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OHP flashcards

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1
Q

How many components are there to psychological health?

A

5

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2
Q

What are the 5 components of psychological health?

A

C - Competence
I - Integrated functioning
A - Autonomy
A - Affective well being
A - Aspriation

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3
Q

What does “competence” mean according to psychological health?

A

Feeling successful and effective

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4
Q

What does “Integrated Functioning” mean according to psychological health?

A

Feeling internal balance

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5
Q

What does “Autonomy” mean according to psychological health?

A

Experiencing choice and control

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6
Q

What does “Affective well being” mean according to psychological health?

A

Feeling happy and relaxed

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7
Q

What does “Aspiration” mean according to psychological health?

A

Being focused on goals

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8
Q

What is the definition of stress?

A

Non specific response of the human body to any demand on it

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9
Q

Good stress is called

A

eustress

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10
Q

Bad stress is called

A

distress

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11
Q

What are the three stages of General Adaption Syndrome

A

Alarm, Reactance, Exhaustion

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12
Q

Alarm stage of GAS is defined as

A

body mobilizes resources in response to demand

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13
Q

Reactance stage of GAS is defined as

A

Body copes with demand, but resistance to other demands decrease

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14
Q

Exhaustion stage of GAS is defined as

A

No longer able to resist and adverse consequences

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15
Q

definition of stressor

A

Aspect of work environment that may require some adaptive response on the part of the employee

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16
Q

2 categories of stressors

A

Physical and psychological

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17
Q

Physical stressors affect ___

A

senses

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18
Q

Psychological sensors affect

A

mental state

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19
Q

Big three examples of psychological stressors

A

Role ambiguity, work-life conflict, emotional labor

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20
Q

Role stressors

A

Role ambiguity
Role conflict
Role overload

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21
Q

Role ambiguity

A

Lack of clear knowledge

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22
Q

Role conflict

A

Incompatible demands

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23
Q

Role overload

A

Too many roles at one time

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24
Q

4 types of work life conflict

A

Work life
Life work
Time based
Strain based

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25
Q

Work life conflict

A

Work interferes with personal life

26
Q

Life work conflict

A

Life interferes with work

27
Q

Time based conflict

A

Time required by one domain steals time from another domain

28
Q

Strain based conflict

A

Strains from one domain affects behavior in another

29
Q

What is emotional labor?

A

The regulation of one’s emotions to meet job or organizational demands. Most common in service jobs

30
Q

What are the two types of emotional regulation

A

Surface acting and deep acting

31
Q

What is surface acting

A

“Faking” one’s expressions/emotions

32
Q

What is deep acting

A

Trying to feel the emotions required by the job

33
Q

Why is emotional labor stressful?

A

Surprising emotions over time requires effort, which is stressful

34
Q

What are strains?

A

Reactions of responses to stressors

35
Q

What are the three categories of strains

A

Psychological
Physicological
Behavioral

36
Q

Physiological strains

A

Changes in the body that occur when stressful situations cause activation of the sympathetic nervous system
Example: High heart rate and increased hormone levels

Good in small doses
Bad in long durations

37
Q

Example of psychological strains

A

Anxiety, depression, fatigue…

38
Q

What are the behavioral strains

A

Withdrawal
Drug use
CWB’s
Job performance
Information processing problems

39
Q

What is burnout

A

Chronic stress overcomes a worker’s resources to cope

40
Q

What are the three stages of burnout?

A

Emotional exhaustion, depersonalization, low personal accomplishment

41
Q

What is strained information processing

A

Since we have limited cognitive resources, stressful situations that restrict those resources impair our functioning

42
Q

What is strained information processing?

A

We have limited cognitive resources and stressful situations that restrict those resources impair our functioning

43
Q

Chronic stress has detrimental effects on

A

Memory
Reaction times
Creativity
Judgement & decision making

44
Q

Why is work stressful for some people but not for others?

A

Person environment fit

45
Q

Person environment fit breaks down into what two categories?

A

Person - job fit
Personal - organization fit

46
Q

Person job fit

A

Problem lies in demands / abilities

47
Q

Person organization fit

A

Problem lies in value misalignments

48
Q

Demands - control model

A

Demands = work load and cognitive requirements
Control = autonomy and skill variety

49
Q

Individual differences to perceiving stressors?

A

Personality type
Self image

50
Q

What personality traits are important to focus on when looking at how individual differences change the way we perceive stressors?

A

Type A or B?
Is the employee neurotic?
Does the employee have an external locus of control?

51
Q

Self image - perceiving stressors

A

self esteem & self efficacy

52
Q

Situational factors - perceiving stressors

A

Social support?
(do friends/family, supervisors show empathy? do they give me advice? do they give feedback and help boost my self esteem?

Control over work environment?
(flex time, compressed work week, telecommuting,

53
Q

Goal of primary prevention strategies

A

To reduce the number and intensity of stressors in the workplace

54
Q

What is the underlying assumption of primary strategies?

A

It is easier to remove the stressors than to deal with the effects later

55
Q

Example of primary prevention strategy

A

Job redesign
- reduce physical stressors
- reduce psychological stressors
- provide more control over work environment

56
Q

Goal of secondary prevention strategies

A

Modify workers responses to stressors

57
Q

What is the underlying assumption of secondary strategies?

A

We might not always be able to remove or reduce stressors so how can we best modify individuals reactions to stressors

58
Q

Example of secondary prevention strategies

A

CBT
- educate
- rehearse
- apply

Relaxation & biofeedback

59
Q

Goal of tertiary prevention strategies

A

Minimize the negative effects of stressors by helping individuals cope more effectively

60
Q

What is the underlying assumption of tertiary strategies?

A

There is a need to “treat” stress-related problems once they have occured

61
Q

Example of tertiary prevention strategies

A

Employee assistance program (EAP)
- counseling to deal with workplace stressors / problems stemming from outside the job

org psych (3 decks)

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