Study notes on academic ideas about job/ work stress

Study notes on academic ideas about job/work stress

Academic ideas are bolded

Kevin Daniels. “Rethinking job characteristics in work stress research” Human Relations DOI: 10.1177/0018726706064171 Volume 59(3): 267–290.

“In work stress research, consistent relationships between job characteristics and strain have not been established across methods for assessing job characteristics. By examining the methods used to assess job characteristics in work stress research, I argue that this is because different methods are assessing interrelated, yet distinct, facets of job characteristics: latent, perceived and enacted facets”;

Michael Calnan1, Emma Wadsworth3, Margaret May2, Andrew Smith3 and David Wainwright1. “Job strain, effort – reward imbalance, and stress at work: competing or complementary models?” Scand J Public Health 32.

“The social epidemiological approach for explaining the causes of work-related stress (1), suggests that certain work characteristics elevate the susceptibility of the worker to the risk of job strain with negative consequences for mental and physical health. This social epidemiological approach has spawned a number of different and competing social epidemiological models”;

“The demand control model (2) considers the influence and interrelationship of three concepts, which are ‘job demands’, ‘job control’, and ‘social support at work’. The ‘job demands’ dimension examines the pace and intensity of work. The model predicts that job strain is not simply a function of job demands, but also depends on the amount of control the worker has over work and the skill and variety involved. Work that combines high demands with low control is predicted to cause a high state of job strain with the subsequent risk of psychological and physical morbidity”;

Sam Loc Wallace, Jayoung Lee and Sang Min Lee. “job stress, coping strategies, and burnout among abuse-specific counsellors” journal of employment counseling • September 2010 • Volume 47.

“Coping strategies are the ways in which individuals choose to respond to stressful situations (Welbourne, Eggerth, Hartley, Andrew, & Sanchez, 2007). Parkes (1994) suggested that personal characteristics such as coping strategies can mediate or moderate relations between job demands (stressors) and job strains (burnout symptoms). Individual differences in coping strategies have been theorized to derive from traditional personality dimensions and have been supported in several studies (Armstrong-Strassen, 2004; Carver, Scheier, & Weintraub, 1989; McCormick, Dowd, Quirk, & Zegarra, 1998). Effective coping strategies may play an important role in reducing stress levels and increasing job satisfaction”;

“Specifically, using the Baron and Kenny’s (1986) mediation and moderation model, we analyzed for identifying mediating and moderating relationships between coping strategies and counselor burnout as they relate to types and severity of job stress as perceived by abuse-specific counsellors”;