UNIVERSITY OF SOUTH AFRICA (UNISA)
College of Human Sciences – Department of Psychology
⋄
ASSIGNMENT 01
Semester 1, 2026
⋄
Module Code: PYC4810
Module Name: Psychology of Work
Assignment No.: 01
Due Date: 15 May 2026
Semester: Semester 1, 2026
Submitted in partial fulfilment of the requirements for PYC4810:
Psychology of Work at the University of South Africa.
, UNISA | PYC4810 Psychology of Work – Assignment 1
Question 1: Strategies for Managing Work-Related Stress
Introduction
Work-related stress is one of the most pressing occupational health concerns of the twenty-first
century. Recognised by the World Health Organization as a global public health challenge, it
arises when the demands placed on workers exceed their ability to cope, producing harmful
physical and psychological consequences (Gillman, Turner and Slater, 2023). The costs extend
beyond the individual; organisations face reduced productivity, elevated absenteeism, and
high staff turnover (Zhang et al., 2021). A 2021 Harvard Business Review survey found that
84% of employees reported at least one workplace factor that damaged their mental health,
with emotionally draining work and poor work-life balance ranking as the two most common
(Gen Re, 2024). This response outlines ten evidence-based strategies that individuals and
organisations can adopt to manage and reduce work-related stress.
1. Work-Life Balance
Work-life balance refers to the individual perception that professional and personal activities
are compatible and support growth according to current life priorities (Kalliath and Brough,
2008, as cited in Haar et al., 2014). When this balance deteriorates, stress-related outcomes
multiply, including psychological distress, emotional exhaustion, anxiety, and depression (Haar
et al., 2014). Maintaining clear boundaries between work and personal time is, therefore, a
foundational stress management strategy.
Organisations can support work-life balance by establishing reasonable working-hours policies,
discouraging after-hours email contact, and promoting the use of annual leave. Research on
remote workers found that, among three workplace support factors studied, work-life balance
was the only variable with a significant effect on employees’ psychological wellbeing, outper-
forming supervisor trust and general company support (Torten, Reaiche and Caraballo, 2021).
Practically, encouraging employees to protect non-work time and pursue personal interests
outside the office reduces chronic exposure to stressors and restores the psychological resources
needed for sustained performance.
Page 1 of 13
College of Human Sciences – Department of Psychology
⋄
ASSIGNMENT 01
Semester 1, 2026
⋄
Module Code: PYC4810
Module Name: Psychology of Work
Assignment No.: 01
Due Date: 15 May 2026
Semester: Semester 1, 2026
Submitted in partial fulfilment of the requirements for PYC4810:
Psychology of Work at the University of South Africa.
, UNISA | PYC4810 Psychology of Work – Assignment 1
Question 1: Strategies for Managing Work-Related Stress
Introduction
Work-related stress is one of the most pressing occupational health concerns of the twenty-first
century. Recognised by the World Health Organization as a global public health challenge, it
arises when the demands placed on workers exceed their ability to cope, producing harmful
physical and psychological consequences (Gillman, Turner and Slater, 2023). The costs extend
beyond the individual; organisations face reduced productivity, elevated absenteeism, and
high staff turnover (Zhang et al., 2021). A 2021 Harvard Business Review survey found that
84% of employees reported at least one workplace factor that damaged their mental health,
with emotionally draining work and poor work-life balance ranking as the two most common
(Gen Re, 2024). This response outlines ten evidence-based strategies that individuals and
organisations can adopt to manage and reduce work-related stress.
1. Work-Life Balance
Work-life balance refers to the individual perception that professional and personal activities
are compatible and support growth according to current life priorities (Kalliath and Brough,
2008, as cited in Haar et al., 2014). When this balance deteriorates, stress-related outcomes
multiply, including psychological distress, emotional exhaustion, anxiety, and depression (Haar
et al., 2014). Maintaining clear boundaries between work and personal time is, therefore, a
foundational stress management strategy.
Organisations can support work-life balance by establishing reasonable working-hours policies,
discouraging after-hours email contact, and promoting the use of annual leave. Research on
remote workers found that, among three workplace support factors studied, work-life balance
was the only variable with a significant effect on employees’ psychological wellbeing, outper-
forming supervisor trust and general company support (Torten, Reaiche and Caraballo, 2021).
Practically, encouraging employees to protect non-work time and pursue personal interests
outside the office reduces chronic exposure to stressors and restores the psychological resources
needed for sustained performance.
Page 1 of 13
