Workplace Stress: HR leads
Workplace stress is a growing concern for organisations globally, and HR leaders play a vital role in mitigating and managing it.
As per Meister (2023) and the US Department of Health and Human Service (2022), a recent Surgeon General report on Mental Health and Well Being shows that 81% of workers say they will be looking for workplaces that support mental health in the future, and 84% of respondents reported at least one workplace factor that had a negative impact on their mental health.
HRM practices and principles that can be applied globally include employee assistance programs (EAPs), work-life balance initiatives, flexible working arrangements, and training and development programs. These practices and principles can help mitigate the negative effects of workplace stress and create a positive work environment.
Theoretical Models and Principles:
The Transactional Model of Stress and Coping
The transactional model of stress and coping (Lazarus and Folkman, 1984) is a widely studied theoretical model that explains how people perceive stress and cope with it. According to this model, stress arises from an imbalance between the demands placed on an individual and their resources to cope with those demands. HR leaders can use this model to identify stressors in the workplace and develop coping strategies.
Source: VCE Psychology: Transactional Model of Stress and Coping
The Job Demands-Resources Model
Another relevant theoretical model is the Job Demands-Resources (JD-R) model (Bakker and Demerouti, 2017), which suggests that job demands (such as workload and time pressure) and resources, such as social support, impact employee well-being and job performance. HR leaders can use this model to identify job demands and resources and implement strategies to reduce job demands and enhance resources.
Source: Talbit
Hofstede's Cultural Dimensions Theory
Source: iedunote
In a global context, Hofstede (1980) cultural dimensions theory provides insights into cultural differences that may impact workplace stress. For example, in cultures with a high power distance index, employees may experience more stress due to hierarchies and authority figures. HR leads can use this theory to understand cultural differences and develop culturally sensitive strategies.
Additionally, there is emerging research on the role of mindfulness in managing workplace stress. Mindfulness, defined as "the awareness that emerges through paying attention on purpose, in the present moment, and non-judgmentally to the unfolding of experience moment by moment" (Tan et al, 2014 and Kabat, 1994), has been found to be an effective tool for reducing stress (Good et al., 2016). HR leaders can incorporate mindfulness training into their stress management strategies.
Conclusion: Workplace stress is a growing concern for organizations globally, and HR leaders play a vital role in managing and mitigating stress. The Transactional Model of Stress and Coping, the Job Demands-Resources Model, and Hofstede's Cultural Dimensions Theory are relevant theoretical models and principles that HR leaders can leverage to develop effective stress management strategies.
Bakker, A. B., and Demerouti, E. (2017) Job demands-resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp0000056 [Accessed 21 March 2023].
Earley, P. C., and Ang, S. (2003) Cultural intelligence: Individual interactions across cultures. Stanford, CA: Stanford Business Books.
U.S department of health and human service (2022) U.S. Surgeon General Releases New Framework for Mental Health & Well-Being in the Workplace [online] Available from: https://www.hhs.gov/about/news/2022/10/20/us-surgeon-general-releases-new-framework-mental-health-well-being-workplace.html [Accessed 21 March 2023].
Good, D. J., Lyddy, C. J., Glomb, T. M., Bono, J. E., Brown, K. W., Duffy, M. K., Baer, R. A., Brewer, J. A., and Lazar, S. W. (2016) Contemplating mindfulness at work: An integrative review. Journal of Management, 42(1), 114–142. https://doi.org/10.1177/0149206315617003 [Accessed 21 March 2023].
Graffigna, G., Barello, S., Bonanomi, A., and Riva, G. (2016) Factors affecting patients' online health information-seeking behaviours: The role of the Patient Health Engagement (PHE) model. Patient Education and Counseling, 99(5), 855-861.
Hofstede, G. (1980) Culture's consequences: International differences in work-related values. Sage Publications.
Meister, J. (2023) Top Ten HR Trends For The 2023 Workplace, Forbs. [Online]. Available from:
https://www.forbes.com/sites/jeannemeister/2023/01/10/top-ten-hr-trends-for-the-2023-workplace/?sh=11e23a545933 [ Accessed 21 March 2023].
Tan, L., Martin, G., and Guillaume, Y. R. F. (2014) Emotion regulation and leadership: A conceptual model and research agenda. The Leadership Quarterly, 25(4), 631-651
Hi Anushka,
ReplyDeleteAgreed the above, inaddition I would like to add somthing how to inpact this for our private life as below,
Workplace stress can have a significant impact on an individual's private life, affecting their physical and emotional well-being, time management, finances, and overall sense of fulfillment. High levels of stress can lead to physical health problems such as headaches, digestive problems, fatigue, and sleep disorders, as well as emotional and financial stress. It can also lead to burnout, a state of emotional, physical, and mental exhaustion, which can affect a person's ability to engage in personal relationships and enjoy leisure activities. It is important to recognize and manage workplace stress to minimize its impact on personal life.
HR leads can play a crucial role in addressing workplace stress by identifying its causes, providing resources and support, promoting a positive workplace culture, setting realistic expectations, and encouraging self-care. Well done.
ReplyDeleteIt is true that stress affects greatly in the workplace. The theories you had suggested gives us a knowledge of how stress can be mitigated. An interesting article.
ReplyDeleteHi Anushka, Highly appreciated your effort. As a employee yes all of us are experiencing work related stress at some point. Lack of enough KAS to perform the task, heavy workload, Management issues and some time not having a proper appreciation may leads to have the work related stress. As a person managing work related stress is personalized. You can use breathing exercise as a short term solution for the stress.
ReplyDeleteThis article is informative and insightful in highlighting the growing concern of workplace stress and the important role of HR leaders in mitigating and managing it. The use of theoretical models such as the Transactional Model of Stress and Coping and the Job Demands-Resources Model can assist in identifying and addressing stressors in the workplace. The incorporation of mindfulness training into stress management strategies is also a valuable addition. It is encouraging to see the focus on supporting employee mental health and wellbeing in the workplace, which is not only beneficial for employees but can also contribute to a positive work environment and improved job performance. Well done..!!!
ReplyDeleteStress may put enormous strain on employees' physical and emotional health, influencing their behavior, performance, and interpersonal connections also. It is a major cause of long-term absence from work, and knowing how to handle the elements that can create work-related stress is essential for good people management. Well done Anushka !
ReplyDelete