WHP lecture 4

What are job demands?

Physical, psychological, social, or organizational aspects of a job that require sustained effort or skill and may cause physiological or psychological costs.

What are physical job demands?

Physical aspects of work such as lifting, carrying, repetitive movements, driving, heat, noise, and prolonged sitting.

What are cognitive job demands?

Mental demands involving remembering, problem-solving, decision-making, analyzing information, communicating, and conducting research.

What is emotional workload?

Job situations that evoke emotions, such as aggression, threats, harassment, bullying, discrimination, and conflict.

How can the relationship between job demands and outcomes be curvilinear?

Very low demands may provide too little stimulation, moderate demands can support attention and performance, and very high demands can cause anxiety, exhaustion, and poorer performance.

What is optimal arousal?

The idea that performance can be strongest at an appropriate level of activation

How can perceived fairness influence the relationship between demands and outcomes according to Janssen (2001)?

Perceived fairness can moderate the relationship between demands and outcomes such as performance and job satisfaction.

What are hindrance demands?

Demands that obstruct goals or control and drain energy, such as role ambiguity, job insecurity, constraints, and interpersonal conflict.

What are challenge demands?

Demands that require effort but can offer opportunities for learning, achievement, and growth, such as workload, time pressure, and cognitive demands.

What is the difference between challenge and hindrance demands?

Challenge demands can support achievement and growth, whereas hindrance demands obstruct goals and frustrate progress.

Are challenge demands always beneficial?

No. They can support learning and motivation but can also consume energy, cause stress, and contribute to ill-health.

What type of coping is often associated with hindrance demands?

Emotion-focused coping.

What type of coping may be encouraged by challenge demands?

Problem-focused coping.

What is Expectancy–Value Theory (Vroom, 1964)?

A theory explaining motivation through the effort required, expectancy of success, and instrumentality or the belief that success will lead to valued outcomes.

What is expectancy in Expectancy–Value Theory?

The belief that one's effort can lead to successful performance.

What is instrumentality in Expectancy–Value Theory?

The belief that successful performance will lead to valued outcomes.

When can a challenging demand be motivating according to Expectancy–Value Theory?

When success seems possible and the outcome is worthwhile.

When can a demand become harmful according to Expectancy–Value Theory?

When success seems unlikely or effort is not expected to lead to valued outcomes.

What is the difference between emotional workload and emotion work?

Emotional workload refers to situations that evoke emotions; Emotional workload refers to the sum of job demands that cause emotions in workers, such as verbal aggression or conflicts. Emotion work refers to the effort, planning, and control needed to express the emotions expected by the organization. For example, an aggressive customer creates emotional workload, while remaining friendly and professional despite feeling angry is emotion work

What are felt emotions?

The emotions an employee actually experiences.

What are displayed emotions?

The emotions an employee shows or is expected to show at work.

What is emotional dissonance?

A mismatch between the emotions an employee actually feels and the emotions they display.

What is surface acting?

Changing the outward emotional display without changing the actual feeling, such as pretending to be happy.

What is deep acting?

Trying to change one's actual feelings so they match the emotions expected at work.

What are the four forms of emotion work?

Hiding negative feelings actually experienced, displaying positive emotions not actually felt, displaying negative emotions not actually felt, and hiding positive feelings actually experienced.

What did Hülsheger and Schewe (2011) find about surface acting?

Surface acting was associated with poorer well-being and job attitudes, and a small negative relationship with performance.

What did Hülsheger and Schewe (2011) find about deep acting?

Deep acting had weaker negative relationships with well-being and job attitudes, and positive relationships with emotional performance and customer satisfaction.