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Copyright 2011 by The McGraw-Hill Companies, Inc. All rights reserved.

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Chapter

Copyri ght 2011 by the McGraw-H il l Companies, Inc. Al l r ights reserved.McGraw-Hill/Irwin

5 Stress


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Learning Goals

What is stress, and how is it different than stressors

and strains?

What are the four main types of stressors?

How do individuals cope with stress? How does the Type A Behavior Pattern influence the

stress process?

How does stress affect job performance and

organizational commitment?

What steps can organizations take to manage

employee stress?


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Stress

Stressis defined as a psychological responseto demands that possess certain stakes and

that tax or exceed a persons capacity or

resources.The demands that cause people to experience

stress are called stressors.

The negative consequences that occur whendemands tax or exceed ones capacity or resources

are called strains.


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Jobs Rated from Least Stressful (1) to Most

Stressful (250)

Least Stressful JobsStress

LevelMost Stressful Jobs

Stress

Level

1. Musical Instrument

Repairer

18.77 245. Surgeon 99.46

8. Librarian 21.40 246. Taxi Driver 100.49

12. Janitor 22.44 248. Senior corporate exec 108.62

18. Barber 23.62 249. Firefighter 110.93

32. Pharmacist 25.87 250. U.S. President 176.55

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Discussion Questions

Should the most stressful jobs also be paid the

most? Why do you think this isnt the case?

How does the job you currently occupy rank

on the stress scale? What aspects of that job

are the most stressful?


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Why Are Some Employees More Stressed

than Others?

Transactional Theory of StressWhen people first encounter stressors, the process

ofprimary appraisalis triggered. It occurs aspeople evaluate the significance and the meaning

of the stressors they are confronting.First consider whether a demand causes them to feel

stressed, and if it does, they consider the implications ofthe stressor in terms of their personal goals and overallwell-being.

Job demands that tend not to be appraised asstressful are called benign job demands.


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Transactional Theory of Stress

Figure5-1


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Types of Stressors

Hindrance stressors stressful demands that are

perceived as hindering progress toward personal

accomplishments or goal attainment.

Tend to trigger negative emotions such as anger andanxiety.

Challenge stressors stressful demands that are

perceived as opportunities for learning, growth, and

achievement.Often trigger positive emotions such as pride and

enthusiasm.


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Work Hindrance Stressors

Role conflictrefers to conflicting expectationsthat other people may have of us.

Call center operator

Role ambiguityrefers to the lack ofinformation regarding what needs to be donein a role, as well as unpredictability regardingthe consequences of performance in that role.

Students, new employees


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Work Hindrance Stressors, Contd

Role overloadoccurs when the number of

demanding roles a person holds is so high that the

person simply cannot perform some or all of the

roles very effectively. Daily hasslesreflects the relatively minor day-to-day

demands that get in the way of accomplishing the

things that we really want to accomplish.

OB on Screen

The Devil Wears Prada


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Work Challenge Stressors

Time pressurerefers to a strong sense thatthe amount of time you have to do a task isjust not quite enough.

Work complexityrefers to the degree towhich the requirements of the work, interms of knowledge, skills, and abilities, taxor exceed the capabilities of the personwho is responsible for performing the work.


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Work Challenge Stressors, Contd

Work responsibilityrefers to the nature of the

obligations that a person has to others.

Generally speaking, the level of responsibility in a

job is higher when the number, scope, and

importance of the obligations in that job are

higher.


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Nonwork Hindrance Stressors

Workfamily conflictrefers to a special form of roleconflict in which the demands of a work role hinderthe fulfillment of the demands in a family role (orvice versa).

Negative life events

They hinder the ability to achieve life goals and areassociated with negative emotions.

Divorce, death of family member

Financial uncertaintyrefers to conditions that createuncertainties with regard to the loss of livelihood,savings, or the ability to pay expenses.


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Nonwork Challenge Stressors

Family time demandsreflect the time that aperson commits to participate in an array offamily activities and responsibilities.

Traveling, hosting parties Personal development

Participation in formal education programs, musiclessons

Positive life events

Marriage, pregnancy


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Stressful Life Events

Life Event Stress Score

Death of a spouse 100

Divorce 73Jail term 63

Marriage 50

Vacations 13

Minor violations of the law 11

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Do you think these types of events are

stressful to all people equally?

Why are events that are positive in nature

(e.g. marriage and vacations) also stressful?


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How Do People Cope with Stressors?

Copingrefers to the behaviors and thoughtsthat people use to manage both the stressfuldemands that they face and the emotions

associated with those stressful demands.Behavioral copinginvolves the set of physical

activities that are used to deal with a stressfulsituation.

Cognitive copingrefers to the thoughts that areinvolved in trying to deal with a stressful situation.


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How Do People Cope with Stressors?

Contd

Problem-focused copingrefers to behaviors and

cognitions intended to manage the stressful

situation itself.

Emotion-focused copingrefers to the various waysin which people manage their own emotional

reactions to stressful demands.


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Examples of Coping Strategies

Table5-3


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Coping Strategies

How do people choose a particular coping

strategy?

The set of beliefs that people have about how well

different coping strategies can address different

demands.

The degree to which people believe that a

particular strategy gives them some degree ofcontrol over the stressor or how they feel about it.


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The Experience of Strain

Physiological strains

Illness, high blood pressure, back pain, stomach aches

Psychological strains

Burnout is the emotional, mental, and physical exhaustionthat results from having to cope with stressful demands on

an ongoing basis.

Depression, anxiety, anger, hostility, irritability, inability to

think clearly, forgetfulness Behavioral strains

Grinding ones teeth at night, being overly critical and bossy,

excessive smoking, compulsive gum chewing


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Examples of Strain

Figure5-2


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Accounting for Individuals in the Stress

Process

Type A Behavior Pattern

Have a strong sense of time urgency and tend tobe impatient, hard-driving, competitive,

controlling, aggressive, and even hostile.May have a direct influence on the level of

stressors that a person confronts.

Influences the stress process itself.

Directly linked to coronary heart disease andother physiological, psychological, and behavioralstrains.


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Should companies go out of their way to hire

or avoid Type A personalities?

Would you prefer to be a part of a group

consisting solely of Type A or Type B

members? How might a mix help group

functioning?


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Accounting for Individuals in the Stress

Process, Contd

Social supportrefers to the help that people

receive when they are confronted with

stressful demands.

Instrumental supportrefers to the help people

receive that can be used to address the stressful

demand directly.

Emotional supportrefers to the help peoplereceive in addressing the emotional distress that

accompanies stressful demands.


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Why Are Some

Employees

More

Stressed thanOthers?

Figure

5-3


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How Important is Stress?

Hindrance stressors have a moderately negative

relationship with job performance.

Hindrance stressors result in strains and negative emotions

that reduce the overall level of energy and attention thatpeople could otherwise bring to their job duties.

Hindrance stressors have a strong negative

relationship with organizational commitment.

Hindrance stressors evoke strains, which are generallydissatisfying to people, and satisfaction has a strong

impact on the degree to which people feel committed to

their organization.


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Effects of Strains on Performance and

Commitment

Figure5-4


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Application: Stress Management

Assessment

Stress audit - Managers ask questions about the nature of

the jobs in their organization to estimate whether high

stress levels may be a problem.

Reducing stressors

Organizations could try to eliminate or significantly reduce

stressful demands.

Job sharing occurs when two people share the responsibilities of asingle job.

Sabbatical gives employees the opportunity to take time off from

work to engage in an alternate activity.


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Stress Management, Contd

Providing resourcesTraining interventionsaimed at increasing job-related

competencies and skills.

Supportive practiceshelp employees manage and balance

the demands that exist in the different roles they have.Flextime, telecommuting, compressed work week

Reduce strainsRelaxation techniques

Cognitivebehavioral techniques

Attempt to help people appraise and cope with stressors in a morerational manner

Health and wellness programs


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Examples of Supportive Practices Used by

Organizations

Table5-4


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Takeaways, Contd

Because of the high costs associated withemployee stress, organizations assess andmanage stress using a number of different ofpractices. In general, these practices focus onreducing or eliminating stressors, providingresources that employees can use to cope withstressors, or trying to reduce the strains.

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