Eustress, distress, and interpretation in occupational stress

Fevre, Mark Le; Matheny, Jonathan; Kolt, Gregory S.

doi:10.1108/02683940310502412

Cited by 285 publications

(265 citation statements)

References 34 publications

Supporting

Mentioning

225

Contrasting

Unclassified

Order By: Relevance

“…However, stress is not necessarily a negative phenomenon. Literature establishes two major types of stress: eustress (good stress) and distress (bad stress) (Fevre et al, 2003;Sullivan and Bhagat, 1992). In terms of eustress perspective, job stress occurs when employees' knowledge, skills, abilities and attitudes can cope with or match to their work demands and pressures in organizations.…”

Section: Job Stressmentioning

confidence: 99%

Interpersonal trust, stress and satisfaction at work: an empirical study

2014

View full text Add to dashboard Cite

STRUCTURED ABSTRACTPurpose. Due to the divergent conclusions about the effects of interpersonal trust on job satisfaction, the study aims to look more deeply into this relationship by introducing job stress as a mediator variable. Findings. Our findings show that interpersonal trust has a positive effect on job satisfaction, and that job stress partially mediates this relationship. Furthermore, interpersonal trust is negatively related to job stress, which in turn is negatively related to job satisfaction.Research limitations/implications. Despite the pertinence and size of the database used in the study, it is very heterogeneous. Future research might delimit the database by organization size or sector. Qualitative studies may also improve our understanding of the relationships studied and enable other concepts to be included. 2Practical implications. Cultivating a climate of trust may provide organizations with a strategy to improve levels of mental well-being and satisfaction among their employees.Originality/value. This research explains why interpersonal trust has a positive effect on job satisfaction. Our conceptualization of trust implies risk assumption and low risk perception; low perception of risk is presumed to reduce job stress, and in turn, increase job satisfaction. We also put forward reasons for why 'excessive' interpersonal trust has been related to negative effects on job satisfaction. 'Excessive' trust might infer high risk perception, which might increase job stress, and in turn decrease job satisfaction.

show abstract

Section: Job Stressmentioning

confidence: 99%

Interpersonal trust, stress and satisfaction at work: an empirical study

2014

View full text Add to dashboard Cite

show abstract

“…Cybernetics has been defined as a science of communication and control in man and machine; an epistemological foundation for personal and social change, which focuses on mental process, whereby individuals monitor their psychological and physiological reactions to various stressors (Kenny, 1999;Fevre et al, 2003). Cybernetic theory deals with the response of systems to information using feedback.…”

Section: Cybernetic and Systems Theorymentioning

confidence: 99%

“…According to the PE fit theory, stress and stressors are not defined in terms of either the individual or the environment, but rather in terms of the degree to which there is "misfit" between the two (Kenny, 1999;Fevre et al, 2003).…”

Section: Person-environment (Pe) Fit Theorymentioning

confidence: 99%

“…Heavy workload (McKenna et al, 2002;Nwadiani, 2006), infrequent rest breaks, long working hours and shift work; hectic and routine tasks that have little inherent meaning, do not utilize workers' skills, and provide little sense of control (Fairbrother & Warn, 2003). Locus of control and self-efficacy may have a major impact on perceived stressors and resultant stress (Kenny, 1999;Fevre et al, 2003;Love et al, 2007). Thus, an increase in control is positively correlated with job satisfaction (Kenny, 1999).…”

mentioning

confidence: 99%

“…In 1964, Selye was the first to use the term "stress" to describe a set of physical and psychological responses to adverse conditions or influences (cited from Fevre et al, 2003). Occupational stress can be defined as a disruption of the emotional stability of the individual that induces a state of disorganization in personality and behaviour (Nwadiani, 2006).…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Factors Associated with Occupational Stress and Their Effects on Organizational Performance in a Sudanese University

Shikieri¹,

Musa²

2012

View full text Add to dashboard Cite

Occupational stress has a significant impact on student learning and thereby on the contribution that such institutions can make to society. This affects organizational performance by reducing productivity and efficiency which affect the organization negatively. The aim of the current study was to determine the factors associated with occupational stress and their relationship with organizational performance at one of the private universities in Sudan. A total of 150 male and female employees from different departments and with various educational levels in the main building of the university were randomly selected. Data was collected using a questionnaire with background questions, job stressors such as role conflict and ambiguity, lack of participation in decision making, lack of authority, workload, unsatisfactory working conditions and interpersonal relationships, and statements about the effect on organisational performance. Questions were based on three-and four-point scale. Responses were grouped in terms of scores to show the level of job stress. Descriptive statistics was carried out using SPSS programme. Results indicated that on average the employees experienced high degree of job stress. Job stressors affected the general physical health of employees, their job satisfaction and performance as well as their commitment negatively. Similar findings were reported in other studies. The study recommended that the university needs to elevate the situation and resolve all the factors affecting the employees by for example increasing the number of staff needed to perform the tasks and/or decreasing the number of students enrolled.Keywords: Higher Education; Occupational Stress; Organizational Performance; Sudan IntroductionStress is a prevalent problem in modern life (Smith, 2000;Chang & Lu, 2007). In 1964, Selye was the first to use the term "stress" to describe a set of physical and psychological responses to adverse conditions or influences (cited from Fevre et al., 2003). Occupational stress can be defined as a disruption of the emotional stability of the individual that induces a state of disorganization in personality and behaviour (Nwadiani, 2006). A stressor may be defined as any "demand made by the internal or external environment that upsets a person's balance and for which restoration is needed" (Herbert, 1997;Larson, 2004). Job stressors may refer to any characteristic of the workplace that poses a threat to the individual (Bridger et al., 2007). They affect organizational performance by reducing productivity and efficiency which affect the organization negatively (Dua, 1994;Brown & Uehara, 2008;Reskin, 2008). Theories of Occupational StressThere are several theories of occupation stress, in this section, the "person-environment fit theory, the "demand-control" theory and the "cybernetic and systems" theory will be the selected theories since they are prevalent and central to the literature on occupational stress (Fevre et al., 2003). Moreover, they are representative of the range of theories in t...

show abstract

De‐Stressing Stress:The Power of Mindsets and the Art of Stressing Mindfully

Crum

Lyddy²

2014

The Wiley Blackwell Handbook of Mindfulness

View full text Add to dashboard Cite

Eustress, distress, and interpretation in occupational stress

Cited by 285 publications

References 34 publications

Interpersonal trust, stress and satisfaction at work: an empirical study

Interpersonal trust, stress and satisfaction at work: an empirical study

Factors Associated with Occupational Stress and Their Effects on Organizational Performance in a Sudanese University

De‐Stressing Stress:The Power of Mindsets and the Art of Stressing Mindfully

Contact Info

Product

Resources

About