I/O Psych - Stress and Well-Being Chap. 11

Hindrance Related Stress

Constraints that interfere with one's work. It is negatively related to job satisfaction and positvely related to job serching and voluntary turnover.

Work interfering with life examples (bi-directionality)

-Extensive, irregular inflexible work hours -Work overload -Interpersonal conflict at work -Extensive travel -Career transitions

Life interfering with work examples (bi-directionality)

-Interpersonal conflict in the family (domestic issues) -Unsupportive family members -Elder care -Child care and events of child illness

Encouraging balance in the work-life dynamic

-Job Crafting (flex time/place) -Resource assistance (childcare assistance, on-site laundry, and healthcare ) -Organizational culture which is supportive -Supervisor role support -Employee autonomy

Job Demands-Resources Model

-Job elements can be categorized as demands or resources. -Model is useful for explaining performance, motivation and well-being. -The key is equilibrium between demands and resources which results in engagement.

Demands

Aspects of the job which can be physical, psychological, social or organizational in nature. They can require effort or skill (physical or psychological [cognitive/emotional])

Resources

Aspects of the job which help meet the demands. They are functional in achieving work goals and can reduce job demands, thus, reducing associated physiological and psychological costs. Resources also stimulate personal growth, learning, and development.

Stress

Any FORCE that puts a psychological or physical function beyond its range of ability

Behavior Based Work-Life Conflict

Behavior required in one role will make it difficult to fulfill requirements of another role. A warm/emotional/vulnerable style of behavior often expected within the family contradicts the behavior expected within a managerial role like stable/aggressive/objective behavior.

Burnout

Consequence of ongoing elevated stress & strain. Causes emotional exhaustion, depersonalization, reduced sense of accomplishment, and it is negatively associated with many personal and work related outcomes (low life satisfaction, and low productivity)

Perceptions of conflict

Controlling for hours worked, wealthier White parents perceive more conflict than poorer White families and Black families in general.

Demand and Resource Imbalances

D>R =Burnout, and R>D = Boredom

Creative Management

Designing work team functioning around autonomous employees such as cross-training, dynamic scheduling and greater flexibility

Results Oriented Work Environment (Kelly & Moen)

Focuses on work accomplished, not the time spent. Gives the employee more autonomy with their schedule, and it results in lower work-life conflict, lower turnover intention, improved health and increased performance.

Long-term Cortisol Impact

Heart disease, High blood pressure, Diabetes, Depression, anxiety, etc.

Instrumental (FSSB)

Helping employees in job crafting, and setting up individualized solutions

Cortisol

Hormone that is released when people experience strain, with many implications for brain function and physical well-being.

Physiological Strain

Illness becomes more frequent, chronic disease, and development of heart disease

Emotional Strain

Less patience, increased irritability, decreased self-esteem

Job Related Strain

Low job satisfaction and less motivation

Time Based Work-Life Conflict

Multiple roles may compete for a person's time. Excessive time spent at work or with the family will result in work-family conflict.

Challenge Related Stress

Perceived as opportunities for learning, growth, and achievement. Results from time pressures at work, high levels of overload and job overload. This type of stress is motivating and positively related to job satisfaction.

Role Modeling

Practicing WLB and communicating when choices are made and that they are choices

Spillover

Similarity between what occurs in the work and family environments. Aggression can spill over into the different domains.

Strain Based Work-Life Conflict

Strain or negative psychological/physical outcomes produced by one role (tension, anxiety, fatigue, depression, and irritability) will make it difficult to fulfill requirements in another role.

Family-Supportive Supervisor Behaviors (Hammer & Kossek)

Supervisors are the gatekeepers of WLB policies, and they are instrumental in setting norms, controlling access, and managing workers. There are 4 main categories.

Emotional

Support and encourage. Have empathy for employee's situations.

Short-term Cortisol Impact

Suppression of the immune system, digestion slowed, and prefrontal corte activity is reduced

Work-Life Conflict

The incompatible demands between the work and life roles of an individual makes participation in both roles more difficult. Work-life interactions do not always result in conflict

Crossover

Transmission across individuals, whereby demands and their consequent strain cross over between closely related persons. Burnout in a coworker can crossover into your own life.

Strain

Undesirable personal OUTCOME that result from stressful experiences