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Ch. 12 Ind. Psy


stress Physiological and psychological responses to excessive and usually unpleasant stimulation and to threatening events in the environment.
occupational health psychology The field of study dealing with the health effects of job stress and other aspects of employee well-being.
tending Nurturing activities designed to protect self and offspring from stress.
befriending Development of social groups or networks that help defend against stress.
challenge-related stress Which includes time pressure and a high level of responsibility that lead to feelings of fulfillment and achievement; motivating and positively related to job satisfaction.
hindrance-related stress Which includes excessive job demands and constraints that interfere with achievement goals; associated with frustration and low job satisfaction.
hardiness A personality variable that may explain individual differences in vulnerability to stress; so-called hardy persons believe they can control the events in their lives and thus be more resistant to stress.
What are the three components of hardiness? Control, commitment, and challenge.
self-control People who exercise a high level of self-control tend to restrain behaviors, desires, and emotions that might interfere with what they believe is expected of them.
What are the two components of self-control? Impulse control and resisting distractions.
negative affectivity A personality dimension characterized by a generalized life and job dissatisfaction and by a focus on negative aspects of life events.
self-efficacy Refers to the belief in one's ability to accomplish a task.
What are the two levels of self-efficacy? Traditional (individual-focused) and collective (group-focused).
organization-based self-esteem A personality dimension relating to our assessment of our adequacy and worth with regard to our place in the employing organization.
work overload Too much work to perform in the time available or work that is too difficult for the employee to perform.
work underload Work that is too simple or insufficiently challenging for a worker's abilities.
quantitative overload Too much work to do in the time available.
qualitative overload Work that is too difficult for the employee to perform.
role ambiguity Results when job responsibilities are unstructured or poorly defined
performance criteria Uncertainty about performance standards; component of role ambiguity.
work method Uncertainty about procedures that lead to success on the job; role ambiguity.
scheduling Uncertainty about timing and sequencing; role ambiguity.
role conflict Results when there is a disparity between job demands and the employee's personal stadards.
burnout A condition of job stress that results from overwork.
What are the three components of burnout syndrome? Emotional exhaustion (feeling drained and empty), depersonalization (feeling callous and cynical), reduced sense of personal accomplishment (feeling efforts are wasted and worthless).
Created by: BRCruiser