Index
- 9/11
- 16PF
- 360° feedback
- see also feedback
- ABCDEF model of coaching
- absenteeism
- consequences of
- self-rated
- abuse
- AC see Association for Coaching
- acceptance of difference
- access to services
- accreditation
- action directions in stress research
- active coping
- active participation
- active problem solving
- acumen
- acute stress
- definition
- intervention
- long-term disturbances
- process of coping
- risk factors
- summary and conclusions
- theoretical background
- adaptive learning
- addictions
- addictive comfort zone
- adequate training programs
- adoption of EAPs
- advances in health psychology
- interventions
- positive future
- psychologically healthy workplaces
- advertising jobs
- affective symptomatology
- affectivity
- aggression
- as coping mechanism
- and incivility
- negative outcomes
- prevention
- regulation
- research on
- alcohol abuse
- alienation
- alleviating workplace problems
- see also employee assistance programs
- alpha archetypes
- ambiguities
- ambulatory blood pressure
- ameliorating aggression
- America On Line
- American College of Occupational and Environmental Medicine
- American Psychiatric Association
- American Women’s Health Association
- anabolism
- analysis
- anger
- anonymity
- antagonism
- anthropomorphology
- antisocial action
- anxiety
- AOL see America On Line
- applications of coaching
- ABCDEF model
- assessment tools
- coaching models
- GROW model
- leadership models
- leadership pipeline
- performance coaching
- PRACTICE model
- recurrent coaching themes
- appraising stressful situations
- approach to change
- Arab–Israeli wars
- Argyris, Chris
- Aristotle
- aspirations
- assault
- assessment centers
- assessment tools in coaching
- ASSET
- Association for Coaching
- asthma
- attendance pressure factors
- predictors of presenteeism
- attitudes
- attribution theory
- audit
- aunts and uncles
- authenticity
- authentizotic entities
- authority
- over decisions
- autocracy
- autonomy
- autopoiesis
- aversive emotions
- avoidance-oriented coping
- awareness of stress
- baby boomers
- back pain
- background of burnout
- balance
- bankruptcy
- barriers to advancement
- see also lack of career progress
- bases for self-service bias
- basic stress model
- behaviour-based conflict
- behavioural model of incivility
- bases for self-service bias
- incorporating social rationales into model
- social rationales
- behavioural responses to stress
- beliefs about the world
- convergences
- negative affectivity
- popular concepts
- belonging
- benefits of improving well-being
- beta archetypes
- biochemical reaction
- black women
- blended EAPs
- blood lipids
- blood pressure
- blunting
- BMI see body mass indicator
- body language
- body mass indicator
- boredom
- brief psychotherapy
- building competencies
- building interventions
- action for improving working lives
- business case
- measuring well-being and engagement levels
- summary and conclusions
- building psychological contract
- bullying
- burnout
- business case for interventions
- creating well-being initiative wish list
- identifying well-being stakeholders
- understanding starting point
- value of improving well-being
- business etiquette
- business value
- effectiveness and outcomes
- return on investment
- see also employee assistance programs
- Campbell Soup
- cancer
- cardiovascular disease
- Career Active System Triad
- career counselling
- career development
- alternative sources of career development support
- key components
- value added to workplace
- career ladder
- career management practices
- stress management practices
- career mentoring
- career planning
- career progress
- career workshops
- career-planning courses
- careers and stress
- individual implications
- managerial implications
- personal differences
- responsibility for stress management
- ‘right’ level of stress
- stress management
- stress tolerance
- stress-related career management practices
- case examples of coaching
- organizational change
- performance coaching
- talent management
- CAST see Career Active System Triad
- CATS see cognitive activation theory of stress
- causal blood pressure
- causes of incivility
- censure pressure
- Center for Servant-Leadership
- Center for Women’s Business Research
- centring
- challenge
- change
- management
- and stability
- changing behaviour
- changing common coping assumptions
- active problem solving
- aggression
- directness
- emotion
- weakness
- changing organizational culture
- changing roles of women
- changing social settings
- chaos theory
- CHD see coronary heart disease
- Chicago Bulls
- child sex abuse
- childcare
- chronic stress
- circumscribed frustration
- civility
- see also incivility
- clarification of leadership work
- classifications of coping
- client satisfaction with EAPs
- EAP outcomes
- EAP referrals
- clinical symptom relief
- coaching
- applications
- case examples
- definition
- future in organizations
- process of
- purpose of
- coercion
- cognitive activation theory of stress
- coherence
- collaborative bargaining
- collectivist perspective on communal orientation
- collegiality
- combining individual and work need for flexibility
- inducing flexibility
- comfort zone
- common career paths
- communal orientation
- collectivist perspective
- see also women coping
- communication
- community arena
- compatibility of convictions and goals
- too little
- too much
- compensation gap
- compensatory resources
- competencies
- competitive presenteeism
- complex open systems
- compliance
- components of career development
- components of EAPs
- compulsive leadership
- Concentra Managed Care
- conceptualization
- confidentiality
- conflict
- confrontation
- congruence
- consequences of presenteeism
- conspiracy
- constructive confrontation
- constructive leadership
- contentment
- context of work and health psychology
- future
- past
- present
- continuous self-renewal
- contracting
- control in workplace
- control–demand model
- control–demand support model
- control–emotion model of stress
- convergences
- Cook–Medley–Ho Scale
- coping
- classifications of
- ‘emotion-focused coping’
- as process
- summary
- coping wheel
- core technology of EAPs
- alcohol and drugs
- components
- confidentiality
- crisis
- core values
- coronary heart disease
- corporate scandals
- cortisol
- costs of improving well-being
- counselling
- covert coping
- covert insinuative aggression
- creating shared mindset
- culture
- developmental leadership work
- freedom and security
- leadership brand
- learning
- play
- reflection
- creating well-being initiative wish list
- creativity
- credit crunch
- crisis
- Critical Incident Stress Debriefing
- cross-cultural research
- cross-functional experience
- cross-sectional studies on technologies
- crucibles
- current context of health psychology
- effects of job strain
- health and well-being
- sickness presenteeism and attendance
- social context of work life
- CVD see cardiovascular disease
- cynicism
- dealing with reality
- dealing with stressful situations
- decay of social networks
- decision latitude
- defeatism
- defining reality
- defining sickness presenteeism
- definition of stress in context of new technologies
- overtaxing regulations
- regulatory obstacles
- regulatory uncertainty
- definitions of coaching in organizations
- delegation
- delivering promises
- ‘dementia praecox’
- denial
- Department of Labor (US)
- Department of Trade and Industry (UK)
- depression
- depressive leadership
- derailment
- desired culture
- detached leadership
- detailed information
- detrimental aspects of emotion-focused coping
- developing emotional intelligence
- developing leadership
- case example
- developing whole person
- development centers
- development in personal arena
- emotional intelligence
- preventive stress management
- self-awareness
- see also whole-life model
- development in work arena
- career development
- leading from strengths
- managerial interpersonal skills
- redefining leader’s role
- see also whole-life model
- deviant moods
- diabetes
- Diagnostic and Statistical Manual of Mental Disorders
- diastolic blood pressure
- difficult tasks
- Dilbert
- direct overt aggression
- directness
- disability management
- discrimination
- disease management programs
- disorientation
- distinctive leadership brand
- distress intensity
- distrust
- divergent responsibilities
- doldrums
- domestic abuse
- double-bind
- double-loop learning
- downsizing
- dramatic leadership
- drudgery
- drug abuse
- dual ladder
- dual-career couples
- DuPont
- dysfunctional work conditions
- e-counselling
- EAP Business Value Model
- EAPs see employee assistance programs
- eating disorders
- effective work
- insufficient challenge
- too much challenge
- effectiveness
- challenge of work
- compatibility of convictions
- everyday reality
- interventions
- orderliness
- social embedding
- stability
- effects of job strain
- effort–reward imbalance at work model
- EI see emotional intelligence
- elements of interventions
- see also interventions
- embedding
- EMDR see eye movement desensitization and reprocessing
- ‘emotion-focused coping’
- inability to cope
- instrumental and detrimental aspects
- emotional contagion
- emotional intelligence
- relationship management
- self-management
- social awareness and empathy
- emotionality
- empathy
- emphasis on individualistic orientation
- employee assistance programs
- definition
- EAP outcomes and business value
- future trends in EAP
- profile of
- summary and conclusions
- workplace mental health and addictions
- employee benefits
- employee viewpoint on flexibility
- encountering stressful situations
- engagement with work
- measuring
- enhancement hypothesis
- enrichment theory
- envy
- equilibrium
- ergonomic stressors
- ERI model see effort–reward imbalance at work model
- Ernst & Young
- error management training
- espoused theory
- euphoria
- eureka
- evaluating interventions
- coaching
- evaluating well-being initiative wish list
- everyday reality
- everyday work
- examination of rugged individualism model
- exercise
- exhaustion
- see also burnout
- experience of managers
- barriers to women’s advancement
- cross-cultural research
- glass ceiling
- exploratory error training
- expression of feelings
- external EAPs
- extraordinary leave
- extraversion
- extrinsic ERI hypothesis
- eye movement desensitization and reprocessing
- Factual Autonomy Scale
- fairness
- Families and Work Institute
- family
- fanaticism
- FAS see Factual Autonomy Scale
- fast-growing organizations
- feedback
- fight or flight
- fit
- five arenas of life
- flexibility
- combining employee and organizational needs
- organizational flexibility
- physiological counterparts of DCS model
- physiological flexibility
- psychological flexibility
- public health perspectives
- in the workplace
- flexiplace
- flexitime
- follow-up interviews
- foresight
- formal education
- formalized work
- Fortune
- free-floating paranoia
- freedom
- frustration
- functioning impairment
- future of coaching
- future trends in EAPs
- going global
- integration with other employee benefits
- internet services and e-counselling
- measuring employee work performance
- revitalizing research
- future of work psychology
- positive emotions
- positive health
- positive leadership
- Gallup
- gender
- effect of stress on women
- responses to workplace stressors
- summary and conclusions
- within-group gender stressors
- women’s emotion
- and work stress
- working women
- see also women coping
- gender stereotyping
- gender stress disidentification
- General Health Questionnaire
- geographical mobility
- German Action Theory
- Gestalt
- getting in lane
- getting more than we give
- giving more than we get
- glass ceiling
- glass cliff
- glass escalator
- globalization
- GLOBE Research Program
- glycolipid allostatic load
- goal conductiveness
- goals and stress
- God
- going postal
- goodness of fit
- GROW model of coaching
- guilt
- HALT principle
- harassment
- hardness
- Harvard University
- Health & Safety Executive
- health care value of EAPs
- health consequences of workplace stress
- health insurance
- health psychology
- goodness of fit
- health and well-being
- promotion of psychological contract
- psychological contract defined
- researching psychological contract
- role of job control in
- studies of psychological contract
- summary and conclusions
- healthy workplace practices
- help
- see also social support
- help-seeking coping
- Herald of Free Enterprise
- heredity
- Hesse, Herman
- hierarchy of needs
- high calorie intake
- high compatibility
- giving more than we get
- high hassle support
- high social embedding
- changing social settings
- lack of privacy
- person-oriented organizational culture
- unbalanced social exchange
- high-pace fit
- history of coaching
- history of EAPs
- home life stress
- home-based support
- homeostasis
- hopelessness
- Hopkins, Anne
- hostility
- housing ladder
- HSE see Health & Safety Executive
- Hughes Act
- human capital value of EAPs
- human potential movement
- human–computer interface
- hyperarousal
- hypertension
- hypervigilance
- I-Deals
- identifying career-related stress
- identifying need
- identifying well-being stakeholders
- ill-functioning equipment
- immunity
- Impact of Event Scale
- impact of incivility
- impact of technology on stress
- basic stress model
- definition of stress
- resources
- sources of stress
- impeding social contact
- implementation of new technologies
- cross-sectional studies
- longitudinal studies
- implications of sickness presenteeism
- imprisonment
- improving staff well-being
- inability to cope
- incivility
- and aggression
- causes of
- impact of
- instigators of
- research on
- incompatible responsibilities
- incongruity
- Indicator Tool
- indirect manipulative aggression
- individual differences and health
- gender and work stress
- managerial women
- work stress
- individualistic orientation
- emphasis on
- see also women’s coping
- inducing flexibility
- induction
- influence of stress
- influencing senior management
- information
- informational organizational support
- infraction
- insomnia
- instigators of incivility
- Institute for Psychotrauma (Netherlands)
- Institute for Women’s Policy Research
- institutionalizing change
- instrumental aspects of emotion-focused coping
- instrumental organizational support
- insufficient challenge
- decision latitude
- formalized work
- insufficient meaning
- lack of demands
- integrating support
- integrative implementation process
- inter-role conflict
- internal EAPs
- internal job openings
- internality
- internet-based EAP
- interpersonal justice
- interpersonal skills
- interventions
- brief psychotherapy
- in career-related stress
- elements
- organizational culture
- primary prevention
- psychological debriefing
- tertiary prevention
- variation in care
- with victimized employees
- see also women coping
- intra-psychic coping
- intrinsic ERI hypothesis
- introspection
- intrusion
- involvement
- irritation
- ISO
- ISO
- iso-strain
- isolation
- iterative development
- JCQ see Job Content Questionnaire
- JDC-S model see job demand-control-support model
- JDS see Job Diagnostic Survey
- Job Characteristics Model
- Job Content Questionnaire
- job control and employee health
- control predispositions
- control and stress in the workplace
- models of control and stress
- moving forward
- job demand-control-support model
- and blood lipids
- and blood pressure
- and micro-inflammation biomarkers
- and sleep problems
- Job Diagnostic Survey
- job insecurity
- job satisfaction
- job strain
- blood lipids
- blood pressure
- health consequences of stress
- micro-inflammation biomarkers
- model see job demand-control-support model
- objectives
- physiological risk factors
- sleep problems
- summary and conclusions
- job tenure
- job-related stressors
- kaleidoscope careerists
- karoshi
- Kent Police
- key workplace people
- Kotter, John
- Laboratory for Research in Athletics
- lack of career progress
- glass ceiling
- social isolation
- lack of career workplace orderliness
- dysfunctional work conditions
- fast-growing organization
- flexible working hours
- flexible workplace
- ill-functioning equipment
- pool working
- sick leave
- lack of demands
- lack of money
- lack of privacy
- large-scale disasters
- lateness
- lateral moves
- leadership
- development
- positive
- and stress
- leadership models
- leadership pipeline
- leadership styles
- leading from strengths
- learning
- learning curve
- learning intentions
- learning organizations
- adequate training programs
- integrative implementation process
- participative task and job design
- personal help networks
- user-oriented hard- and software design
- learning to master change
- legitimacy of demands
- litigation
- locus of control
- Lone Ranger
- loneliness
- long-term disturbances
- longitudinal studies on technologies
- losing concentration
- losing power
- low compatibility levels
- ambiguity
- organizational change
- low social embedding
- communication problems
- decay of social networks
- distrust
- feedback
- impeding social contact
- massive layoff
- role transitions
- low-pace fit
- magic bullet thinking
- making appraisals
- maladaptive health responses
- malevolence
- manageability
- management consultation
- management development
- in complex open systems
- definition
- development in personal arena
- development in work arena
- manager’s whole-life model
- staying alive
- summary and conclusions
- management of stress
- managerial awareness of stress
- managerial interpersonal skills
- managerial men
- managerial women
- and men
- occupational stress and health
- research and practice
- see also women coping; working women
- manager’s whole-life model
- managing change
- case example
- market penetration
- Maslach Burnout Inventory
- Maslow, Abraham
- mastering change
- ME
- meaningless work
- measuring employee work performance
- measuring well-being
- audit
- engaging managers
- integrating support
- staff communication
- mechanisms of stress experience
- appraising stressful situations
- dealing with stressful situations
- encountering stressful situations
- personality profiles
- reacting to stressful situations
- men’s club mentality
- mental disorders
- mental fatigue
- mental health
- in the workplace
- mental vision
- mentoring
- metabolism
- MI see myocardial infarction
- Michigan model of health responses
- micro-inflammation biomarkers
- middle regions
- minimax hypothesis
- mirrors
- mismatch of demands over resources
- models of coaching
- models of control
- control–demand model
- control–demand–support model
- control–emotion model
- mommy track
- monitoring
- monotony
- morale
- morbidity
- moving forward
- muddling through
- multiaxial model of coping
- changing common coping assumptions
- multicolinearity
- multifactor etiology
- multiple conflicting roles
- multitasking
- musak
- myocardial infarction
- MySpace
- nAch see need for achievement
- National Business Group on Health
- National Occupational Standards
- National Study of the Changing Workforce
- Neanderthal leadership
- need for achievement
- need for EAPs
- needs
- negative affectivity
- negative outcomes of aggression
- neurolinguistic programming
- neuroticism
- new technologies and stress
- impact of technological change on stress
- implementation of new technologies
- implications of new technologies
- summary and conclusions
- New York
- NLP see neurolinguistic programming
- non-intervention
- norm violation
- not-for-profit coaching bodies
- nurturance
- OAPs see occupational alcohol programs
- obesity
- obsolescence
- occupational alcohol programs
- occupational health psychology
- occupational stress
- dual-career couples
- organizational downsizing
- role conflict
- sexual harassment
- work and family
- off-the-job social activities
- office gardens
- OHP see occupational health psychology
- old boys’ network
- open-mindedness
- optimal stress level
- optimism
- Orange County
- orderliness
- too little
- too much
- organization management development
- management development programs
- organizational action and presenteeism
- organizational approaches to health
- building interventions
- culture and leadership
- stress and effectiveness
- organizational career development programs
- organizational change
- organizational change management
- organizational culture
- change management
- changing
- leadership and stress
- summary and conclusions
- transformational processes
- organizational development
- organizational downsizing
- organizational flexibility
- employee’s point of view
- introduction of social support
- organizational improvements
- organizational perspective on stress management
- organizational value of EAPs
- outcomes of EAPs
- referrals
- outcomes of psychological contract
- outcomes of work stress
- effort–reward imbalance at work model
- job demand-control-support model
- person–environment fit model
- outreaching
- outsourcing
- over-challenging work
- ambiguities
- difficult tasks
- divergent responsibilities
- incompatible responsibilities
- serious consequences
- too much to do
- over-commitment
- over-orderliness
- overload-related stress
- overtaxing regulations
- oxytocin
- P-E-Fit model see person–environment fit model
- PA see performance appraisal
- palliative coping
- pamphlets on career issues
- paramilitary organizations
- Pareto principle
- part-time work
- participative implementation process
- active participation
- detailed information
- learning to master change
- participative task and job design
- past situation of work psychology
- PATH model
- pathogenesis of insomnia
- pausing
- paying attention to actions
- people management
- performance appraisal
- performance coaching
- case example
- peritraumatic dissociation
- persistent aversive tension
- person-oriented organizational culture
- personal development
- personal differences
- authenticity
- balance
- challenge
- personal help networks
- personal mastery
- personal relationship with the world
- personality profiles
- person–environment fit model
- physiological counterparts of demand– control–support model
- physiological flexibility
- physiological responses to stress
- physiological risk factors
- play
- POB see positive organizational behaviour
- pool working
- popular concepts about self
- positioning of coaching in organization
- positive affectivity
- positive discrimination
- positive organizational behaviour
- positive psychology
- posting job openings
- posttraumatic stress disorder
- power sharing
- powerlessness
- practical assistance
- PRACTICE model of coaching
- Practices for Achievement of Total Health model see PATH model
- ‘praecox Gefühl’
- pragmatic utilitarianism
- predictors of burnout
- predictors of presenteeism
- attendance pressure factors
- salutogenic factors
- predispositions to control
- locus of control
- self-efficacy
- pregnancy
- prejudice
- present situation of work psychology
- presenteeism
- self-rated sickness presence
- pressure to attend
- preventing aggression
- preventive management
- see also interventions
- preventive stress management
- goodness of fit
- primary prevention
- primary stress prevention
- principle-centred awareness
- privacy
- problem solving
- process of coaching
- accreditation
- contracting
- evaluation
- identification of need
- positioning coaching in organization
- selection of coaches
- process of coping
- procrastination
- productive emotions
- productivity
- profile of EAPs
- core technology
- definition of EAP
- history of EAPs
- market penetration
- scope of services
- utilization
- programs of management development
- promoting psychological contract
- promotion
- pseudo-transformational leadership
- psycho-physiological reaction
- psychological contract
- building
- psychological debriefing
- psychological disturbance
- psychological flexibility
- psychological responses to stress
- psychologically healthy workplaces
- employee well-being
- healthy workplace practices
- organizational improvements
- PATH model
- psychometrics
- psychosocial work career
- psychosococial disequilibrium
- psychotherapy
- PTSD see posttraumatic stress disorder
- public health perspectives
- purpose of coaching
- change management
- specific applications
- talent management
- race to the top
- racism
- ramifications of work
- randomization
- rape
- rat-race career
- rational-appearing aggression
- reacting to stressful situations
- reactivity
- reality
- reciprocity
- recognition
- recurrent coaching themes
- redefining leadership role
- redundancy
- reengineering
- referrals
- reflection
- regulating aggression
- regulation obstacles
- regulatory uncertainty
- relationship management
- relevance of psychological contract
- repertoire of behaviours
- repetitive strain injury
- research on aggression
- research on civility
- research into sources of stress
- research models of burnout
- aggression
- back pain
- causes of incivility
- impact of incivility
- on incivility
- incivility
- instigators of incivility
- job tenure
- negative outcomes
- preventing aggression
- productivity
- on social support
- work engagement
- see also social environment of work
- research on occupational stress
- action directions
- intervention
- workplace flexibility
- researching psychological contract
- resilience
- beliefs about the world
- resistance to change
- resources
- job control
- social support
- technological knowledge
- response tendencies
- responses to workplace stressors
- behavioural responses
- physiological responses
- psychological responses
- responsibility for people management
- retirement preparation programs
- return expectancy
- return on investment
- health care value
- human capital value
- organizational value
- see also employee assistance programs
- reverse-causation hypothesis
- revitalizing research
- reward
- ‘right’ level of stress
- rigidity
- risk factors for acute stress
- risk factors for cardiovascular disease
- ROI see return on investment
- role conflict
- role of job control
- role of psychological contract
- role transitions
- role of workplace factors
- acute stress
- flexibility
- job control
- new technologies and stress
- stress and careers
- Rousseau, Denise
- RSI see repetitive strain injury
- rudeness see incivility
- rugged individualism
- rumination
- SACS see Strategic Approach to Coping Scale
- Sainsbury Centre for Mental Health
- salutogenic factors of presenteeism
- sanctions
- sanctuary
- saving face
- scarcity hypothesis
- schizophrenia
- scope of EAP services
- screening
- Second World War
- secondary prevention
- secondary stress prevention
- secondary victimization
- secondments
- security
- segregation
- selecting coaches
- self-analysis
- self-awareness
- getting in touch with feelings
- learning intentions
- making appraisals
- paying attention to actions
- tuning into senses
- self-complexity
- self-doubt
- self-efficacy
- self-esteem
- self-help
- self-image
- self-management
- self-medication
- self-rated sickness presenteeism
- Self-Rating Scale for Posttraumatic Stress Disorder
- self-sealing behaviour
- self-service bias
- senior management ownership
- sense of coherence
- sense of humour
- sense-making
- sensitivity
- serious consequences of work
- servant-leadership
- characteristics of
- set points
- sexism
- sexual harassment
- shadowing
- shared vision
- sharing power
- shock
- shooting from the hip
- sick leave
- sickness presenteeism
- consequences of
- definition
- implications for practice
- predictors of
- sinus arrhythmia
- Sisyphus labours
- situational engineering
- skill utilization
- skill-building exercises
- sleep problems
- smoking
- SOC see sense of coherence
- social awareness
- social context of work life
- definition
- predictors
- proposed model
- research models of burnout
- social environment of work
- social embedding
- too little
- too much
- social environment of work
- key people
- and research models of burnout
- types of interaction
- social isolation
- social radar
- social rationales
- incorporation into conceptual model
- social support
- introduction to demand–control model
- iso-strain
- working life career
- workplace
- socialization
- socioeconomic disadvantage
- somatic symptoms
- sources of career development support
- career-planning courses
- counsellor assistance
- organizational programs
- self-help
- sources of stress
- special populations’ programs
- specialized training
- specific applications of coaching
- spiritual arena
- stability
- staff communication
- stand-up comedians
- Stanford University
- stars
- status
- staying alive
- community arena
- family arena
- spiritual arena
- stepped care model
- stereotyping
- stigma
- strain-based conflict
- Strategic Approach to Coping Scale
- stress
- at home
- and careers
- everyday reality
- and gender
- and health
- and new technologies
- and organizational culture
- and stress
- and women
- stress management
- tackling career-related stress
- stress management practices
- advertising
- assessment centers
- building psychological contracts
- career counselling
- career workshops
- common career paths
- cross-functional experience
- dual ladder
- education
- induction
- mentoring
- pamphlets on career issues
- performance appraisal
- retirement preparation programs
- secondments
- special populations programs
- succession planning
- written career planning
- stressors in the workplace
- studies of psychological contract
- styling
- subclinical arteriosclosis
- success
- succession planning
- suicide
- supermothers
- supervision
- support at work
- at home
- coaching
- employee assistance programs
- integration of
- management development
- women’s coping
- survival of the fittest
- survivor sickness
- suspicion
- suspicious leadership
- system installation
- systems thinking
- systolic blood pressure
- tackling career-related stress
- taking action to improve well-being
- influencing senior managers
- senior management ownership
- taking responsibility
- talent management
- case example
- targets of incivility
- task challenge
- team learning
- teamwork
- technological knowledge
- technology
- tedium
- telecommuting
- temporary employment
- tertiary prevention
- tertiary stress prevention
- testosterone
- theoretical approaches to job stress
- theory in use
- therapeutic intervention
- time
- context of work and health psychology
- time-based conflict
- tiredness
- tokens
- tolerance of stress
- high-pace fit
- low-pace fit
- overload-related stress
- underload-related stress
- tool-box talks
- tools for coaching
- torture
- training
- transactional definition of stress
- transformation
- changing behaviour
- creating shared mindset
- institutionalizing change
- transforming organizations
- transformational coaching
- transforming organizations
- transient insomnia
- transitional coaching
- trauma
- triggers of stress
- tuning into senses
- turf fights
- turnover
- high levels of
- intentions
- Twin Towers
- types of workplace interaction
- UCF see universal competency framework
- unbalanced social exchange
- uncertainty
- underload-related stress
- understanding intervention starting point
- unemployment
- unique stressors
- to women
- universal competency framework
- upward mobility
- usability engineering
- use of coaching in organizations
- definition of
- history of
- user-oriented hard- and software design
- analysis and specification
- iterative development
- system installation
- utilization of EAPs
- Utrecht Work Engagement Scale
- UWES see Utrecht Work Engagement Scale
- vacillation
- value added to workplace
- value congruence
- value of improving well-being
- benefits
- costs
- values and burnout
- variation in care
- venting
- victimization intervention program
- crisis
- evaluation
- extraordinary leave
- large-scale disaster
- organizational culture
- posttraumatic stress disturbances
- practical assistance
- recognition
- specialized training
- see also interventions
- violence
- Vitamin Model
- vulnerability
- beliefs about the world
- walking the talk
- watchful waiting
- weakness
- well-being
- improvement of
- organizational approaches to
- psychological contract and
- see also health and well-being
- well-being initiative wish list
- wellness see well-being
- what EAPs do
- program type
- white noise
- Whitehall Study
- whole-life model
- Winnicott, Donald M.
- win–lose strategy
- within-group gender stressors
- women coping
- communal orientation
- emphasis on individualistic orientation
- home-based support
- how multiaxial model changes coping assumptions
- implications for intervention
- influence of stress
- model of rugged individualism
- multiaxial model of coping
- stress at home
- summary and conclusions
- unique job-related stressors
- work–family role conflict
- workplace stressors
- workplace support
- see also managerial women; working women
- work
- effective
- everyday
- work engagement
- work environment
- compatibility of convictions, values and goals
- orderliness
- social embedding
- work experiences among managerial women
- work life context
- work stress and individual differences
- goals and aspirations
- mechanisms of stress experiences
- response tendencies
- summary and conclusions
- vulnerability and resilience
- workgroup incivility
- working life career
- working women
- discrimination and stereotyping
- lack of career progress
- multiple conflicting roles
- see also managerial women; women coping
- work–family conflict
- work–life balance
- workplace flexibility
- workplace mental health
- need for EAPs
- workplace social support
- workplace stressors
- workplace support
- World Health Organization
- written personal career planning
- wrong type of success
- yoga
- YouTube
- zero tolerance
- zone of competence
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