Abstract:
Models of occupational stress are numerous. One of the more comprehensive has been the Michigan model (House, 1981), which proposed that objective environmental variables are causally related to well-being and furthermore, that this relationship is conditional on the presence of intermediary variables that can moderate or mediate (Baker, Israel & Schurman, 1996). However, this model has been criticised for not emphasising the role of individual perceptions (Kahn & Byosiere, 1992). Transactional theorists place primary emphasis on how a person perceives or appraises stress and the importance of this to well-being (Lazarus & Folkman, 1984). The present research examines the cognitive appraisal process within the larger Michigan model framework, in order that the perspectives can be integrated to provide a model that accounts for wider organisational factors, while maintaining a focus on individual perceptions of stress.
Empirical studies were conducted to investigate the direct effects of work pressure, cognitive appraisal, social support, coping and personality dispositions (negative affectivity and locus of control) on general ill health, work related health and job satisfaction in a cross sectional sample of community mental health support workers and a longitudinal sample of non-academic University staff. In addition, mediated and moderated effects were tested for. Cross-sectional analyses suggested that, after control for individual differences, work pressure did not predict levels of general ill health, however, was predictive of both work ill health and job satisfaction. Primary appraisal was found to predict general ill health and work ill health, but not job satisfaction. Furthermore, primary appraisal was found to mediate the influence of both work pressure and negative affectivity on the health outcomes. Supervisor support, internal locus of control and negative affectivity were found to have both direct and indirect effects on well-being. Inconsistent support was found for the moderational model with regard to these variables. Longitudinal analyses demonstrated the negative effects of high levels of negative affectivity on general ill health and work ill health over time. No other predictor variables were found to influence well-being over time.
The present research lends support to the hypothesis that both individual cognitions and broader organisational variables need to be considered simultaneously to fully understand the impact of work on well-being. Furthermore, this study demonstrates that the mechanisms by which these variables influence well-being are both complex and varied. Understanding the diverse manner in which psychosocial factors impact on strain will facilitate the development of more comprehensive and efficacious stress reduction interventions.
