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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]
Emotional exhaustion is a symptom of burnout, [1] a chronic state of physical and emotional depletion that results from excessive work or personal demands, or continuous stress. [2] It describes a feeling of being emotionally overextended and exhausted by one's work.
In the context of emotion, feelings are best understood as a subjective representation of emotions, private to the individual experiencing them. Emotions are often described as the raw, instinctive responses, while feelings involve our interpretation and awareness of those responses. [33] [34] [better source needed]
The reaction occurs in certain situations and is at the opposite end of the spectrum as fight or flight.
Affect, in psychology, is the underlying experience of feeling, emotion, attachment, or mood. [1] It encompasses a wide range of emotional states and can be positive ...
Flow is the "ultimate eustress experience – the epitome of eustress". [8] Hargrove, Nelson and Cooper described eustress as being focused on a challenge, fully present and exhilarated, which almost exactly mirrors the definition of flow. [8] Flow is considered a peak experience or "the single most joyous, happiest, most blissful moment of ...
The way an individual reacts to stress can directly overlap with their ability to regulate emotion. [110] Although the two concepts differ in a multitude of ways, "both coping [with stress] and emotion regulation involve affect modulation and appraisal processes" that are necessary for healthy relationships and self-identity. [111]
According to Gallup’s 2024 report, a growing number of employees experience stress, burnout, and disengagement, with only 23% of workers worldwide feeling engaged at work. The report identifies a well-being deficit, where organizations fail to recognize the impact of emotions on employee motivation, decision-making, and performance (Gallup ...