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BPK 381 > Lecture 4: Stress > Flashcards

Lecture 4: Stress Flashcards

1
Q

Define: work related stress

A

Work-related stress: the response people may have when presented with work demands and pressures that are not matched to their knowledge and abilities and which challenge their ability to cope

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2
Q

Define: acute stress

A

temporary, no lasting affect

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3
Q

Define: chronic stress

A

long term; long term affect

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4
Q

Post traumatic stress

A

Post traumatic stress: specific event that causes long term effect (ex: first responders)

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5
Q

Define: psychosocial hazards

A

Psychosocial hazards: workplace factors that have the potential to cause psychological or physical harm if not adequately eliminated or controlled. (“workplace stressors.”)

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6
Q

Define: mental distress

A

Mental distress :the worker’s reaction, which when harmful to the worker (“workplace stress” or “toxic stress.”) Can be a medically diagnosed mental health condition, undiagnosed symptoms and/o discomfort or upset, or negative upset that aggravates dormant mental or physical injuries or illnesses.

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7
Q

Define: burnout

A

an outcome; a state of physical, emotional, and mental exhaustion that results from long-term involvement in work situations that are emotionally demanding

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8
Q

Describe the engineering model of stress

A

Stress is a stimulus

  • extreme levels lead to strain

Eustress - optimal level of stress that leads to best performance

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9
Q

Describe some physiological reactions to stress

A
  • increased cortisol
  • sympathetic nervous system kicks in
  • increased HR, BP,
  • increased muscular tension
  • increased hyperventilation
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10
Q

Describe the 3 phases of general adaptation syndrome

A
  1. alarm reaction
  2. stage of resistance
  3. stage of exhaustion
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11
Q

What are some symptoms of stress

A
  • increased breathing rate
  • mouth ulcers
  • eczema
  • muscle twitches
  • muscle tension
  • disrupted sleep
  • menstrual disorder
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12
Q

Describe the person fit model of stress

A

describes stress as a mismatch between individuals perceptions and their environment

Stress is attenuated by
1. personal characteristics, coping resources
2. constraints at which they must operate in
3. support they receive from others (advice, assistance, emotional support)

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13
Q

person-job fit

A

looks at psychosocial factors within the job that are stressful

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14
Q

person-organization fit

A

Person-organization fit: looks at psychosocial factors within the organization’s culture that are stressful

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15
Q

Describe Cox’s model of stress

A

Societal antecedents –> stressors in environment (physical, task content, psychological) –> perception and cognitive appraisal ( properties of person act as stress mediators) –> response (physiological, psychological, and behavioural) –> consequences of stress (health, illness, organizational effectiveness) –> performance in other life roles

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16
Q

What are the cardiovascular risks and response to stress

A

Increased allostatic load

increased risk of myocardial infarction - heart attack

  • increased blood pressure

artherosclerosis

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17
Q

Describe gastriointenstinal disorder response to stress

A
  • diarrhea
  • change in eating habits
  • IBS
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18
Q

Describe skin disorder response to stress

A

eczema

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19
Q

What is the immune response to stress

A
  • reduces immune response –> increased likelihood of infectious disease
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20
Q

Psychological response to stress.

A
  • burn out
  • emotional exhaustion
  • depersonalization
  • eating disorder
  • increased siatisfaction
  • change in thought patterni
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21
Q

injury response to stress

A
  • increased injury
  • back injuries - disc
  • wrist injuries - carpal tunnel; tendinitis
  • shoulder injuries - bursitis, rotator cuff injuries
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22
Q

risk factors for MSI

A
  • physical demands (force req, repetition, duration, work postures)
  • stress
  • layout of workplace
  • characteristics of object handled (size, shape, load position, handles)
  • environmental conditions (temp, lighting, vibration)
  • psychosocial factors
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23
Q

How do psychosocial issues affect injuries

A
  • May contribute to awareness of disorders
  • Influence whether workers report injuries
  • Contribute to the development of chronic pain
  • Success of rehabilitation or return to work programs
24
Q

Proposed Psychosocial Factor Mechanisms for injury (6)

A
  1. direct physiochemical pathways
  2. indirect psycho-physiological pathways
  3. direct psychosocial factors
  4. muscle stress
  5. Direct association with biomechanical load/posture, duration and frequency.
  6. violation promoting unsafe acts
25
Q

What are some behavioural responses to stress

A
  • drug abuse
  • violence
  • reduced information processing
  • counterproductive work behaviour (jealousy, conflict, theft)
  • reduced sleep –> over medication
  • recklessness
26
Q

Societal Antecedents to Stress

A

Societal Antecedents to Stress: things happening in society that impact the way work is done.

  • economic depression
  • company downsizing
  • labour market changes
  • changes in legislation
  • pandemic
  • increased demand in service sector
27
Q

challenge stressors

A

Challenge Stressors: stressful but have potential gains

28
Q

hindrance stresser

A

Hindrance Stressors: Stressors the interfere with work achievement

29
Q

What are some aspects of job content that can increase psychosocial stress

A
  • repetitiveness
  • challenge level
  • task identify - do you identify with what you’re doing (teaching - are you a teacher)
  • purpose
  • utilization and development of skills
30
Q

What are some aspects of job content that can increase psychosocial stress

A
  • quantitative workload (perceived vs actual)
  • time pressure
  • work encumbrances (arbitrary procedures and lack of resources)
  • work pace
  • cognitive demands
  • excessive or challenging work hours
31
Q

Describe the demand control stress model

A

Karasek, R.A. and Theorell

  • Discusses modulates of demand; We can handle high job demands as long as we have high control over how we do things. This leads to learning, motivation. If we have high demands and low control, we are more likely to be stressed

Active jobs: high demand high control (lawyers, doctors, etc.)

Passive jobs: low demand, low control (janitor, night watchman)

32
Q

Describe Social Interactions Model of Stress

A

High work support from supervisors and colleagues important for moderating effects of job demand and job control

33
Q

Define: job isostrain

A

low work support environment; Example: isolated environment like during the pandemic.

34
Q

Describe the effort reward model of stress

A

We are less stressed when the effort we put in matches the rewards.
As people become overcommitted to a work environment, it pushes the feeling of stress

35
Q

How can technology be a physical/task content stressor

A

Technology
- Learning tech which is out of area of expertise
- Maintaining pace with technology can be stressful
- Electronic performance monitoring is stressful

36
Q

How can role be a physical/task content stressor

A

Role ambiguity
Role conflict
Role overload/strain
- lack of:
Communication
Feedback
Training
Organizational Justice

37
Q

Define: locus of control

A

whether an individual believes that what happens to them is under their control or beyond it

38
Q

When discussing locus of control - who are internals and externals?

A

“Internals” - those that believe outcomes are determined largely by themself
Interrnals are able to moderate relationship between stressor and strain

“Externals” - those that believe outcomes are determined largely by external factors

39
Q

Describe type a behaviour

A

set of characteristics exhibited by individuals who are engaged in a relatively chronic struggle to obtain an unlimited number of poorly defined things from their environment in the shortest period of time and, if necessary, against the opposing effects of other things or persons in the same environment.

  • coronary prone
  • ambitious, impatient, easily aroused hostility, time urgency
  • High work performance and career success
40
Q

Describe the framework for stress management interventions

A

Primary intervention
- preventative - reduce the number and intensity of stressors
- job redesign, cognitive restructuring, policies,

Secondary intervention
- reactive - modifying individuals response to stress
- relaxation training, stress management training, nutrition, physical fitness

Tertiary intervention
- treatment
- employee assistance program, medical care, RTW, medication

41
Q

Describe the stress appraisal process

A

Primary appraisal - is this stress harmful or helpful?

Secondary appraisal - can i do something about it? do i have autonomy over this situation?

Reappraisal: feedback - how can my previous experiences help me evaluate this situation?

42
Q

What are some properties of a person that acts as stress mediators?

A
  • hardiness (perceive fewer situations as stressful)
  • negative affectivity: someone who is always negative about their situation
  • locus of control: internal or external?
43
Q

In response to stress, how do women differ?

A

more headaches, anxiety, depression, drug abuse

  • more likely to use social support networks to cope
  • more likely to report injury
44
Q

List some consequences of stress

A
  • absenteeism
  • mental health disorders -
  • injury
  • cancers
  • inc. cost on society for healthcare
45
Q

Describe some known measures of job stress

A
  • Copenhagen Psychosocial Questionnaire (COPSOQ)
  • NIOSH Job Stress Questionnaire
46
Q

What are some challenges with occupational stress research

A
  • Small body of literature defining risk factors
  • Different metrics for quantifying risk factors
  • Poor understanding of associations
47
Q

List 6 legislations related to stress in workplace

A
  1. Human rights legislation
  2. Law of Torts (common law)
  3. employment standards
  4. labour relation law
  5. workers comepnsation
  6. occupational health and safety legislation
48
Q

What is the human rights tribunal responsible for? What is the applicable legislation that they look at?

A

Determine whether an action (hiring, promotion, firing, etc.) was discriminatory

Duty to accommodate legislation: workplace must put reasonable accommodations for your religion, culture, ethnic background, disability, etc.

Average Worker Test
Is it reasonable that workers of average mental stability would perceive the workplace events to be mentally stressful?
If so, would such average workers be at risk of suffering a disabling mental reaction to such perceptions?

49
Q

What are the 3 divisions of worksafebc

A

prevention
claim
rehabilitaiton

50
Q

Describe the following case: Bertrand Case

A

Individual suffering mental illness but didn’t report it to his company

Individual was fired for poor work performance

Argued he had very strong symptoms that he was mentally ill

Court: duty to accommodate mental illness without medical evidence

51
Q

Describe the following case: Piresferria vs Bell Mobility

A

Individual that was harassed and bullied by Bell employees

Actions by bell in the aftermath - bullying and mental wellness campaign

52
Q

Describe the following case: heart attacks and stress - workers comp

A

Long haul trucker had a severe heart attack during a 20 hour day.

Had many risk factors

Was compensated for the heart attack because it was aggravation of his condition.

Work conditions was ruled to have aggravated his risk factors for heart attack.

53
Q

Describe the following case: plesner appeal case - workers comp

A

Felt anxiety and depression as a result of stressors in the workplace.

Ruled he was discriminated against because he was disabled.

Mental illness should be treated the same as physical illness.

Contrary to section 15, in the canadian charter of human rights and freedoms
This is why we have bill 14.

54
Q

Describe Bill 14 by worksafebc

A

Bill 14: people can get compensation to psychosocial stressors in the workplace

Mostly relates to harassment in the workplace.
Does not address workload.

55
Q

When is chronic stress compensable?

A

when stress symptoms manifest as:

A reaction to
one or more traumatic events arising out of and in the course of the worker’s employment, or

a significant work-related stressor, or a cumulative series of significant work-related stressors, arising out of and in the course of the worker’s employment

56
Q

define: emotional labour

A

managing emotions during interactions (e.g., organizational outsiders) to achieve professional goals and conform to work role requirements

BPK 381 (9 decks)

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