1、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：组织：更快速、更高效、更节省成本、更多的绩效员工：员工：压力、倦怠、侵犯、不愉快、低度幸福感OutlineStress 压力的本质压力的本质Theoretical perspectives 压力的理论视角压力的理论视角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压力管理与未来研究方向一、一、Stress 压力的本质压力的本质Stress 压力Stres
2、s 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 outcomesStressorstra
3、ins 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Lit
4、tle 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,o
5、r 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,injuri
6、es 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厌倦和冷漠厌倦和冷漠高精力和激励高精力和激励紧张和焦虑紧张和焦虑最优工作负荷水平绩效绩效高低低高工作负荷过重诱导的压力工作负荷过重诱导的压力Strains 压力反应/结果Physiological 生理的反应Physical symptoms 心理征兆Dizziness,headache,s
7、tomach 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Sources of stress 压力源压力源Intrinsic work factors-job characteristics-working conditions-work load-travelRole
8、 variables-role conflict-role ambiguityInterpersonal relationships-supervisors-co-workers-customers/clientsCareer development-job security-lack of advancement-obsolete skills-changeJob-related-job satisfaction-motivation-performance-withdrawalEmotion-related-exhaustion-depression-irritabilitySelf-es
9、teemphysiological-illness-blood pressure-heart problemsbehavioral-substance abuse-smokingStrains 压力反应压力反应/结果结果JobStress二、二、Theoretical perspectives 压力的理论视角压力的理论视角 -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Go
10、al 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 pro
11、cess 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
12、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
13、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Inco
14、rporate attribution theory(Parrew&Zellars,2019)Identify the controllability and internality of the demandInternal+controllable=guilt+problem-focused copingInternal+uncontrollable=shame+emotion-focused copingExternal+controllable=anger+emotion-focused copingExternal+uncontrollable=frustration+emotion
15、-focused copingSingle process perspective单一过程视角Transactional model 交易模型Connected to the physiological model of stressAllostatic load modelAllostasis:stability through change-physiological systems that make adjustments in response to or anticipation of environmental demandsAllostatic load:prolonged e
16、xposure to demands resulting overloads the systems and resulting in pathologyDifferent coping strategies can be considered as managing the allostatic load at different levels Problem-focused:change things that trigger allostasisEmotion-focused:better management of allostasisi processSingle process p
17、erspective单一过程视角Effort-reward imbalance(ERI)model 努力努力-奖励不奖励不平衡模型平衡模型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 employ
18、ees 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 pathologyCritiq
19、ueConcerns for psychometric quality of the measureCalculating a ratio of self-reported effort and rewardDifficulty in distinguishing the effects associated with effort,reward,or the imbalance between the two studies often omit key psychological strain measuresSingle process perspective单一过程视角Job dema
20、nds-control-support model 工作要求工作要求-控制控制-支持模型支持模型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 impor
21、t 个体差异很重要Self-efficacy 自我效能(Schaubroeck&Merritt,2019)Active coping 积极应对(De Rijk et al.,2019)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 同时关注压同时关注压力情境下的积极和消极反应力
22、情境下的积极和消极反应Stressors压力源Eustress正性压力distress负性压力Outcomes结果Savoring 品味Coping 应对IndividualdifferencesDual 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,an
23、xiety 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.,(2019)General modelPerceived organizational politics组织政治知觉Job satisfaction工作满意度Work
24、tension工作压力Psychological hardiness心理坚韧性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
25、 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.(2019)Challen
26、ge stressorsHindrance stressorsMotivationEmotionalstrainPerformanceHindrance vs challenge stressors:research example 另一个研究例子Podsakoff et al.(2019)Hindrance stressorsChallenge stressorsstrainsJobsatisfactionOrganizationalcommitmentWithdrawalbehaviorResource perspective 资源视角Conservation of resources t
27、heory 资源保存理论ResourcesVarious items that are valued by the individuals ObjectsHouses,carsPersonal characteristicsSelf-esteem,mastery experiencesConditionsSocioeconomics status,work rolesEnergiesMoney,timeResource perspective 资源视角Conservation of resources theory 资源保存理论Stress is elicited when 压力产生于：The
28、re 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 co
29、pe with stress resource lossThus,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 conceptu
30、alized 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
31、of the job that require sustained physical and/or psychological effort or skills to copeWorkload;unfavorable physical environment;emotionally demanding interaction with clientsDual 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,socia
32、l,or organizational aspects of the job that areFunctional in achieving work goalsReduce job demands and the associated physiological and psychological costs;orStimulate personal growth,learning,and developmentautonomy;feedback;supportDual process+resource perspective 双过程+资源观Job demands-resources mod
33、el 工作要求-资源模型JobresourcesJobdemandsMotivation/EngagementEmotionalStrainOrganizationalOutcomesDual 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.,2019)Unclear whether demands and resources interact in p
34、redicting motivation and strainRole of personal resources in the model also unclearJobresourcesJobdemandsMotivation/EngagementEmotionalStrainOrganizationalOutcomes三、三、Stress Management&Future directions 压力管理与未来研究方向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 ass
35、essment of the stressors 对压力源的客观测量Hours worked per week versus perceived workloadAveraged 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 aggre
36、gate 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,saf
37、ety behaviors,innovationAlternative assessment of performance 对绩效的测量Objective production rate,customer satisfactionWide 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
38、-amylase as indicators for activation of autonomic systemsInterleukin-1 Beta or Interleukin-6 as indicators for pro-imflammatory cytokineKey mediators to link stressors with physical health and well-beingIntervention research 干预研究Closely tied to the objective assessment of stressors General future d
39、irections 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,CWBBehaviors off work:alcohol consumption,diet,exercise,sleepQuasi-ex
40、perimental design 准实验设计Helpful for intervention researchLongitudinal design 纵向研究设计Necessary for some of the theoretical perspectives(e.g.,conservation of resources model)Stress management职场中的压力管理锻炼放松时间管理角色管理支持群体工作设计工作时间文化督导压力管理健康促进间歇休息EAP服务其他方案 压力减少 个人管理压力的方法个人管理压力的方法 制度性方案制度性方案 附属项目附属项目 组织管理压力的方法组织
41、管理压力的方法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 endThank you谢谢！
