Occupational Health

Chapter 11 Work Stress

WORK STRESS
Work is central /defining characteristic of life for most individuals. Meaningful work contributes greatly to our mental health. It is essential that our values and the values of our work organization mesh.

Environmental Influences
Control: opportunity to control activities and events/ predict outcomes Skill Use: to use or develop skills Externally generated goals: challenges and encouragement Variety: repetitive activity vs. diversity Clarity: clearly defined roles/feedback

Environmental Influences
Availability of Money: absence impairs mental health Physical Security: safe environment Interpersonal Contact: opportunity for contact w/ others Valued Social Position: self-esteem from value of work activities

5 Components - Mental Health

Affective well-being Competence Autonomy Aspiration Integrated functioning

Model of Stress-7 Categories

Org antecedents to stress: org characteristics, size, work schedule Stressors: physical, psychosocial Person as stress mediator: type A/B, self-esteem, locus of control Perception and cognition

7 categories.
Properties of situation as stress mediators: supervisor/coworker social support Response to stress: physiological, psychological, behavioral Consequences of stress: illness, decreased effectiveness, poor performance

Prevention/Intervention
Prevention: on-site physical fitness, exercise, mediation, time management Intervention: counseling, social support groups, EAPs

Organizational Responses
-On-site child care -1993 Family Leave Act -Elder-care needs -Telecommuting

Work/Family Relationship
Spillover Model: work experiences influence home experiences; generally denotes a positive relationship between work and family

Work/Family..

Compensation Model: proposes an inverse relationship between work and home; one compensates for what is missing in the other

Work/Family.

Segmentation Model: distinct separation between work and home; one may effectively compartmentalize ones life.

Historical Trends
1930s: emerging idea of work and family affecting each other 1950s: work and family independent 1970s: work and family intertwined Today: empirical evidence supports that work and family overlap for most

Dual Career Families

Characterized by each having own career Trying to balance career and home life Having children creates most conflict and fewer hours at work Women tend to accommodate more

Dual Career..
Having children influenced womens career decisions more than mens Accomodation can be central conflict for most couples Depends on perception of work

Dual Career
Self-fulfillment experienced by each is usually a benefit to marriage May feel each is contributing to marriage Lost time and energy for relationship Sandwich Generation >women

Work Schedules
Shift Work: about 25% of all working hours in U.S. are nontraditional Aversive characteristics shift work, p.360 Psychological and physical problems Interruption of circadian rhythm slows adjustment to night work; humans diurnal; daylight cues waking;

Shift Work..
Fatigue, irritability, appetite loss Must adjust to rest of society Fixed schedule better than rotating Estimated 20% of workers leave jobs because of serious disturbances Organizations should do more to help

Work Schedules
Flexible Hours: permits employees flexibility in arriving and leaving work 73% of U.S. employers offer Usually most must be present during coretime9 a.m. 3 p.m. Studies in conflict but most workers enjoy Can be detrimental to teams

Work Schedules
Compressed Workweek: more hours per day, fewer days per week More time for family, second job, less overhead for employers Worker fatigue, fewer productive hours, more accidents Mixed results from studies