This article examines assessment approaches and specific measures used by job-stress researchers to characterize aspects of work and the working environment (potential job stressors) and workers' reactions to these working conditions (strains). Self-report instruments, observational approaches, and physiological indicators are described. Problematic areas (e.g., the use of overlapping stressor and strain measures) and contemporary issues affecting job stress assessment (e.g., negative affectivity) are discussed. Recommendations regarding instrument selection and measurement improvements are offered. It is concluded that closer attention to measurement-related issues is critical to the advancement of knowledge in the field. Important needs include the identification and more frequent use of objective measures, the increased use of triangulation strategies, and a careful examination of the adequacy of existing constructs and measures for capturing the demands of contemporary work.

I'm stressed out'' is the refrain of many workers. They know too well the experience of distress or strain that can accompany work. They also know, however, that there are times when they operate "in the zone" at work. Time is suspended, there is a feeling of engagement, intense task focus, and pleasurable emotions. Yet it seems easier for workers to describe the negative experience of stress than the positive experience of stress. Although many have heard the term distress, few are familiar with eustress. The purpose of this chapter is to propose a more positive, holistic approach for understanding work stress by incorporating eustress, the positive stress response, along with its positive indicators and associated positive outcomes.We begin by exploring the definitions of health. Work stress has its roots in occupational health psychology, and our definitions of health have shaped and informed our definitions of stress. We then briefly highlight four prevailing work stress approaches to show that the emphasis has largely been on the negative. Next, we draw on existing stress research to develop a definition of eustress and present the holistic model of work stress, which explicitly incorporates the positive response and positive outcomes of the stress process. Highlighting the role of the positive, we present several indicators of eustress and describe the individual differences that may be related to eustress. Finally, we explore the idea of eustress generation as a complement to distress prevention, in efforts to manage work stress and health.

SummarySecure attachment is a healthy attachment style that enables individuals to work autonomously as well as with others when appropriate. Secure attachments are characterized by internal regulatory mechanisms that allow individuals to be flexible and constructive in their interpersonal relationships Our model incorporates hope, trust in one's supervisor, and burnout as explanatory variables that translate the benefits of secure attachment into better supervisorrated task performance. Among 161 employees of an assisted living center and their supervisors, secure attachment had a significant, positive relationship with hope, trust, and burnout, but only trust had a significant, positive relationship with supervisor-rated performance. These results indicate that secure attachment should be considered a positive psychological strength that has important implications for working adults.

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This study examined the relationship between eustress, the positive response to work demands, and health in 158 hospital nurses. The positive psychological states hope, positive affect, and meaningfulness were used as indicators of eustress, and the psychological state negative affect was used as an indicator of distress. Hope, the belief that one has both the will and the way to accomplish one's goals, had a significant, positive relationship with the perception of health in this sample of hospital nurses.