L7: Stress II

Question 1

why do theories matter in work related stress?

Answer 1

• theories help us make sense of stress, predict outcomes, and guide interventions
• all stress theories attempt to define ‘what is stress” and how it impacts ppl differently
• good theories are testable & practically useful

Question 2

what were the early theories on occupational stress?

Answer 2

• Stimulus-Based (Engineering model): Stress = external events that trigger reactions.
• Response-Based (Physiological model): Stress = the body’s reaction (e.g., Selye’s General Adaptation Syndrome: Alarm → Resistance → Exhaustion).
• Flaws: Ignored individual differences, simplistic and linear

Question 3

what are the 2 main contemporary theories on occupational stress?

Answer 3

• interactional (structural) theories: focuses on the structure of the environment and the individual’s fit within it
• transactional (process oriented) theories: focuses on the individuals perception and coping

Question 4

what are the interactional (structural) theories on occupational stress?

Answer 4

• person environment fit model
• job demand control model
• iso strain model
• effort reward imbalance model

Question 5

what is the person environment fit model?

Answer 5

interactional (structural) theory on occupational stress
- stress = misfit between worker & job (skills vs demands or needs vs resources)
- subjective & objective “fit” both matter

Question 6

what is the job demand control model?

Answer 6

• interactional (structural) theory of occupational stress
• high stress = high demands + low control
• 4 job types: high strain, active, low strain, passive
• strain hypothesis & activation hypothesis
• high strain jobs -> muscoskeletal disorders, stress-related health problems, low satisfaction
• weak empirical support, especially for the “strain” interaction

Question 7

what is the iso strain model?

Answer 7

• interactional (structural) theory of occupational stress
• adds low social support to job demand control model -> triple trheat: high demand + low control + low support
• type of support: fam support buffers effects of quantitative job demands, workplace support bfufers the effects of emotional job demands
• iso strain: high strain isolated job

Question 8

what is the effort reward imbalance model?

Answer 8

• interactional (structural) theory of occupational stress
• equity theory
• psych contract: social reciprocity: financial rewards, esteem, and career opporunities including job security
• violations of PC -> perceptions of injustice
• stress = imbalance between efforts & rewards (money, respect, security)
• stronger empirical backing than demands control model
• even better predictions when combined w demands control model
• risk elevated through poorly defined contracts, acceptance of imbalance as strategic decision, overcommitment

Question 9

what are the transactional (process oriented) theories on occupational stress?

Answer 9

focus: the individuals perception & coping
- based on lazarus’ idea of cog appraisal (stress isnt just what happens, its how you see it; focus on coping, emotional response, and change over time)
- coxs model: integrated w occupational risk management. emphasizes personal ability, resillience, under demand (boredom), feedback loops

Question 10

what are the limitations of transactional theories of stress?

Answer 10

• hard to measure/operationalize
• often gets oversimplified into interactional models

Question 11

what do basically all stress theories agree on?

Answer 11

• stress: interaction between person & environment
• key variables: demand, control, support, effort, reward, ability, coping
• stress is emotional, unpleasant, and affects thoughts, behaviours, and health
• everyones response is different!

Question 12

what is the european commissions definition of stress?

Answer 12

a pattern of emotional, cog, behaviour, and physio reactions to adverse and noxious aspects of work caused by poor match between us and our work

Question 13

what was Peters study on heart attacks really on?

Answer 13

whether job related stress contributes to heart attacks (non fatal acute myocardial infarction) using 2 stress models:
1. job strain model: stress = high demands + low control
2. effort reward imbalance model: stress = high effort low reward, especially if ur a workaholic (overcommitment)

Question 14

what were the key findings of Peter on stress & heart attacks?

Answer 14

• both models (job strain model & effort reward imbalanc model) ind predict heart attack risk but:
• men: stress from external work conditions (ERI extrinsic) & job strain were both linked to higher heart attack risk
• women: overcommitment (internal, personality-driven stress) matter more than external job factors
• so gender differences matter!
• combining both models (aka high job straing + high effort-reward imbalance) gave best prediction of heart attack risk

Question 15

why is Peters research on heart attacks & stress important?

Answer 15

• measuring work stress better means better prevention of heart disease
• just using one stress mdoel may underestimate the risk
• employers and policymakers need to look at both external job conditions & ind stress coping styles

Question 16

what did Richardson study on occupational stress management programs?

Answer 16

• how effective they are, so:
• do these interventions work?
• which types work best?

Question 17

what were Richardsons main findings on occupational stress management programs?

Answer 17

• overall effect size: 0.526 so medium effect, so these programs do reduce stress!
• cognitive behavioural interventions were most effective, relaxation techniques medium, org interventions least
• short term programs (less than 8w) were just as effective as longer ones so u dont need months to make an impact
• ind focused programs work better than org focused ones

Question 18

what are the 3 types of occupational stress management programs analyzed by Richardson?

Answer 18

• cognitive beahviour interventions: focus on restructuring thoughts, coping skills, relaxation, problem solving
• ex: CBT, relaxation training, biofeedback
• these actively change how ppl think & cope
• BEST
• org interventions: changing the work environment
• ex: job redesign, workload changes, participatory management
• WORST
• relexation techniques like meditation, yoga, breathing techniques

Question 19

what is the overall conclusion on occupational stress management?

Richardson et al

Answer 19

• CBT is best
• prioritize individual focus

Question 20

define occupational stress interventions?

Answer 20

any activity or program initated by an organsiation that focuses on reducing the presence of work related stressors or assisting individuals to minimize the neg outcomes of exposure to these stressors

Question 21

what 3 things can a stress intervention target?

Answer 21

• primary: the internsity of the stressors in the workplace
• secondary: the employees appraisal of stressful situations
• tertiary: employees ability to cope w the outcomes