In This Article Expand or collapse the "in this article" section Employee Stress and Well-Being

  • Introduction
  • Mediators of Stress-Strain Relationships
  • Psychological Detachment
  • Other Moderators in the Stressor-Strain Relationship
  • Conclusion
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Psychology Employee Stress and Well-Being
by
Wheeler Nakahara, Steve Jex, Kristin Horan
  • LAST MODIFIED: 21 April 2021
  • DOI: 10.1093/obo/9780199828340-0288

Introduction

This article provides a general overview of overarching topics in the literature on stress and well-being. Broadly stated, the study of employee stress and well-being is concerned with the impact of work on the mental and physical health of employees. Topics covered in this overview include stress theories, commonly studied job stressors, strains associated with those stressors, moderators, and mediators of the stressor-strain relationship, as well as interventions to address job-related stress in the workplace. In addition to general overviews of these topics (and subtopics), brief annotations of research articles for each topic are included.

Stress Theories

The concept that stressors lead to strain has been well established in the literature on stress and well-being. However, there are many types of stressors and strains. Therefore, simply knowing that stressors lead to strains does not explain how specific stressors manifest and lead to different strains. In order to better understand certain stress phenomena, stress theories have been created and tested to better understand how specific stressors lead to certain strains. For instance, Demerouti, et al. 2001 (cited under Job-Demands-Control Model, Job Demands-Control Support Model, and Job Demands–Resources Model) provides evidence that job demands and resources are related to emotional exhaustion and disengagement, both of which are components of burnout. Specifically, job demands are positively related to emotional exhaustion, and resources are negatively related to disengagement.

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