Samenvatting
SUMMARY Extra articles HMP
- Instelling
- Universiteit Leiden (UL)
Summary of all extra articles in the HMP course.
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Extra artikelen HMPWeek 3: Workplace Stress Management Interventions and Health Promotion.
Tetrick & Winslow, 2015.
Article is based on the Job Demands-Resources model (JD-R Model) of Bakker &
Demerouti.
Stress Management Interventions
- Through 2008
o Primary interventions: Proactive and prevention oriented. Focus
on all employees, regardless of whether they are at risk or not. More
likely to take a systems approach across the organization. Viewed as
most effective in most organizations.
o Secondary interventions: Focus on employees or groups of
employees who are at risk; targets employees who have been
exposed to risk factors, seeking to eliminate the risk factor or
provide employees with knowledge and skills to cope with the
stressor. Focus on removing the risk factor either for an individual or
a group of individuals.
o Tertiary interventions: Focus on employees or groups of
employees who are experiencing distress and need assistance in
recovering from stress-related symptoms. Focus on individuals.
o Stress management interventions are effective, although the
effectiveness appears to depend on the outcome measured.
o The multimodal approach combined multiple types of
interventions at the individual level, including cognitive=behavioral
interventions with relaxation techniques, assertiveness training and
time management.
o The systems approach integrated both individual-level and
organization-level interventions, which would not necessarily drain
an individual’s resources.
- Recent developments
o Mindfulness-based interventions
Mindfulness may serve to reduce employee stress because
mindfulness facilitates adaptive responding to stressful
events by allowing individuals to attend to the event in an
accepting, nonjudgmental manner.
Mindfulness-based mind-body reduction intervention is just as
effective as a yoga-based mind-body stress reduction
program and mindfulness interventions conducted in a virtual
classroom generally do not have a differential impact on the
outcomes assessed when compared with in-person
interventions.
Mindfulness may serve to both increase personal resources
and decrease personal demands.
Loving-kindness meditation, which seeks to stimulate
compassion for oneself and others, could serve to reduce job
stress and related outcomes through enhancement of
personal resources.
o Recovery interventions
Focuses on facilitating experiences and improving processes
that help to alleviate the negative effects on job stress.
, Limited research has been done to examine whether
interventions can work to enhance recovery and employee
well-being.
o Multimodal interventions
Best described as consisting of multiple components. Can
almost all be described as primary interventions because they
are programs that were made available to all employees.
Implementing a combination of activities in-person or online
has an immediate impact on subjective stress levels, but
employees must incorporate stress management techniques
in their daily lives in order to reap continuing benefits.
In-person intervention may be a better option for individuals
with a more dependent learning style.
Possible causal mechanisms (reduced dysfunctional parenting
and general stress) can explain the effectiveness of a stress
management intervention for employed parents. Reductions
in general stress may spill over to work life and result in
reductions in work-related stress.
- Summary
o A variety of stress management interventions have been conducted,
but some of the studies lacked methodological rigor, many were
best described as primary interventions, and almost all the
interventions tended to target individual-level outcomes.
o There is a need to gain a more nuanced understanding of (a) which
outcomes are affected by which types of interventions and/or
activities, (b) for whom an intervention type or specific intervention
activity is most beneficial, (c) the specific causal mechanisms
underlying the effectiveness of interventions.
Health promotion and workplace wellness programs
Stress management programs have been characterized as red cape
interventions, because they have typically taken a tertiary or (at least) a
secondary intervention approach. Health promotion and workplace programs, by
contrast, may be viewed as green cape interventions because they focus on
enhancing and promoting health. Workplace wellness programs currently tend to
take a more primary intervention focus, and often include individual- and
organizational-level foci.
There are numerous wellness programs that have been implemented in
workplaces.
- Communication and awareness; assertiveness training, development of
communication skills, and individual coaching.
- Screening and assessment programs; blood pressure checks, fitness
assessments, health risk assessments, vision screening.
- Education and lifestyle programs; financial planning, on-site fitness
programs, relaxation techniques, nutrition classes and time management
classes.
- Behavior change and support; anger management programs, improved
lighting and air quality, stress management training and work-family
support programs.
System approaches to Workplace Wellness Programs
- Most evaluations of workplace health promotion programs look at
relatively short-term effects.
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