4e Nelson/Quick ©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Chapter 7 Stress and Well-Being at Work

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Learning Outcomes  Define stress, distress, and strain  Compare four different approaches to stress  Explain the psychophysiology of the stress response  Identify work and nonwork causes of stress  Describe the consequences of stress 2

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Learning Outcomes  Discuss individual factors that influence a person’s response to stress and strain  Identify the stages and elements of preventive stress management for individuals and organizations 3

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. What Is Stress?  Unconscious preparation to fight or flee that a person experiences when faced with any demand  Stressor: Person or event that triggers the stress response  Distress or strain: Adverse psychological, physical, behavioral, and organizational consequences that may arise as a result of stressful events 4

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. 4 Approaches to Stress  Homeostatic/medical approach  Stress occurs when an external, environmental demand upsets an individual’s natural steady-state balance  Homeostasis: Steady state of bodily functioning and equilibrium 5

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Cognitive Appraisal 6 Problem-focused coping emphasizes managing the stressor Emotion-focused coping emphasizes managing your response

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Person-Environment Fit  Confusing and conflicting expectations of a person in a social role create stress  Person-environment fit occurs when one’s skills and abilities match a clearly defined set of role expectations 7

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Psychoanalytic  Stress results from the discrepancy between the idealized self (ego-ideal) and the real self-image  Ego-ideal: Embodiment of a person’s perfect self  Self-image: How a person sees himself or herself, both positively and negatively  Discrepancy between the two elements of personality is directly proportional to the amount of stress experienced 8

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. The Stress Response Release of chemical messengers Activation of sympathetic nervous and endocrine system Triggering of mind-body changes that prepare the person for fight or flight 9

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Table Work and Nonwork Demands 10

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Table Work and Nonwork Demands 11

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Positive Stress  Some stressful activities enhance a person’s ability to manage stressful situations  Stress can provide a needed energy boost  Yerkes-Dodson law - Indicates that stress leads to improved performance up to an optimum point 12

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Individual Distress Heart disease, strokes, peptic ulcers, headaches, and backaches Medical illness Substance abuse, violence, accidents Behavioral problems Depression, burnout, psychosomatic disorders Work-related psychological disorders 13

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Organizational Distress  Participation problem: Cost associated with absenteeism, tardiness, strikes and work stoppages, and turnover  Performance decrement: Cost resulting from poor quality or low quantity of production, grievances, and unscheduled machine downtime and repair  Compensation award: Organizational cost resulting from court awards for job distress 14

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Individual Differences  Achilles’ heel phenomenon - Person breaks down at his or her weakest point  Extraversion and neuroticism affect the stress-strain relationship 15

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Gender Effects  Sexual harassment is a source of stress for working women  Males are more vulnerable at an earlier age to fatal health problems  Women are more vulnerable to nonfatal but long- term health problems 16

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Self-Reliance  Healthy, secure, interdependent pattern of behavior related to how people form and maintain supportive attachments with others  Counterdependence: Unhealthy, insecure pattern of behavior that leads to separation in relationships with other people  Overdependence: Unhealthy, insecure pattern of behavior that leads to preoccupied attempts to achieve security through relationships 17

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Figure Framework for Preventative Stress Maintenance SOURCE: J. D. Quick, R. S. Horn, and J. C. Quick, “Health Consequences of Stress,” Journal of Organizational Behavior Management 8, No. 2 (Fall 1986): 21. Reprinted by permission of (Taylor & Francis Ltd, 18

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Figure Job Strain Model SOURCE: Republished with permission of ABC-CLIO Inc., from Work Stress: Health Care Systems in the Workplace, J. C. Quick, R. S. Bhagat, J. E. Dalton, and J. D. Quick. © 1987; permission conveyed through Copyright Clearance Center, Inc. 19

©2015 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Figure Social Support at Work and Home SOURCE: J. C. Quick, J. D. Quick, D. L. Nelson, and J. J. Hurrell, Jr., Preventive Stress Management in Organizations (Washington, D.C.: American Psychological Association, 1997), 198. Reprinted with permission. 20