Type A behaviour and psychological androgyny among Greek college students

Research conducted primarily in the United States suggests that the combination of Type A behaviour, high instrumentality, and low expressiveness may place individuals at relatively high risk for coronary-artery and heart disease. The present research investigates the trans-societal generalizability of the structure, reliability, relationships among, and distributional characteristics of these measures for 117 college students in Athens, Greece. As hypothesized, the Greek students were significantly less instrumental and less expressive than the American students, and scored significantly higher on the measure of Type A. Although there were significant mean differences between these samples, the results suggest that many of the interscale relationships are comparable, supporting an etic (universal) interpretation of the findings. Nevertheless, the results suggested several emic (unique) characteristics of these measures and their interrelationships.     

Assessing the relationship of Type A beliefs to cardiovascular disease risk and psychosocial distress

Investigators have begun to take a multimodal approach to the assessment and treatment of psychosocial risk factors for cardiovascular disease (CVD). For instance, cognitive responses have become the focus of contemporary research along with continued examination of overt Type A behaviors. Price (1982) has outlined a set of beliefs purportedly associated with Type A behavior and subsequent CVD risk. The current study examines the validity of this belief set as represented by a newly developed measure, the Type A Cognitive Questionnaire (TACQ). Subjects were 221 employed adults participating in a worksite CVD risk reduction program. They completed the TACQ as part of a pretreatment CVD risk screening protocol. As hypothesized, TACQ scores were significantly associated with Type A behavior, hostility, physiological mediators of CVD, and psychosocial distress. Discussion addresses continued refinement of the Type A belief construct.     

How and when to correct for juror hindsight bias in mental health malpractice litigation: Some preliminary observations

This article examines the hindsight bias in the context of mental health malpractice litigation, analyzes various legal mechanisms for dealing with the bias, and discusses whether the law should strive for debiasing in all mental health malpractice cases.     

Hugs or shrugs: Parental and peer influence on continuity of involvement in sport by female adolescents

The study was designed to examine the influence of significant others (mothers, fathers, and male and female peers) on continuing involvement in sport by adolescent females. Survey data were collected from 376 girls using a forced-choice, self-administered questionnaire. Maintenance of involvement was measured by the proportion of possible years in which the respondents were involved in physical activity within each of three participation contexts (intramural, interschool, and community sport). Several indicators of significant other influence were used. The degree to which involvement in physical activity is maintained is positively related to the source, amount and type of influence received from significant others, and varied by the participation context. Overall, the socializing influence of significant others was able to account for 11% of the variance in intramural activity, 20% of the variance in interschool sport, and 10% of the variance in community-based activity.This study was funded by a grant from Fitness Canada.     

Employment demographics and attitudes that predict preferences for alternative pay increase policies

A survey of 942 university staff employees shows that performance and cost of living are preferred over seniority as criteria upon which to base pay increases. Multiple regression analysis reveals that preferences for performance-based pay increases are most strongly related to perceptions that merit pay does not decrease co-worker cooperation, perceptions that performance differences exist among co-workers, employment in white collar jobs, and never having belonged to a union. Preferences for seniority-based and cost of living-based pay increases are most strongly related to the perceived need for a union, perceptions that merit pay reduces cooperation, education level, and gender. In addition, preferences for seniority-based pay increases are related to years of service.An earlier version of this paper was presented at the 1989 meetings of the Midwest Academy of Management.