|
Job Demands-Resources Model
The job demands-resources model (JD-R model) is an occupational stress model that suggests strain is a response to imbalance between demands on the individual and the resources he or she has to deal with those demands. The JD-R was introduced as an alternative to other models of employee well-being, such as the demand-control model and the effort-reward imbalance model. The authors of the JD-R model argue that these models "have been restricted to a given and limited set of predictor variables that may not be relevant for all job positions" (p.309). Therefore, the JD-R incorporates a wide range of working conditions into the analyses of organizations and employees. Furthermore, instead of focusing solely on negative outcome variables (e.g., burnout, ill health, and repetitive strain) the JD-R model includes both negative and positive indicators and outcomes of employee well-being. Basic assumptions The JD-R model can be summarized with a short list of assumptions/premises: * ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
|
|
Occupational Stress
Occupational stress is psychological stress related to one's job. Occupational stress refers to a chronic condition. Occupational stress can be managed by understanding what the stressful conditions at work are and taking steps to remediate those conditions. Occupational stress can occur when workers do not feel supported by supervisors or coworkers, feel as if they have little control over the work they perform, or find that their efforts on the job are incommensurate with the job's rewards. Occupational stress is a concern for both employees and employers because stressful job conditions are related to employees' emotional well-being, physical health, and job performance. A landmark study conducted by the World Health Organization and the International Labour Organization found that exposure to long working hours, which are theorized to operate through increased psycho-social occupational stress, is the occupational risk factor with the largest attributable burden of disease, ac ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
|
|
Occupational Health Psychology
Occupational health psychology (OHP) is an interdisciplinary area of psychology that is concerned with the health and safety of workers.Schonfeld, I.S., & Chang, C.-H. (2017). ''Occupational health psychology: Work, stress, and health''. New York, NY: Springer Publishing Company.Houdmont, J., & Leka, S. (2010). An introduction to occupational health psychology. In S. Leka & J. Houdmont (Eds.). ''Occupational health psychology'' (pp. 1–30). John Wiley: Hoboken, NJ. OHP addresses a number of major topic areas including the impact of occupational stressors on physical and mental health, the impact of involuntary unemployment on physical and mental health, work-family balance, workplace violence and other forms of mistreatment, psychosocial workplace factors that affect accident risk and safety, and interventions designed to improve and/or protect worker health. Although OHP emerged from two distinct disciplines within applied psychology, namely, health psychology and industrial and ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
|
 |
Organizations
An organization or organisation (Commonwealth English; see spelling differences), is an entity—such as a company, an institution, or an association—comprising one or more people and having a particular purpose. The word is derived from the Greek word ''organon'', which means tool or instrument, musical instrument, and organ. Types There are a variety of legal types of organizations, including corporations, governments, non-governmental organizations, political organizations, international organizations, armed forces, charities, not-for-profit corporations, partnerships, cooperatives, and educational institutions, etc. A hybrid organization is a body that operates in both the public sector and the private sector simultaneously, fulfilling public duties and developing commercial market activities. A voluntary association is an organization consisting of volunteers. Such organizations may be able to operate without legal formalities, depending on jurisdiction, in ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
 |
Employment
Employment is a relationship between two parties regulating the provision of paid labour services. Usually based on a contract, one party, the employer, which might be a corporation, a not-for-profit organization, a co-operative, or any other entity, pays the other, the employee, in return for carrying out assigned work. Employees work in return for wages, which can be paid on the basis of an hourly rate, by piecework or an annual salary, depending on the type of work an employee does, the prevailing conditions of the sector and the bargaining power between the parties. Employees in some sectors may receive gratuities, bonus payments or stock options. In some types of employment, employees may receive benefits in addition to payment. Benefits may include health insurance, housing, disability insurance. Employment is typically governed by employment laws, organisation or legal contracts. Employees and employers An employee contributes labour and expertise to an e ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
|
Occupational Burnout
According to the World Health Organization (WHO), occupational burnout is a syndrome resulting from chronic work-related stress, with symptoms characterized by "feelings of energy depletion or exhaustion; increased mental distance from one’s job, or feelings of negativism or cynicism related to one's job; and reduced professional efficacy". While burnout may influence health and can be a reason for people contacting health services, it is not itself classified by the WHO as a medical condition or mental disorder. WHO additionally states that "Burn-out refers specifically to phenomena in the occupational context and should not be applied to describe experiences in other areas of life." History According to Wolfgang Kaskcha, "Burnout as a phenomenon has probably existed at all times and in all cultures." He notes that the condition is described in the Book of Exodus. Gordon Parker believes the ancient European concept of acedia refers to burnout, and not depression as ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
|
 |
Repetitive Strain Injury
A repetitive strain injury (RSI) is an injury to part of the musculoskeletal or nervous system caused by repetitive use, vibrations, compression or long periods in a fixed position. Other common names include repetitive stress disorders, cumulative trauma disorders (CTDs), and overuse syndrome. Signs and symptoms Some examples of symptoms experienced by patients with RSI are aching, pulsing pain, tingling and extremity weakness, initially presenting with intermittent discomfort and then with a higher degree of frequency. Definition Repetitive strain injury (RSI) and associative trauma orders are umbrella terms used to refer to several discrete conditions that can be associated with repetitive tasks, forceful exertions, vibrations, mechanical compression, sustained or awkward positions, or repetitive eccentric contractions. The exact terminology is controversial, but the terms now used by the United States Department of Labor and the National Institute of Occupational S ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
|
Self-efficacy
In psychology, self-efficacy is an individual's belief in their capacity to act in the ways necessary to reach specific goals. The concept was originally proposed by the psychologist Albert Bandura. Self-efficacy affects every area of human endeavor. By determining the beliefs a person holds regarding their power to affect situations, self-efficacy strongly influences both the power a person actually has to face challenges competently and the choices a person is most likely to make. These effects are particularly apparent, and compelling, with regard to investment behaviors such as in health, education, and agriculture. A strong sense of self-efficacy promotes human accomplishment and personal well-being. A person with high self-efficacy views challenges as things that are supposed to be mastered rather than threats to avoid. These people are able to recover from failure faster and are more likely to attribute failure to a lack of effort. They approach threatening situations ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
|
 |
Motivation
Motivation is the reason for which humans and other animals initiate, continue, or terminate a behavior at a given time. Motivational states are commonly understood as forces acting within the agent that create a disposition to engage in goal-directed behavior. It is often held that different mental states compete with each other and that only the strongest state determines behavior. This means that we can be motivated to do something without actually doing it. The paradigmatic mental state providing motivation is desire. But various other states, such as beliefs about what one ought to do or intentions, may also provide motivation. Motivation is derived from the word 'motive', which denotes a person's needs, desires, wants, or urges. It is the process of motivating individuals to take action in order to achieve a goal. The psychological elements fueling people's behavior in the context of job goals might include a desire for money. Various competing theories have been proposed co ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
|
Work Engagement
Work engagement is the "harnessing of organization member's selves to their work roles: in engagement, people employ and express themselves physically, cognitively, emotionally and mentally during role performances". Three aspects of work motivation are cognitive, emotional and physical engagement. There are two schools of thought with regard to the definition of work engagement. On the one hand Maslach and Leiter assume that a continuum exists with burnout and engagement as two opposite poles. The second school of thought operationalizes engagement in its own right as the positive antithesis of burnout. According to this approach, work engagement is defined as a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption. Vigor is characterized by high levels of energy and mental resilience while working, the willingness to invest effort in one's work, and persistence even in the face of difficulties; dedication by being strongly invo ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
|
|
European Academy Of Occupational Health Psychology
The European Academy of Occupational Health Psychology (EA-OHP) is a pan-European organization that was established in 1999. It is the first organization of its kind in the world that is devoted to occupational health psychology.Houdmont, J. (2009). Across the pond: A history of the European Academy of Occupational Health Psychology. ''Newsletter of the Society of Occupational Health Psychology, 7'', 4-5/ref> In order to obtain membership in the EA-OHP, "applicants should possess i) a degree in psychology or closely related subject and ii) at least three years active involvement in occupational health psychology." The activities of the EA-OHP are centered on research, practice, and education. The Academy organizes a major international conference on OHP every two years. The EA-OHP is also associated with the journal '' Work & Stress''. The Academy publishes a newsletter, ''The Occupational Health Psychologist'', three times per year to keep the membership abreast of developments ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
|
|
Occupational Stress
Occupational stress is psychological stress related to one's job. Occupational stress refers to a chronic condition. Occupational stress can be managed by understanding what the stressful conditions at work are and taking steps to remediate those conditions. Occupational stress can occur when workers do not feel supported by supervisors or coworkers, feel as if they have little control over the work they perform, or find that their efforts on the job are incommensurate with the job's rewards. Occupational stress is a concern for both employees and employers because stressful job conditions are related to employees' emotional well-being, physical health, and job performance. A landmark study conducted by the World Health Organization and the International Labour Organization found that exposure to long working hours, which are theorized to operate through increased psycho-social occupational stress, is the occupational risk factor with the largest attributable burden of disease, ac ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
|
|
Society For Occupational Health Psychology
The Society for Occupational Health Psychology (SOHP) is the first organization in the United States to be devoted to occupational health psychology. It is dedicated to the application of scientific knowledge in order to improve worker health and well-being. Constitution The Society for Occupational Health Psychology is a learned society "dedicated to the generation, dissemination, and application of scientific knowledge in order to improve worker health and well-being." The goals of the society are threefold. First, SOHP promotes psychological research on important questions pertaining to occupational health. Second, SOHP encourages the application of research to improve the health and safety of people who work. Third, the society works to enhance undergraduate and graduate training in the field of occupational health psychology (OHP). Full membership in SOHP requires "a postgraduate degree in a field related to OHP," such as "occupational health psychology, public health, occupati ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |