This document summarizes research on workplace stress. It outlines five learning outcomes related to understanding workplace stressors and their consequences. It then discusses the Job-Strain Model, which proposes that high workload and low job control are the two main causes of workplace stress. Several key studies are summarized that provide support for this model. Marmot et al. (1997) found low job control was linked to increased risk of heart disease. Johansson (1978) and Schaubroeck et al. (2001) also studied workplace stressors. Kivimaki et al. (2006) meta-analysis found employees with high job strain were 50% more likely to develop heart disease. The document also discusses issues like individual differences in

1. Learning Outcomes (by the end of the lesson you will be able to:)
1.Outline research on workplace stressors
• Outline the investigation into the Job-Strain Model (Marmot et al 1997)
• Outline the Sawmill study (Johansson 1978)
• Outline the Saliva Study (Schaubroeck et al 2001)
2.Outline & evaluate work-overload, work-underload & low control
issues as stressors
3.Evaluate the methodology of studying stress including internal and
temporal validity issues
4.Evaluate the consequences of workplace stress
5.Describe real world applications of psychological research on
workplace stressors
Workplace Stress

2. What is Workplace Stress?
The Job-Strain Model
The Job-Strain Model proposes the workplace creates stress and
illness in two ways:
1. High Workload
(Creating greater job
demands)
1. High Workload
(Creating greater job
demands)
2. Low Job Control
(eg over deadlines,
procedures, etc)
2. Low Job Control
(eg over deadlines,
procedures, etc)
In pairs, identify stressors for both types of job-strain

3. Research on Workplace Stressors (A01)
Marmot et al (1997)
Marmot et al (1997) investigated the job-strain model of workplace
stress on 7372 Civil Servants in London and proposed that:
1. High Workload
High-grade employees
1. High Workload
High-grade employees
2. Low Job Control
Low grade employees
2. Low Job Control
Low grade employees
So Marmot et al (1997) predicted :
1. Both groups would experience stress for different reasons.
2. Stressed employees would show signs of cardiovascular disease.
Methodology – Write an operationalised, directional, experimental
hypothesis for BOTH types of job strain. (Write 2 hypotheses.)

4. Research on Workplace Stressors (A01)
Marmot et al (1997) continued
Experimental Method –
•Participants answered a questionnaire on
workload, job control and amount of social
support.
•Researchers also obtained an independent
assessment of workload and control by checking
job specs & role responsibilities with personnel
management.

5. FINDINGS: 5 years after the initial assessment they found:
Research on Workplace Stressors (A01)
Marmot et al (1997) continued
1. People with low levels of job control were more likely
to have developed heart disease than were those who
had reported high levels of job control.
2. The association did not appear to be linked to
employment grade. High demand jobs (i.e. being a
boss) are not linked to stress related CHD
3. The association could NOT be explained in terms of
other risk factors such as smoking, physical inactivity or
degree of social support.
So what was the CRITICAL factor in determining the onset of
heart disease?

6. Research on Workplace Stressors (A01)
Johansson (1978) – Sawmill Study
Research on Workplace Stressors (A01/A02)
Schaubroeck et al (2001) - Individual Differences
Pairs work,
S13

7. Consequences of Workplace Stress (A02)
Research Support on Harmful effects of work stress – Kivimaki
et al (2006) Meta Analysis
• Kivimaki et al (2006) carried out a meta-analysis of 14
studies looking at the risk of Coronary Heart Disease (CHD)
in association with work stress.
• 83 000 employees across Europe, the US and Japan.
• Found employees with high levels of job strain were 50%
more likely to develop CHD.
Write a directional hypothesis for this meta analysis
Tell the person next to you a biological reason that
those experiencing workplace stress are more likely to
show signs of CHD than those who don’t.
(HPA or SAM pathways – use one each)

8. Consequences of Workplace Stress (A02)
Work Underload – Shultz et al (2010)
• Most research focuses on work overload or having too many job
demands.
• Work underload = employed in jobs that are beneath their
capacities or where they are given tasks that are lacking in any
creativity or stimulation.
• Shultz et al (2010) – data from 16 000 adult employees across 15
European countries.
• Work overload had the highest levels of stress-related illness.
• However, those who reported work underload also reported low
job satisfaction and significant levels of absence due to stress-
related illness.
• Read the article on S14 & answer the questions in pairs.

9. Problems with the Study of Workplace Stress (A02)
The impact of Workplace Stressors –
Individual Differences in ‘Hardiness’ Lazarus (1995)
Lazarus (1995) suggests that
there are individual differences in
the way people react to and
cope with individual stressors.
Lazarus’s Transactional
Approach emphasises the
degree the thing is perceived
as a stressor depends on
person’s perceived ability to
cope.
Therefore high job demands and
role ambiguity may be perceived
as stressful to one person but
not another, particularly those
high in HARDINESS.
SAS
applicants
are
screened
for
‘Hardiness’

10. Problems with the Study of Workplace Stress (A02)
What is ‘Hardiness’?
Control – Hardy people see themselves as being in control of
their lives, rather than being controlled by external factors
beyond their control.
Commitment – Hardy people are involved with the world
around them, and have a strong sense of purpose.
Challenge – hardy people see life challenges as problems to
be overcome rather than as threats or stressors. They enjoy
change as an opportunity for development.
How Hardy are you? Test yourself. Use S15.

11. Problems with the Study of Workplace Stress (A02)
The Evolution of Work & Work Stressors
Temporal Validity Issues
• The changing nature of the work environment, with the advent of
new technology, virtual offices and the blurring of home/work
environments means that our current knowledge of workplace
stressors rapidly becomes out of date.
• As the ultimate purpose of research in this area is to help people
manage the stresses of their working day, psychological research
may inevitably lag behind actual work practices.

12. Problems with the Study of Workplace Stress (A02)
Questionnaires as a research tool
Internal Validity Issues
• Most studies use questionnaires (self report) – Identify the issues.
• Dewe (1989) - questioned the use of traditional questionnaires as
they may distort the importance of some items that may no longer
be important while ignoring others that are (temporal validity)
• Keenan & Newton (1989) – study of engineers.
Interviews instead of Questionnaires & revealed stressors not usually
covered by traditional Questionnaires eg time-wasting job demands
and interpersonal conflicts.
• Role conflict and ambiguity which are usually included in
Questionnaires were seldom mentioned as significant stressors.
• Interviews therefore may offer a more valid way of assessing the
impact of workplace stressors than traditional Questionnaires.

13. Real World Applications (A02)
Ritvanen et al (2007) Teacher’s Fitness Study
Research on workplace stress
has led to suggestions about
how to deal with its negative
consequences.
Ritvanden et al (2007) studied
whether aerobic fitness could
reduce the physiological stress
responses teachers experienced
during working hours.
26 male and female teachers.
Exercise tests, measurement of
physiological responses
(Identify!) as well as level of
perceived stress.
Results – teachers with the
highest levels of aerobic fitness
had lower levels of heart rate,
muscle tension and perceived
stress.

14. Group Work
1. Discuss research into the effects of workload on workplace
stress (8 marks)
2. Discuss research into the effects of control on workplace stress
(8 marks)
3. Discuss research into workplace stress (12 marks)

15. • Identify which A01 and A02/A03 material you want to use.
• You are going to create a short video that can be done in any way
you want. You don’t have to be on camera, you could film a mind
map or pictures while you narrate the studies and findings.
• If you’re feeling brave, then go for it and be the star of the show.
• You can be as creative as you like – eg you could role-play a study
to make it more memorable.
• Peg each of the studies to the names of the researchers and
include this in your video.
• Use the question as your video title.
• Make sure everyone saves a copy of the video so you can use it as
part of your revision strategies.
Group Work