Vocabulary
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| stress | Physiological and psychological responses to excessive and usually unpleasant stimulation and to threatening events in the environment.
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| occupational health psychology | The field of study dealing with the health effects of job stress and other aspects of employee well-being.
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| tending | Nurturing activities designed to protect self and offspring from stress.
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| befriending | Development of social groups or networks that help defend against stress.
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| 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.
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| hindrance-related stress | Which includes excessive job demands and constraints that interfere with achievement goals; associated with frustration and low job satisfaction.
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| 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.
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| What are the three components of hardiness? | Control, commitment, and challenge.
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| 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.
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| What are the two components of self-control? | Impulse control and resisting distractions.
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| negative affectivity | A personality dimension characterized by a generalized life and job dissatisfaction and by a focus on negative aspects of life events.
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| self-efficacy | Refers to the belief in one's ability to accomplish a task.
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| What are the two levels of self-efficacy? | Traditional (individual-focused) and collective (group-focused).
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| 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.
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| work overload | Too much work to perform in the time available or work that is too difficult for the employee to perform.
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| work underload | Work that is too simple or insufficiently challenging for a worker's abilities.
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| quantitative overload | Too much work to do in the time available.
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| qualitative overload | Work that is too difficult for the employee to perform.
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| role ambiguity | Results when job responsibilities are unstructured or poorly defined
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| performance criteria | Uncertainty about performance standards; component of role ambiguity.
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| work method | Uncertainty about procedures that lead to success on the job; role ambiguity.
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| scheduling | Uncertainty about timing and sequencing; role ambiguity.
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| role conflict | Results when there is a disparity between job demands and the employee's personal stadards.
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| burnout | A condition of job stress that results from overwork.
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| 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).
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Created by:
BRCruiser
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