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The ICD-11 of the World Health Organization (WHO) describes occupational burnout as a work-related phenomenon resulting from chronic workplace stress that has not been successfully managed. According to the WHO, symptoms include "feelings of energy depletion or exhaustion; increased mental distance from one's job, or feelings of negativism or ...
Different aspects of a person's life will affect their stress levels through work. In comparing women and men, there is a higher risk for women to experience stress, anxiety and others forms of psychological stress in response to their work life than there is for men due to societal expectations of women.
Job strain is a form of psychosocial stress that occurs in the workplace. One of the most common forms of stress, it is characterized by a combination of low salaries, high demands, and low levels of control over things such as raises and paid time off. [1]
Personal resources, such as status, social support, money, or shelter, may reduce or prevent an employee's emotional exhaustion. According to the Conservation of Resources theory (COR), people strive to obtain, retain and protect their personal resources, either instrumental (for example, money or shelter), social (such as social support or status), or psychological (for example, self-esteem ...
Positive psychology in the workplace focuses on shifting attention away from negative aspects such as workplace violence, stress, burnout, and job insecurity; it shifts attention to positive and hopeful attributes, resilience, confidence, and a productive work culture that emphasizes professional success and human success. [2]
An employee who is unable to [absolve their strain] is unable to focus on what is occurring in the organization, such as organizational change. [10] Not only can work stress predict adaptive performance to a considerable extent, there are also a lot of overlaps between adaptive performance and stress coping .
Employees often experience stress due to insufficient support and recognition from supervisors. This can lead to increased workload, uncertainty, and job dissatisfaction. Clear expectations and supportive leadership are crucial for employee well-being. Workplace conflicts, particularly those involving power imbalances, are significant stressors.
Psychological stress can be external and related to the environment, [3] but may also be caused by internal perceptions that cause an individual to experience anxiety or other negative emotions surrounding a situation, such as pressure, discomfort, etc., which they then deem stressful. Hans Selye (1974) proposed four variations of stress. [4]