shared perceptions with regard to safety policies, procedures, and practices." Solutions—Leaders set the tone for safety

What is Role overload? What causes role overload (2 times)? What is an example of role overload?

Employees may demand more of an employee than he or she can accomplish in a given time, or simply, the employee may perceive the demands of work as excessive. Feelings of overload may be due to the sheer volume of the demands emanating from an employee's role set (quantitative role overload). Example---During tax season accountants may experience this type of overload. This is positively associated with job performance. Due to the difficulty of the demands, relative to skills and abilities of the employee (for example armed service, new technology exceed that enlisted personnel) (called qualitative role overload). This is associated with lower performance ratings.

Daniella is not resilient to stress. It is part of her genetic makeup. Her relationships with coworkers suffers when she gets stressed out. What stage is this in ISR model?

Enduring properties of a person and interpersonal relations. Illustrates the impact of individual differences or processes depicted in the model. People are all different in genetic makeup, ideographic characteristics, personality traits, and interpersonal relationships with others. Served as a conceptual guide for a substantial portion of occupational stress, research conducted over the years, quite influential.

Worker is upset because their work schedule conflicts them picking up their child? Which approach is interested in this in occupational stress?

Engineering psychology approach. Focuses on sources of stress that originate from the physical work environment. Examples of these include work schedules, pace of work, or design of employees work station. Engineering psychology (also called human factors) focuses on the interface between employees and the physical environment.

Daniella has to deal with a lot of customers and was responsible for social media work. What is this an example of in the facet model?

Environmental facet--- Represents stimuli employees must confront. Includes characteristics of work performed and job related interpersonal relations.

Mom told you are going to take the SAT next month. The first reaction is shock with complaints of stress (alarm). Then you try your best practice exams and vocabulary studying with any aids you have available (resistance). Finally, you feel doomed to take this test and have difficulty falling asleep, which depletes sources that are crucial for the maintenance of normal functioning. Your immune system will be exhausted and your function will be impaired. The body may deteriorate the longer this goes on. What stage is this in General Adaptation Syndrome?

Exhaustion

What is the Engineering psychology approach? Who uses this perspective? What are the benefits/disadvantages of studying stress with the Engineering psychology approach (in Beehr and Franz proposal)?

Focuses on sources of stress that originate from the physical work environment. Examples of these include work schedules, pace of work, or design of employees work station. Engineering psychology (also called human factors) focuses on the interface between employees and the physical environment. This approach also emphasizes implications of the workplace. Emphasis on physical environment as source of stress. It is also not pointed out by Beehr and Franz is that much of the occupational stress research guided by this approach has examined health-related outcomes such as physiological changes or fatigue. (1) Emphasis on the physical environment as a source of stress.

What is the trier social test? What strain was this measuring?

Had test for this called trier social test—Participants give free-formed speech of a group of people and performed arithmetic exercises in front of a group of people while supposedly being video-taped. Took blood samples before and after speech. Teachers who felt that they were putting in more than they were getting out of the job experienced lower levels of natural killer immune system cells in comparison to teachers who felt that work was consistent with what they got out of it. Measuring physical strain.

Hans Selye's General Adaptation Syndrome (GAS). What are 3 stages of general adaptation syndrome?

Hans Selye's General Adaptation Syndrome (GAS)First actual scientific investigations of stress are attributed to Hans. He is called father of stress, Did research on reproductive hormones of animals. Required to expose animals to aversive stimuli like temperature extremes and radiation. Saw predictability in animals efforts to adapt to aversive stimuli. Humans do something in their efforts to cope with challenges to everyday life (general adaptation syndrome). This has 3 distinct stages—alarm, resistance, and exhaustion. Alarm stage—They physiological resources of the body are mobilized in wholesale fashion to deal with impending threat. Resistance--- Body recognizes not all resources are needed and continues to mobilize only those that are necessary. Exhaustion—Body realizes that its physiological resources are depleted and as a result, makes another attempt to mobilize. If this is a 2nd attempt at mobilizing and physiological resources do not neutralize, could lead to permanent damage to the organism (diseases/adaptation). It is called diseases of adaptation. Limitations-- found to be more relative in men than in women. Also, this did not specifically look at workplace stress.

Given the Person-Environment Fit model, what can I/O psychologists do to alleviate or prevent stress? What is the limitation of this model?

Historical—related to selection/socialization. Traces back to Kurt Lewin-interactional psychology. Employee perceives the work environment as stressful when there is a lack of fit. The degree which employees' skills match the requirements of the job they are performing. Can feel overwhelmed and inadequate. Conversely, job requirements are well below employees' capabilities caused boredom, frustration and dissatisfaction. This causes stress either way. Example: Employee who wants individual recognition, but work only recognizes the team would be a poor fit and would cause employee to stress out. Companies can come up with assessment to see if employee fits with the company's way of doing things. Limitation of model-- More further along with pearson aspect of model (skills abilities and personality) than organizational characteristics.

Interpersonal relationships in workplace moderates what?

How you perceive stress--- Interpersonal relationships in the workplace moderate stress. How? Solid social support gives you people to talk to about job-related or personal stuff. Softens effects on the environment. Empathy also helps—can relate to someone who knows what you are going through at work. Another thing that moderates stress is individual differences—personality—people differ in what they call stress. For example, not everyone enjoys riding roller coasters.

Daniella is stressed out at work. She drinks to deal with the stress. What is this an example of in the facet model?

Human consequences facet--- Represents the multitude of ways which employees may respond to stress and health problems/substance abuse?

What is properties of a person and interpersonal relations in Institute for Social Research (ISR) model?

Illustrates the impact of individual differences or processes depicted in the model. People are all different in genetic makeup, ideographic characteristics, personality traits, and interpersonal relationships with others. Served as a conceptual guide for a substantial portion of occupational stress, research conducted over the years, quite influential.

How is McGrath's Process Model of Stress similar or different than ISR?

In first stage—as in the ISR model, represents situations that employees encounter in organizations. These situations are then perceived via cognitive appraisal. As in the ISR model, when these perceptions are negative, this signals the presence of stressors. At the next stage, McGrath's model diverges somewhat from the ISR model. Notice that after a situation is appraised, the model proposes that individual's make decisions about how they will respond to the stressor. Once a decision is made, the individual then engages in some form of overt behavior. Such form of overt behavior may have negative implications for performance (example—reducing effort) although this may not always be the case. For example, an employee confronted with a stressor (eg talking rationally to person) and alter situation in favorable manner. Though not as influential as ISR model, McGrath's model does have some positive features. Chief among these is the recognition that responses to stressors involve conscious choices as part of employees. By explicitly incorporating decision making in the model., McGrath was somewhat ahead of his time.

Would OCB's contribute to or protect one from occupational stress?

In the first relationship between role stressors and organizational citizenship behaviors. Role ambiguity and role conflict were negatively related to OCB's with Role conflict showing a stronger relationship than role ambiguity. Notes from class-- It depends on what it morphs into. Altruism—OCB's—year 2—teach first years about the program. You learn a lot when you teach someone else. OCB's can contribute to stress and workload. Sometimes we go over what our job description says. Example-- Kass is helping students by himself with 17 internships. Do you have to engage in OCB's? No, but if you keep doing it, it eventually becomes expected behavior and can be stressful. It is no longer an OCB when it becomes expected.

What is stress management training?

Is designed to help provide employees with the resources necessary to cope more effectively when they are faced with stressors (Note—Stress management is not to eliminate or minimize stressors). Program components--- 1. Most have educational components—Employees are provided information regarding the nature of stress and its effects. 2. Training that is designed to help employees reduce the physical effects of stressors (could be "relaxation training" to reduce muscular tension or biofeedback remaining where employees learn to control physiological responses with physiological equipment (heart rate and respiration). Training to alter appraisals of the work environment is another. strategy that is used (called cognitive behavior training). One method to accomplish this is stress incoculation training—which consists of 3 distinct phases (helps with appraisals) 1. Participants provided with information about stress and conceptual framework for understanding treatment that will follow. 2. Second phase participants rehearse various coping strategies example "self-statements" Bad statements exacerbate stressors. 3. Third phase—application training—apply and use positive self-statements in everyday Example aware of stressors and negative self-statements. Substitute for positive self-statements.

Daniella's Dad works at Blue Cross. Rico takes over their department in an acquisition. How does it impact employees who still have their job? How can we help them?

Layoffs impact those who do not lose their jobs. Employees who survive layoffs have feelings of vulnerability and even guilt, and may experience an increase of workload because work needs to get done. Lack of job security has similar effects. Potential breach of psychological contract between employees and organization surviving layoffs. Same when parent's job security in danger. Job security was less related to future health problems when employees perceived greater control over their jobs.

What is a layoff? What causes job insecurity? How to help employees with these issues?

Layoffs occur in organizational context, but their most direct impact is felt outside of the organizational context. Layoffs impact those who do not lose their jobs. Employees who survive layoffs have feelings of vulnerability and even guilt, and may experience an increase of workload because work needs to get done. Layoffs impact employees mental and physical health. Re-employment helps mitigate negative impact. Active coping, looking for new job more than no job search. Lack of job security has similar effects. Potential breach of psychological contract between employees and organization surviving layoffs.Also negative impact on well-being and emotions in employee. They will have reduced trust and organizational commitment to the job. Same when parent's job security in danger. Solutions--- Blunted when employees in countries had a greater social safety net (eg financial/insurance assistance) and higher uncertainty avoidance (Example, employees that had clear norms regarding what happens during uncertainty). Job security was less related to future health problems when employees perceived greater control over their jobs.

What is Mcgrath's model? What are the 4 stages? Define each.

McGrath's process model--- Mcgrath suggests that when placed in a stressful situation, a performer would respond by progressing into four stages. 1. Situation-- Stage 1 - A physical or psychological demand is placed on the individual. 2. Perception situation-- Stage 2 - The individual makes a perception about the demand based on what they think their ability to meet the demand is. If the person perceives an imbalance between what is being asked and what they can do, the stress process continues. 3. Response selection (physical & psychological)-- Stage 3 - This is the individual's physical and psychological response to the perception of the situation. If an imbalance between demands and response capability is perceived, there will be increased state anxiety, increased worries, heightened physiological activation, possible changes in concentration and increased muscle tension. 4. Behavior-- Stage 4 - This is the actual behaviour of the individual. Performance may decline due to the problems of state anxiety or improve because of increased intensity.

Researchers claim that an individual's working conditions are really taking a toll on their mental health. The researcher wants to find a treatment to help. Which approach is the researcher using?

Medical

What is the Medical approach? Who uses this perspective? What are the benefits/disadvantages of studying stress with the Medical approach (in Beehr and Franz proposal)?

Medical approach--- (distinguishing feature) Focus on the contribution of stress in the workplace to employee health and illness (physical). When viewed from this perspective stress from work considered pathogenic agents may contribute to disease conditions. Physicians use this perspective or training from other health relative fields (how stress contributes to disease).

The physician studies how stress from the workplace works in relation to cancer. What is this an example of according to Beehr and Franz?

Medical approach--- perspective stress from work considered pathogenic agents may contribute to disease conditions.

Daniella works at Coldwell banker. After working there for a couple weeks she feels that interacting with others is causing her a lot of conflicts and she doesn't like it. She starts getting anxious and can't concentrate. Over time, Daniella had become anxious every day. What stage is this in ISR model?

Mental and physical disease—Depending on the severity and duration of immediate responses, the result may be adverse changes in mental and physical changes. Example—Feeling anxious may cause a person to feel anxious all the time. If blood pressure is always raised—chronic hypertension (physical).

What is objective environment in Institute for Social Research (ISR) model?

Model begins with objective environment. This includes anything in an employee's work environment: Number of hours worked, amount of responsibility, extent with which interaction with others is required.

The Institute for Social Research (ISR) model of stress is rather generic, but what makes it so appealing? What is the steps in the model? Oliver Pays Randy Money to Enjoy Ice cream

Nice conceptual guide for occupational stress, but it is too broad for empirical testing, missing variables that cope with stressors, for example—employees' efforts to cope with stressors or acknowledge that stressors may impinge on the employee from outside of the organization. Includes steps like: objective environment, physiological environment, response, mental and physical disease, and enduring properties of a person and interpersonal relations.

Daniella has to work 9-5 and is expected to talk to clients on behalf of the team. What stage is this is in ISR model?

Objective environment.--- This includes anything in an employees work environment: Number of hours worked, amount of responsibility, extent with which interaction with others is required.

What is an occupational stressor? What are some contemporary stressors?

Occupational stressors—Role stressors, interpersonal conflict, organizational constraint, high workload, and low job control. Contemporary stressors are—mergers and acquisitions, layoffs and job security, emotional labor, and technology related stressors.

Describe the chisenhide model.

On Y-axis is skill level, on x-axis is challenging. The middle diagonal line goes to top right. High skill level/challenge is where we want to be. When skill level is high, but the challenge is low, it causes workers apathy--- Overqualified and bored. When the challenge is high and skill level for the job is low, causes workers to feel overwhelmed and full of anxiety, We want skill level and challenge to meet.

What is Response in Institute for Social Research (ISR) model? What are three responses that can happen?

Once the environment is appraised, results in immediate physiological, behavioral, and emotional responses from the employee. Common behavior responses evoked by stressful stimuli include increases in elevated heart rate, elevated blood pressure, and increased respiration rate. Behavioral responses would be decreased effort for inability to concentrate. Emotional responses may include increases In both anxiety and depressive symptoms and a decrease in job satisfaction.

Daniella is stressed out at work. She decides to quit. What is this an example of in the facet model?

Organizational consequences—Facet represents employee responses that primarily have implications for organizational functioning (Absenteeism and turnover, impaired employee job performance).

Why does I/O care about stress?

Outcomes—costs a lot of money and I/O psychologists worry about money. Example when you miss work it costs companies money. Workers comp used to only cover physical injuries and now it covers mental as well. People can intend to leave the job if it is stressful (can go to a non-stressful job).

Daniella loves socializing with people, but her work requires her to sit and work on a computer all day. It makes her bored. What model relates to selection and socialization?

Person-Environment Fit model Historical—related to selection/socialization. Traces back to Kurt Lewin-interactional psychology. Employee perceives work environment as stressful when there is a lack of fit. Degree which to which Employees' skills match the requirements of the job they are performing. Can feel overwhelmed and inadequate. Conversely job requirements are well below employees capabilities cause boredom, frustration and dissatisfaction. This causes stress, either way. Example: Employee who wants individual recognition but work only recognizes the team would be a poor fit and would cause employee to stress out.

Daniella is a 26 year old Egyptian female. What is this an example of in facet model?

Personal facet—Stable characteristics employees bring to work (age, gender, race) and personality.

Define personal facet from Beehr & Newman's Facet Model.

Personal facet—Stable characteristics employees bring to work (age, gender, race) and personality.

Define physical strain. How is it measured?

Physical strain—Reponses that are related to employees physical health and well-being—causes escalated costs of health care. The most common measure of physical strain has been self-reported physical or physiological indexes, blood pressure, heart rate, diagnosed disease conditions, and immune system functioning.

Daniella was working at Coldwell banker. Daniella was feeling extremely overwhelmed and stressed because it was sales rally season and her work load tripled. What is likely to happen to her productivity levels?

Productivity levels will go down. Too much stress lowers productivity.

Daniella works at Coldwell banker. After working there for a couple weeks she feels that interacting with others is causing her a lot of conflict and she doesn't like it. What stage is this in ISR model?

Psychological environment—Employee perceives the objective environment. Appraising work environment and making judgements as to whether they are threatening. Appraisal is a key component of organizational psych approach.

Define psychological strain. Give an example.

Psychological strains—include affective or emotional responses to stressors—anxiety, frustration, hostility, and depression.

Daniella's Dad works at Blue Cross. Rico takes over their department in an acquisition. Daniella's dad is scared of the new changes. How would an OD consultant advise managers with this transition?

Recommended that organizations engaging in mergers and acquisitions should make an effort to communicate to employees as much as possible.

What is Psychosocial factors?? What are role stressors? What is personnel psychology?

Research from the University of Michigan focused on psychosocial factors and workplace stress. Psychosocial factors represent aspects of the work environment, having to do with interactions with other people. They had a particular focus on role stressors. Role stressors are aversive working conditions associated with behaviors expected of each employee in an organization. Personnel psychology-- is a comprehensive review and analysis of stress literature by Terry Beehry and John Newman. Brought interest to organizational stress. in 1978.

Daniella works at Coldwell Banker. Daniella got an email from her boss of a client was extremely mad at her. Daniella's heart starts beating fast and her blood pressure rises. After ten minutes she was able to calm down. What stage is this in General Adaptation Syndrome?

Resistance

Katrina is feeling a lot of stress due to having an exam in all of her classes. In this scenario, stress is being defined as what?

Response

Daniella works at Coldwell banker. After working there for a couple weeks she feels that interacting with others is causing her a lot of conflicts and she doesn't like it. She starts getting anxious that day and can't concentrate. What stage is this in ISR model?

Response—Once environment is appraised, results in immediate physiological, behavioral, and emotional responses from employee. Common behavior responses evoked by stressful stimuli include increases in elevated heart rate, elevated blood pressure, and increased respiration rate. Behavioral responses would be decreased effort for inability to concentrate. Emotional responses may include increases In both anxiety and depressive symptoms and decrease in job satisfaction. Note--- Since anxiety isn't everyday it is not in mental diseases stage yet

Daniella's work policy is to wear Covid masks indoors. However, Daniella's boss never wears her mask, so no one really follows the rule. This causes her to stress. What is a solution to this workplace stressor?

Risk from injury or dying. Workplace stressor can cause these risks.

Daniella was sitting at the front desk. She got up to use the bathroom. A man gets inside the building and starts walking around the area. He was the bug guy, but no one knew who he was. Daniella got in trouble when she got back from the bathroom. Daniella wasn't sure why because she didn't think it was her responsibility to stop people from walking around the building. She is not a security officer. What is this an example of?

Role ambiguity---When role-related information is unclear, this may lead to a stressor known as role ambiguity. Exists when employees are unsure of what they are supposed to do. This uncertainty can be manifested in a variety of ways: Unclear performance standards, uncertainty regarding scheduling and work methods. Example, students not clear in their teacher grading standards.

What is Role conflict? What is an example of role conflict?

Role conflict--- Lack of consistency in role-related information provided by various members of Employee's role set. Role conflict usually results from inconsistent information or conflicting demands proceeded by different members of an employee's role set. It is also possible that the same individual within an employee's role set may commemorate inconsistent information or requests over time. Example, the more psychology teacher spends on teaching, the less they can spend on research projects.

Daniella was told that she was going to work on social media projects. However, they keep giving her customer service projects and less social media projects. This wasn't in her original job description. What is this an example of?

Role conflict--- Lack on consistency in role related information provided by various members of Employee's role set. Role conflict usually results from inconsistent information or conflicting demands proceeded by different members of an employee's role set. It is also possible that the same individual within an employee's role set may commemorate inconsistent information or requests over time. Example, the more psychology teacher spends on teaching, the less they can spend on research projects.

Daniella is trying to complete her tasks, but her bosses keep dropping by and telling her that she needs to drop what she is doing to help them. This happens frequently. What is this an example of?

Role overload- Employees may demand more of an employee than he or she can accomplish in a given time, or simply, the employee may perceive the demands of work as excessive.

Example of hostile takeover

Steve sells some shares to his company. Sells 60 percent, but still owns 40 percent of the company. Since Steve sold 5 percent to each person he says "well I still own majority of the company. However, someone purchases all of the shares Steve sold and now he is no longer owning most of the company

Daniella works at Coldwell Banker. Her boss gives her more work on top of her hefty workload. She complains to her boss and gets frustrated. What is this an example of?

Strain refers to the multitude of maladaptive ways to employees may react to stressors. Example—One might observe that because of working long hours (a stressor) an employee appears to be showing a great deal of strain. One-- Psychological strains—include affective or emotional responses to stressors—anxiety, frustration, hostility, and depression.

Define strain. What are the three ways to classify it under?

Strain--- Another term with a stimulus-response definition. Strain refers to the multitude of maladaptive ways to employees may react to stressors. Example—One might observe that because of working long hours (a stressor) an employee appears to be showing a great deal of strain. Classified in three ways: Physical strain, Psychological strain, and Behavior strains.

Define stress (two definitions-- Stimulus and Response)

Stress (stimulus definition)—A stimulus definition implies that stress is some type of force acting upon the individual. "Bob has had his share of stress at work during the past year" Stress is used to refer to the negative aspects of the work environment that may be troublesome to the individual. Response definition of stress-- Stress is synonymous with the way in which employees react to stressful job conditions. eg. Barbara is feeling a lot of stress because of her upcoming performance review" Stressed is used here to present the feelings that are evoked by something in the work environment that an employee considers to be aversive. Term stressor is used to represent aspects of the work environment that may be required some adaptive response on the part of the employees. Working long hours is a stressor example.

What are some ways to reduce the effect of stress in the workplace?

Stress management trainings, reduction of stressors, health and fitness programs.

Daniella works at Coldwell Banker. Her boss gives her more work on top of her hefty workload. Daniella tries to figure out how to handle it. What is this an example of?

Stress—A stimulus definition implies that stress is some type of force acting upon the individual. "Bob has had his share of stress at work during the past year" Stress used to refer to negative aspects of work environment that may be troublesome to the individual. Term stressor is use to represent aspects of the work environment that may be required some adaptive response on the part of the employees.

Daniella's company has a work-order platform. It constantly updates, and it frustrates the clients. They never have time to learn the new platform. Daniella gets frustrated because she consistently has to learn the new platform, and has to work through all the issues that it has. Additionally, she has to answer all the questions in regards to the new platform. What is this an example of?

Technology related stressors

What are technology-related stressors? What makes this stressor easier to handle?

Technology related stressors—one of the biggest changes is technology. Ragu-nathan developed a measure called "technostress" which measured: Technology related demands which include employees having to learn how to use new technologies and be constantly available to their superiors: 1. Technology overloading employee 2. Limiting employees time that they could spend with their families 3. Not understanding how to use technology 4. Not knowing when technology would change High levels of technology stress were associated with lower job satisfaction and organizational commitment. However, "technostress inhibitors" such as support for learning the technology and available help for employees increased job satisfaction and organizational commitment. Also, when technology is consistent with employees' personal values less role conflict and job burn out—eg nurse.

ISR Model pros and cons

The ISR model has served A conceptual guide for a substantial portion of the occupational stress research conducted over the years, and therefore has been quite influential. The greatest weakness is a generality and simplicity. This model does not provide specifics about each steps of the process. Model also does not account for employees efforts to cope with stressors or acknowledge stressors that may impinge on employee from outside the organization.

Define adaptive response facet from Beehr & Newman's Facet Model.

The adaptive response facet—Efforts on the part of individuals and organizations to respond adaptively to stressors. I.e excercing when you are anxious or for absenteeism—make more flexible hours.

Daniella does meditation when faced with work-place stressors. What is this an example of in the facet model?

The adaptive response facet—Efforts on the part of individuals and organizations to respond adaptively to stressors. I.e exercising when you are anxious or for absenteeism—make more flexible hours.

Patient has depression. The clinician looks at different treatment options for the patient. What is this an example of according to Beehr and Franz?

The clinical/ counseling approach-- emphasizes the impact of stressful working conditions on mental health outcomes (depression and anxiety). Beehr and Franz also point out that compared to the others, this approach teds to focus more on treatment than on research. That is, rather than focusing on why stressful work conditions lead to problems, adherents of this approach tend to focus more on developing methods to relive stress-related symptomatology.

What is the clinical/ counseling approach? Who uses this perspective? What are the benefits/disadvantages of studying stress with the clinical/counseling approach (in Beehr and Franz proposal)?

The clinical/ counseling approach--- emphasizes the impact of stressful working conditions on mental health outcomes (depression and anxiety). Beehr and Franz also point out that compared to the others, this approach tends to focus more on treatment than on research. That is, rather than focusing on why stressful work conditions lead to problems, adherents of this approach tend to focus more on developing methods to relieve stress-related symptomatology. The clinical/counseling approach is dominated by those trained in clinical and counseling psychology (focus on treatment rather than research).

What makes occupational stress, such a hot topic?

There is evidence that being consistently exposed to stressful work conditions is harmful to employees and may have a negative impact on organizational effectiveness. Assumption that stress plays a role in negative outcomes such as increased health care costs, higher rates of absenteeism, turnover, and more on the job accidents and reduced productivity. There is an increasing trend of stress-related workers' compensation claims. Consistent stress in jobs can have an effect on society as a whole over time. People may also not functioning well in other aspects in their life fur to stress (eg helping parents, husband/wife, community member) -More states recognize that physical and psychological injuries can be caused by work and stress has an impact on society as a whole. EG from a demanding supervisor. physical outcomes-- accidents. Psychological-- Depression/ burnout

What does Demands-Control model suggest leads to stress?

This model proposed by Robert karasek says that most stressful situations in workplace are those which employees face heavy job demands, but given little control over their work (used term job decision latitude to denote control). Example, factory worker back in scientific management era. One of the scientifical management points says design should be separate from workers. Having control over ones work is helpful to employee, only if he or she feels she is able to perform those tasks. Also called Demands- control- support model--- because they found that that the demands control interaction may be less likely to occur among employees who have high levels of social support. Also referred to now has demands- control- support research. Examined health and physiological outcomes. A high workload is okay if the workgroup is high in collective efficacy. Psychologists are now recognizing that the ability of employees to respond to work demands may depend on until-level factors. The model has a lot of evidence-- salivary cortisol experiment.

What does Beehr & Newman's Facet Model add to our understanding of occupational stress? What is unique about time in this model? What are the facts in this model? Is this model research-focused or practitioner-focused?

This was used to serve as a guide to categorizing occupational stress literature. Like ISR model--- Serve as a guide rather than empirical testing. Occupational stress is broken down into facets-- Personal facet, Environmental facet, Process facet, time facet, Human consequences facet, Organizational consequences facet, The adaptive response facet. This model is research-focused than practitioner focus. Most stress models are based on cross-sectional research. This model says time is important to stress. For example—time helps 2nd years with stress (their experience helps grow confidence).

What does Beehr & Newman's Facet Model add to our understanding of occupational stress? What is unique about time in this model?

This was used to serve as a guide to categorizing occupational stress literature. Like ISR model--- Serve as a guide rather than empirical testing. Occupational stress is broken down into facets.

Define recovery from Workplace Stressors. What are three strategies?

Three primary strategies can be used to help develop a healthy level of detachment from work: (1) relaxation (finding things that are relaxing and making the time to engage in these activities); (2) mastery (detaching from work by becoming more involved and absorbed in nonwork lives such as a new language, puzzles, learning instruments or taking up sports); and (3) control (tied to the other strategies - when employees leave work, they can exercise control in terms of how they schedule their nonwork time). A good deal of recent research suggests that employees who engage in strategies to recover from workplace stressors experience higher levels of motivation and productivity when they return to work.

Daniella has been stressed from working long hours. She decides to call in sick to take a break from work. What is this an example of?

Three—Behavior strains—Impaired job performance. Majoring studies on this topic in occupational stress measured it through supervisor ratings. Behavioral strains that have been measure is absenteeism, turnover, and substance abuse.

Define time facet from Beehr & Newman's Facet Model.

Time facet--- Impacts all other facets. Process can be short or over several years. Least understood facets because it relies on cross sectional design.

Daniella has been working for several years at her first job. She now has more experience to feel confident in her abilities. What is this an example of in the facet model?

Time facet--- Impacts all other facets. Process can be short or over several years. Least understood facets because it relies on cross-sectional design. Notes from class--Research focused than practitioner focus. Most stress models are based on cross-sectional research. This model says time is important with stress. For example—time helps 2ndyears with stress (their experience helps grown confidence).

Daniella had to work long hours to get all of her work done. The stress got her sick. What is this an example of?

Two-- Physical strain—Reponses that are related to employees physical health and well-being—escalated costs from healthcare. Most common measure of physical strain has been self-reported physical or physiological indexes, blood pressure, heart rate, and immune system functioning.

What is Role ambiguity?

When role-related information is unclear, this may lead to a stressor known as role ambiguity. (This comes from one person-- maybe supervisor and not many parties like in role conflict***). Exists when employees are unsure of what they are supposed to do. This uncertainty can be manifested in a variety of ways: Unclear performance standards, uncertainty regarding scheduling and work methods. Example, students not clear in their teacher grading standards.

Alarm is also called (General Adaptation Syndrome)?

fight or flight