Work Stress and Employee Health

Abstract

Research examining the relationship between work stress and well-being has flourished over the past 20 years. At the same time, research on physiological stress processes has also advanced significantly. One of the major advances in this literature has been the emergence of the Allostatic Load model as a central organizing theory for understanding the physiology of stress. In this article, the Allostatic Load model is used as an organizing framework for reviewing the vast literature that has considered health outcomes that are associated with exposure to psychosocial stressors at work. This review spans multiple disciplines and includes a critical discussion of management and applied psychology research, epidemiological studies, and recent developments in biology, neuroendocrinology, and physiology that provide insight into how workplace experiences affect well-being. The authors critically review the literature within an Allostatic Load framework, with a focus on primary (e.g., stress hormones, anxiety and tension) and secondary (e.g., resting blood pressure, cholesterol, body mass index) mediators, as well as tertiary disease end points (e.g., cardiovascular disease, depression, mortality). Recommendations are provided for how future research can offer deeper insight into primary Allostatic Load processes that explain the effects of workplace experiences on mental and physical well-being.

Process variables in organizational stress management intervention evaluation research: a systematic review

“…It poses a threat to workers' wellbeing by increasing mental and physical health risks (1,2). Work stress also contributes substantially to sickness absence (3).…”

An Examination of Psychological Meaningfulness, Safety, and Availability as the Underlying Mechanisms linking Job Features and Personal Characteristics to Work Engagement

“…This proposition has to do with the notion that individuals cannot engage themselves in their work role if they do not have the personal capacity to become engaged. Stress literature confirms this fact as it suggests that when workers experience overload, they withdraw or disengage from work, perhaps in an effort to replenish their resources (Ganster & Schaubroeck, 1991;May et al, 2004). Further, research supports a positive relationship between psychological availability and work engagement (e.g., Kahn, 1990;May et al, 2004).…”

The Relationship between Supervisor and Subordinate Value Congruence and Role Stress

“…Research has shown that role stress affects a number of organizational outcomes such as organizational commitment, citizenship behaviors, job satisfaction, and turnover intentions (e.g., Das, 2011 review;Fisher & Gitelson, 1983;Jackson & Schuler, 1985;Smith, 2010;Srivastave & Srivastava, 2009;Yousef, 2002). Role stress has also been associated with individual aspects of well-being such as burnout (Ashill & Rod, 2011), anxiety (Jackson & Schuler, 1985), depression (Beehr, 1998), and somatic complaints (Ganster & Schaubroeck, 1991;Sagiv & Schwartz, 2000).…”