Michael T. Matteson

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.

Type A and B Behavior Patterns and Self-Reported Health Symptoms and Stress: Examining Individual and Organizational Fit

This article describes a preliminary investigation of the proposition that organizations, as well as people, can be classified along a Type A and B behavior pattern dimension and that the resulting match or lack thereof between individual and organizational behavior patterns is related to various health indices. A sample of 315 medical technologists were classified as either Type As or Bs and as working in either Type A or B environments. Results supported the hypotheses that (1) Type Bs in B organizations report the fewest negative health symptoms; (2) Type As in A organizations report the most; and (3) Type Bs in A organizations and Type As in B organizations report an intermediate level of symptoms. The results are treated within the framework of a person-environment fit model and the implications of the findings are discussed.

Notes on Tension Discharge Rates as an Employee Health Status Predictor

The article discusses a study pertaining to the validity of the tension discharge rate scale (TDR) for measuring employee health status. The scale utilizes a 7-point response format and is designed...

Sex Differences and Job Attitudes: Some Unexpected Findings

This note questions the traditional assumption that males and females hold different attitudes toward various aspects of their jobs and job environment. Many of these differences may be more clearly associated with status as a household head than with sex per se.

Occupational Stress, Satisfaction, Physical Well Being, and Coping: A Study of Homemakers

A number of major studies of occupational stress have examined purportedly highly stressful jobs such as air traffic controllers, police officers, and military personnel. Little is known about the stress, satisfaction, and physical well-being associated with the job of homemaking. The present study examined the question: Are homemaking tasks more stressful, less satisfying, and more physically upsetting for full-time or part-time homemakers? A total of 307 randomly selected full-time and part-time homemakers answered the research question. In general, full-time homemakers are more stressed by children, domestic work conditions, and role issues than part-time homemakers. The part-time homemakers were more stressed by the lack of sharing in tasks exhibited by spouses or others than were the full-time homemakers. Generally both groups were satisfied (measured by the Minnesota Satisfaction Questionnaire) with the homemaker job. A few differences were found in physical health and well being but no distinct pattern of superiority of one group over the other was identified. Some suggestions for future research on homemakers are presented.

SOME REPORTED THOUGHTS ON SIGNIFICANT MANAGEMENT LITERATURE

The article presents the findings of a survey among members of the Academy of Management concerning publications that have significant contribution to the management literature. Among 1,694 total a...

A Research Note on the New SVIB Holland Scales.

Abstract The Strong Vocational Interest Blanks (SVIB) of 93 management students were scored using six new scales which correspond to Hollands six occupational types. The scores from both the 14-item and the 20-item scales were correlated with actual scores on the Vocational Preference Inventory. The 14-item and the 20-item scales were also correlated with each other. In addition, the SVIB-derived Holland scales were scored using a simplified procedure, and the results were compared with the scoring procedure used by Campbell.

Worksite health promotion: some important questions.

Recent years have seen a rapid growth in the number of worksite health promotion programs being offered. While the potential benefits to employers of such programs are many, a variety of issues influence to what extent these benefits are obtained. This article identifies several such issues in the form of questions which need to be addressed by organizations engaged in health promotion activities. Questions relating to program needs and objectives identification, program introduction strategies, costs, legal issues, and ethical considerations are discussed. It is suggested that continued growth and success in worksite health promotion activities is in part dependent upon thoughtful consideration of such questions.

Longitudinal organizational research in field settings

Abstract Managers, theorists, and researchers are interested in studying organizational phenomena such as technological change, organizational development, and leadership effectiveness over a period of time. However, a review of the literature in the field of organizational behavior and management indicates that a limited number of empirically based studies rigorously investigate changes within organizations. This article looks at the salient characteristics and issues facing those engaged in longitudinal research. While much more theoretical and methodological work is needed to improve the rigor of this type of research, some researchers have forged ahead and have attempted to conduct longitudinal research in field settings. A select few of these studies are presented to illustrate what can be accomplished by longitudinal research and what needs to be improved in such research designs. In conclusion, the authors offer some suggestions that may serve to increase the number of longitudinal organizational research studies in the future.

Empirical derivation of SVIB-Holland scales: A brief report

Abstract The Strong Vocational Interest Blank responses of 93 students were used to construct six empirical scales similar to the scales of Hollands Vocational Preference Inventory. Scores on the empirical scales were correlated with actual VPI scores. The resulting correlations were compared to coefficients obtained from correlating the intuitive scales designed by Campbell with actual VPI scores. It was concluded that (1) meaningful estimates of VPI profiles can be obtained by scoring selected items from the SVIB and (2) further work with the empirical scales is needed prior to settling on a SVIB scoring procedure for estimating VPI profiles.