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138 Cards in this Set

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What’s the purpose of job analysis?
to describe the precise requirements of a job for later use in
developing and validating selection instruments
identifying measures of job performance, and
developing training programs
What are the 3 orientations of a job analysis (or the 3 types)?
1) worker orientation
2) job orientation
3) a combination of the 2
The following methods
interviews
questionnaires
direct observation
work diaries
are all appropriate for developing a _________
job analysis
What determinations can be based on a job evaluation?
raises, bonuses, promotions, dismissals, and performance feedback to employees
Subjective measures of job performance can be contaminated by what 5 biases?
halo effect
central tendency bias
leniency bias
strictness bias
contrast effect
Personnel Comparison Systems, Critical Incidents, Bx’lly Anchored Rating Scales, Bx’l Observation Scales, and Forced-Choice checklists are all used for….
Subjective rating methods of performance evaluation.
Cognitive ability tests, work samples, interviews, biographical inventories, assessment centers and personality tests, interest tests are commonly used methods for….
personnel selection
What are the most and least valid tests for personnel selection?
most = cognitive ability
least=interest tests
What psychometric issues impact a personnel selection measure’s incremental validity?
1. selection ratio (% of applicants to be hired)
2. the base rate (proportion of current employees considered successful)
3. the measure's validity coefficient
How do you calculate incremental validity of a personnel selection measure?
Positive Hit rate – base rate = incremental validity
What are the 3 steps in developing a training program?
1) needs analysis
2) program design
3)program evaluation
What are the 4 components involved in needs analysis?
1) organizational analysis
2) task analysis
3) person analysis
4)demographic analysis
What are the 4 different types of training formats?
1) on the job training
2) vestibule training
3) classroom training
4) programmed instruction
Define and distinguish formative from summative evaluation
formative evaluation is done as the program is being developed, summative evaluation is conducted after the program is complete.
What’s the Position Analysis Questionnaire (PAQ)?
a frequently used questionnaire in JOB ANALYSIS that rates the job in terms of the importance of 6 elements
1)info input
2)mental processes
3)work output
4)rxs with other persons
5)job context
6)other characteristics
Criterion Measure
a measure used to evaluate employee job performance – can be either objective or subjective
Paired-Comparison system
a type Personnel Comparison System (which is a type of Criterion measure) in which every employee is compared against every other employee on each job behavior
When is a paired comparison system not very practical?
when there is a greater number of employees
Forced distribution system
a type Personnel Comparison System (which is a type of Criterion measure) in which the rater categorizes employees into a predetermined distribution (e.g., top 10%, next 25%).
What’s the main advantage of a forced distribution system?
it prevents biases including central tendency bias, leniency, and strictness)
Critical Incidents
descriptions of specific job bxs that are associated with very good/very poor job performance. Used with Likert scales, e.g., “Is late to work at least 2x/wk”)
Behaviorally Anchored Rating Scale (BARS)
employee is rated on several dimensions of their job. For each dimension, a set of behavioral anchors (critical incidents) is created and each behavioral anchor is tied to a numerical point on a likert scale. So better behaviors are on one end of the scale and worse behaviors on the dimension are on the other end of the scale. Raters circle the anchor that best represents the employee’s behavior.
Behavioral Observation Scales (BOS)
like BARS, but raters observe employees in terms of how often (always, sometimes, never) they perform a critical incident.
Forced Choice Checklists (FCCL)
rater is given series of statements grouped so that items in each group are similar in terms of social desireability, minimizing bias
Halo Effect
the tendency to judge all aspects of a person based on one attribute or characteristic (good or bad)
Central tendency
tendency to rate everyone in the average range
Leniency and strictness biases
1) giving all ratees positive ratings & 2) negative ratings
Contrast Effect
the tendency to give ratings on the basis of comparisons to other ratees.
What’s the best way to reduce rater biases?
Adequate training, particularly training that focuses less on rating errors and more on accuracy, emphasizing how to eval performance in an objective way
Frame-of-reference training
training raters in how to better recognize the multidimensional nature of job performance and ensure that different raters have the same conceptualizations of job performance
What are the 4 most important things a person has to have to be hired?
KSAPs
Knowledge
Skills
Ability
Personal Characteristics
Cognitive ability tests are, generally speaking, the most valid predictors of job performance, with their validity increasing depending on __________
job complexity
Job knowledge tests
job-specific tests that assess knowledge garnered from previous job experience. (Validity coefficient = .62 which is higher than that usually obtained for cog ability tests. Also more validity for more complex jobs)
Work samples – what are they and when do they have more validity?
testing an applicant for a barista position with a Café Caramel test in job like conditions. More valid with the work samples are of motor skills rather than verbal skills
Realistic Job Preview
true descriptions of what a job will really be like in order to prevent turnover – could include written descriptions, interviews with current employees, work samples…
How accurate are interviews in predicting performance?
Generally it depends. According to one study, the average validity coefficient for interviews was .37.
Rank order in terms of validity: situational interviews, psychological interviews, and job-related interviews
1)situational
2)job-related
3) psychological
What type of interview has the highest predictive validity?
Structured board interviews using consensus ratings
What is biodata & what has to happen for it to have the most predictive power?
biographical inventories ask about person’s educational hx, work hx, interests, and skills. Highly predictive when empirically validated, esp. when it comes to predicting turnover
Assessment Centers
used for selection, promotion, training of administrative and managerial employees using methods like structured interviews, tests and simulation exercises (e.g., the “in-basket” test)
In-basket test
a simulation exercise in which an assessment team watches how someone responds to the type of tasks they’d encounter on the job.
What do you call it when a rater’s knowledge of a person’s performance on a selection instrument affects how the rater evaluates the person’s performance once he or she is on the job?
Criterion contamination
What are the Big Five?
Agreeableness
Emotional Stability
Introversion-Extro
Openness
Conscientiousness
AEIO-C
What are interest tests good for?
vocational counseling in terms of job satisfaction, persistence and job choice
Adverse impact is occurring when the selection rate for a minority group is less than ____% of the selection rate for the majority group
80%
If 40% of male applicants are hired for a job, what % of female applicants must be hired in order for adverse impact to not occur?
32%
“bona fide occupational qualification”
a valid reason for hiring a substantially larger proportion of a particular subgroup (e.g., if a job requires heavy lifting, there’s a bona fide reason for hiring more men)
Differential validity
when a selection procedure is a valid predictor of job performance for one group but not another (or less so for another)
Unfairness
when one group consistently scores lower on a selection test, but they end up doing just as well as the other group on the job. The test could still be a valid test for both groups because even though overall the lower group is scoring lower, there’s still a good correlation between scores of members of that group and job performance. It’s like you’d need to create two different cutoff scores for different groups to hire out of both groups in order to avoid unfairness.
Banding
treating scorers within a certain range as equivalent (e.g., all scorers b/w 91-100 are assigned to band 1)
According to ADA, what does “reasonable accommodation” include?
making facilities accessible, job restructuring, adjustin work schedules, modifying examinations, providing qualified readers/interpreters
Are past drug abusers covered by ADA?
yes, as long as they are participating in or have completed a supervised rehab program and aren’t currently using.
A personnel selection measure’s incremental validity is maximized when it’s validity coefficient is (hi/moderate/lo), when the selection ratio is (hi/moderate/lo), and when the base rate is (hi/moderate/lo)
high, low, moderate. [Moderate base rates (e.g., 50%) are preferred b/c if they’re high, a new selection measure isn’t able to add much, and if it’s low it suggests that something other than selection is the problem – e.g., the standard for judging good job performance is too high]
Utility analysis
assesses the cost effectiveness of a selection procedure.
What’s the difference between a multiple cutoff and a multiple hurdle technique?
In multiple cutoff, all applicants are administered every test and they need to score higher than the cutoff score on each test. On multiple hurdle, predictors are administered in a predetermined order and only if you pass the previous one do you get to take the next one. So not every applicant takes all the predictors.
What question does an Organizational Analysis answer?
“Is training what the organization needs to solve its problem?”
What question does a Task Analysis answer?
“What knowledge, skills, and abilities are required to perform the job satisfactorily?” & yields the objectives that become instructional goals
Multicollinearity
used to describe the situation when predictors are highly correlated. Multicolinearity isn’t desired when combining predictors – rather, it would be more efficient to choose a variety of measures that didn’t correlate so that you’re not measuring redundantly.
What question does a Person Analysis answer?
“Which employees have deficits in the areas identified by the task analysis?” (i.e., who needs to get trained?)
What question does a Demographics Analysis answer?
“What are the different training needs of people in different demographics?” e.g., younger vs older employees
What is Vestibule Training & when is it useful?
training in a simulation of the actual work environment
Useful when errors or slowdowns are too serious for on-the-job training, when repeated practice or special coaching is required (e.g., flight simulator)
Classroom training & it’s advantages
training in a simulated work environment where there’s no emphasis on production. Useful when trying to avoid having trainees make costly errors, slowing production, or damaging equipment.
Advantages of Programmed Instruction
useful for teaching content knowledge, esp. that requiring rote memorization. Allows trainees to progress at their own rate.
Kirkpatrick’s four levels of program evaluation & what do they mean?
1. Reactive Criteria (how did participants respond affectively to the program?)
2. Learning Criteria (quant measures of learning pre- and post-)
3) Behavioral Criteria (how did particiapants’ bx actually change)
4. Results Criteria (impact of training on broader organizational goals & financial measures
The Purdue Peg Board Test, O’Connor Finger Dexterity Test, and the Minnesota Rate of Manipulation Test are all examples of …..
Psychomotor Abilities Tests – a type of Special Aptitude Test.
Aptitude Test
designed to measure a person’s potential for learning or performance
Differential Aptitude Test & General Aptitude Test Battery (GATB) are both examples of _______
Multiple Aptitude Batteries – consisting of a number of tests that each measure a different aptitude. Helpful in vocational counseling and job referral.
What is Congruence in Holland’s personality/environmental typology?
when there’s a match between the personality type and the environment in terms of his 6 types.
What is Differentiation in Holland’s personality/environmental typology?
When a person (or environment) scores high on 1 of the 6 types and low on the others they’re highly differentiated.
What’s Roe's Fields and Levels theory?
it links children’s experiences with parents to their later occupational choice and level of achievement. 3 parenting orientations: 1) overprotective, 2) avoidant, 3) acceptant. 8 occupational fields, (e.g., business, science, arts), and 6 occupational levels (e.g., managerial, skilled, unskilled)
Super is associated with what theory?
Career & Life Development Theory – career development can be described in terms of predictable sequence of stages & that tasks of each stage must be mastered in order to progress to next stage
What are the 6 personality types from Holland’s Personality and Environmental Typology?
1. Realistic (manipulation of machines)
2. Investigative (analytical, curious, methodical, precise)
3. Artistic (expressive, nonconforming, introspective)
4. Social (enjoys working w others & avoids ordered, systematic activities)
5. Enterprising (manipulating others to attain organizational or economic goals)
6. Conventional (systematic manipulation of data, filing records, reproducing materials)
RIASEC
Holland is associated with what theory?
Holland’s Personality and Environmental Typology – there are 6 types: Realistic, Investigative, Artistic, Social, Enterprising, Conventional. Congruence b/w person and environment along these spectra predicts job satisfaction, performance and persistence.
What is Super’s theory of the source of job satisfaction?
when you’re able to express yourself and develop your self concept through your work
What are Super’s developmental stages of career development?
1) Growth (Birth-15)
2)Exploration (15-24)
3)Establishment (24-44)
4) Maintenance (44-64)
5)Decline (65+)
What’s the Life Career Rainbow?
9 major roles a person adopts during the 5 different stages of Super’s Career Development Theory: child, student, worker, partner, parent, citizen, homemaker, leisurite, pensioner)
What model are the following from, and who created it?
Trust
Autonomy
Initiative
Industry
Identity
Intimacy
Generativity
Integrity
From the Career/Life Decision Making Model by Tiedeman & O’Hare. Each stage corresponds to each of Erikson’s 8 psychosocial crisis resolutions.
What is does Gottfredson’s Theory of Circumscription & Compromise attempt to explain?
How gender and prestige influence and limit occupational aspirations via circumscription (elimination of least preferred options) and compromise (expansion of occupational choices in recognition of external constraints – e.g., I can’t be a doctor, but I can be a nurse)
Krumboltz’s Social Learning Theory of Career Decision Making says the 4 influences on career choice are…
1) genetic characteristics & special abilities
2) environmental conditions and events
3) learning (instrumental & CC)
4) task approach skills (e.g., personal standards, work habits, emotional responses)
What were the 3 assumptions of Taylor’s Scientific Management Theory?
1) motivation affects performance
2) The typical worker is motivated exclusively by economic incentives
3) The average worked needs constant supervision
What was Weber’s view on Bureaucracy?
Organizational effectiveness is maximized by a bureaucratic structure that has formal rules&regs, is impersonal towards employees, has clear division of labor, a hierarchical structure, and a rational, efficient approach. Research shows he was wrong, e.g., workers who perceive their org as bureaucratic have lower job satisfaction
The basic tenant of the Human Relations Approach
performance is affected primarily by social factors
The Hawthorne Effect
increased performance of employees due to increased attn to workers
What are the main characteristics associated with the Systems Approach to organizational philosophy?
1) organizations are open systems receiving input from inside and outside
2) changes in 1 part affect all other parts
3) there is no managerial strategy th’s right for all people/org’s at all times.
1) systems are (open/closed)?
2) changes in one part...
3) different strokes for different folks
What are the differences b/w “Theory A” & “Theory J”?
Theory A: 1) empl is short-term
2) decision-making is individual
3) responsibility is individual
4) evaluation/promotion is rapid
5) career path is specialized
6) employee’s knowledge of org is segmented.
“Theory J” = opposite
1) empl is short/long term?
2) decision making?
3) responsibility?
4) promotion?
5) career path?
6) knowledge of org?
What’s “Theory Z?”
1) Consensual decision making
2) slow promotion
3) holistic knowledge of organization
4) Individual responsibility
5) long-term employment
6) moderately specialized career path
1) empl is short/long term?
2) decision making?
3) responsibility?
4) promotion?
5) career path?
6) knowledge of org?
What is the Total Quality Management Approach?
It emphasizes a "flattening" of the traditional managerial hierarchy, cooperation and fairness in the t/m of employees, increased employee involvement (e.g., teamwork, cross-training, autonomy, feedback)
Define each:
1) Skill Variety
2) Task Variety
3) Autonomy, Participation & Empowerment
4) Task Significance
5) Feedback
What leadership style results in highest productivity?
a) Autocratic
b) democratic
c) laissez-faire
a) autocratic
What leadership style results in highest job satisfaction & productivity in the absence of the leader?
a) Autocratic
b) democratic
c) laissez-faire
b) democratic
Considering & Initiating Structure Leadership Types
Considering leaders = person-oriented
Initiating Structure Leaders = task-oriented, goal-setting, rule enforcing
Describe McGregor’s Theory X and Theory Y Leaders
Theory X = bureaucratic, “work is distasteful, workers lack ambition, motivation is dominated by lower level needs.

Theory Y = work comes naturally, most workers are self-directed, responsible, and ambitious, workers require autonomy & freedom.
What is Fiedler’s LPC Scale?
Fiedler’s Least Preferred Coworker Scale: reveals if a leader sees his/her least preferred worker in positive or negative terms.
High LPC = sees LPC in (+) terms.
Low LPC = sees LPC in (-) terms
According to Fiedler’s Contingency (LPC) Theory, when is a HIGH LPC leader most effective?
When the situation is MODERATELY favorable
According to Fiedler’s Contingency (LPC) Theory, when is a LOW LPC leader most effective?
When the situation is either
VERY favorable
or
VERY Unfavorable
What are the 4 leader styles of House’s Path-Goal Theory of Leadership?
1) Instrumental (establishes guidelines, rules)
2) Supportive (establishes supportive rxs)
3) Participative (includes subordinates in decisions)
4) Achievement (sets challenging goals & encourages better performance)
A very tall House in Italy...
PISA

You can be a leader who establishes a variety of things including
1) P=subordinate input on decisions
2) I=rules
3) S=supportive rx
4) A=goals
What’s the main point of House’s Path-Goal Theory of Leadership?
satisfaction and motivation are maximized when subordinates perceive leader as helping them achieve desired goals
According to Hershey & Blanchard’s Situational Leadership Model, what does optimal leadership style depend on?
Job maturity of subordinates

which is determined by their

ability & willingness to accept responsibility
Draw the model of Hershey & Blanchard’s Situational Leadership
+Ability & Willingness = Delegating (low Task & rx)
+Ability/-Willingness = Participating (low T, hi rx)
-Ability/+Willingness = Selling (hi T & rx)
-Ability/-Willingness = Telling (hi T, low rx)
What are the 7 defining features of a Transformational Leader?
1) charismatic
2) inspirational motivator
3) intellectually stimulating
4) individualized consideration
5) change focused
6) encourages self-sacrifice
7) appeals to higher ideals
What are the defining features of a Transactional Leader?
1) focus on stability
2) leads by rewards and punishments
What are Vroom & Yetton’s Normative (decision-making) leadership styles?
1) Autocratic1 leaders (no consultation. Indep decision)
2) Autocratic2 (obtain info from subordinates, final indep decision)
3) Consultative1 (discuss w each subordin, makes independent decision)
4) Consultative2 (discuss w group, makes final indep dec)
5) Group1 (discuss w group, group decision via consensus)
Summarize LMX theory
Members are in ingroup or outgroup

rx with leader determines which group

OUTgrp: rx w leader is lower quality, obligatory, fewer opportunities
INgroup: have more influence, access to resources, responsibility, receive more support, trust & initiative
Think BMX, then think Mugs... this theory is applicable to her experience with rx's at work
What are the 7 phases of Organizational Development?
1) entry
2) contracting
3) diagnosis
4) feedback
5) planning
6) intervention
7) evaluation
Starts with Entry...
Quality of Work Life Interventions
Quality of Work Life

An Org. Development intervention
based on the idea that organizational effectiveness depends on worker satisfaction, motivation, and commitment.

Can include:
Job restructuring/redesigning
Quality Circles (QCs)
Research: QCs can increase productivity, satisfaction & commitment, but often only temporarily
Argues that Work Life Quality leads to increased organizational effectiveness
What are the 3 main types of Organizational Change Strategies?
1) Empirical-Rational (tell all the info and people will act in accord w their best interest
2) Normative-Reeducative (change social norms, attitudes, values, rxs)
3) Power-Coercive (use contingencies)
When do centralized & decentralized communication networks each work better?
CENTRALIZED (e.g., “the wheel” “the ladder”):
when tasks are simple/mundane

DECENTRALIZED (e.g., “the circle”)
when tasks are complex, cooperation is necessary.
What are the Rational-Economic & Administrative styles of Decision-Makers?
Rational-Econ = Maximizers

Administrative = Satisficers (evaluate solutions as they become available and select 1st solution that’s minimally acceptable
Think mom
Driver’s 5 basic decision-making styles
DRIVER's DECISION MAKERS:

1) Decisive (Satisficing, Uni-focus)
2) Flexible (Satisficing, Multi-focus)
3) Hierarchic (Maximizing, Uni-focus)
4) Integrative (Maximizing, Multifocus)
5) Systemic (maximizing, can be uni- & multi-focus at different times)
use the variables of maximizing/satisficing, & unifocus/multifocus
Prospect Theory
all about Loss Aversion & the idea that people tend to be more motivated by potential losses than by potential gains. People are also more willing to take a risk in order to avoid suffering any loss, rather than experiencing a gain.
how gamblers make decisions...
In Org Justice, what’s Distributive Justice?
Fairness in outcomes (e.g., hiring, firing, promotions, raises, evals)
In Org Justice, what’s Procedural Justice?
fairness of the process by which outcomes are allocated
In Org Justice, what’s Interactional Justice?
1) Informational Justice: amt of info justifying procedures used & outcomes

2) Interpersonal Justice: how an individual is treated by supervisor in executing procedures/outcomes
What type of organizational Justice is the best predictor of work performance and counterproductive work bx?
Procedural Justice
What are the 3 levels of Organizational Culture?
1) Bx & Observable Artifacts (what you can see)
2) Values (preferences for certain bxs or outcomes, e.g., org’s ideologies, norms & goals)
3) Underlying Assumptions (e.g., thoughts, beliefs)
According to Fiedler’s Contingency (LPC) Theory, what determine’s a situation’s “favorableness”?
1) rx b/w leader & subordinates
2) structure of task
3) leader’s ability to enforce compliance.

When rx’s are good, task is highly structured, and leader has control over rewards and punishments, a situation is VERY FAVORABLE.
What are Maslow’s 5 basic needs in the Hierarchy?
1) Physiological
2) Safety
3) Social
4) Esteem
5) Actualization
Does research support the applicability of Maslow’s Hierarchy of Needs in the workplace?
No
Alderfer’s ERG Theory – what are the 3 levels?
A reworking of Maslow’s 5 Needs into

Existence
Relatedness
Growth
A consolidation of Maslow's 5 term hierarchy
What are the 2 factors in Herzberg’s Two-Factor Theory?
And what is it a theory of?
1) Motivation

2) Job Hygiene (e.g, pay, security)

A theory explaining how job satisfaction and dissatisfaction are two separate constructs, such that you NEED job hygiene in order to be satisfied, whereas if the motivating factors are present, you MUST be satisfied, but without them you're not necessarily dissatisfied.
What are “hygiene factors” in Herzberg’s Two-Factor Theory, and what happens to worker satisfaction when they’re absent/present?
e.g, pay, job security

absence of hygiene factors leads to worker dissatisfaction, but it’s mere presence doesn’t ensure job satisfaction
What are “motivator factors” in Herzberg’s Two-Factor Theory, and what happens to worker satisfaction when they’re absent/present?
e.g, challenge, responsibility, growth opportunities

absence of motivating factors doesn’t necessarily lead to worker dissatisfaction, but presence of them does ensure job satisfaction.
What are the 5 job characteristics that affect worker motivation and satisfaction according to the “Job Characteristics Model”?
JOB CHARACTERISTICS MODEL

1) Job variety (more skills)
2) Task Identity (tasks that constitute a whole piece of work)
3) Task Significance (jobs with clear importance)
4) Autonomy (allow more independence, freedom, and decision making authority)
5) Feedback (jobs providing built-in feedback)

all make a job MORE MEANINGFUL
These job characteristics all make the job MORE MEANINGFUL
The Job Characteristic Model tends to apply particularly well to people high in _________
growth need strength
What are the 2 main functions of goal setting according to Locke’s Goal-Setting Theory? (1970)?
1) goals are basis of motivation
2) goals direct bx
According to Locke’s Goal-Setting Theory, what are 3 ways you maximize effectiveness of goals? (1970)?
1) workers need to consciously accepted and be committed to goals
2) goals should be specific & moderately difficult
3) feedback about progress should be frequent.
What’s the Management by Objectives (MBO) technique?
based on Locke’s Goal-Setting Theory

employee & supervisor agree to
specific, measureable goals
with a time period
after which progress will be evaluated
What is Equity Theory about?
When people perceive their input/outcome ratio is comparable to coworker’s input/output ratio, a state of equity exists. If they’re being underpaid, they’ll try to create equity by decreasing their input, asking for more output, or change their evaluation of their input and/or outputs.
According to Expectancy Theory, motivation is a function of what 3 factors?
1) Expectancy: effort will result in better performance

2) Instrumentality: successful performance will lead to certain outcomes

3) Valence: those outcomes will be desirable
Reinforcement Theories of Motivation focus on ________ rewards, with the exception of Deci’s model which focuses on ________ rewards
1) extrinsic
2) intrinsic
Research consistently shows that the older the employee, the _________ (more/less) job satisfaction?
more
Research consistently shows that the higher up the employee, the _________ (more/less) job satisfaction?
more
Are there racial differences in reported job satisfaction?
yes. Non-whites tend to report more job dissatisfaction
Is job-satisfaction more likely to be job-specific, or person-specific?
person-specific
Research has found that job (dis)satisfaction is stable over time and across jobs, supporting the idea that it’s more based on disposition & attitudes.
What other factors might contribute to the correlation between job pay & job satisfaction?
the other rewards that higher paid employees receive, e.g.,
greater challenge
more autonomy & control
Describe the rx between job satisfaction & performance. What might this rx be moderated by?
it’s weakly positive, typically around .14.
It is likely moderated by the degree to which pay is connected to performance (when pay is linked to performance, there’s a +correlation b/w performance & satisfaction. When pay isn’t linked to performance, there’s a NEG correlation b/w performance & satisfaction)
Between
a) physical health
b) tobacco use, and
c) job satisfaction, what’s the best predictor of longevity?
c) work satisfaction
Rest breaks are most effective when they take place ________, occur _________, and have _______ duration
1) before fatigue sets in
2) frequently
3)short
What 5 factors can help reduce the effects of job related stress?
1) job satisfaction
2) high autonomy & control
3) social support
4) physical health
5) sufficient ability to perform the job