SECONDARY DATA
LITERATURE REVIEW:
STRESS:
“Stress is an unwanted reaction people have to severe pressures or other types of demands placed upon them or Stress is a common complaint of workers worldwide.” (Taylor et. al. 2004). The stress experience was first documented 50 years ago by Dr Hans Selye, a pioneer in stress research. (Selye, 1974). He considered stress to be non-specific response of human body to any demand on it (Selye, 1978, 1993). Employees’ constant exposure to stress, if not handled effectively, can be destructive both for them in terms of the quality of their work and their physical and mental state and for the organization where they work (Maslach, 2003). Because of its varied impacts at the individual, the organizational, …show more content…
341). That is, people endeavor to both preserve resources and to accumulate resources in order to better navigate their way through life’s demands and challenges. A “resource” is anything that is important to the person, contributes positively to their well-being and enables them to adjust. In his overview of COR theory and its applications, Hobfoll indicated that 74 different types of resources have been identified through research. Some of these are what he referred to as “personal” resources, whereas others are features of the environment (external resources). Personal resources include attributes such as personal values (e.g., the importance of achievement), personality traits (e.g., internal locus of control, hardiness, dispositional optimism, generalized self-esteem) and other characteristics, including positive affect (Nelson & Simmons, 2003). Environmental resources will vary depending on the kind of environment the person functions …show more content…
However, demands–ability fi t 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. In summary, the basic notion underlying P–E fit theory is that there needs to be a match between what people want and what they receive, as well as a match between their abilities (knowledge, skills) and the demands placed upon them. Lack of match (misfit) creates stress and (ultimately) reduces their sense of psychosocial well-being. If individuals are not concerned about how well they perform at work, frequent non-work related social interaction with work colleagues may not be considered a distraction and, hence, will not increase stress. As we have noted above, increased psychological stress and decreased psychosocial well-being are two major outcomes of misfit in the work
LITERATURE REVIEW:
STRESS:
“Stress is an unwanted reaction people have to severe pressures or other types of demands placed upon them or Stress is a common complaint of workers worldwide.” (Taylor et. al. 2004). The stress experience was first documented 50 years ago by Dr Hans Selye, a pioneer in stress research. (Selye, 1974). He considered stress to be non-specific response of human body to any demand on it (Selye, 1978, 1993). Employees’ constant exposure to stress, if not handled effectively, can be destructive both for them in terms of the quality of their work and their physical and mental state and for the organization where they work (Maslach, 2003). Because of its varied impacts at the individual, the organizational, …show more content…
341). That is, people endeavor to both preserve resources and to accumulate resources in order to better navigate their way through life’s demands and challenges. A “resource” is anything that is important to the person, contributes positively to their well-being and enables them to adjust. In his overview of COR theory and its applications, Hobfoll indicated that 74 different types of resources have been identified through research. Some of these are what he referred to as “personal” resources, whereas others are features of the environment (external resources). Personal resources include attributes such as personal values (e.g., the importance of achievement), personality traits (e.g., internal locus of control, hardiness, dispositional optimism, generalized self-esteem) and other characteristics, including positive affect (Nelson & Simmons, 2003). Environmental resources will vary depending on the kind of environment the person functions …show more content…
However, demands–ability fi t 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. In summary, the basic notion underlying P–E fit theory is that there needs to be a match between what people want and what they receive, as well as a match between their abilities (knowledge, skills) and the demands placed upon them. Lack of match (misfit) creates stress and (ultimately) reduces their sense of psychosocial well-being. If individuals are not concerned about how well they perform at work, frequent non-work related social interaction with work colleagues may not be considered a distraction and, hence, will not increase stress. As we have noted above, increased psychological stress and decreased psychosocial well-being are two major outcomes of misfit in the work