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An adaptive response to a situation that is perceived as challenging or threatening to the person’s well-being.

refers to the healthy, positive constructive outcome of stressful events and the stress response.

the degree of physiological, psychological, and behavioral deviation from healthy functioning.

A model of the stress experience, consisting of three stages: alarm, resistance, and exhaustion.

Stressors are the causes of stress, including any environmental condition that places a physical or emotional demand on the person.

• - Interpersonal
• - Role-related
• - Task control
• - Organizational/physical environment
• - Nonwork

Considered the most common group of workplace stressors.

• Include:
• - Team dynamics
• - Organizational politics
• - Bad bosses
• - Workplace violence
• - Psychological and sexual harassment

• Role conflict
• - Incongruity or incompatibility of expectations associated with the person’s role.
• - Occurs when two roles conflict with each other.
• - Occurs when personal values conflict with work roles.

• Role ambiguity
• - uncertain task and social expectations

• Work overload
• - increased hours and intensity

• Stress increases when employees lack control over:
• - How and when tasks are performed
• - Pace of work activity

Low task control is a higher stressor when job also has high responsibility.

• Organizational
• Most prevalent is downsizing, which affects layoff survivors.
• - reduced job security
• - chaos of change
• - additional workloads
• - guilt of having a job as others lose theirs

• Physical Environment
• Due to excessive noise, poor lighting and hazards.

• Time-based conflict
• - due to business travel, inflexible and/or rotating work schedules
• - for women - still do most household chores

• Strain-based conflict
• - work stress affects home, and vice versa

• Role behavior conflict
• - incompatible work and family roles

impatient, temper, competitive, interrupts others (road rage).

patient, mellow, slower, smell the roses perspective (drive 55 in fast lane).

The process of emotional exhaustion, cynicism, and reduced efficacy (lower feelings of personal accomplishment) resulting from prolonged exposure to stress.

• - Stress audits - investigate sources of stress.
• - Change corporate culture and reward system.
• - Provide environment that supports empowerment.
• - Work-life balance initiatives. Examples: flexible work time, job sharing, tele-working, personal leave, childcare support.

• Permanent withdrawal
• - Remove employees from jobs not aligned with their competencies.

• Temporary withdrawal
• - Coffe/lunch breaks
• - Karaoke breaks (photo)
• - Sabbaticals (work leave)

• Change stress perceptions
• - Self-confidence, self-leadership

• Control stress consequences
• - Relaxation and meditation
• - Fitness and wellness program

• Receive social support
• - Emotional and informational