Examining Type A behavior pattern to explain the relationship between job stressors and psychosocial outcomes.

Despite cautions against using a global measure of Type A behavior pattern (TABP), few studies have examined the TABP components of Achievement Striving (AS) and Impatience/Irritability (II). The authors examined these 2 components to assess whether they moderated the relationships between job stressors and psychosocial outcomes. Results based on 106 employees from a large Canadian organization supported the independence of the 2 TABP components. After controlling for the job stressors (i.e., overload, ambiguity, intrarole conflict, and lack of job control), II and AS accounted for additional variance in job satisfaction, perceived stress, and life satisfaction, although these components were uniquely related to different outcomes. Finally, AS and II moderated several of the stressor-psychosocial outcome relationships. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work attitudes, motivation, and performance.

Discusses motivational variables both as determinants of performance by the individual in an organization, and as ingredients of work attitudes, such as job satisfaction. Motivation studies have included motivational traits (relatively enduring predispositions), motivating environments, expectancies, and equity theory. Research on job satisfaction and job involvement reveals few consistent relationships to job performance, but they do predict absenteeism and turnover. A few studies of motivational traits suggest possible utility in predicting role performance in managerial or sales positions. Motivating environments seem to have significant relations to job satisfaction and effectiveness. After reviewing several categories of programs aimed at improving motivation, the author expresses a cautiously optimistic view about the success of these programs in improving worker attitudes and/or worker performance. (33 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation.

Administered questionnaires to 291 scientists working in research and development laboratories. Results of a factor analysis indicate that job-involvement attitudes, higher order need-satisfaction attitudes, and intrinsic-motivation attitudes should be thought of as separate and distinct kinds of attitudes toward a job. These 3 types of attitudes related differentially to job design factors and to job behavior. Satisfaction proved to be related to such job characteristics as the amount of control the job allowed the holder and the degree to which it is seen to be relevant to the holder's valued abilities. Satisfaction was not related to either self-rated effort or performance. Job involvement, like satisfaction, bore a significant relationship to certain job characteristics; unlike satisfaction, however, involvement was positively related to self-rated effort. Intrinsic motivation was less strongly related to the job characterisitcs measured, but was more strongly related to both effort and performance than was either satisfaction or involvement. (15 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The impact of psychological distress on absence from work.

The aims of this study were to examine the impact of psychological distress on absence from work; to compare psychological distress and job satisfaction as predictors of absence; and to compare the relative effects of 2 components of psychological distress, depression and anxiety, on absence. Organizational records of absence over a 3-year period were obtained for 323 health service staff in the United Kingdom, who also completed self-report measures of psychological distress and job satisfaction at the beginning of the study and 2 years later. Psychological distress, particularly depression, was found to predict absence, with higher levels of distress predicting a greater number of days and number of times absent. Job satisfaction and psychological distress independently predicted levels of absence. The psychological distress-absence relationship was not moderated by demographic variables. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Comparative effects of personal and situational influences on job outcomes of new professionals.

We investigated the relative and combined effects of personal and situational variables on job outcomes of new professionals. The personal variables were cognitive ability, socioeconomic status, and career goals; the situational variables were job feedback, autonomy, and job context. Data were collected at two times from 280 newly hired, entry-level accountants at "Big Eight" firms. Both personal and situational variables predict job outcomes, but their relative influence depends on the outcome measure. Situational variables account for the most variance in job performance, job satisfaction, and organizational commitment; personal variables account for the most variance in promotability, internal work motivation, and turnover. The findings indicate that job performance does not take care of itself by selecting bright people, but requires constant vigilance and effective systems. The results also suggest that a given result can be achieved through a variety of behavioral science interventions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Body image, self-esteem, expectations, self-assessments, and actual success in a simulated job interview.

98 female undergraduates completed the Body Image Satisfaction Scale, Self-Cathexis Scale, Janis-Field-Eagly Self-Esteem Scale, and a job interview performance expectation scale prior to participating in a 15-min simulated job interview. After the job interviews, Ss rated their own performance. Two judges independently rated each S's performance by viewing videotapes of the job interviews. Expectations for job interview success were significantly related to both body satisfaction and self-esteem. Job interview self-ratings and the tendency to overrate or underestimate how well one actually performed were significantly related to self-esteem but not to body satisfaction. Body satisfaction was found to be subsumed by self-esteem in ability to predict interview expectations and self-assessments. Actual quality of interview performance was not related to either self-esteem or body attitudes. Discussion focuses on self-esteem consistency theory and implications for assisting applicants to assess more accurately their behavior in actual job interviews. (15 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Impatience versus achievement strivings in the Type A pattern: Differential effects on students' health and academic achievement.

Psychometric analyses of college students' responses to the Jenkins Activity Survey, a self-report measure of the Type A behavior pattern, revealed the presence of two relatively independent factors. On the basis of these analyses, two scales, labeled Achievement Strivings (AS) and Impatience-Irritability (II), were developed. In two samples of male and female college students, scores on AS but not on II were found to be significantly correlated with grade average. Responses to a health survey, on the other hand, indicated that frequency of physical complaints was significantly correlated with II but not with AS. These results suggest that there are two relatively independent factors in the Type A pattern that have differential effects on performance and health. Future research on the personality factors related to coronary heart disease and other disorders might more profitably focus on the syndrome reflected in the II scale than on the Type A pattern. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An examination of the mediating role of psychological empowerment on the relations between the job, interpersonal relationships, and work outcomes.

A field investigation of 337 employees and their immediate superiors tested the mediating role of empowerment in relations between job characteristics, leader–member exchange (LMX), team–member exchange (TMX), and work outcomes. The meaning and competence dimensions of empowerment mediated the relation between job characteristics and work satisfaction. The meaning dimension also mediated the relation between job characteristics and organizational commitment. Contrary to prediction, empowerment did not mediate relations between LMX, TMX, and the outcome variables. Rather, LMX and TMX were directly related to organizational commitment. In addition, TMX was directly related to job performance. These findings suggest that work satisfaction is explained largely by job characteristics (through empowerment) but that LMX and TMX combine with job characteristics and empowerment to explain variation in organizational commitment and job performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Role ambiguity, Type A behavior, and job satisfaction: Moderating effects on cardiovascular and biochemical responses associated with coronary risk.

Studied 217 male managers (mean age 44 yrs), classified as Type A (coronary-prone) or Type B (non-coronary-prone), to examine the effects of job satisfaction as a moderator between a common job stressor (role ambiguity) and coronary risk indicators. For Type A's, the results support the hypotheses that changes in ambiguity are associated with changes in blood pressure and that intrinsic job satisfaction has both a direct and moderating effect on these changes. Few similar effects were found for extrinsic job satisfaction. For Type B's, the effects on systolic blood pressure were opposite to those for type A's. It is suggested that either Type A's and Type B's differ in autonomic and cardiovascular response or that ambiguity as a stressor may have differential effects for Type A's and Type B's, indicating that their "fit" with ambiguous environments may be opposite. (53 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Moderating influence of self-esteem on relationships between job complexity, performance, and satisfaction.

Administered the Job Diagnostic Survey, the Tennessee Self-Concept Scale, and measures of job complexity, job performance, and sense of competence to 166 15–22 yr old 1st-, 2nd-, 3rd-, and 4th-yr electrical apprentices. The measures were readministered 20 mo later to 92 of the original 1st- and 2nd-yr Ss to investigate the moderating influence of employee self-esteem on relationships between organizational variables. Analysis showed that global self-esteem and sense of competence did not moderate relationships between (1) job satisfaction and job performance and (2) job complexity and job performance or job satisfaction. It is suggested that the moderating effect of self-esteem on relationships involving job satisfaction, performance, and complexity may have little practical consequence. (39 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sources of social support and burnout, job satisfaction, and productivity.

Social support has been identified as an important correlate of a variety of work outcomes. Support from different sources, including family, coworkers, and supervisors, was examined in 211 traffic enforcement agents (92 men, 119 women). Outcomes included subjective variables (burnout and job satisfaction) and an objective measure of productivity (number of summonses). Support was negatively associated with burnout and positively associated with satisfaction and productivity. A cluster of support variables accounted for 7% of the variance in burnout and productivity and 12% of the variance in job satisfaction. Family support was more closely associated with burnout than with satisfaction or productivity, whereas immediate supervisor support was related to satisfaction and productivity but not burnout. Results suggest that support may be associated with work-related outcomes through multiple pathways. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Self-efficacy and work-related performance: The integral role of individual differences.

The present study estimated the unique contribution of self-efficacy to work-related performance controlling for personality (the Big 5 traits), intelligence or general mental ability, and job or task experience. Results, based on a meta-analysis of the relevant literatures, revealed that overall, across all studies and moderator conditions, the contribution of self-efficacy relative to purportedly more distal variables is relatively small. Within moderator categories, there were several cases in which self-efficacy made unique contributions to work-related performance. For example, self-efficacy predicted performance in jobs or tasks of low complexity but not those of medium or high complexity, and self-efficacy predicted performance for task but not job performance. Overall, results suggest that the predictive validity of self-efficacy is attenuated in the presence of individual differences, though this attenuation does depend on the context. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Maculinity, femininity, Type A behavior, and psychosocial adjustment in medical students.

80 male and 35 female freshmen medical students (mean age 23.6 yrs) completed measures of masculinity and femininity; Type A (coronary prone) behavior; and psychological well-being, adjustment, and interpersonal satisfaction to investigate the relationship between these variables in Ss. Appropriate statistical treatment of the data revealed strong and consistent masculinity effects on neuroticism, depression, self-esteem, confidence, hedonic capacity, locus of control, and relationship satisfaction. Femininity main effects varied in number as a function of the statistical method employed and involved a more diverse group of variables than is typically reported. Additive androgyny formulations of mental health were supported; balance androgyny formulations were not. No evidence for a Type A?×?masculinity effect on adjustment was found. Discussion focuses on the correct interpretation of masculinity and femininity scales, comparability of ANOVA and multiple regression statistical analyses, and the viability of the concept of androgyny. (36 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Demystifying Moderate Variables of the Interrelationships among Affective Commitment, Job Performance, and Job Satisfaction of Construction Professionals

Project goals expressed in terms of time, cost, and quality requirements are seldom disputed. However, it is not easy to ensure that the defined goals will be implemented by all parties involved in the implementation process as goal commitment is one of the key variables in project success and participant satisfaction in construction projects. In order to ensure professional commitment in the management process and optimize construction performance in the complex situation, it is necessary to identify the moderate variables and clarify the interactions among affective commitment, job performance, and job satisfaction of construction professionals. A questionnaire survey was conducted in Hong Kong. Both correlation analysis and hierarchical regression models were applied. The results revealed that both job acceptance/contribution and specificity/teamwork are moderate variables influencing the relationships between affective commitment and job performance and between job performance and job satisfaction. A series of conditional relationships is revealed in detail in this study and some suggestions, such as formal briefing sessions, regular formal meeting, and value engineering workshop, are recommended.     

Renal stone analysis: is there any clinical value?

OBJECTIVE: To provide national-level data concerning the percentage of pharmacies selling tobacco products, examine relationships between selling practices and pharmacy characteristic variables, and explore perceptions of conflicts between tobacco-selling activity and professional and personal values and the potential effects of such conflicts. DESIGN, SETTING, PARTICIPANTS: Data were collected from a geographically stratified systematic random sample of 899 pharmacies. Multiple mailings were sent to the attention of the pharmacy manager. A random sample of nonrespondents was also contacted by telephone, urging participation. MAIN OUTCOME MEASURES: Whether the pharmacy currently sold cigarettes and/or smokeless tobacco products, and if so, whether these practices differed from what respondents' personal or professional values tell them to do. Scales designed to measure job satisfaction, job-induced tension, and propensity to leave were also included. RESULTS: Slightly more than half (50.5%) of the pharmacies sold cigarettes and 35.4% sold smokeless tobacco products. Independents were less likely than chain pharmacies to sell tobacco products. For those respondents working in pharmacies where tobacco products were sold, 47.6% responded that this practice differs from what their personal values tell them to do and 63.9% replied that this practice differs from what their professional values tell them to do. Even when controlling for pharmacy type, respondents working in pharmacies that sold tobacco products had significantly lower levels of global job satisfaction, higher levels of job-induced tension, and a higher propensity to leave than did respondents working in pharmacies that did not. CONCLUSION: Decision makers in pharmacies where tobacco products are still sold should take a serious look at the justification for the continued availability of tobacco products in an environment that has a goal of promoting health.     

Subjective expectation, outcome discrepancy, and job satisfaction.

Investigated subjective expectation as a source of satisfaction valence associated with job outcomes. Four variables were of major interest: desired outcome, actual outcome, subjective expectation, and job satisfaction. The following hypotheses were tested, using 3 measures of satisfaction in a laboratory analog study with 120 undergraduates: (a) A positive linear relationship exists between "actual outcome–desired outcome" discrepancy and job satisfaction. (b) A negative linear relationship exists between subjective expectation and job satisfaction. Results on all dependent measures support the 1st hypothesis. Support for the 2nd hypothesis was evident but not consistent across the 3 satisfaction measures. The problem of equivalence of satisfaction measures is discussed, as is the relationship of the results to existing research and implications for further investigation. (French summary) (21 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Aptitudes, interests, and personality characteristics of farmers.

A group of 50 farmers were administered the DAT, the Kuder Preference Record, and the MMPI, and scores were related to two criterion measures—the Brayfield-Rothe job satisfaction index and instructor's rankings of on-the-job performance. Their personality test pattern was within the normal range, job satisfaction and job performance were unrelated, but distinctive aptitude and interest test profiles emerged. "Numerical ability and scientific interest were found to be positively and significantly related to performance on the job. Literary interest was negatively but significantly related to job satisfaction. The Depression and Social Introversion-Extroversion scales on the MMPI were negatively but significantly correlated with job satisfaction." 16 references. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Predicting absenteeism from prior absenteeism, attitudinal factors, and nonattitudinal factors.

Prior absenteeism, job attitudes, demographic variables, and personality variables were correlated in a longitudinal study with absence frequency for 174 employees (mean age 34 yrs) in a manufacturing plant. Measures included the Minnesota Satisfaction Questionnaire, Health Locus of Control (LOC) Scale, and Rosenberg Self-Esteem Scale. Multiple regression analysis showed, as hypothesized, that tenure, marital status (married), group cohesiveness, self-esteem, and an internal health LOC were negatively related to absenteeism and that sex (female) and prior absenteeism were positively related to absenteeism. Job satisfaction, job level, and age did not predict absenteeism. Hierarchical regression analyses revealed that prior absenteeism, group cohesiveness, and an internal health LOC accounted for unique variance in absenteeism. (28 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Role perceptions, satisfaction, and performance: A partial reconciliation.

Role theory hypothesizes that role conflict and role ambiguity are negatively related to job satisfaction and performance. Results of recent research indicate, however, that role conflict and role ambiguity are not always negatively related to job satisfaction and performance: Sometimes no relationships are found. The present study used a rationale suggested by previous research and role theory to reconcile the inconsistent results of previous research. Data were obtained from 331 questionnaires completed by employees of a large manufacturing firm. The rationale for reconciliation was based upon the organization level of the employee. Role ambiguity was hypothesized to have a greater negative relationship than role conflict with job satisfaction and performance for employees at higher levels in an organization. Conversely, role conflict was hypothesized to have a greater negative relationship than role ambiguity with job satisfaction and performance for employees at lower levels in an organization. Results support the hypothesized relationships with job satisfaction but not with performance. The lack of support for the performance hypotheses is discussed in terms of an ability-adaptability phenomenon. (PsycINFO Database Record (c) 2010 APA, all rights reserved)