OB - CH 18

Comprehensive vocabulary flashcards covering the stress process, burnout, defense mechanisms, and organizational health theories from Chapter 18.

Stress

A generally unpleasant perception and appraisal of stressors.

Stressor

Conditions or events that an individual perceives as challenging or threatening.

Strain

The psychological, physiological, and behavioral consequences of stress.

Challenge stressors

Job demands appraised as difficult but potentially beneficial that offer opportunities for learning, achievement, or growth.

Hindrance stressors

Job demands appraised as obstacles with little or no potential upside that interfere with goal attainment; examples include red tape, bureaucracy, and role ambiguity.

Stress Reactions

The behavioural, psychological, and physiological consequences of stress, which can be passive responses or active attempts to cope.

Job insecurity

The perception that one's job is at risk or that one's employment is not stable, specifically salient for gig workers.

Workaholism

A maladaptive mental state characterized by feeling compelled to work due to internal pressures and thinking about work even when not working.

Burnout

A process starting with emotional exhaustion, leading to cynicism or depersonalization, and followed by feelings of low self-efficacy and low personal accomplishment.

Emotional exhaustion

The burnout stage involving feeling emotionally drained, depleted, and overwhelmed by the demands of work.

Depersonalization (Cynicism)

Developing negative attitudes or detachment and distancing oneself emotionally from work or people.

Low personal accomplishment

A stage of burnout characterized by feelings of incompetence, reduced productivity, and a decreased sense of achievement.

Burnout-Engagement Continuum

A model pairing Exhaustion with Vigour, Cynicism with Dedication, and Low self-efficacy with Absorption.

Problem solving

A behavioural reaction directed toward terminating the stressor or reducing its potency through reality-oriented actions like delegation or time management.

Social support

Having close ties with others that bolster self-esteem, provide information, or offer comfort to mitigate stress.

Presenteeism

A phenomenon where employees go to work while ill; the opposite of withdrawal.

Defence mechanisms

Psychological attempts to reduce the anxiety associated with stress rather than confronting the actual stressor.

Rationalization

Creating a seemingly logical explanation to justify a feeling, decision, or failure to make it feel less threatening.

Projection

Attributing one's own uncomfortable thoughts, motives, or feelings to someone else.

Displacement

Redirecting emotions, such as anger or frustration, from the real source to a safer target.

Reaction formation

Expressing the opposite of what one actually feels because the true feeling is unacceptable or anxiety-provoking.

Compensation

Overemphasizing strengths in one area to offset perceived weaknesses or failures in another.

Conservation of Resources (COR)

A theory suggesting employees strive to obtain, foster, retain, and protect factors within their control that help fulfill desires or meet goals.

Effort-Reward Imbalance Model

A theory stating employees experience strain when they put in a great deal of effort for little reward.

Job Demand-Control-Support (JDCS) Model

A model suggesting strain is a function of three factors: demands, control, and support.

Job Demands-Resources (JDR) Model

A model combining elements of COR and JDCS to show how demands and resources contribute to performance through strain and engagement.