這是一個關(guān)于職場壓力管理法則PPT，包括了引言，壓力的本質(zhì)，壓力的理論視角，單一過程模型，雙過程模型，資源視角，壓力管理與未來研究方向等內(nèi)容.Occupational Stress Management 職場壓力管理 華中師范大學(xué)心理學(xué)院 王忠軍引言天天談激勵，誰來管壓力 組織：更快速、更高效、更節(jié)省成本、更多的績效 員工：壓力、倦怠、侵犯、不愉快、低度幸福感 Outline Stress 壓力的本質(zhì) Theoretical perspectives 壓力的理論視角 Single process models 單一過程模型 Dual-process models 雙過程模型 Resources-based perspectives 資源視角 Future directions 壓力管理與未來研究方向一、Stress 壓力的本質(zhì) Stress 壓力 Stress 壓力 Process through which individuals respond to excessive environmental demands 個體對刺激的適應(yīng)性反應(yīng)，這些刺激對個體提出了超出正常水平的心理和生理要求 Stressor 壓力源 Any force that pushes psychological and/or physiological functioning beyond its normal range 任何能夠引起壓力的東西，即環(huán)境刺激 Strain 壓力感/壓力反應(yīng) Undersirable stress-related outcomes Stressor→strains 壓力源導(dǎo)致壓力感或壓力反應(yīng)例如：溫州動車事故后，中國鐵路系統(tǒng)積極尋求EAP服務(wù) Stress process 壓力的過程一般適應(yīng)綜合征(general adaptation syndrome) (Hans Selye) Stress process 壓力的過程一般適應(yīng)綜合征(general adaptation syndrome) (Hans Selye) Stressors 壓力源 Intrinsic work factors 工作的內(nèi)在因素 Demanding job characteristics 工作特征的要求 Low autonomy or control 低度自主或自控 Little feedback 較少的反饋 Low skill demands or task variety 低度技能要求或任務(wù)多樣性 High workload 高工作負(fù)荷 Working conditions 工作條件 Physical conditions 物理條件 Psychological conditions 心理條件 Role variables 角色變量 Role ambiguity 角色模糊，歡迎點擊下載職場壓力管理法則PPT。

職場壓力管理法則PPT是由紅軟PPT免費(fèi)下載網(wǎng)推薦的一款公司管理PPT類型的PowerPoint.

Occupational Stress Management 職場壓力管理 華中師范大學(xué)心理學(xué)院 王忠軍引言天天談激勵，誰來管壓力 組織：更快速、更高效、更節(jié)省成本、更多的績效 員工：壓力、倦怠、侵犯、不愉快、低度幸福感 Outline Stress 壓力的本質(zhì) Theoretical perspectives 壓力的理論視角 Single process models 單一過程模型 Dual-process models 雙過程模型 Resources-based perspectives 資源視角 Future directions 壓力管理與未來研究方向一、Stress 壓力的本質(zhì) Stress 壓力 Stress 壓力 Process through which individuals respond to excessive environmental demands 個體對刺激的適應(yīng)性反應(yīng)，這些刺激對個體提出了超出正常水平的心理和生理要求 Stressor 壓力源 Any force that pushes psychological and/or physiological functioning beyond its normal range 任何能夠引起壓力的東西，即環(huán)境刺激 Strain 壓力感/壓力反應(yīng) Undersirable stress-related outcomes Stressor→strains 壓力源導(dǎo)致壓力感或壓力反應(yīng)例如：溫州動車事故后，中國鐵路系統(tǒng)積極尋求EAP服務(wù) Stress process 壓力的過程一般適應(yīng)綜合征(general adaptation syndrome) (Hans Selye) Stress process 壓力的過程一般適應(yīng)綜合征(general adaptation syndrome) (Hans Selye) Stressors 壓力源 Intrinsic work factors 工作的內(nèi)在因素 Demanding job characteristics 工作特征的要求 Low autonomy or control 低度自主或自控 Little feedback 較少的反饋 Low skill demands or task variety 低度技能要求或任務(wù)多樣性 High workload 高工作負(fù)荷 Working conditions 工作條件 Physical conditions 物理條件 Psychological conditions 心理條件 Role variables 角色變量 Role ambiguity 角色模糊 Role conflict 角色沖突 Stressors 壓力源 Interpersonal relationships人際關(guān)系 Conflict with supervisors， coworkers， or clients 與上級、同事、顧客的人際沖突 Perceptions of organizational politics 知覺的組織政治 Career development 職業(yè)發(fā)展 Job insecurity 工作不安全感 Lack of advancement opportunities 缺少發(fā)展機(jī)會 Organizational change 組織變革 Strains 壓力反應(yīng)/結(jié)果 Job-related 與工作相關(guān)的反應(yīng) ↓Job satisfaction， motivation 工作滿意度、工作動機(jī) ↓Productivity， performance 生產(chǎn)率、績效 ↑Accidents， injuries 事故、傷害 ↑Turnover， absenteeism 離職、缺勤 Emotion-related 與情緒相關(guān)的反應(yīng) Anger 憤怒 Anxiety 焦慮 Depression 抑郁 Frustration 挫敗感 Burnout symptoms 倦怠 Workload， stress and performance Strains 壓力反應(yīng)/結(jié)果 Physiological 生理的反應(yīng) Physical symptoms 心理征兆 Dizziness， headache， stomach distress 頭昏、頭痛、胃痛 Sleep disorder 睡眠紊亂 Long-term effects 長期影響 Coronary disease 冠心病 Hypertension 高血壓 Illness frequency 疾病頻率 Behavioral 行為的反應(yīng) Smoking 吸煙 Substance use 物質(zhì)濫用 Bullying? 威脅、欺負(fù)、暴力？ Stress 壓力二、Theoretical perspectives 壓力的理論視角 -Single process models 單一過程模型 -Dual-process models 雙過程模型 -Resources-based perspectives 資源視角 Theoretical perspectives of stress 壓力研究的理論視角 Goal is to identify: 研究目標(biāo) What elicit the stress process 引發(fā)壓力的因素 How the stress process relate stressors and strains 壓力的過程/機(jī)制 When such process will vary 壓力過程的調(diào)節(jié)因素 Three categories of theories 三種代表性的理論視角 Single process perspective 單一過程視角 Dual process perspective 雙過程視角 Resource-based perspective 資源視角 Single process perspective 單一過程視角 Transactional model 交易模型 (Lazarus & Folkman， 1984) Stress as a process that describes the interaction between the person and the environment 壓力是個體與環(huán)境交互作用的過程 Cognitive appraisal as the focal process 認(rèn)知評價是關(guān)鍵機(jī)制 Primary appraisal 初級評價 Cognitive evaluation of the environmental demand 對環(huán)境要求的認(rèn)知評價 Threatening? 威脅有多大？ Relevant to oneself? 與個體的相關(guān)？ Single process perspective 單一過程視角 Transactional model 交易模型 Secondary appraisal 次級評價 Assessment of coping potential 應(yīng)對潛能的評估 Various coping styles to address the stressors or symptoms 采用不同應(yīng)對風(fēng)格 Problem-focused coping 問題指向的應(yīng)對 Targets at the source of stress 直接聚焦壓力源 Emotion-focused coping 情緒指向的應(yīng)對 Cognitive-strategies that aimed to reduce the negative emotional effects 通過認(rèn)知策略減少負(fù)性情緒影響 Avoidance coping 回避應(yīng)對 Repress the reactions towards stressors 壓制對壓力源的反應(yīng) Single process perspective 單一過程視角 Transactional model 交易模型 Further refinement of the appraisal process 評價過程 Incorporate attribution theory (Parrewé & Zellars， 1999) Identify the controllability and internality of the demand Internal + controllable = guilt + problem-focused coping Internal + uncontrollable = shame + emotion-focused coping External + controllable = anger + emotion-focused coping External + uncontrollable = frustration + emotion-focused coping Single process perspective 單一過程視角 Transactional model 交易模型 Connected to the physiological model of stress Allostatic load model Allostasis: stability through change-physiological systems that make adjustments in response to or anticipation of environmental demands Allostatic load: prolonged exposure to demands resulting overloads the systems and resulting in pathology Different coping strategies can be considered as managing the allostatic load at different levels Problem-focused: change things that trigger allostasis Emotion-focused: better management of allostasisi process Single process perspective 單一過程視角 Effort-reward imbalance (ERI) model 努力-獎勵不平衡模型 Exchange relationships between employee and organization 組織-員工的交換關(guān)系 Employee: efforts， time， capability to effectively perform assigned work roles 員工的投入 Organization: tangible rewards， recognition， and promotion for high-performance employees 組織的回報 High effort + low reward→ 高投入+低獎勵導(dǎo)致 Emotional strain 情緒反應(yīng) Activation of autonomic systems to cope with imbalance 應(yīng)對不平衡的自主系統(tǒng)激活 Single process perspective 單一過程視角 Effort-reward imbalance (ERI) model 努力-獎勵不平衡模型 Large number of studies showing the relationship between ERI and cardiovascular pathology Critique Concerns for psychometric quality of the measure Calculating a ratio of self-reported effort and reward Difficulty in distinguishing the effects associated with effort， reward， or the imbalance between the two studies often omit key psychological strain measures Single process perspective 單一過程視角 Job demands-control-support model 工作要求-控制-支持模型 High demands + low control →stress 壓力：高要求+低控制 High demands + high control → challenge and sense of competency 高要求+高控制：挑戰(zhàn)與勝任感 Support as an additional buffer of the negative effect of high demands 支持對高要求的負(fù)面效應(yīng)起緩沖作用 Evidence that individual differences may be import 個體差異很重要 Self-efficacy 自我效能(Schaubroeck & Merritt， 1997) Active coping 積極應(yīng)對 (De Rijk et al.， 1998) Dual process perspective 雙過程模型 Eustress versus distress 正性/良性壓力 VS 負(fù)性壓力/苦惱 Eustress：如升職、發(fā)表獲獎演說、結(jié)婚、生子 Distress：如過度的壓力、不合理的時間要求、壞消息 Focus on both positive and negative reactions to stressors 同時關(guān)注壓力情境下的積極和消極反應(yīng) Dual process perspective 雙過程模型 Eustress 正性/良性壓力反應(yīng) Hope， vigor， positive affect， meaningfulness， satisfaction， commitment 希望、活力、積極情感、意義感、滿意、承諾 distress 負(fù)性壓力反應(yīng)/苦惱 Negative affect， alienation， frustration， burnout， anxiety 消極情感、疏離感、挫折感、耗竭感、焦慮 Individual differences 個體差異 Optimism 樂觀 Hardiness 堅韌性/耐受力 Locus of control 控制點/內(nèi)控or外控 Self-reliance 獨(dú)立性 Gender 女性更多地體驗到心理壓力，男性更多地體驗到生理壓力 Eustress vs distress: a research example 一個研究例子 Chang et al.，(2007) General model Dual process perspective 雙過程模型 Hindrance versus challenge stressors 阻礙性VS挑戰(zhàn)性壓力源 Hindrance stressors 阻礙性壓力源 Constrains or demands that impede employees’ work achievements and personal growth 限制員工工作成就和個人成長的因素 Role stressors: perceived politics; organizational constrains 角色性壓力源：政治知覺、組織限制 Challenge stressors 挑戰(zhàn)性壓力源 Obstacles to be overcome in order to achieve personal learning and development 戰(zhàn)勝障礙將有利于個人學(xué)習(xí)和發(fā)展 Workload: time pressure， and high levels of job responsibility 工作負(fù)荷：時間壓力、高水平的工作責(zé)任 Hindrance vs challenge stressors: a research example 一個研究例子 LePine et al.(2005) Hindrance vs challenge stressors: research example 另一個研究例子 Podsakoff et al.(2007) Resource perspective 資源視角 Conservation of resources theory 資源保存理論 Resources Various items that are valued by the individuals Objects Houses， cars Personal characteristics Self-esteem， mastery experiences Conditions Socioeconomics status， work roles Energies Money， time Resource perspective 資源視角 Conservation of resources theory 資源保存理論 Stress is elicited when 壓力產(chǎn)生于： There is actual loss of resources 實際的資源損耗 There is potential loss of resources 潛在的資源損耗 When efforts to maximize resources do not result in adequate return 擴(kuò)充資源的努力沒有獲得足夠的回報 Reciprocal process linking resources and stress 資源與壓力之間相互影響的過程 Resources loss/threat of resources loss→ stress →expending resources to cope with stress → resource loss Thus， those with a larger pool of resources are more resilient against stress 資源儲備量較大的個體應(yīng)對壓力時更具彈性 Resource perspective 資源視角 Conservation of resources theory 資源保存理論 Critique 批評/局限 Broad definition of resources 對資源的定義過于寬泛 Almost all aspects of the work environment can be conceptualized as “resources” Cyclical proposition between resource loss and stress is unique資源損耗與壓力之間的循環(huán)論證 However， research seldom provide a direct test 需要直接證據(jù)！ Dual process + resource perspective 雙過程+資源觀 Job demands-resources model 工作要求-資源模型 Job demands 工作要求 Physical， psychological， social， or organizational aspects of the job that require sustained physical and/or psychological effort or skills to cope Workload; unfavorable physical environment; emotionally demanding interaction with clients Dual process + resource perspective 雙過程+資源觀 Job demands-resources model 工作要求-資源模型 Job resources 工作資源 Physical， psychological， social， or organizational aspects of the job that are Functional in achieving work goals Reduce job demands and the associated physiological and psychological costs; or Stimulate personal growth， learning， and development autonomy; feedback; support Dual process + resource perspective 雙過程+資源觀 Job demands-resources model 工作要求-資源模型 Dual process + resource perspective 雙過程+資源觀 Job demands-resources model 工作要求-資源模型 Critique 批評 Good empirical support for the mediation chain (Crawford et al.， 2010) Unclear whether demands and resources interact in predicting motivation and strain Role of personal resources in the model also unclear 三、Stress Management & Future directions 壓力管理與未來研究方向 General future directions 未來研究 Going back to the basics 回到基本問題上 Objective assessment of the stressors 對壓力源的客觀測量 Hours worked per week versus perceived workload Averaged group-level perceptions 群體層面的知覺 Appraisal process of stressors 壓力源的評價過程 Conscious（i. e.， cognitive appraisal) vs. automatic (i. e.， allostasis model) 有意識的過程還是自動化的過程 Individual differences? 個體差異？ To aggregate or not to aggregate 壓力能否聚合 Specific stressors versus higher-order construct 具體化的壓力源還是高優(yōu)先的構(gòu)念 General future directions 未來研究 Establish links between stressors and organizational effectiveness 壓力源與組織效能之間的關(guān)聯(lián)機(jī)制 Broadened criteria domain 擴(kuò)大組織效能的研究領(lǐng)域 Task performance， contextual performance， counterproductive work behaviors， safety behaviors， innovation Alternative assessment of performance 對績效的測量 Objective production rate， customer satisfaction Wide range of stressors 擴(kuò)大壓力源的范圍 Need more on acute stressors in the field setting 現(xiàn)場中的急性壓力源 General future directions 未來研究 Consider the physiological assessment 采用生理測量指標(biāo) Cortisol and alpha-amylase as indicators for activation of autonomic systems Interleukin-1 Beta or Interleukin-6 as indicators for pro-imflammatory cytokine Key mediators to link stressors with physical health and well-being Intervention research 干預(yù)研究 Closely tied to the objective assessment of stressors General future directions 未來研究 Application of advanced methodology 運(yùn)用高級方法 Experience sampling 體驗式抽樣 Capture fluctuation in stressors and strain responses over time 探尋壓力源和壓力反應(yīng)隨時間的變化規(guī)律 Examine specific behavioral outcomes 考察特定的行為結(jié)果 Behaviors at work: OCB， CWB Behaviors off work: alcohol consumption， diet， exercise， sleep Quasi-experimental design 準(zhǔn)實驗設(shè)計 Helpful for intervention research Longitudinal design 縱向研究設(shè)計 Necessary for some of the theoretical perspectives (e. g.， conservation of resources model) Stress management 職場中的壓力管理 Work-life balance 工作-生活平衡 Work-life relationship 工作-生活關(guān)系工作是生活的基本維度生活中有很大一部分是在工作之外二者間不協(xié)調(diào)、不相容時，壓力就會出現(xiàn) Work-life balance 工作-生活平衡要做到，很不容易！提前認(rèn)識二者潛在的權(quán)衡關(guān)系，有助于平衡掌握好短期目標(biāo)和長期目標(biāo)，有助于平衡需要決定什么是你所珍視的、哪些權(quán)衡是可以接受的 Work-family balance 工作-家庭沖突→工作-家庭增益→工作-家庭平衡 送給大家兩句話—— 生命由許多瑣事構(gòu)成，只要所有的瑣事都朝著一個正確的方向，你的生命就是有價值的！ 每個人的人性中都有光明面，也有黑暗面。如果你用光明面面對自己、社會與他人，世上就沒有困難與痛苦！ The end Thank youBDk紅軟基地

職場壓力管理ppt：這是職場壓力管理ppt，包括了什么是壓力，壓力的積極作用，壓力的危害，壓力管理的目標(biāo)，壓力管理的策略，有壓力才有動力等內(nèi)容，歡迎點擊下載。

職場壓力與情緒管理心得PPT課件：這是一個關(guān)于職場壓力與情緒管理心得PPT課件，主要介紹了為什么要學(xué)習(xí)壓力與情緒管理，什么是壓力，壓力的常見形式，如何進(jìn)行壓力管理，情緒管理實務(wù)等內(nèi)容，職場壓力與情緒管理 目錄為什么要學(xué)習(xí)壓力與情緒管理什么是壓力壓力的常見形式如何進(jìn)行壓力管理情緒管理實務(wù)游戲請在一張紙上寫下你所面臨的三個煩惱。 境由心造 你是這樣嗎？壓力下的第三狀態(tài)目錄為什么要學(xué)習(xí)壓力與情緒管理什么是壓力壓力的常見形式如何進(jìn)行壓力管理情緒管理實務(wù)什么是壓力？1、古典定義：以科學(xué)性的語言來說，是有機(jī)體(生物)為了在具有傷害能力媒介中，維持本身正常的狀態(tài)，其中接二連三的掙扎。2、一種刺激：任何足以引起緊張、心理感受的威脅。3、一種歷程：是個人與環(huán)境之間溝通、調(diào)適的互動過程。什么是壓力STRESS ？Social isolation (缺乏人際支持) Thinking unrealistically (想法不切實際) Rigid body (身體緊張) Emotions repressed (情緒壓抑) Self-neglect (忽略自己的需要) Sensory overload (感官刺激過度) 物理定義壓力(P)是單位面積(A)承受外在力量(F)的結(jié)果： S = F / A 運(yùn)用到人體上，壓力的公式可以引申為：身心的壓力(S)；壓力的來源(F)；個人身心的強(qiáng)弱程度(A) ， S=G (F/A)=F/A ；DF(S)=1/A>0 ，DA(S)= －F/A²<0 ；當(dāng)壓力的來源(F)愈大，個人身心的強(qiáng)弱程度(A)愈小時，身心所承受的壓力(S)就愈大，歡迎點擊下載職場壓力與情緒管理心得PPT課件哦。

職場壓力管理法則PPT課件：這是一個關(guān)于職場壓力管理法則PPT課件，主要介紹了什么是壓力，壓力的積極作用，壓力的危害，壓力管理的目標(biāo)，壓力管理的策略，總結(jié)分享等內(nèi)容，與壓力共舞 做快樂員工 --達(dá)州供電段 陳桂芳 副主任醫(yī)師 目錄 1、什么是壓力 2、壓力的積極作用 3、壓力的危害 4、壓力管理的目標(biāo) 5、壓力管理的策略 6、總結(jié)分享 什么是壓力 你的心情,現(xiàn)在好嗎心情好怎么形容？心情不好又怎么形容？看看“煩”字怎么寫？讓心頭上火的事，就是“煩”心事生活與家庭方面的煩心事：生活與家庭方面的煩心事：工作方面的煩心事：工作方面的煩心事： “煩”心事造成了壓力壓力是什么？壓力是由于事件和責(zé)任超出個人應(yīng)對能力范圍時所產(chǎn)生的焦慮狀態(tài) ——壓力研究專家Richard Lazarus 壓力就是負(fù)荷超載壓力測試壓力測試你的壓力怎么樣？ 壓力的積極作用 1、日常生活離不開“壓力” 2、壓力伴隨著我們成長 3、有壓力才有動力壓力都能變成動力嗎？ 壓力的危害 一、壓力對身體的影響 1、胃病與壓力關(guān)系密切 Aimee_Fang的微博頁面 2、頸椎病與壓力關(guān)系密切壓力越大時，頸椎越痛？壓力減輕時，疼痛減輕？ 一、壓力對身體的影響 一起做個頸椎操 3、心血管疾病與壓力關(guān)系密切您知道A型性格嗎？ 您的性格屬于哪個型？一、壓力對身體的影響 二、壓力對心理健康的影響 1、壓力過大容易導(dǎo)致消極情緒 2、壓力過大導(dǎo)致情緒不穩(wěn)定 3、壓力過大導(dǎo)致精神頹廢 4、壓力過大易致心理障礙二、壓力對心理健康的影響 4、壓力過大易致心理障礙二、壓力對心理健康的影響，歡迎點擊下載職場壓力管理法則PPT課件。