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A
A variable that affects the direction or strength of the association between two other variables
B
An objective element in the stressor- strain relationship that starts the stress reaction in individual
C
A method by which an individual can consciously halt the stressor- strain reaction
D
An element that recognizes the relationship between two variables and serves to magnify the strength of the variables
A
The feel a sense of commitment to their goals
B
The feel they are controlled of their lives
C
They are critical of their environment
D
They see unexpected change as a challenge
A
Primary prevention strategy
B
Secondary prevention strategy
C
Tertiary prevention strategy
D
None of the above
A
Role conflict
B
Role ambiguity
C
Job overload
D
Job ambiguity
A
Involves avoiding and minimizing the problem
B
Has to do with reducing the emotional response to the problem
C
Involves creating a new and larger problem as a distraction
D
Is directed at managing the problem that is causing the stress
A
Success in one role can buffer the effects of failure in another role
B
Multiple role increase the opportunity for social support
C
Multiple roles allow an individual to focus more on work success
D
Multiple role increase an individual’s cognitive complexity
A
Eustress; stress
B
Stress; eustress
C
Distress; eustress
D
Eustress; distress
A
The sequence of stages varies depending on the trauma
B
In the alarm stage, the body releases stress hormones
C
While cooping with the source of stress, resistance to other stressors decreases
D
Burnout, illness, and death may result unless stress is reduced
A
There are fewer decisions to make since there is little to decide about
B
The loss of work reduces income and daily variety
C
There is a suspension of typical goal setting that guides day to day activity
D
New skills are developed while current skills begin to atrophy
A
A desire to contribute positively to the work- life of others
B
Acceptance and belief in an organization’s values
C
A strong desire to remain in the organization
D
A willingness to exert effort on belief of the organization