The Relationships between Workers’ Interpersonal Helping Behavior, Social Supports, Job Stressors, Psychological Stress Responses, and Vigor in Manufacturing Industry

2014 ◽  
Vol 56 (6) ◽  
pp. 259-267 ◽  
Author(s):  
Yuji Horita ◽  
Yasumasa Otsuka
Author(s):  
Eric L. Goldwaser ◽  
Joshua Chiappelli ◽  
Mark D. Kvarta ◽  
Xiaoming Du ◽  
Zachary B. Millman ◽  
...  

AbstractStress is implicated in psychosis etiology and exacerbation, but pathogenesis toward brain network alterations in schizophrenia remain unclear. White matter connects limbic and prefrontal regions responsible for stress response regulation, and white matter tissues are also vulnerable to glucocorticoid aberrancies. Using a novel psychological stressor task, we studied cortisol stress responses over time and white matter microstructural deficits in schizophrenia spectrum disorder (SSD). Cortisol was measured at baseline, 0-, 20-, and 40-min after distress induction by a psychological stressor task in 121 SSD patients and 117 healthy controls (HC). White matter microstructural integrity was measured by 64-direction diffusion tensor imaging. Fractional anisotropy (FA) in white matter tracts were related to cortisol responses and then compared to general patterns of white matter tract deficits in SSD identified by mega-analysis. Differences between 40-min post-stress and baseline, but not acute reactivity post-stress, was significantly elevated in SSD vs HC, time × diagnosis interaction F2.3,499.9 = 4.1, p = 0.013. All SSD white matter tracts were negatively associated with prolonged cortisol reactivity but all tracts were positively associated with prolonged cortisol reactivity in HC. Individual tracts most strongly associated with prolonged cortisol reactivity were also most impacted in schizophrenia in general as established by the largest schizophrenia white matter study (r = −0.56, p = 0.006). Challenged with psychological stress, SSD and HC mount similar cortisol responses, and impairments arise in the resolution timeframe. Prolonged cortisol elevations are associated with the white matter deficits in SSD, in a pattern previously associated with schizophrenia in general.


1999 ◽  
Vol 4 (3) ◽  
pp. 146-150 ◽  
Author(s):  
Takashi Umeda ◽  
Shigeyuki Nakaji ◽  
Kazuo Sugawara ◽  
Yousuke Yamamoto ◽  
Kazuo Saito ◽  
...  

2018 ◽  
Vol 46 (9) ◽  
pp. 1547-1560 ◽  
Author(s):  
Yeri Cho ◽  
Nathanael J. Fast

We conducted 2 studies to examine if status has varying effects on prosocial behavior for those at different levels of the power hierarchy. In Study 1 (N = 78), adults employed full-time in the USA responded to an online survey and the results showed that self-perceived power and status interacted to predict prosocial behavior. That is, lacking status led high-power, but not low-power, individuals to engage less in prosocial behavior. In Study 2 (N = 142), we orthogonally manipulated status and power and measured prosocial behavior. Once again, lacking status led to less helping behavior among high-power, but not low-power, participants. These findings show how power and status interact to influence interpersonal helping behavior. Implications for future research on social hierarchy and prosocial behavior are discussed.


2003 ◽  
Vol 89 (01) ◽  
pp. 83-90 ◽  
Author(s):  
Sabine Kunz-Ebrecht ◽  
Ann Rumley ◽  
Gordon Lowe ◽  
Andrew Steptoe

SummaryLow socioeconomic status (SES) and psychological stress are associated with increased risk of coronary heart disease, and both may influence haemostatic responses. Von Willebrand factor (vWF), Factor VIII, plasma viscosity, haematocrit, blood viscosity, tissue plasminogen activator (t-PA) and fibrin D-dimer were measured at rest and following stressful tasks in 238 middle-aged British civil servants. SES was defined by grade of employment. Lower SES was associated with higher resting vWF, Factor VIII and plasma viscosity. Psychological stress stimulated increases in haemostatic and rheological factors. Initial stress responses did not vary with SES, but Factor VIII, plasma viscosity and blood viscosity remained more elevated 45 minutes post-stress in lower SES participants. High blood pressure stress reactivity was also associated with greater haemostatic responses. We conclude that lower SES is characterised by more prolonged elevations in procoagulant responses following psychological stress, and that these processes might contribute to increased cardiac risk.


2019 ◽  
Vol 221 (4) ◽  
pp. 351.e1-351.e7 ◽  
Author(s):  
Netanella Miller ◽  
Aula Atamna Asali ◽  
Moran Agassi-Zaitler ◽  
Eran Neumark ◽  
Michal Matzkin Eisenberg ◽  
...  

2014 ◽  
Vol 27 (4) ◽  
pp. 677-691 ◽  
Author(s):  
Shih Yung Chou ◽  
Wenkai Yang ◽  
Bo Han

Purpose – The purpose of this paper is to develop a theoretical model describing psychological states and behavioral outcomes experienced and exhibited by older generation interpersonal helping behavior (IHB) recipients in Chinese organizations. Design/methodology/approach – The paper draws upon relevant literature and develops a theoretical model. Findings – The analysis suggests that the extent of IHB that older generation Chinese employees receive from younger generation employees will lead to loss of mianzi, which will then result in reduced perceived generational guanxi, increased intended social isolation, and reduced intention to share task-related knowledge with the younger generation employees. The paper also proposes that perceived generational guanxi and intended social isolation will mediate the relationship between loss of mianzi and intention to share task-related knowledge with younger generation employees. Practical implications – Because mianzi is an important cultural feature in Chinese societies, this paper provides four implications. First, younger generation employees could preserve and/or enhance older generation employees’ mianzi using less powerful messages. Second, younger generation employees should initiate task behaviors involving seeking opinions and expertise from older generation employees before exhibiting IHB. Third, mangers could reduce the negative impact of generational differences by establishing generational mentoring relationships between younger and older generation employees. Finally, younger generation employees could preserve and/or enhance older generation employees’ mianzi by playing the role of an informal subordinate rather than a problem solver when exhibiting IHB. Originality/value – This paper is the first study exploring consequences of IHB from the perceptive of older generation IHB recipients in the Chinese context.


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