STRESS AT WORK - ENOP OUTLINEOUTLINE •• Stress at work ... • Psycho-Social Risk Factors Indicator (OHI-2) • Coping with stress ... Occupational stress ...Published in: Journal

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STRESS AT WORK

Professor Mare Teichmann

Copyright 2010 Mare Teichmann, Tallinn University of Technology, Institute of Industrial Psychology. All rights reserved

STRESS OUTLINEOUTLINE•• Stress at workStress at work• Fight and flight reaction•• Definiton of work realated stressDefiniton of work realated stress•• StimulusStimulus--response stress reactionresponse stress reaction•• Karasek Model of StressKarasek Model of Stress

• Estonian Occupational Stress Study• Organizational Health Framework• Psycho-Social Risk Factors Indicator (OHI-2)• Coping with stress• Stages of stress and the first aid • Coping strategies: Goal setting, Problem solving, Correction of A-type

behavior (workaholic), Internality, Personality balance, Social support, Work / life balance, Role conflict solving, Self-management: time management, personal financial resources management, emotional management, Self-esteem, Quality of life

Stress at work28% European employees (Cooper, 2002)

20% US employees (RoperASW poll , 2002)

87% Estonians,14% manifest the chronical stress(Saar Poll Ltd., 2002)

38% Estonian employees (Estonian Ministry of Social Affairs ,2002)

Estonian employees manifest stress at work significantly more frequently than European and the US employees.

Copyright © Mare Teichmann 2010

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Stress Stress is a pattern of “stone age” reactions is a pattern of “stone age” reactions that occurs in response to stressor that occurs in response to stressor exposures exposures (stimulus) (stimulus) and prepares the human and prepares the human organism for fight or flight i.e. for physical organism for fight or flight i.e. for physical activity activity (reaction or response)(reaction or response)..

Fight or Flight Reaction

FightFight

Flight Flight

This was adequate when stone-age man was facing a pack of wolves, but not so today when workers arestruggeling to adjust to rotation shifts, highly monotonous and fragmented tasks, or overdemanding tasks and customers.

or

StressWork related stress Work related stress can be defined as a pattern can be defined as a pattern

of of emotional, cognitive, behavioural and emotional, cognitive, behavioural and physiological physiological reactions to adverse and reactions to adverse and noxious aspects of noxious aspects of work content, work work content, work organisation and work environment organisation and work environment (European (European Commission, 1999)Commission, 1999)


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Stimulus – response stress reactions

STRESSORS• Workload• Personal responsibility• Relationships• Home/work balance• Occupational roles• Recognition• Organizational climate

Consequences• Health• Psycho-social

wellbeing• Performance• Errors• Low satisfaction• Low work motivation• Absenteeism and

presenteeism

DEMANDS

CONTROL

COPING

High skill level Learn new things Non repetitious Creative Allows freedom Make one's decisions Participate in decisions Have say on the job

Work fast Work very hardLots of work Not enough time Excessive work No time to finishConflicting demands

Karasek, et al. (1979)


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Formal aspects of the work situation

Work assignmentWork conditionsWork environment and

facilitiesWork relations

Task demands and environmental factors

Are the manifestations of the aspects in concrete situation. Task demands always met in a specific environment.

• Methods of task analyze

• Methods of workplace

Meijman, T.F.; Mulder, G. (1998)

Workload

Personal responsibility

Relationships

Home/work balance

Occupational roles

Recognition

Organizational climate

Locus of Control

COPING

SATISFACTION

* CISMS – Collaborative International Study of Managerial Stress

Estonian Occupational Stress Study

Stressors

WorkloadRelationshipsHome/work balanceOccupational rolesPersonal responsibilityHasslesRecognitionOrganizational climate

25,2 23,9 23,8 22,833 34,2 34 34,919 20,7 21,3 1913,6 14,2 14,2 13,516 16,1 15,9 15,514 13,7 13,7 13,115 16,1 15,6 16,515 15,5 15,2 15,5

Prosecutors Prosecutors Engineers Engineers Managers Managers Civil Civil servantsservants

* Higher score shows that stressor has more influence

Teichmann, M. , TUT (2005 – 2007)


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Organizational Health Framework

INDIVIDUAL CHARACTERISTICS OF

EMPLOYEE’S

EMPLOYEE’S PSYCHOLOGICAL

WELLBEING

ORGANIZATIONAL CHARACTERISTICS

ORGANIZATIONAL PERFORMANCE

Hart, P.M. and Cooper, C.L.. (2001)

Psycho-Social Risk Factors’ Indicator(OHI-2) Teichmann, M.; Ilvest, J. Jr. (2009)

Demands

Individual Factors of Employee

Work Locus of Control

Coping

Organizational Factors

Psycho-Social Risk Factors Indicator(OHI-2) Teichmann, M.; Ilvest, J. Jr. (2009)

1st Factor: Work demands1st Factor: Work demandsQuantitative demandsQuantitative demands

Qualitative demandsQualitative demandsPsychological demandsPsychological demandsEmotional demandsEmotional demands

Sensory deamndsSensory deamndsSocial demands Social demands

Work organise demandsWork organise demands

2nd Factor: Individual factors

SatisfactionHealth Wellbeing

Sleep and restRelationships


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3rd Factor: Work locus of 3rd Factor: Work locus of controlcontrol

InternalityInternality

ExternalityExternality

4th Factor: Coping

Emotional strategies of coping

Positive affects at workNegative affects at work

Problem solving strategies of coping

Self -esteem

Work / family conflict


5th Factor: Organizational factorsFactor: Organizational factorsOpportunity for development and careerOpportunity for development and career

Mening of workMening of workSecuritySecurityRecognitionRecognition

Supervision, management and leadershipSupervision, management and leadershipOrganizational climate Organizational climate

PSYCHO-SOCIAL RISK INDEX

* OHI-2 (in Estonian) is available http://www.enop.ee/tpi/ohi2.php

Coping with stress


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Coping with stress

COPING WITH STRESS

FIRST AID COPING STRATEGIES

* Digital teaching Tools (in Estonian):Occupational stress http://www.pekonsult.ee/digi/stress.htmCoping with stress http://www.pekonsult.ee/digi/toimetulek.htm

Stages of stress and the first aid

1. stage: Honeymoon

2. stage: Oil and waterSatisfaction êEffectiveness êRole behavior êSleep disorders éIrritability éDepressive thoughts éLearned helplessness éMicro-traumatic behavior éSmoking, alcohol, drug abuse éShopping éOvereating é

4. stage: Disease

3. stage: Chronic symptoms

Coping strategiesGoal setting

Problem solvingCorrection of A-type behavior (workaholic)Internality

Personality balanceSocial support

Work / life balanceRole conflict solving

Self -management: time management, personal financial resources management, emotional management

Self -esteem

Quality of lifeQuality of working life


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Goal settingGoal setting involves establishing specific,

measurable and time-targeted objectives.Goals

short-term long-term

Effective goals should be 1. Tangible2. Understandable for yourself3. Specific 4. Realistic 5. Have a time targeted for completion

Type A personality

Type A personalities are workaholics, always busy, driven, somewhat impatient.

Type B personalities, on the other hand are laid back and easy going.

Type-A personalityType A• business

• impatient• achievement oriented

• enjoys competition• work is hobby and leisure is work

• fear for holidays• initiative and active• takes himself huge amount of tasks

• forget eating• steal his sleep time


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Is Estonian managers’ WLC a stable construct in the dimension of time?

Sample 1 (N=163)

1996

Sample 2(N=164)

2002

Sample 3 (N=309)

2004

Work Locus of Control

47.1 45.9 p = .01 45.1 p = .001

*

Work locus of control lower scores represents internality

We took the mean score from Sample 1 as a standard and compared it with the corresponding mean scores for each other samples to see if there was significant difference.

Mean Scores and Difference Between the Samples of Estonian Managers’

* Source: Teichmann, M. (2006). Professionals' work locus of control and quality of life. International Journal of Psychology, 43(3-4), 812??

Personality balance

PSYCHOLOGICALWELLBEING

RELATIONSHIPSAT WORK

KNOWLEDGE, NEEDS, VALUES

FAMILY, FRIENDS, CLOSE RELATIONSHIPS

HEALTH

FINANCIAL-ECONOMIC STATUS

Social support

7 7 ±± 2 2 rulerule RELATIVES

FRIENDS

ALL FAMILY MEMBERS

CHILDREN

PARENTS VERY GOOD FRIENDS

PERSONALITYPERSONALITYCOLLEAGUES

NEIGHBORS


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Work / life balance

WORK

LIFE• Unstable balance

• Predictor could be the TIME

Work-Family Conflict Teichmann, M. , 2006

Role conflict solving

Role conflict is a conflict among the roles corresponding to two or more statuses.

Role conflict is a special form of social conflict that takes place when one is forced to take on two different and incompatible roles at the same time.

For example: For example: conflict between the mother’s role and conflict between the mother’s role and work role (the role of nice colleague)work role (the role of nice colleague)


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Time management

There are only 24 hours per day and night!

* Digital teaching Tools (in Estonian):Self-Management http://deepzone2.ttu.ee/hhp0020/ej/ej1.htmTime-Management http://deepzone2.ttu.ee/hhp0020/ej/ej2.htmPersonal Financial Resources Management (for students) http://deepzone2.ttu.ee/hhp0020/ej/ej3.htm

Emotional management

• Do not act!• Cool down!• Remember 2-3

important phone numbers!

• If you can – then start to analyze the situation, work out the action plan and act.

Emotional management

Anger

FightFight

Flight Flight

or


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Self-esteem

Self-esteem is a term used in psychology to reflect a person’s overall evaluation or appraisal of his own worth.

Self-esteem is distinct from self-confidence and self-efficacy, which involve beliefs about ability and future performance.

SELFSELF--ESTEEMESTEEM

high, low adecuate, nonhigh, low adecuate, non--adecuateadecuate

Self-esteemStatus syndromeStatus syndromeSocial status is the position or rank of a person or group

within the society This is myREFERENCE GROUP

I am here

COMPARSION

For example: They do not accept me if I do not have similar car or mobile phone etc.!I can’t identify myself with my reference group if do not have …..

Quality of life

Quality of Life Domains:1. Physical health2. Psychological well -being3. Level of independence4. Social relations5. Environment6. Spirituality / religion / personal beliefs

World Health Organization (WHO) defines quality quality in lifein life as an individual´s perception of their position in life in the context of the culture and value systems in which thei live and in reaction to their goals, expectations, standards, and concerns (WHO, 1997).


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Estonian Quality of Life StudyTeichmann, M. (1997); Teichmann, M. et al. (2006)

WHOQOL-100 Managers

(2004)

Engineers(2005)

Statistically

signifficant difference

Estonian average

QOL Index (2000)

WHO average

QOL Index (1998)

Statistically

signifficant difference

WHOQOL-100 Index 14.95 14.58 p = .01 12.41 13.3 p = .001

Physical health 14.74 14.77 - 11.29 13.25 p = .001

Psychological well-being

15.05 14.47 - 12.26 13.85 p = .001

Level of independence

16.74 16.65 - 13.47 14.35 -

Social relations 15.43 15.05 - 13.37 14.2 -

Environment 14.61 14.02 p = .001 11.72 13.55 p = .001

Spirituality / religion / personal beliefs

13.13 12.26 p = .01 12.01 13.70 p = .001

* Higher score shows higher Quality of Life

Work Locus of Control and Quality of life

. Teichmann, M., TUT 2005-2007




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Quality of working lifeQuality of working life

1. Initiative2. Work variety3. Learning opportunity4. Participation in decision making

Gallie, 2003


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Quality of working lifeQuality of working life

1. Work organization2. Employment policy3. Employment relations4. Social policy

Gospel, 2003

Modern understanding of the Quality of working lifeQuality of working life

1. Nature and organization of work2. Personnel policy and practice3. Employee representation and voice in

decision making 4. Employment relationships5. Management, supervision and leadership

Causal relationship between QWL and productivity

QWL and mental health, stress

Sussex University’ concept of the Quality of working lifeQuality of working life

1. Organization of work2. Leadership3. Management4. Working conditions5. Rewards (fairness)

6. Skills and prospects7. Relations at work8. Nature of work


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OECD QWL

1. Health2.2. Individual development through learningIndividual development through learning3.3. Employment and quality of working lifeEmployment and quality of working life4.4. Time and leisureTime and leisure5.5. Command over goods and servicesCommand over goods and services6.6. Physical environmentPhysical environment7.7. Personal safety and administration of justicePersonal safety and administration of justice8.8. Social opportunity and inequalitySocial opportunity and inequality

List of social concerns common to most OECD countries, (OECD, 1973)

EU Working Condition Survey1. Relations at work2.2. Skills and prospectsSkills and prospects3.3. Management and leadershipManagement and leadership4.4. Work pressureWork pressure5.5. Autonomy and flexibilityAutonomy and flexibility6.6. RewardsRewards7.7. Pride and working conditionsPride and working conditionsQWL is related toQWL is related to

QoL in generalQoL in generaleconomic measureseconomic measures

stress, health and wellbeing stress, health and wellbeing


Documents

STRESS AT WORK - ENOP OUTLINEOUTLINE •• Stress at work ... • Psycho-Social Risk Factors Indicator (OHI-2) • Coping with stress ... Occupational stress ...Published in: Journal