中国饲料市场细分分析一、配

1、Chapter 11: Occupational HealthPSYC 352October 21QQ空间http6665.ccOccupational HealthOccupational health: Broad-based concept that refers to the mental, emotional, and physical wellbeing of employee in relation to the conduct of their work.Work plays a critical role in ones identity, self-esteem, and

2、psychological wellbeing.Positive PsychologyPositive psychology: The study of the factors and conditions in life that lead to pleasurable and satisfying outcomes for individuals.Environmental Influences on Mental Health (1 of 3; Warr, 1987)There are 9 determinants of psychological wellbeing:Opportuni

3、ty for controlOpportunity to decide and act in ones chosen wayPotential to predict the consequences of actionEnvironmental Influences on Mental Health (2 of 3; Warr, 1987)Opportunity for skill useThose that prevent people from using skills they already possessRestrictions on the acquisition of new s

4、killsExternally generated goals or challengesEnvironmental varietyEnvironmental Influences on Mental Health (3 of 3; Warr, 1987)Environmental clarityFeedback about actionsClarity of role requirementAvailability of moneyPhysical securityOpportunity for interpersonal contactValued social positionEstee

5、mRole membershipThe Components of Mental Health(1 of 4;Warr, 1987)There are 5 major components of mental health:Affective wellbeingPleasureArousalCompetenceA competent person has adequate psychological resources to deal with lifes pressuresThe Components of Mental Health(2 of 4;Warr, 1987)AutonomyTh

6、e ability to resist environmental influences and determine ones own opinions/actions“Employees control of the timing and method of her/his work tasks (Turnbull, 1988)I/O Across CulturesAutonomy appears to be more important in predicting wellbeing in Western cultures than Eastern cultures. The Compon

7、ents of Mental Health(3 of 4;Warr, 1987)AspirationSomeone with high aspiration engages with the environment, establishes goals, and makes efforts to attain them.AspirationHigh motivationAlertness to new opportunitiesCommitment to meet personal challengesThe Components of Mental Health(4 of 4;Warr, 1

8、987)Integrated functioningPeople who are integrated exhibit balance, harmony, and inner relatedness5 components work together to make up well-being:Affective well-beingCompetenceAutonomyAspirationIntegrated FunctioningWork Stress (1 of 2)Work stress: The response to stimuli that are present on the j

9、ob that lead to the negative consequences, physical or psychological, to the people who are exposed to them.Stress symptoms can cause individuals suffering, significantly affect absenteeism and productivity levels within organizations.Outcomes include lower levels of self-esteem, job satisfaction, a

10、nd motivation as well as higher blood and cholesterol levels, depression, ulcers, and heart disease.Work Stress (2 of 2)46% of American workers felt that their jobs were very or somewhat stressful.27% state that jobs were the single greatest source of stress in their lives.In a survey of American ma

11、nagers, 88% reported elevated levels of stress.Stress affects almost 1/3 of the European working population.A Model of Stress (1 of 7; Kahn & Byosiere, 1992)Kahn and Byosieres (1992) model of stress conceptualizes stress in organizations in terms of 7 major categories.Organizational antecedents to s

12、tressStress markersOrganizational characteristicsSize Work scheduleA Model of Stress (2 of 7; Kahn & Byosiere, 1992)Stressors in organizational lifeThere are 2 major types of stressors:Psychological- Role ambiguity- Role conflict- Role overloadIll health is related to monotonous work and sustained v

13、igilanceTask contentRole PropertiesStrainA Model of Stress (3 of 7; Kahn & Byosiere, 1992)Perception and cognitionHelps explain why people react differently to stressors that are objectively the same.Primary appraisal: Initial determination that a stimulus is positive, negative, or neither in its im

14、plications for wellbeing.Secondary appraisal: Judgment about what can be done to minimize damage or maximize gain.A Model of Stress (4 of 7; Kahn & Byosiere, 1992)Response to stressPhysiological: e.g., cardiovascular symptoms (blood pressure, cholesterol level)Psychological: e.g., job dissatisfactio

15、nBehavioral: Work roleAntisocial behavior at workFlight from the jobDegradation of other rolesSelf-damaging behaviorA Model of Stress (5 of 7; Kahn & Byosiere, 1992)Consequences of stressThe consequences of stress typically affect the performance of the individual on the job and in other life roles.

16、Health and illnessOrganizational effectivenessPerformance in other life rolesA Model of Stress (6 of 7; Kahn & Byosiere, 1992)Properties of people as stress mediators2 personality characteristics mediate effects of stress stressor individual difference strainPersonality type:Type A: Personality cons

17、truct that describes individuals who tend to be aggressive and competitive and feel under chronic time pressures.Type B: Personality construct that describes individuals who tend not to be competitive, intense, or feel under chronic time pressures.Locus of control: Personality construct relating to

18、the perceived cause or locus of control for events in ones life being either internal or external.A Model of Stress (7 of 7; Kahn & Byosiere, 1992)Properties of situation as stress mediatorsSituations buffer stress.The primary situation factor is social supportOther situations can buffer against str

19、ess:Predictability, understandability, controllabilityStressorStrainSituationsPrevention and InterventionOrganizational Level Selection and placementTraining and education programs Physical and environmental characteristics CommunicationJob redesign/restructuringIndividual/Organizational LevelCowork

20、er support groups Role issuesParticipation and autonomyPrevention and InterventionIndividual LevelRelaxationMeditationBiofeedbackCognitive-behavioral therapyExerciseTime managementEmployee assistance programsIs Stress Always Bad (1 of 2)?Certain job demands that, although pressure-laden and stressfu

21、l, are viewed as rewarding work experiences. McCauley and colleagues labeled these job demands challenges (e.g., job overload, time pressures, and high levels of responsibility)Managers reports that challenging job demands or work circumstances produce positive feelings, even though they may be stre

22、ssful. This is consistent with the theoretical distinction that has been made in the general stress literature between eustress and distress. Source: Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., & Boudreau, J. W. (2000). An empirical examination of self-reported work stress among US managers.

23、Journal of Applied Psychology, 85, 65-74. Is Stress Always Bad (2 of 2)?Challenge StressorsThe number of projects and or assignments I have.The amount of time I spend at work.The volume of work that must be accomplished in the allotted time.Time pressures I experience.The amount of responsibility I

24、have.The scope of responsibility my position entails.Hindrance StressorsThe degree to which politics rather than performance affects organizational decisions. The inability to clearly understand what is expected of me on the job.The amount of red tape I need to go through to get my job done.The lack

25、 of job security I have.The degree to which my career seems “stalled.Source: Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., & Boudreau, J. W. (2000). An empirical examination of self-reported work stress among US managers. Journal of Applied Psychology, 85, 65-74. Work-Family Conflict (1 of 6)Ch

26、anges in the workforce and in the family domain have renewed interest in the study of work-family conflict.Family-related changes:Increased role for fathersWidespread maternal employmentGreater life expectancyMacro level changes:Methods of productionIncreased technological sophisticationWidespread d

27、ownsizingChanges in the psychological experience of work:Role overloadContingent workJob InsecuritySelf-employment, working from homeSkillsFinancial strainWork-Family Conflict (2 of 6)3 Targets of Research in WFC (Zedeck, 1992):Effects of work on familyEffects of family on workFamily-work interactio

28、nWork-Family Conflict (3 of 6)3 Models of WFC:Spillover Model: similarity between what occurs in the work and family environmentsSpillover between work and family can be negative or positive (Zedeck & Mosier, 1990)Compensation Model: inverse relationship between work and familySegmentation Model: wo

29、rk and nonwork spheres are distinctWork-Family Conflict (4 of 6)Gender Differences in WFC (Kossek & Ozeki, 1998):Correlation between WFC and job satisfaction = -.35 for women, -.29 for menCorrelation between WFC and life satisfaction = -.42 for women, -.32 for menMental Health and WFC (Frone, 2000):

30、EEs who experience WFC were 30 times more likely to experience mental health problems.Work-Family Conflict (5 of 6) Why Study WFC?In a meta-analysis on the consequences of WF conflict, Allen, Herst, Bruck, and Sutton (2000) reported that WF conflict was related to:Life satisfaction (-.28)Marital sat

31、isfaction (-.23)Family satisfaction (-.17)General psychological health (.29)Physical symptoms (.29)Depression (.32)Job burnout (.42)Alcohol use (.17)Distress (.41)Family distress (.31)Job sat (.-24)Career satisfaction (-.04)Org commitment (-.23)Turnover intentions (.29)Absenteeism (-.02)Job performa

32、nce (-.12)Work-Family Conflict (6 of 6)Family-Friendly Policies:On-site child care centersFamily and Medical Leave Act (1993):Employees can withdraw from the workforce to attend to family needs without risking the loss of their jobsWorkers get up to 12 weeks unpaid leave each year for the birth, ado

33、ption, or foster care of a child; care for a spouse, parent or child with health condition; or employees own health condition.The FMLA covers private employers with 50 or more employees.Dual-Career Families (1 of 2)Rapoport and Rapoport (1969) first proposed the term “dual-career family in the late

34、1960s, when more and more women were entering the workplace. They originally described a dual-career family as “both husband and wife pursue careers and at the same time establish a family life with at least one child (p. 1).Dual-Career MarriageMarried couple in which both spouses are employed but t

35、he main purpose of one or both of the jobs is to establish and maintain a career. Vs.Dual-Earner MarriageMarried couple in which both spouses are employed but the main purpose of one or both of the jobs is to produce income.Dual-Career Families (2 of 2)Approximately 60% married couples are dual-earn

36、ersOnly 17% of families conform to the 50s model of the working dad and stay-at-home momMore women adjust careers for families Mothers with young children work 77 hours/weed in the home, on averageThere is a differential in division of labor between spousesWork Schedules: Shift WorkShift work: the p

37、eriod of time a person must perform her/his hob; usually an 8-hour period.Set vs. rotating shiftsProblems associated with shift work:PhysiologicalSocialShift workers are more likely to quitWork Schedules: FlextimeFlextime: a schedule of work hours that permits employees flexibility in when they arri

38、ve at and leave work.73% of US employers offer flextimeLateness is virtually eliminatedFindings are positiveWork Schedules: Compressed WorkweekCompressed work week: a schedule of work hours that typically involves more hours per day and fewer days per week.AdvantagesMore time for recreationChance to

39、 work 2nd jobMore time with familyLess company overheadDisadvantagesWorker fatigueFewer productive hoursMore accidentsSubstance Abuse and Work (1 of 4)Substance Abuse: the ingestion of a broad array of substances (such as alcohol, tobacco, or drugs) that are deemed to have a harmful effect on the in

40、dividual.StatisticsADA considers former drug use a disabilityPerformance impairmentEconomic issuesSocietal costsSubstance Abuse and Work (2 of 4)Critics view of drug screening:Screening violates individuals right to privacyTests are frequently inaccurateMost support drug testing in jobs where public

41、 safety is crucial (e.g., nuclear power plant operators)Postal Services found that 6 months after drug testing had occurred, workers who had tested positive prior to employment were absent 41% more and fired 38% more than those who were not positive (Wessel, 1989).Substance Abuse and Work (3 of 4)Is drug screening legal?In 1989, the Supreme Court upheld the rulings:The constitutionality of the government regulations that require railroad crews involved in accidents to submit to prompt urinalysis and blood tests.Urine tests for US customs service employees seeking drug-enforce