Stress and the American worker.

Hatfield, Mark O.

doi:10.1037/0003-066x.45.10.1162

Cited by 9 publications

(3 citation statements)

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“…The costs associated with stress-related illnesses are substantial. For example, it has been estimated that stress-related illnesses cost American business between $50 billion and $150 billion a year (Hatfield, 1990). One area of future research that appears warranted is more integration of the stress and work–family literature.…”

Section: Reviewmentioning

confidence: 99%

Consequences associated with work-to-family conflict: A review and agenda for future research.

Allen¹,

Herst²,

Bruck³

et al. 2000

Journal of Occupational Health Psychology

1,976

104

1,833

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A comprehensive review of the outcomes associated with work-to-family conflict was conducted and effect sizes were estimated. Atypology was presented that grouped outcomes into 3 categories: work related, nonwork related, and stress related. Issues concerning the measurement of work-family conflict were also discussed. The results demonstrate the widespread and serious consequences associated with work-to-family conflict. On the basis of the results of the review, an agenda for future research was provided.

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Section: Reviewmentioning

confidence: 99%

Consequences associated with work-to-family conflict: A review and agenda for future research.

Allen¹,

Herst²,

Bruck³

et al. 2000

Journal of Occupational Health Psychology

1,976

104

1,833

View full text Add to dashboard Cite

show abstract

“…Others have examined the impact of work overload or day-to-day impacts of role overload/conflict on white-collar employees, particularly the chronic stress ramifications of multiple role demands on female workers (Bourbonnais, Brisson, Moisan, & Vezina, 1996;Edwards & Rothbard, 1999;Perlow, 1998;Swanson, Power, & Simpson, 1998). Much of this literature suggests that day-to-day hassles of the workplace eventually wears down the employee and can lead to negative physiological outcomes for the worker as well as deteriorating productivity for the organization (Braham, 1991;Clark, 1995;Hatfield, 1990;Marshall, Barnett, & Sayer, 1997).…”

mentioning

confidence: 99%

Updating Theory on Organizational Stress: the Asynchronous Multiple Overlapping Change (AMOC) Model of Workplace Stress

Sikora¹,

Beaty²,

Forward³

2004

Human Resource Development Review

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This article examines the plausible interactions and ramifications of chronic and acute stressors in the workplace. Our position is that current organizational change and work stress models inadequately address the subjective experience of employees. We use existing physiological adaptation paradigms as starting points to illuminate the psychological responses to multiple and simultaneous environmental demands. A new framework is developed, the Asynchronous Multiple Overlapping Change (AMOC) model, to account for the complexity of contemporary work settings. We suggest that the net effect of employee response to continuous major and minor organizational changes is a primary contributor to employee resistance to change: The cumulative impact of multiple and sometimes conflicting change initiatives eventually overwhelms cognitive appraisal and coping mechanisms. Other theoretical, empirical, and practical implications of the proposed framework are also discussed.

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“…Finally, Senator Mark O. Hatfield (1990) reviews factors contributing to work-related stress and provides a pragmatic focus on the economics of lost productivity due to the effects of stress. The senator argues that we should make comprehensive programs for stress and stress-related diseases a top national priority, and urges cooperation between public and private sectors in developing these programs.…”

mentioning

confidence: 99%

Reducing adverse reaction to stress in the workplace: Psychology's expanding role.

Keita

Jones²

1990

American Psychologist

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This section draws attention to occupational stress and suggests ways in which psychologists can apply their knowledge of research methods and treatment to this issue. In this article, the past and present role of psychologists in occupational stress is examined and ways in which psychologists might play a more central role are proposed. Although industrial/organizational and health psychology are most obviously applicable to the study of workplace wellness, more focused attention and wider application of knowledge from other subspecialities are also examined. The need for increased attention to work and family; race, class, and gender; and training and public policy issues are also discussed.

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Stress and the American worker.

Cited by 9 publications

References 0 publications

Consequences associated with work-to-family conflict: A review and agenda for future research.

Consequences associated with work-to-family conflict: A review and agenda for future research.

Updating Theory on Organizational Stress: the Asynchronous Multiple Overlapping Change (AMOC) Model of Workplace Stress

Reducing adverse reaction to stress in the workplace: Psychology's expanding role.

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