occupational stress theories
Occupational Stress theories
They evolved from transnational stress theory
Work demand perceived by the individual
When stress was first defined, it was measured with stimulus and response.
However, now, we are more concerned with the emotions of it.
So stress theories is now about the “components to the stress transaction operating within a relational process.” (Lazarus 2001)
Person- Environment Fit
Described by French et al. (1982)
The relationship between P-E Fit (or misfit) and strain as u-shaped.
LOW demands (underpaid) and high demands (Overworked) causes stress
Right balance of stress is called eustress
This can be caused by increased demands (projects, tasks) can produce motivation and confidence
It is believed
Demands–ability fit can also be important in terms of a person’s well-being. For instance, if person’s workload is high and they do not have the time or energy to perform what is expected from them, this can induce a high level of psychological strain
Warr’s Vitamin Model (1987)
Peter Warr originally created 9 key features of jobs which causes strain, then in 2005, updated it to 10 and these are referred as the ‘vitamin’ model
1. Opportunity for personal control
2. Opportunity for skill use
3. Externally generated goals
4. Variety
5. Environmental Clarity
6. Availability of Money
7. Physical security
8. Supportive supervision
9. Opportunity for interpersonal contact
10. Valued social position
It is a curvilinear model as too much of the above can cause negative affects
Job-Demands Control Model
Karasek’s model (1979) suggested two main components of work: Perceived levels of job demand AND job control
-high validity
While one can impact highly on stress, together they can produce high-strain jobs (most stressful)
While low demands and low control causes passivity and boredom
Revision by Johnson and Hall (1988) acknowledges benefits of receiving balanced levels of perceived job support to relieve stress.
They evolved from transnational stress theory
Work demand perceived by the individual
When stress was first defined, it was measured with stimulus and response.
However, now, we are more concerned with the emotions of it.
So stress theories is now about the “components to the stress transaction operating within a relational process.” (Lazarus 2001)
Person- Environment Fit
Described by French et al. (1982)
The relationship between P-E Fit (or misfit) and strain as u-shaped.
LOW demands (underpaid) and high demands (Overworked) causes stress
Right balance of stress is called eustress
This can be caused by increased demands (projects, tasks) can produce motivation and confidence
It is believed
Demands–ability fit can also be important in terms of a person’s well-being. For instance, if person’s workload is high and they do not have the time or energy to perform what is expected from them, this can induce a high level of psychological strain
Warr’s Vitamin Model (1987)
Peter Warr originally created 9 key features of jobs which causes strain, then in 2005, updated it to 10 and these are referred as the ‘vitamin’ model
1. Opportunity for personal control
2. Opportunity for skill use
3. Externally generated goals
4. Variety
5. Environmental Clarity
6. Availability of Money
7. Physical security
8. Supportive supervision
9. Opportunity for interpersonal contact
10. Valued social position
It is a curvilinear model as too much of the above can cause negative affects
Job-Demands Control Model
Karasek’s model (1979) suggested two main components of work: Perceived levels of job demand AND job control
-high validity
While one can impact highly on stress, together they can produce high-strain jobs (most stressful)
While low demands and low control causes passivity and boredom
Revision by Johnson and Hall (1988) acknowledges benefits of receiving balanced levels of perceived job support to relieve stress.