Occupational Stress and 2 Important Types of Coping

Introduction

In today’s fast-paced, competitive, and ever-evolving work environments, stress has become a common companion for many employees. Occupational stress, also known as work-related stress, arises when the demands of a job exceed an employee’s capacity to cope effectively.

The long-term effects of this stress can have a detrimental impact on both individuals and organizations, manifesting as physical ailments, mental health disorders, and decreased productivity. As a result, addressing occupational stress has become a priority for organizations and workers alike.

One of the most effective means of managing occupational stress is through counselling, which offers a range of strategies and interventions to help individuals manage the challenges they face in the workplace.

Occupational Stress

Occupational stress refers to the physical, mental, and emotional strain or tension caused by work-related factors. It can result from various aspects of the job, such as workload, working conditions, interpersonal conflicts, role ambiguity, or lack of control over work tasks. Stress occurs when an individual perceives that the demands of the job outweigh their ability to cope effectively, leading to negative health outcomes, diminished job satisfaction, and decreased performance.

Stress in itself is not inherently negative, as it can also serve as a motivator in situations where there is a pressing need for action. However, when stress becomes chronic or overwhelming, it can have severe consequences. Chronic occupational stress has been linked to mental health issues, such as anxiety and depression, as well as physical conditions, including cardiovascular disease, gastrointestinal problems, and musculoskeletal disorders (Cooper, 2005).

Given its potential for harm, it is crucial for both individuals and organizations to understand the nature of occupational stress and take appropriate measures to manage it effectively.

Read More- Workplace Counseling

Causes of Occupational Stress

Occupational stress has multifaceted causes, and it is essential to categorize these causes to understand the sources of stress better. These causes can be classified into four major categories: extra-organizational, organizational, group, and individual factors.

Model of Work-Related Stress

1. Extra-Organizational Causes

Extra-organizational factors are external factors that exist outside the work environment but can still significantly affect employees’ stress levels. These factors are typically beyond the organization’s control, but they can influence an individual’s ability to cope with work demands.

• Family and Personal Issues- Employees may face personal challenges, such as marital difficulties, caregiving responsibilities, or financial problems, that can spill over into their work life. Stressors in these areas may cause distraction, reduced focus, and emotional strain at work (Hockey, 1997). For example, a single parent juggling a demanding job and childcare responsibilities may experience heightened stress due to the dual pressures of work and family life.
• Economic and Social Environment- Broader societal issues, such as economic downturns, political instability, or natural disasters, can contribute to employees’ overall sense of insecurity and stress. For instance, during a recession, the fear of job loss or financial instability may lead to heightened anxiety and stress, even if the employee’s immediate work environment is stable (Greenhaus & Beutell, 1985).

2. Organizational Causes

Organizational factors are those that stem directly from the workplace itself and include work-related demands, organizational culture, and the structure of the company.

• Workload and Time Pressure- One of the most common organizational stressors is excessive workload, characterized by long hours, high demands, and unrealistic performance expectations. Tight deadlines, increased job responsibilities, and constant pressure to perform can overwhelm employees, leading to stress and burnout (Karasek, 1979). Employees may experience feelings of inadequacy or anxiety when they perceive that they cannot meet these demands.
• Role Ambiguity- Role ambiguity refers to the lack of clarity regarding job expectations, responsibilities, and objectives. When employees are unsure of their roles or when roles conflict with each other, stress levels increase. Employees may feel confused, uncertain, and ineffective in performing their job duties, which contributes to work-related anxiety (Rizzo, House, & Lirtzman, 1970).
• Job Insecurity- In today’s volatile economic environment, job security has become a major concern. Employees facing the constant threat of downsizing, restructuring, or layoffs may experience chronic stress due to the fear of losing their jobs. This insecurity can result in heightened anxiety and a decreased sense of control over one’s future (De Witte, 1999).
• Lack of Control- A lack of autonomy or control over one’s job tasks can lead to stress. Employees who are not involved in decision-making processes or who feel that they have little influence over their work conditions may experience feelings of helplessness and frustration (Karasek, 1979). This lack of control has been associated with increased stress, decreased job satisfaction, and lower overall well-being.

3. Group Causes

Group-related stressors arise from interpersonal relationships and the social dynamics within teams or workgroups. The way in which employees interact with their colleagues and supervisors can significantly impact their stress levels.

• Interpersonal Conflict- Conflict between coworkers, supervisors, or subordinates is a significant source of stress. Disagreements, misunderstandings, personality clashes, or outright hostility can create a toxic work environment and contribute to stress. Workplace bullying, harassment, and discrimination also fall under this category and can have severe psychological effects on employees (Zapf, 1999).
• Poor Teamwork- Lack of cooperation, communication, and support within teams can lead to feelings of isolation and stress. Employees may feel unsupported or alienated if their team is disorganized, lacks coordination, or is uncooperative. A lack of trust or respect among team members can also contribute to stress (O’Driscoll & Beehr, 1994).
• Lack of Support- Employees who do not receive adequate emotional, professional, or supervisory support may experience increased stress. Support from colleagues, supervisors, and mentors is essential for buffering the effects of stress and maintaining overall well-being (House, 1981). Without this support, employees may feel overwhelmed and unable to cope with stressors.

4. Individual Causes

Individual factors are those that relate to personal characteristics, coping mechanisms, and health conditions that affect an employee’s susceptibility to stress.

• Personality Traits- Employees with certain personality traits, such as high levels of neuroticism, perfectionism, or low self-esteem, may be more vulnerable to stress. For example, individuals who are perfectionistic or have a tendency to overachieve may place excessive pressure on themselves, leading to stress (Lazarus & Folkman, 1984).
• Coping Mechanisms- How an individual copes with stress can significantly influence their ability to manage it. Those who rely on maladaptive coping strategies, such as avoidance, denial, or substance abuse, are more likely to experience prolonged stress and mental health issues (Folkman & Lazarus, 1988). In contrast, individuals who use healthy coping strategies, such as problem-solving and seeking social support, may be better equipped to handle stress.
• Health and Mental Conditions- Pre-existing physical or mental health conditions can exacerbate stress. For example, employees suffering from chronic illness, depression, or anxiety may find it more difficult to manage the demands of their jobs, leading to higher levels of stress (Schultz & Schultz, 2004).

Types of Occupational Stress

Occupational stress manifests in several ways, depending on the duration and severity of the stressors. The most common types of occupational stress include acute stress, chronic stress, work-related stress, and burnout.

Effects of Acute and Chronic Stress

1. Acute Stress- Acute stress is short-term stress that occurs in response to a specific, immediate work-related situation. This type of stress is usually temporary and results from events such as meeting a tight deadline, dealing with an unexpected crisis, or giving an important presentation. Acute stress can be motivating and help individuals perform at their best during high-pressure situations. However, prolonged exposure to acute stress or a frequent occurrence of such stressors can eventually lead to chronic stress (Lazarus & Folkman, 1984).
2. Chronic Stress- Chronic stress refers to long-term, persistent stress that arises when stressors continue for an extended period. This type of stress can occur as a result of ongoing organizational problems, such as excessive workload, role ambiguity, or job insecurity. Chronic stress can have serious health consequences, such as depression, anxiety, cardiovascular issues, and digestive problems (Maslach, 2003). Unlike acute stress, chronic stress can lead to burnout, reduced job satisfaction, and long-term physical and emotional exhaustion.
3. Work-Related Stress- Work-related stress encompasses stressors that specifically arise from the demands and challenges of the workplace, such as long hours, high expectations, and interpersonal conflicts. This type of stress is more focused on the nature of the work itself and how it affects the employee’s ability to perform their duties effectively (Karasek, 1979).

Burnout

Burnout is a specific form of chronic stress that is characterized by emotional exhaustion, depersonalization (detachment from work), and a reduced sense of personal accomplishment.

Burnout and Degrees (Mckinsey & Co)

Burnout is common in high-stress occupations, such as healthcare, teaching, and social work. It results from prolonged exposure to stress without adequate rest or recovery. Employees experiencing burnout may feel detached from their work, unmotivated, and unable to perform at their usual level, leading to a significant decline in job satisfaction and productivity (Maslach, 1982).

Coping Mechanisms for Occupational Stress

Coping with occupational stress is crucial for maintaining health, well-being, and productivity. There are two primary types of coping strategies: problem-focused coping and emotion-focused coping.

Problem Focused and Emotion Focused Coping

1. Problem-Focused Coping

Problem-focused coping involves addressing the source of stress directly by taking steps to manage or eliminate the stressor. Common problem-focused strategies include-

• Time Management- Effective time management can help individuals prioritize tasks, set realistic goals, and break large tasks into smaller, manageable parts. By organizing and structuring their work, employees can reduce feelings of overwhelm (Lazarus & Folkman, 1984).
• Seeking Support- Talking to supervisors, colleagues, or human resources about work-related stress can help employees clarify expectations, resolve conflicts, and find solutions to workplace problems (House, 1981).
• Skill Development- Acquiring new skills or seeking professional development opportunities can boost an employee’s confidence and reduce feelings of inadequacy. This can also lead to greater job satisfaction and career growth (Karasek, 1979).

2. Emotion-Focused Coping

Emotion-focused coping involves managing the emotional response to stress rather than addressing the source of stress directly. Common emotion-focused strategies include:

• Relaxation Techniques- Practices such as mindfulness, meditation, yoga, and deep breathing exercises help individuals relax and reduce emotional tension. These techniques have been shown to lower stress hormone levels and improve overall well-being (Kabat-Zinn, 2009).
• Social Support- Engaging with friends, family, or support groups can provide emotional comfort and reduce feelings of isolation. Social support plays a critical role in buffering the effects of stress and improving mental health (Cohen & Wills, 1985).
• Physical Exercise- Regular exercise is a proven method for reducing stress. Physical activity stimulates the release of endorphins, which are natural mood boosters, and helps to alleviate physical tension caused by stress (Stults-Kolehmainen & Sinha, 2014).

The Role of Counselling in Occupational Stress

Counselling is a valuable tool for managing occupational stress. It provides a supportive environment where individuals can explore the causes of their stress, gain insights into their coping mechanisms, and develop strategies to reduce stress. Counselling services may include-

• Individual Therapy- One-on-one counselling sessions help employees process their emotions, identify sources of stress, and develop personalized coping strategies. Therapists can offer valuable guidance in managing both work-related and personal stressors (Edwards, 2000).
• Employee Assistance Programs (EAPs)- Many organizations offer EAPs, which provide confidential counselling and support services to employees facing stress. EAPs may include short-term therapy, stress management workshops, or referrals to specialized services (Attridge, 2019).
• Group Counselling- Group therapy provides a space for employees to connect with others experiencing similar stressors. Group counselling can offer a sense of community and allow individuals to share coping strategies and solutions (O’Driscoll & Beehr, 1994).

Conclusion

Occupational stress is a widespread issue that can affect employees’ physical and mental health, as well as organizational performance. The causes of stress are multifactorial, encompassing extra-organizational, organizational, group, and individual factors. Stress can manifest as acute stress, chronic stress, work-related stress, or burnout. However, through effective coping mechanisms and the support of counselling services, employees can manage stress and prevent its adverse effects.

Organizations that prioritize employee well-being by providing counselling services, stress management programs, and a supportive work environment will not only improve employee satisfaction and engagement but will also see improvements in productivity and overall organizational success.

References

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