Chapter 11: Stress and Worker Well-Being (Quiz 4)

Three types of strain: Physiological

Life and work stress predicts frequency of serious illness

Models of Workplace Violence: Martinko and Zellars (1998)--provides second model of organizational aggression Reliable findings related to Gender differences and workplace violence

Males are considerably more likely than females to be aggressive and violent in the workplace

Coping with stress: Social support

(relationships with people and groups that can provide us with emotional comfort and personal and financial resources)

Elder-Care Assistance: Caregiving for elderly directly affects performance (3)

1) Arriving late for work 2) Working fewer hours 3) Resigning or retiring early

Coping with stress: Effectiveness of coping depends on (3)

1) Coping method 2) The stressor 3) One's view of self

Innovative Work-Life Supporters (4)

1) NRG Insurance 2) Intel 3) Google 4) Whole Foods Market

Other Stress Sources: Role Variables (3)

1) Role 2) Role Ambiguity 3) Role Conflict

Coping with stress: Coping definition and 2

Efforts that help people manage or reduce stress 1) Problem-focused 2) Emotion-focused

2002/2012 National Study of the Changing Workforce: 2012

Follow up study found cutbacks on some costly work-life supports and investment in flexibility around work times, work places, and time off for personal/family issues

Workplace Violence: ___________ is one of the leading causes of death among American employees

Homicide

Work-Family Conflict: Research--Negatively related to

Negatively related to problem drinking and depression

Organizational Support and Interventions: Family supportive supervisor behaviors (FSSB) (Hammer et al., 2008)

New measure demonstrated incremental validity over more general social support measures in predicting various outcomes related to work-family, job satisfaction, and turnover

Organizations and Work-Family Conflict: RecruitFi--Request for

Request for volunteering and requesting part-time work so as to experience a better work-life balance and the other perks that come with a flexible schedule

Warr's Environmental Determinants of Well-Being--For some determinants, there may be a point at which

more is not better

Risk Factors (9)

1) A mishandled termination/disciplinary action 2) Bringing weapons onto work site 3) Drug or alcohol use on the job 4) Holding a grudge over a real or imagined grievance 5) Personal emotional disturbance 6) Hypersensitivity to criticism 7) Recent acquisition/fascination with weapons 8) Obsession with supervisor or coworker or employee grievance 9) Preoccupation with violent themes

Child-care benefits--Many companies have begun to give serious attention to child-care benefits and other child-care programs: Child-care difficulties linked to (5)

1) Absenteeism 2) Tardiness 3) Productivity 4) Leaving work early 5) Linked indirectly to coworkers' productivity

A New Approach to Dual-Earning Couples: Role-sharing dual-career marriage (2)

1) Both spouses actively pursue careers and actively involve themselves in the household and parenting 2) Women expecting a role-sharing marriage were more likely to be committed to a lifelong, time- consuming career and to have higher self-esteem

Child-care benefits--Onsite child-care center is a popular feature (3)

1) Can be a recruitment/retention tool 2) seen as positive for users 3) may save operation costs

Research on Managerial Stress: Stress is either....(2)

1) Challenge-related 2) Hindrance-related

Dual-Earner Couples: Research--Work-related variables are better predictors of career satisfaction than nonwork-related variables (2)

1) Child care arrangements are important to both men and women 2) Same variables seem to predict career satisfaction for husbands and wives

Family-Leave Policies: Family and Medical Leave Act (FMLA) (Definition and problem)

1) Employee can take job-protected, unpaid leave for up to 12 weeks 2) Problem: 40% of those who take FMLA must cut leave short, cannot afford not working

Other Stress Models: Job demands-resources (JD-R) model (2)

1) Extension of demand-control model 2) Stress is perceived when job demands are not met by available resources

Family-Friendly Benefits: Overview (4)

1) Family-leave policies 2) Child-care benefits 3) Elder-care assistance 4) Dual-earner couples

Models of Workplace Violence: Martinko and Zellars (1998)--provides second model of organizational aggression Reliable findings related to (4)

1) High levels of frustrating events 2) Exhibition of employee violent/aggressive behavior 3) High external locus of control employees 4) Gender differences and workplace violence

Dual-earner couples (2)

1) In 2014, 70% of mothers with children were in the labor force (U.S. Bureau of Labor Statistics, 2015 2) Only 17% of U.S. households conform to the traditional model (U.S. Census Bureau)

Other Stress Models: Conservation of resources (COR) (2)

1) Individuals work to acquire and keep resources that they may need to ward off stress 2) Resource loss plays critical role in stress process; limiting resource loss is key to prevention of stress and post-stress intervention

Three types of strain: name all three

1) Job-related 2) Emotional--burnout 3) Physiological

Work-family conflict (WFC): Research (2)

1) Kossek and Ozeki (1998) - High WFC associated with less job satisfaction (-.31) and life satisfaction (-.36) than those with low WFC 2) Considered a bidirectional concept

Organizations and Work-Family Conflict: RecruitFi--The respondents recognize that there are negative implications of going part time (3)

1) Loss of money 2) Prestige 3) Job Insecurity

Work-Life supporters offered by organizations (11.2) (2)

1) Many companies offer family-friendly programs, or what are often called work-life supports to alleviate some of the stress experienced by workers. 2) Table 11.2 provides a list of some of these programs.

Returning to Warr's Environmental Determinants: Job loss creates a myriad of losses (10)

1) Opportunity for personal control 2) Opportunity for skill use 3) Variety 4) Environmental clarity 5)Valued social position 6) Externally generated goals 7) Availability of money 8) Physical security 9) Supportive supervision 10) Opportunity for interpersonal contact

Models of Workplace Violence: O'Leary-Kelly, Griffin, and Glew (1996) (2)

1) Organization-motivated aggression 2) Organization-motivated violence

General Stress Model: Intrinsic factor examples

1) Poor working conditions 2) Long hours 3) Excessive travel

Psychological Effects of Job Loss--Why are jobs important (4)

1) Provide financial means 2) Provide time structure to the day 3) Provide opportunity to use existing skills and develop new ones 4) Help provide a purpose to life

Models of Workplace Violence: Martinko and Zellars also made tentative findings related to (3)

1) Series of minor frustrations at work as trigger 2) Workers high in negative affectivity 3) Reactions of impulsive individuals

Research on Work--Family Conflict: Gender (2)

1) WFC not significantly related to career satisfaction for men, but is for women 2) For older men, WFC becomes more important, less tolerant of WFC

Underemployment in Organization--Linked to (6)

1) job dissatisfaction 2) work alienation 3) organizational commitment loss 4) withdrawal behaviors 5) cynicism 6) burnout

Job Loss in Organizations: Research--Layoff survivors tend to be (5)

1) less productive 2) less trusting 3) more angry/anxious 4) low morale 5) low job satisfaction

Employers who sponsor child-care benefits have employees with better (4)

1) morale 2) less turnover 3) absenteeism 4) higher productivity

Work-Family Conflict: Research--Positively related to (2)

1) physical and mental health 2) job and family satisfaction

Elder-care assistance: 75% of employers report some type of elder-care services (Most prevalent-5)

1) resource and informational assistance 2) dependent-care accounts 3) seminars 4) counseling 5) long-term insurance

Workplace violence: ______________ reported they had been harassed

16 million

Underemployment in Organizations--Estimates range from ___________ of the population being underemployed and a positive trend going forward

17% to 33%

Workplace violence: ____________ reported they had been threatened

6 million

Workplace violence: _________________ American workers self-reported that during the preceding 12 months they had been victims of physical attacks

>2 million

Coping with stress: Emotional competence (EC) Training

Ability to understand, express, and manage feelings

Stressors

Any disruptive event or force that pushes a psychological or physical function beyond its range of stability, producing a strain within the individual

Models of Workplace Violence: O'Leary-Kelly, Griffin, and Glew (1996)--Organizational-motivated aggression

Attempts by someone inside or outside the organization to cause injury or to be destructive as a result of some organizational factor

Elder-care assistance: Sandwiched generation

Baby boomers caring for elderly parents and their own children under 18

A report by the National Conference of State Legislature notes that of all family-related issues, which ones are the most commonly cited problem?

Child-care issues are the most commonly cited problems--companies report increased instances of absence and leaving work early as a result of child-care issues

Job Loss in Organizations: The Hard Facts--Mass layoff

Company action in which at least 50 employees are separated from their job

Coping with stress: Research

EC training resulted in decreases in perceived and objective stress, decrease in physical complaints, improved social relationships

Three types of strain: Emotional--burnout definition

Emotional exhaustion, depersonalization, reduced personal accomplishment

Models of Workplace Violence: Martinko and Zellars (1998)--provides second model of organizational aggression Reliable findings related to Exhibition of employee violent/aggressive behavior

Employees who tend to exhibit violent/aggressive behavior also were rewarded in past for the behavior, poor role models

A New Approach to Dual-Earning Couples: Conventional dual-career marriage

Female maintains primary responsibility for home/children while adding a career

2002/2012 National Study of the Changing Workforce: 2002

Fifteen practices/policies defined workplace flexibility

Family-Leave Policies: Parental Leave (Europe)

First introduced in Hungary and Sweden, enables employees to combine work and family responsibilities; Belgium allows for a "career break"

Warr's Environmental Determinants of Well-Being (Provides)

Framework provides a way of further investigating how individuals interact with the workplace

Models of Workplace Violence: Martinko and Zellars also made tentative findings related to 3) Reactions of impulsive individuals

Impulsive individuals are more likely to react to aversive outcomes in violent ways than non-impulsive individuals

Models of Workplace Violence: Martinko and Zellars also made tentative findings related to 2) Workers high in negative affectivity

Individuals high in negative affectivity are more like to respond to aversive outcomes with aggression than those low in negative affectivity

General Stress Model: Another way leading to stress in the workforce

Interpersonal relationships with supervisors and coworkers and lack of advancement or job security opportunities can also lead to stress

Three types of strain: Emotional

Less patience, increased irritability--Burnout

Three types of strain: Job-related

Low satisfaction, lack of motivation, ineffective performance, increased absence

Models of Workplace Violence: O'Leary-Kelly, Griffin, and Glew (1996)--Organizational-motivated violence

Negative effects on people or property that result from aggression

Work-Family Conflict: Work-family enrichment (occurs when)

Occurs when attitudes and behaviors have positive carryover from one domain to the other; bidirectional; SPILLOVER MODEL

Organizational and Work--Family Conflict: 2012 National Study of Employers (definition and 5 aspects)

Organizational flexibility and a supportive work-family culture was positively related to 1) Employee engagement 2) Job satisfaction 3)Intentions to stay with employers 4)Less negative spillover from work to home and from home to work 5) Better mental health

Research on Work-Family Conflict: Life management theory and WFC

People who identify/set goals, develop/refine strategies, and are flexible perceive less job/work stress and WFC low levels

Research on Managerial Stress: Hindrance-related (results and 2 aspects)

Results from constraints that interfere with one's work (e.g., red tape, politics) 1. (−) job satisfaction 2. (+) searching for a new job, voluntary turnover

Research on Managerial Stress: Challenge-related (results and 2 aspects)

Results from time pressures at work, high levels of responsibility, job overload 1. (+) job satisfaction 2. (−) searching for a new job

Models of Workplace Violence: Martinko and Zellars also made tentative findings related to 1) Series of minor frustrations at work as trigger

Series of minor frustrations at work may serve as a trigger for aggression

General Stress Model: Karasek's demand-control model of stress

Stress is a function of the psychological demands of work and the amount of decision latitude provided to employees

Strains

Undesirable personal outcomes resulting from the combined stressful experiences of various life domains

Dual-Earner Couples: Research--Longitudinal "crossover" effects of

WFC and work-family enrichment

Underemployment in Organization--Often

Well educated and skilled in less challenging jobs, undercompensated

Family-Leave Policies: Family Leave Insurance Act of 2009 (US)

Would amend FMLA

Job Loss in Organizations: Research--Unemployed individuals' perceptions of time use and negative life events were strong predictors of what? Predicted what? Linked to what symptoms?

depressive symptoms which predicted negative behaviors; linked to PTSD symptoms

Elder-Care Assistance: Half the workforce will be

elder-caregivers in the near future

General Stress Model: Intrinsic factor--Lack of control plays an especially important role in

employees stress

Job Loss in Organizations: The Hard Facts--U.S. workers are even more concerned about what? What continues to rise because of this?

losing their jobs than the data suggest they should be; anxiety about job loss continues to rise

Organizations and Work-Family Conflict: 2012 National Study of Employers--Emerging trends from 2005 to 2012 suggest employers are providing

more day-to day flexibility to manage one's own time, but providing less flexibility in career-related changes regarding employment status

Job Loss in Organizations: Research--Employees' ability to distance themselves from the job loss was __________ related to distress about job loss and _____________ related to reemployment

negatively; positively

Workplace violence: From 2006 to 2010 there were, on average, ___________ homicides at work per year in U.S

over 551

Models of workplace violence: Martinko and Zellar also developed propositions--Individuals emotionally susceptible are more likely to

perceive workplace incidents as trigger events than those who are less susceptible

General Stress Model: Intrinsic factor--Intrinsic factors such as poor working conditions, long hours, excessive travel lead to

perceived stress

Research on Work-Family Conflict: Research (Kossek and Colleagues)--Feeling in control is related to

positive work-family outcomes

General Stress Model: Role variables such as ________________ and _______________ are important

role ambiguity and role conflict

Process of stressors leading to strains is what is generally referred to as

stress

2002/2012 National Study of the Changing Workforce: Nonprofit companies and companies with diverse top-level leadership seem to provide more

support for their companies

Organizations and Work-Family Conflict: RecruitFi--RecruitFI: The respondents recognize that there are negative implications of going part-time, such as a loss of money, prestige, and job insecurity, but they feel...

the benefits more than make up for the potential negative implications

Warr's Environmental Determinants of Well-Being--The more employees experience these determinants on the job,

the less likely they are to experience negative well-being

Returning to Warr's Environmental Determinants: War argues that the more employees experience these determinants on the job,

the more likely they are to experience positive well-being

Job Loss in Organizations: The Hard Facts--U.S. corporations have been reducing the size of their workforces since the 1980s. Recently

this has increased dramatically

Models of Workplace Violence: Martinko and Zellars (1998)--provides second model of organizational aggression Reliable findings related to High levels of frustrating events led

to greater incidence of aggression and violence

Models of Workplace Violence: Martinko and Zellars (1998)--provides second model of organizational aggression Reliable findings related to High external locus of control employees are more likely

to respond to negative events in an aggressive or violent way

Research on Work-Family Conflict: Research (Kossek and Colleagues)--What matters more than whether an employee integrates across his or her roles or keeps the role separate is

which one feels in control of these boundaries.

Models of workplace violence: Martinko and Zellar also developed propositions-- Some aggressive behaviors happen

without conscious thought

Work-family conflict (WFC): Exists when (plus results)

work and family domains do not fit well--results in one role having a negative effect on the other