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psychology of stress
unit 3
| Term | Definition |
|---|---|
| Job Stress | when the demands of our work exceed our abilities |
| Work Stress | all manner of work related contexts |
| Organizational Role Stress (Role Episode Model) | Involves role conflict, role ambiguity, role overload |
| Role Conflict | two or more role demands are incompatible with each other (working overtime at job but missing childs soccer game) |
| Role Ambiguity | The duties, responsibilities and performance expectations of the job are not clearly defined by organizational leaders |
| Role Overload | Qualitative and Quantitative Overload |
| Qualitative Overload | the employee does not have the required competencies to complete the tasks |
| Quantitative Overload | there are insufficient resources to complete the tasks assigned in the time provided (getting cold food bc the server is too busy) |
| Person-Environment Fit Model | stress occurs when there is a poor fit between the worker and the work environment |
| Job Demands-Control (Job Strain) Model | strain occurs when a worker experiences high psychological job demands yet has little control over the job |
| Low decision latitude | The lack of control experienced when a worker's experience of having insufficient skills or authority over one's job to autonomously complete the assigned job tasks |
| Job Strain | The harmful consequences that result from exposure to job stressors (can be emotional, physiological or job-related) |
| Effort Reward Imbalance (ERI) model | high cost low-gain work efforts are stressful |
| Organizational Injustice Model | Stress occurs when the organizations interpersonal transitions, procedures, or outcomes are perceived as unfair (unethical treatment or workers) |
| Burnout | emotional exhaustion and depletion due to ongoing stress with corollary physical and mental fatigue |
| Vigor | characteristics opposite those of burnout. Associated with the three themes of workplace meaningful interactions, challenge and success |
| Maslach's Burnout Inventory | Individual stress burnout, Interpersonal burnout, self-evaluation burnout |
| Emotional Exhaustion | A person feels emotionally depleted, drained and lacking in emotional resources |
| Cynicism | AKA depersonalization. disillusionment, a loss of idealism, negativity, hostility and lack of concern. A way to protect oneself against emotional exhaustion |
| Reduced Efficacy | Feelings of diminished self-efficacy, personal competency and productivity |
| Engagement | the positive polarity of burnout including high energy, involvement, and sense of efficacy |
| workplace harassment | hostile behaviors directed toward workers by other employees because of the target person's identity group characteristics |
| workplace discrimination | receiving adverse employment opportunities because of identity group characteristics |
| pareto principle | 80% 20% work for the most important 20% because that hold 80% value/importance |
| self determination theory | when one is intrinsically motivated to move toward realistic goals one chooses one has a better chance of experiencing well being |
| primary prevention | attempts to minimize the source of stress and to promote a supportive organizational culture |
| primary interventions | preventative |
| secondary interventions | preventative/reactive |
| tertiary intervention | treatment |
| problem focused coping | dealing with the perceived cause of the distress |
| emotion focused coping | managing the distress caused by the problem` |
| goodness of fit hypothesis | coping is most effective when there is a good fit between the coping strategy and the amount of control you can exert over the stressor |
| active cognitive coping | planning |
| active behavioral coping | trying harder |
| avoidance coping | emotional avoidance |
| meaning-making coping | to use one's values beliefs and goals to shape meaning in stressful situations that are generally not conducive to the use of problem-focused coping |
| cognitive primacy | the idea that cognitions influence how one responds to stress |
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