Ravalier PhD Theis.pdf - Anglia Ruskin Research Online

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Research has indicated that role conflict can lead to reduced job
satisfaction and higher anxiety levels (e.g. Siegall, 1999).
8) Responsibility
Research has tended to focus mainly on two types of responsibility
in the workplace: that for people and that for ‘things’ (Arnold, 2005).
Responsibility for people is more likely to lead to coronary heart disease
than is responsibility for ‘things’. For example, Iwanaga, Yokoyama and
Seiwa (2000) investigated the effects of personality type in reacting to
responsibility as a stressor, with results indicating that high levels of
responsibility elicited psychological stress responses and increased heart
rate in both personality types studied.
1d.3) Work Relationships
Social stressors, such as conflicts between co-workers and
supervisors, and other social animosities at work have been more strongly
associated with job strain than have task-specific stressors, yet they have
been studied much less intensively (Dormann & Zapf, 2002).
9) Bullying
The topic of workplace bullying with respect to stress in the
workplace has attracted increasing attention over the last 15-20 years.
However, it is still a relatively new area of study. Research suggests that
bullying is potentially a major risk factor for stress. For example, results
using self-report measures (Agervold & Mikkelsen, 2004) indicated that
higher levels of psychological stress, mental fatigue, and increased
likelihood to take sick leave were all associated with exposure to acts of
bullying. Likewise, Hansen et al. (2006) found that respondents who
reported themselves as having been bullied at work had lower social
support from colleagues and supervisors, and reported higher levels of
depression, anxiety and stress at work.
10) Peer Support
The buffering effect of peer support for stress in the workplace is an
essential part of the revised Job-Demands-Control-Support (JDCS) model of
occupational stress (see Section 1b.1). According to the JDCS adequate