职场压力管理法则PPT

这是一个关于职场压力管理法则PPT，包括了引言，压力的本质，压力的理论视角，单一过程模型，双过程模型，资源视角，压力管理与未来研究方向等内容.Occupational Stress Management 职场压力管理 华中师范大学心理学院 王忠军引言天天谈激励，谁来管压力 组织：更快速、更高效、更节省成本、更多的绩效 员工：压力、倦怠、侵犯、不愉快、低度幸福感 Outline Stress 压力的本质 Theoretical perspectives 压力的理论视角 Single process models 单一过程模型 Dual-process models 双过程模型 Resources-based perspectives 资源视角 Future directions 压力管理与未来研究方向一、Stress 压力的本质 Stress 压力 Stress 压力 Process through which individuals respond to excessive environmental demands 个体对刺激的适应性反应，这些刺激对个体提出了超出正常水平的心理和生理要求 Stressor 压力源 Any force that pushes psychological and/or physiological functioning beyond its normal range 任何能够引起压力的东西，即环境刺激 Strain 压力感/压力反应 Undersirable stress-related outcomes Stressor→strains 压力源导致压力感或压力反应例如：温州动车事故后，中国铁路系统积极寻求EAP服务 Stress process 压力的过程一般适应综合征(general adaptation syndrome) (Hans Selye) Stress process 压力的过程一般适应综合征(general adaptation syndrome) (Hans Selye) Stressors 压力源 Intrinsic work factors 工作的内在因素 Demanding job characteristics 工作特征的要求 Low autonomy or control 低度自主或自控 Little feedback 较少的反馈 Low skill demands or task variety 低度技能要求或任务多样性 High workload 高工作负荷 Working conditions 工作条件 Physical conditions 物理条件 Psychological conditions 心理条件 Role variables 角色变量 Role ambiguity 角色模糊，欢迎点击下载职场压力管理法则PPT。

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Occupational Stress Management 职场压力管理 华中师范大学心理学院 王忠军引言天天谈激励，谁来管压力 组织：更快速、更高效、更节省成本、更多的绩效 员工：压力、倦怠、侵犯、不愉快、低度幸福感 Outline Stress 压力的本质 Theoretical perspectives 压力的理论视角 Single process models 单一过程模型 Dual-process models 双过程模型 Resources-based perspectives 资源视角 Future directions 压力管理与未来研究方向一、Stress 压力的本质 Stress 压力 Stress 压力 Process through which individuals respond to excessive environmental demands 个体对刺激的适应性反应，这些刺激对个体提出了超出正常水平的心理和生理要求 Stressor 压力源 Any force that pushes psychological and/or physiological functioning beyond its normal range 任何能够引起压力的东西，即环境刺激 Strain 压力感/压力反应 Undersirable stress-related outcomes Stressor→strains 压力源导致压力感或压力反应例如：温州动车事故后，中国铁路系统积极寻求EAP服务 Stress process 压力的过程一般适应综合征(general adaptation syndrome) (Hans Selye) Stress process 压力的过程一般适应综合征(general adaptation syndrome) (Hans Selye) Stressors 压力源 Intrinsic work factors 工作的内在因素 Demanding job characteristics 工作特征的要求 Low autonomy or control 低度自主或自控 Little feedback 较少的反馈 Low skill demands or task variety 低度技能要求或任务多样性 High workload 高工作负荷 Working conditions 工作条件 Physical conditions 物理条件 Psychological conditions 心理条件 Role variables 角色变量 Role ambiguity 角色模糊 Role conflict 角色冲突 Stressors 压力源 Interpersonal relationships人际关系 Conflict with supervisors， coworkers， or clients 与上级、同事、顾客的人际冲突 Perceptions of organizational politics 知觉的组织政治 Career development 职业发展 Job insecurity 工作不安全感 Lack of advancement opportunities 缺少发展机会 Organizational change 组织变革 Strains 压力反应/结果 Job-related 与工作相关的反应 ↓Job satisfaction， motivation 工作满意度、工作动机 ↓Productivity， performance 生产率、绩效 ↑Accidents， injuries 事故、伤害 ↑Turnover， absenteeism 离职、缺勤 Emotion-related 与情绪相关的反应 Anger 愤怒 Anxiety 焦虑 Depression 抑郁 Frustration 挫败感 Burnout symptoms 倦怠 Workload， stress and performance Strains 压力反应/结果 Physiological 生理的反应 Physical symptoms 心理征兆 Dizziness， headache， stomach distress 头昏、头痛、胃痛 Sleep disorder 睡眠紊乱 Long-term effects 长期影响 Coronary disease 冠心病 Hypertension 高血压 Illness frequency 疾病频率 Behavioral 行为的反应 Smoking 吸烟 Substance use 物质滥用 Bullying? 威胁、欺负、暴力？ Stress 压力二、Theoretical perspectives 压力的理论视角 -Single process models 单一过程模型 -Dual-process models 双过程模型 -Resources-based perspectives 资源视角 Theoretical perspectives of stress 压力研究的理论视角 Goal is to identify: 研究目标 What elicit the stress process 引发压力的因素 How the stress process relate stressors and strains 压力的过程/机制 When such process will vary 压力过程的调节因素 Three categories of theories 三种代表性的理论视角 Single process perspective 单一过程视角 Dual process perspective 双过程视角 Resource-based perspective 资源视角 Single process perspective 单一过程视角 Transactional model 交易模型 (Lazarus & Folkman， 1984) Stress as a process that describes the interaction between the person and the environment 压力是个体与环境交互作用的过程 Cognitive appraisal as the focal process 认知评价是关键机制 Primary appraisal 初级评价 Cognitive evaluation of the environmental demand 对环境要求的认知评价 Threatening? 威胁有多大？ Relevant to oneself? 与个体的相关？ Single process perspective 单一过程视角 Transactional model 交易模型 Secondary appraisal 次级评价 Assessment of coping potential 应对潜能的评估 Various coping styles to address the stressors or symptoms 采用不同应对风格 Problem-focused coping 问题指向的应对 Targets at the source of stress 直接聚焦压力源 Emotion-focused coping 情绪指向的应对 Cognitive-strategies that aimed to reduce the negative emotional effects 通过认知策略减少负性情绪影响 Avoidance coping 回避应对 Repress the reactions towards stressors 压制对压力源的反应 Single process perspective 单一过程视角 Transactional model 交易模型 Further refinement of the appraisal process 评价过程 Incorporate attribution theory (Parrewé & Zellars， 1999) Identify the controllability and internality of the demand Internal + controllable = guilt + problem-focused coping Internal + uncontrollable = shame + emotion-focused coping External + controllable = anger + emotion-focused coping External + uncontrollable = frustration + emotion-focused coping Single process perspective 单一过程视角 Transactional model 交易模型 Connected to the physiological model of stress Allostatic load model Allostasis: stability through change-physiological systems that make adjustments in response to or anticipation of environmental demands Allostatic load: prolonged exposure to demands resulting overloads the systems and resulting in pathology Different coping strategies can be considered as managing the allostatic load at different levels Problem-focused: change things that trigger allostasis Emotion-focused: better management of allostasisi process Single process perspective 单一过程视角 Effort-reward imbalance (ERI) model 努力-奖励不平衡模型 Exchange relationships between employee and organization 组织-员工的交换关系 Employee: efforts， time， capability to effectively perform assigned work roles 员工的投入 Organization: tangible rewards， recognition， and promotion for high-performance employees 组织的回报 High effort + low reward→ 高投入+低奖励导致 Emotional strain 情绪反应 Activation of autonomic systems to cope with imbalance 应对不平衡的自主系统激活 Single process perspective 单一过程视角 Effort-reward imbalance (ERI) model 努力-奖励不平衡模型 Large number of studies showing the relationship between ERI and cardiovascular pathology Critique Concerns for psychometric quality of the measure Calculating a ratio of self-reported effort and reward Difficulty in distinguishing the effects associated with effort， reward， or the imbalance between the two studies often omit key psychological strain measures Single process perspective 单一过程视角 Job demands-control-support model 工作要求-控制-支持模型 High demands + low control →stress 压力：高要求+低控制 High demands + high control → challenge and sense of competency 高要求+高控制：挑战与胜任感 Support as an additional buffer of the negative effect of high demands 支持对高要求的负面效应起缓冲作用 Evidence that individual differences may be import 个体差异很重要 Self-efficacy 自我效能(Schaubroeck & Merritt， 1997) Active coping 积极应对 (De Rijk et al.， 1998) Dual process perspective 双过程模型 Eustress versus distress 正性/良性压力 VS 负性压力/苦恼 Eustress：如升职、发表获奖演说、结婚、生子 Distress：如过度的压力、不合理的时间要求、坏消息 Focus on both positive and negative reactions to stressors 同时关注压力情境下的积极和消极反应 Dual process perspective 双过程模型 Eustress 正性/良性压力反应 Hope， vigor， positive affect， meaningfulness， satisfaction， commitment 希望、活力、积极情感、意义感、满意、承诺 distress 负性压力反应/苦恼 Negative affect， alienation， frustration， burnout， anxiety 消极情感、疏离感、挫折感、耗竭感、焦虑 Individual differences 个体差异 Optimism 乐观 Hardiness 坚韧性/耐受力 Locus of control 控制点/内控or外控 Self-reliance 独立性 Gender 女性更多地体验到心理压力，男性更多地体验到生理压力 Eustress vs distress: a research example 一个研究例子 Chang et al.，(2007) General model Dual process perspective 双过程模型 Hindrance versus challenge stressors 阻碍性VS挑战性压力源 Hindrance stressors 阻碍性压力源 Constrains or demands that impede employees’ work achievements and personal growth 限制员工工作成就和个人成长的因素 Role stressors: perceived politics; organizational constrains 角色性压力源：政治知觉、组织限制 Challenge stressors 挑战性压力源 Obstacles to be overcome in order to achieve personal learning and development 战胜障碍将有利于个人学习和发展 Workload: time pressure， and high levels of job responsibility 工作负荷：时间压力、高水平的工作责任 Hindrance vs challenge stressors: a research example 一个研究例子 LePine et al.(2005) Hindrance vs challenge stressors: research example 另一个研究例子 Podsakoff et al.(2007) Resource perspective 资源视角 Conservation of resources theory 资源保存理论 Resources Various items that are valued by the individuals Objects Houses， cars Personal characteristics Self-esteem， mastery experiences Conditions Socioeconomics status， work roles Energies Money， time Resource perspective 资源视角 Conservation of resources theory 资源保存理论 Stress is elicited when 压力产生于： There is actual loss of resources 实际的资源损耗 There is potential loss of resources 潜在的资源损耗 When efforts to maximize resources do not result in adequate return 扩充资源的努力没有获得足够的回报 Reciprocal process linking resources and stress 资源与压力之间相互影响的过程 Resources loss/threat of resources loss→ stress →expending resources to cope with stress → resource loss Thus， those with a larger pool of resources are more resilient against stress 资源储备量较大的个体应对压力时更具弹性 Resource perspective 资源视角 Conservation of resources theory 资源保存理论 Critique 批评/局限 Broad definition of resources 对资源的定义过于宽泛 Almost all aspects of the work environment can be conceptualized as “resources” Cyclical proposition between resource loss and stress is unique资源损耗与压力之间的循环论证 However， research seldom provide a direct test 需要直接证据！ Dual process + resource perspective 双过程+资源观 Job demands-resources model 工作要求-资源模型 Job demands 工作要求 Physical， psychological， social， or organizational aspects of the job that require sustained physical and/or psychological effort or skills to cope Workload; unfavorable physical environment; emotionally demanding interaction with clients Dual process + resource perspective 双过程+资源观 Job demands-resources model 工作要求-资源模型 Job resources 工作资源 Physical， psychological， social， or organizational aspects of the job that are Functional in achieving work goals Reduce job demands and the associated physiological and psychological costs; or Stimulate personal growth， learning， and development autonomy; feedback; support Dual process + resource perspective 双过程+资源观 Job demands-resources model 工作要求-资源模型 Dual process + resource perspective 双过程+资源观 Job demands-resources model 工作要求-资源模型 Critique 批评 Good empirical support for the mediation chain (Crawford et al.， 2010) Unclear whether demands and resources interact in predicting motivation and strain Role of personal resources in the model also unclear 三、Stress Management & Future directions 压力管理与未来研究方向 General future directions 未来研究 Going back to the basics 回到基本问题上 Objective assessment of the stressors 对压力源的客观测量 Hours worked per week versus perceived workload Averaged group-level perceptions 群体层面的知觉 Appraisal process of stressors 压力源的评价过程 Conscious（i. e.， cognitive appraisal) vs. automatic (i. e.， allostasis model) 有意识的过程还是自动化的过程 Individual differences? 个体差异？ To aggregate or not to aggregate 压力能否聚合 Specific stressors versus higher-order construct 具体化的压力源还是高优先的构念 General future directions 未来研究 Establish links between stressors and organizational effectiveness 压力源与组织效能之间的关联机制 Broadened criteria domain 扩大组织效能的研究领域 Task performance， contextual performance， counterproductive work behaviors， safety behaviors， innovation Alternative assessment of performance 对绩效的测量 Objective production rate， customer satisfaction Wide range of stressors 扩大压力源的范围 Need more on acute stressors in the field setting 现场中的急性压力源 General future directions 未来研究 Consider the physiological assessment 采用生理测量指标 Cortisol and alpha-amylase as indicators for activation of autonomic systems Interleukin-1 Beta or Interleukin-6 as indicators for pro-imflammatory cytokine Key mediators to link stressors with physical health and well-being Intervention research 干预研究 Closely tied to the objective assessment of stressors General future directions 未来研究 Application of advanced methodology 运用高级方法 Experience sampling 体验式抽样 Capture fluctuation in stressors and strain responses over time 探寻压力源和压力反应随时间的变化规律 Examine specific behavioral outcomes 考察特定的行为结果 Behaviors at work: OCB， CWB Behaviors off work: alcohol consumption， diet， exercise， sleep Quasi-experimental design 准实验设计 Helpful for intervention research Longitudinal design 纵向研究设计 Necessary for some of the theoretical perspectives (e. g.， conservation of resources model) Stress management 职场中的压力管理 Work-life balance 工作-生活平衡 Work-life relationship 工作-生活关系工作是生活的基本维度生活中有很大一部分是在工作之外二者间不协调、不相容时，压力就会出现 Work-life balance 工作-生活平衡要做到，很不容易！提前认识二者潜在的权衡关系，有助于平衡掌握好短期目标和长期目标，有助于平衡需要决定什么是你所珍视的、哪些权衡是可以接受的 Work-family balance 工作-家庭冲突→工作-家庭增益→工作-家庭平衡 送给大家两句话—— 生命由许多琐事构成，只要所有的琐事都朝着一个正确的方向，你的生命就是有价值的！ 每个人的人性中都有光明面，也有黑暗面。如果你用光明面面对自己、社会与他人，世上就没有困难与痛苦！ The end Thank youBDk红软基地