Occupational Stress Chapter 15 © 2009 McGraw-Hill Higher Education. All rights reserved.

Occupational Stress
Chapter 15
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Chapter Overview
• Definition, contexts, and importance of occupational
•
•
•
•
•
•
•
•
•
stress
Gender and occupational stress
Disease and occupational stress
Occupational stressors
The workaholic
Burnout
Women and work outside the home
Sexual harassment
Working in the home
Interventions
© 2009 McGraw-Hill Higher
Education. All rights reserved.
What Is Occupational Stress?
• First, complete Lab 15.1
• Pertains to sources of stress at work
• Involves individual characteristics
• Related to the employee’s role within the
organization
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Occupational Stress Model
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Multi-faceted Look at
Occupational Stress
Occupational Stress Evaluation Grid (Table 15.1) recognizes
that occupational stress occurs in seven different contexts:
1.
2.
3.
4.
Sociocultural
Organizational
Work setting
Interpersonal
5. Psychological
6. Biological
7. Physical/
Environmental
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Why Is Occupational Stress of
Concern?
• Cost to businesses was >$200 billion/year,
•
•
•
(Swoboda, 1992); probably much more now
Leads to increased sick days, drug or alcohol
abuse, and early death
Can promote high turnover rates of employees
Technological advances keep employees
tethered to work
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Did You Know?
• Absences attributed to stress tripled
between 1995 and 2004
• 62% of the time when workers called in
“sick,” they were not really sick
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Gender and Occupational Stress
• Stressors that particularly affect women
include:
– Career blocks
– Sexual harassment
– Male-dominated climate
– Performance pressure
– Gender stereotyping
– Isolation
– Lack of role models
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Disease and Occupational Stress
• Physiological effects
– Elevated blood pressure
– Elevated serum cholesterol
– Increased left ventricular mass
– Increased catecholamines
– High plasma fibrinogen concentrations
– Increased use of alcohol and drugs
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Occupational Stress
and Disease (cont.)
• Disease states
–
–
–
–
–
–
Coronary artery disease
Obesity
Psychosomatic symptoms
Diabetes
Hypertension
Peptic ulcers
• More heart attacks occur on Mondays than any
other days
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Occupational Stress
and Disease (cont.)
• Psychological effects
– Low self-esteem
– Increased job tension
– Low job satisfaction
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Control/Demands Interaction
Control
High
Psychological
Demands
Low
High High job
satisfaction
Most
pathogenic
Low Least
pathogenic
Second most
pathogenic
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Occupational Stressors
• Workers feel stress at work because of:
– Lack of participation in decision-making
process
– Role problems
• Role overload
• Role insufficiency
• Role ambiguity
• Role conflict
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Occupational Stressors (cont.)
• Workers feel stress at work because of:
(cont.)
– Job dissatisfaction
• Motivational factors affect job satisfaction
– Work environment
© 2009 McGraw-Hill Higher
Education. All rights reserved.
© 2009 McGraw-Hill Higher
Education. All rights reserved.
The Workaholic
• Immersing oneself excessively in work at
the expense of nonwork activities
• Identifying oneself more with the role of a
worker rather than as an individual
• Are you a person who happens to be a
student, or are you a student who
happens to be a person?
© 2009 McGraw-Hill Higher
Education. All rights reserved.
The Workaholic (cont.)
• Two factors for classifying workaholics
(Naughton, 1987)
–
–
Career commitment (CC)
Obsession-compulsion (OC)
• Naughton believed there were three types of
workaholics:
1. Job-involved workaholics (high CC, low OC)
2. Compulsive workaholics (high CC, high OC)
3. Non workaholics (low CC, low OC)
© 2009 McGraw-Hill Higher
Education. All rights reserved.
The Workaholic (cont.)
• Scott et al. (1997) classified workaholics
as:
– Compulsive-dependent
– Perfectionist
• Spence & Robbins (1992) proposed a
workaholic triad:
– Work involvement, drive, and work
enjoyment
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Ways to Combat Workaholism
• Focus on the work you most like doing, work
•
•
•
•
•
•
that you wouldn’t mind “doing for free”
Use your time; don’t let it use you
Build friendships at work
Schedule open time into your work life
Learn to say no sometimes
Create a work environment that pleases you
Look for the positives in your job
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Burnout
• Adverse stress reaction to work with
•
psychological, psychophysiological, and
behavioral components
Symptoms include:
–
–
–
–
–
–
–
–
Diminished sense of humor
Skipping rest and meals
Increased overtime/no vacation
Increased physical complaints
Social withdrawal
Changed job performance
Self-medication
Internal changes
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Five Stages of Burnout
•
•
•
•
•
Stage
Stage
Stage
Stage
Stage
1:
2:
3:
4:
5:
The honeymoon
Fuel shortage
Chronic symptoms
Crisis
Hitting the wall
© 2009 McGraw-Hill Higher
Education. All rights reserved.
How to Combat Burnout
1. Identify the value and meaning of your
job
2. List all activities you like and rank them
in order of importance
3. Create a support group
4. Start a physical self-care program
5. Start a psychological self-care program
6. Do something silly every day
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Women and Work Outside the
Home
• Women are clearly disadvantaged in the
world of work:
– They make less money than their male
counterparts
– Women are subjected to more sexual
harassment
– Minority women earn less than non-minority
women
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Women and Work Outside the
Home (cont.)
• 56% of women work outside the home
• Still employed in traditionally women’s
roles
–
–
–
–
–
–
Secretaries
Receptionists
Nurses
Bookkeepers
Nursing aids
Elementary school teachers
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Women and Work Outside the
Home (cont.)
• Women cope differently from men
– More emotion-focused coping
– Tend to request and receive more social
support
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Women and Work Outside the
Home (cont.)
• Women and retirement
– Only 33% of women over 65 receive
pensions
– Lack of life insurance benefits
– Divorced women receive less retirement
income
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Women and Work Outside the
Home (cont.)
• Family-friendly workplace policies
–
–
–
–
–
–
–
Help to recruit and retain best workers
Job sharing
Flexible work schedules
Home-based work
Health promotion programs
Child and elder care
Other policies
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Women and Work Outside the
Home (cont.)
• Work-family balance
– Workers bring family stress to work
– Workers also bring work stress home
• Affects productivity, decision-making,
relationships
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Women and Work Outside the
Home (cont.)
• Three theories of work family balance:
– Spillover theory: change in one domain
affects other domains
– Compensation theory: when one domain is
troubled, resources go to other domain
– Resource drain theory: Resources devoted
to one domain are not available to the other
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Working in the Home
• Homemakers experience denigration of their role
• Homemakers are at risk for all of the same
occupational stressors:
–
–
–
–
Role
Role
Role
Role
overload
insufficiency
conflict
ambiguity
• Empty-nest syndrome is a potent stressor
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Interventions
• Life-situation interventions
• Perception interventions
• Emotional arousal interventions
• Physiological arousal interventions
© 2009 McGraw-Hill Higher
Education. All rights reserved.
Occupational Stress
© 2009 McGraw-Hill Higher
Education. All rights reserved.