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Regarding: Work stress is usually defined and measured according to two theoretical models, the demand-control model, and the effort-reward imbalance model . While work stress in the first model is a result of a distinct job task profile, i.e. high demand in combination with low control (‘job strain’), its definition in the second model is based on the work contract: it results from high efforts spent at work not being reciprocated by appropriate rewards in terms of salary, job promotion or security, and esteem. [1] A concern with stress research is that studies often neglect to consider the broader organizational context. [2]
This page is an archive of past discussions. Do not edit the contents of this page. If you wish to start a new discussion or revive an old one, please do so on the current talk page. |
Regarding: Work stress is usually defined and measured according to two theoretical models, the demand-control model, and the effort-reward imbalance model . While work stress in the first model is a result of a distinct job task profile, i.e. high demand in combination with low control (‘job strain’), its definition in the second model is based on the work contract: it results from high efforts spent at work not being reciprocated by appropriate rewards in terms of salary, job promotion or security, and esteem. [1] A concern with stress research is that studies often neglect to consider the broader organizational context. [2]