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Chapter 05 Stress Answer Key
True / False Questions
1.
The particular demands that cause people to experience stress are called strains.
2.
When people first encounter stressors, the process of primary appraisal is triggered.
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3.
High stress on the job is more prevalent today than it’s ever been and is even more
prevalent in the types of jobs that college graduates take.
4.
Job demands that tend to be appraised as stressful are called benign job demands.
5.
Stressful demands that are perceived as obstructing progress toward personal
accomplishments or goal attainment are called challenge stressors.
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6.
Hindrance stressors often trigger positive emotions such as pride and enthusiasm.
7.
Role ambiguity is often experienced among new employees who haven’t been around long
enough to receive instructions from supervisors or observe and model the role behaviors
of more senior colleagues.
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8.
Role overload reflects the relatively minor day–to-day demands that get in the way of
accomplishing the things that we really want to accomplish.
9.
Most people appraise situations with high time pressure as rather stressful, and they also
tend to appraise these situations as more hindering than challenging.
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10.
Work complexity refers to the degree to which the requirements of the work—in terms of
knowledge, skills, and abilities—tax or exceed the capabilities of the person who is
responsible for performing the work.
11.
Kathleen thought her college studies had prepared her completely for her new job as a
restaurant manager. She is completely surprised by the amount of responsibility that has
immediately been given to her and the number of skills she is expected to already have.
Combined with the amount of pressure she is under to get all the staffing and ordering
forms filled out and filed, she is feeling quite stressed. Kathleen is experiencing work–
related challenge stress.
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12.
The level of responsibility in a job is higher when the number, scope, and importance of
the obligations in the level of responsibility at the job are higher.
13.
Work-family conflict is an example of work hindrance stressor.
14.
Employees who are deeply embedded in their organizations and communities feel less
stress than less embedded individuals.
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15.
Family time demands include participation in formal education programs, music lessons,
sports-related training, hobby-related self-education, participation in local government,
and volunteer work.
16.
In contrast to cognitive coping, behavioral coping refers to the thoughts that are involved
in trying to deal with a stressful situation.
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17.
Problem-focused coping refers to behaviors and cognitions intended to manage the
stressful situation itself.
18.
Seeking assistance is an emotion-focused cognitive coping strategy.
19.
A critical factor that determines coping strategy choice is the degree to which people
believe that a particular strategy gives them some degree of control over the stressor or
how they feel about it.
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20.
People are likely to feel more control over a stressor when they appraise it as a hindrance
rather than a challenge.
21.
Headaches, tight shoulders, and back pain have all been linked to a variety of stressors.
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22.
Stressors can cause gastrointestinal system problems.
23.
Physiological strains that result from stressors include depression, anxiety, anger, hostility,
and reduced self-confidence.
24.
Compulsive eating is an example of behavioral strain.
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25.
Type A people have a strong sense of time urgency.
26.
Type A behaviors are often rewarded by organizations.
27.
Social support refers to the help that people receive when they are confronted with
stressful demands.
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28.
Instrumental support refers to the help people receive that can be used to address the
stressful demand directly.
29.
Hindrance stressors have a strong positive relationship with job performance.
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30.
Challenge stressors have a weak positive relationship with job performance.
31.
Challenge stressors have a moderate negative relationship with organizational
commitment.
32.
The first step in managing stress is to assess colleagues in the workplace.
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33.
Job sharing means splitting one job into two to reduce role overload.
34.
Reducing stressors may reduce the overall level of stress that a person experiences.
However, this approach is likely to be most beneficial when the focus of the effort is on
challenge stressors rather than hindrance stressors.
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35.
Hindrance stressors such as role ambiguity, conflict, and overload not only cause strain
but also decrease commitment and job performance.
36.
One way that organizations provide resources to employees is through training
interventions aimed at increasing job-related competencies and skills.
37.
Supportive practices are one way of helping employees cope with stressful demands.
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38.
In general, relaxation techniques to reduce strain attempt to help people appraise and
cope with stressors in a more rational manner.
39.
Exercise programs are particularly successful because they reduce the types of stressors
that employees encounter.
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40.
One type of strain-reducing practice involves training in relaxation techniques.
41.
Normative-behavioral techniques attempt to help people appraise and cope with stressors
in a more rational manner.
Multiple Choice Questions
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42.
Which of the following is defined as a psychological response to demands for which there
is something at stake and coping with those demands taxes or exceeds a person’s
capacity or resources?
43.
The particular demands that cause people to experience stress are called:
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44.
First, the copy machine broke down, then the person in the next office started arguing
loudly with another coworker, now Hannah can’t find a pen that isn’t out of ink. Hannah’s
head hurts, her shoulders are tense, and her back aches. The problems represent _____.
The results are _____.
45.
The negative consequences that occur when demands tax or exceed one’s capacity or
resources are called:
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46.
The transactional theory of stress deals with: