Work stress refers to the stress experienced by individuals in relation to their jobs, specifically within the workplace. It is often triggered by unexpected responsibilities, creating pressures that are incongruent with the employees’ skills, knowledge, and expectations, thereby undermining their ability to effectively cope.
The terms “occupational stress” and “work-related stress” can also be used interchangeably with “work stress,” conveying the same meaning.
Inadequate support can exacerbate work stress among employees, while a lack of control over work processes can further amplify its adverse effects.
Managing work stress is important
Effectively managing work stress assumes great significance as emphasized by MIND, a mental health charity based in the United Kingdom. Individuals who frequently experience work-related stress are more susceptible to mental health issues, such as depression. Anxiety, another commonly encountered mental health problem, is also prevalent in the workplace.
According to MIND:
“Persistently experiencing stress can heighten the risk of developing mental health problems, including depression and anxiety. Furthermore, existing issues can be exacerbated by stress.”
“Cultivating resilience can facilitate adaptation to challenging circumstances.”
Work stress – origins
Below are some sources of occupational stress:
- Negative workload.
- A working environment that is toxic.
- Harassment.
- Bullying by colleagues, managers, supervisors, or directors.
- Difficult relationships with colleagues and/or administrators.
- Career development obstacles or barriers.
- Role ambiguity and role conflict.
- Number of working hours.
- Financial pressures.
Work stress and physical illness
There is a link between occupational stress and a greater risk of developing some diseases.
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Occupational stress – cancer
A group of Chinese researchers has discovered that workplace stress has the potential to elevate the likelihood of certain cancer types.
By analyzing data from 280,000 individuals across North America and Europe, the researchers identified an increased risk of colorectal, esophagus, and lung cancers associated with work-related stress.
Interestingly, no evidence was found to establish a connection between occupational stress and the risk of prostate, ovarian, and breast cancer.
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Occupational stress – cardiovascular disease
In 2015, researchers at University College London conducted a comprehensive analysis of data from 27 cohort studies involving 600,000 adult males and females across Japan, the USA, and Europe. Their findings revealed a notable correlation between work-related stress, prolonged working hours, and an increased susceptibility to developing coronary heart disease and stroke.
Publishing their observations in the journal Current Cardiology Reports, the researchers conveyed:
“This analysis, encompassing over 600,000 participants from 27 cohort studies conducted in Europe, the USA, and Japan, indicates that work stressors, notably job strain and extended working hours, exhibit a moderately heightened risk for incidents of coronary heart disease and stroke.”
“The incidence of these health complications among individuals exposed to such stressors is noted to be 10-40% higher compared to those who are not subjected to these conditions.”
Remote work and stress
Many individuals hold the misconception that remote work is devoid of stress and guarantees freedom and autonomy. However, this notion does not necessarily hold true for a significant number of individuals.
According to experts in management research, individuals with a strong sense of emotional autonomy and stability are particularly suitable for remote work. These are individuals who effectively navigate and manage work-related stress.
A group of researchers from Baylor University conducted a study aimed at identifying the ideal candidates for remote work. Remote work entails operating outside the traditional office environment, with working from home being the predominant form.
Professor Sara Perry, the leader of the study, provided the following guidance to managers when selecting individuals for remote work:
“In the selection process, I recommend managers focus on employee behaviors rather than solely on personality traits. For instance, if an individual struggles with managing stress effectively in the office, it is unlikely they will fare better when working from home.”
“Individuals who easily become overwhelmed or exhibit significant reactions to requests or challenges in the office are less likely to be well-suited for remote work and the associated responsibilities and demands.”
Therefore, it becomes evident that the ability to effectively handle work-related stress matters more than the specific work environment. Individuals equipped with robust stress management skills will excel not only within the confines of an office but also when working from home.
