John M. Ivancevich

Diversity Management: A New Organizational Paradigm

Currently, an increasing number of organizations are attempting to enhance inclusiveness of under represented individuals through proactive efforts to manage their diversity. In this article, we define diversity management against the backdrop of its predecessor, affirmative action. Next, selected examples of organizations that have experienced specific positive bottom line results from diversity management strategies are discussed. The present paper also provides a conceptual model to examine antecedents and consequences of effective diversity management. Additional research areas identified from the model and literature review result in a number of research propositions intended to enhance the exploration and understanding of diversity management.

Relation of Type A behavior to performance and satisfaction among sales personnel

Abstract Many of the personal characteristics frequently associated with successful sales performance are very similar to behaviors which are a part of the Type A coronary-prone behavior pattern. This study investigated the relationship between Type A behavior and sales performance, as well as job satisfaction, among a sample of 355 life insurance agents. No significant differences were found between Type A and B agents and three measures of sales performance and one measure of general job satisfaction. Type A behavior among the sample was associated with measures of stress and number of health complaints. Possible explanations for the lack of Type A-performance and Type A-satisfaction relationships are discussed as is the importance of the association with stress and health complaints.

A Type A-B Person-Work Environment Interaction Model for Examining Occupational Stress and Consequences

The physiological, psychological, and organizational effects of occupational stress are not only costly to individual employees and managers, but also to the organization, society, and family. This paper examines the notion of interaction between the employee and the work environment. Stress is defined in terms of a relationship between a person and the work environment. Instead of using a global model of person-environment interaction, a more specific approach incorporating the notion of Type A-B behavior pattern and Type A-B work environment is developed. The paper examines the theory, research, and implications of a person-environment model as an explanation of occupational stress and various behavioral, psychological, and organizational consequences. The model is suggested as a formulation of a dynamic-interactional view that emphasizes the reciprocal person-environment processes found in the workplace. It is proposed that the interaction between Type A-B behavior patterns and Type A-B work environment is a fertile area for further theoretical and empirical research.

Job Stress and Mental Well-Being: Similarities and Differences among American, Japanese, and Indian Managers

The sources and mediators of occupational stress have been assessed frequently but rarely from a cross-cultural perspective. The present study examined responses to a number of stress, social support, job satisfaction, and personal characteristics measures and their relationships to mental well-being among samples of lower-, middle-, and upper-level managers in the United States, Japan, and India. These data suggested basic similarities between 178 U.S. and 306 Indian managers; the 222 Japanese managers tended to report more negative reactions than the other two groups. Variability among these groups was seen, however, in the relative weights given to the factors of the mental well-being measure and in the association of these factors with the various independent variables. Implications and shortcomings of these results are discussed, along with suggestions for future research priorities.

The coronary-prone behavior pattern: a review and appraisal.

Abstract The current state of development of the Coronary-prone behavior pattern (CPBP) construct is reviewed and assessed. The paper surveys the literature in five major areas: historical development, description and assessment of the CPBP, relationship .between the CPBP and other personality variables, the CBPB and coronary heart disease (CHD), and management and alteration of the CPBP. Unresolved questions and future research needs are identified with regard to each of the major areas examined. On the basis of the evidence reviewed it is concluded that the CPBP constructs statistical and possible causal association with CHD and its risk factors warrant further research of a prospective nature.

Job Difficulty as Interpreted by Incumbents: A Study of Nurses and Engineers

Job difficulty is a concept that can play a prominent role in the application of management implemented job redesign, training, performance appraisal, and goal setting programs in organizations. Interviews, card sorting, and categorization procedures were used with randomly selected nurses and engineers to develop occupation specific job difficulty scales. The scales were then administered to 130 nurses and 159 engineers. Separate factor analyses revealed three job difficulty dimensions for nurses and three for engineers. ANOVA and stepwise multiple regression were used to examine the relationships between the dimensions and such outcomes as satisfaction, job tension, summated performance ratings, and objective performance measures. It was determined that the various job difficulty dimensions were differentially related to the outcome measures in both groups.

A test of the cognitive social learning model of type A behavior.

Portions of the cognitive social learning model proposed by Price as an explanation for the development and maintenance of Type A behavior were examined empirically. Specifically, the hypothesis that Type A behavior is fostered by various beliefs and fears and that these same beliefs and fears arise, in part, as the result of certain parental characteristics was investigated. A questionnaire assessing Type A behavior and the beliefs, fears, and parental characteristics proposed by Price was constructed and administered to a sample of males and females. The results indicated moderate associations between the variables examined for both males and females, with no significant gender differences in the pattern of relationships. The findings are congruent with relationships proposed by Prices model. Implications of the model are discussed in terms of additional research needed.

Identification and analyses of job difficulty dimensions An empirical study

A study was conducted to identify what job incumbents interpret as dimensions of job difficulty. In this study job difficulty is defined as a job activity that requires significant physical and/or mental effort to complete. First, interviews, card sorting, and categorization procedures were used with randomly selected staff nurses in three hospitals to develop an occupation specific job difficulty composite scale. The scale was then administered to 130 medical-surgical staff nurses. Factor analysis revealed three job difficulty dimensions for nurses—overload, conflict, head nurse practices, Second, ANOVA and stepwise multiple regression were used to examine the relationships between the factor analytically derived dimensions and satisfaction, commitment, job tension, and performance ratings. It was determined that the various dimensions were differentially related to the various outcome measures.