Gender differences in type a behavior and hostility within an organizational setting

Abstract

Recent investigations suggest that the hostility component of the Type A behavior patter (TABP) is a greater detriment to health than the overall pattern. Some researchers suggest that certain Type A characteristics (e.g., job-involvement) are actually adaptive. This study compared the relative relationship of the TABP and hostility to career-related achievement and psychosocial adjustment among 223 service-delivery employees. Male and female participants completed the Jenkins Activity Survey and the MMPI Hostility Scale as part of a cardiovascular disease risk factor screening. The TABP was positively associated with managerial status for both men and women. However, the TABP was positively related to psychosocial adjustment variables among men only. Hostility was significantly related to undesirable outcomes including lower job status, life dissatisfaction, and unfavorable perceptions of the workplace for both men and women. Discussion addresses organizational factors which might perpetuate hostility and the TABP, as well as gender differences in the experience of these constructs.     

The role of positive thinking in social perceptions of cancer outcomes

Pressure for ‘positive thinking’ (PT; i.e. focusing on positive thoughts/suppressing negative thoughts to ‘fight’ cancer) burdens cancer patients facing health deterioration. It was determined whether PT exposure enhanced effort, control and responsibility attributions assigned to an individual for his/her cancer trajectory. Within an online blog a hypothetical same-gender person describes a personal cancer experience. 482 participants were assigned to one of six experimental conditions in which we manipulated PT exposure (blogger learns about ‘power of PT’ but does not try it, blogger tries PT, control/no PT) and cancer outcome (successful/unsuccessful treatment). A 3?×?2?×?2 multivariate analysis of covariance (with personal cancer experience covariates) tested PT exposure?×?cancer outcome?×?gender effects on attributions for the blogger's cancer outcome. Results indicate that PT exposure enhanced effort and responsibility attributions assigned to individuals for their cancer outcomes and that responsibility attributions differed as a function of gender. Findings suggest that exposure to the idea of PT may lead to cancer patients being perceived as culpable if they do not recover from the disease.     

Illness perceptions and distress in women at increased risk of breast cancer

Variation in the levels of distress in women at increased risk of breast cancer has been reported, yet there is limited understanding of the factors that are associated with heightened distress in this population. This study took a theoretical approach using Leventhal's Self Regulatory Model (SRM) to understand variation in distress levels. The study examined the associations between perceptions of breast cancer and distress in women at increased risk of breast cancer, and a comparison sample with no experience of the disease in their social environment. Questionnaire data from 117 women at increased risk of breast cancer and 100 comparison women were analysed. Women at increased risk of breast cancer showed comparable levels of general distress but significantly higher levels of cancer specific distress than the comparison group. There were few differences in illness perceptions between the samples, although a number of cognitive perceptions of breast cancer were related to both general and cancer specific distress in the increased risk sample, but not in the comparison sample. The results suggest that the SRM provides a useful framework to explore the psychological response to genetic risk. Further research is required in this population to examine illness perceptions in more detail, validate quantitative measures of illness perceptions, and examine interactions between risk perception and the SRM constructs.     

Social aspects of career choice from the perspective of habitus theory

The concept of habitus designates a cognitive structure that is socially embedded and can give valuable insight into the social influences on career choice. A study investigating the relationship of habitus to career choice is presented in a sample of Icelandic youth aged 19–22 (N = 476). Measures of habitus were developed on the basis of reported cultural and leisure activities. The analysis of leisure and cultural items progressed in two steps: factor analysis and cluster analysis. The clusters constitute the four different habitus groups: Pop and fashion, Sports and rock, Music, and Literature. Correspondence factor analysis showed that the habitus groups (clusters) were related to other social variables, such as gender and class; validating habitus theory. Additionally, habitus measures were strongly linked to career variables, such as occupational perception and preferred future occupation. The results support previous research in showing that habitus theory is relevant to career counseling theory and can be a basis of understanding the relationship between social structure and career choice.     

Perceptions of alcohol risk among people on antiretroviral treatment in South Africa: a qualitative study

This study explored perceptions of alcohol abuse risk among people on antiretroviral treatment (ART) who self-identified as alcohol users. Twenty six people receiving ART from an out-patient setting were interviewed on their alcohol abuse risk perception. Data were thematically analysed. Findings suggest participants developed routines to drink alcohol around the times they took their antiretroviral medications to reduce adverse impact. They also reported alcohol abuse risk reduction strategies such as reducing alcohol use because of the event of an HIV positive diagnosis and/or getting on antiretroviral treatment, and alcohol use reduction following health education or counselling by health care staff. These findings suggest a need for alcohol interventions tailored to ART patients.     

Perceptions of Child Abuse by Teacher Trainees in Zimbabwean Schools

This study is a part of a larger study that examined the epidemiology and aetiology of child abuse by teachers in Zimbabwean primary schools. The purpose of the study was to determine teacher trainees' conception of sexual abuse of pupils by teachers within the school context, the forms of sexual abuse perpetrated on pupils by teachers in Zimbabwean schools, and the aetiology of sexual abuse of pupils by teachers in Zimbabwean schools. One hundred and fifty (75 male, 75 female) teacher trainees from three colleges of education, located in the same province, participated in the study. Participants indicated that sexual abuse of pupils within the school context involves having sexual intercourse with pupils; having love affairs with pupils; impregnating pupils by teachers; and fondling pupils' breasts, buttocks, and private parts. Results suggested that pupils are vulnerable to sexual abuse by teachers in Zimbabwean schools.     

Authenticity,employee silence,prohibitive voice,and the moderating effect of organizational identification

Authenticity is an important concept in positive psychology and has been shown to be related to well-being, health, and leadership effectiveness. The present paper introduces employee authenticity as a predictor of relevant workplace behaviors, namely employee silence and prohibitive voice. Converging evidence across two studies using cross-sectional and longitudinal designs demonstrates that when responding to hypothetical problematic workplace events (Study 1) or actual workplace experiences (Study 2), individual differences in employees’ authenticity predicted more self-reported voice behaviors and less silence that emanated from various motivations. Furthermore, authenticity scores consistently yielded predictive utility over and above the contribution of a broad set of individual and organization-based characteristics. Finally, organizational identification moderated the relation between authenticity and silence, such that for employees with high levels of identification, the relation between authenticity and silence was stronger.     

Positive organizational psychology,behavior, and scholarship: A review of the emerging literature and evidence base

The positive psychology movement seems to have stimulated new research and applications well beyond the discipline of traditional psychology. Among the various areas of inquiry, research and scholarship about positive organizations have received considerable attention from both researchers and practitioners. The current review examined the scholarly literature published between 2001 and 2009 on positive organizational psychology to provide a detailed picture of the current state of the field. This review sought to discover the overall growth rate, trends, and prevalent topics in the literature. It also aspired to provide an understanding of the empirical evidence for each topic through in-depth reviews. The findings suggest that there is a growing body of scholarly literature and an emerging empirical evidence base on topics related to positive organizations. Strengths, limitations, and implications of building a practical knowledge base for making significant improvements in the quality of working life and organizational effectiveness are discussed.     

Effects of Organizational Level and Gender on Stress in the Workplace

Occupational stress adversely affects productivity, absenteeism, and job turnover, and contributes to health-related problems. The effects of organizational level and gender on the specific sources of occupational stress assessed by the Job Stress Survey (JSS) were evaluated for a heterogeneous sample of 1,791 working adults (860 males, 931 females) employed in 2 industrial companies and a large state university. Significant main or interactive effects of organizational level and/or gender were found for the JSS Item Index, Severity and/or Frequency scores of 29 of the 30 JSS items. Organizational level effects were both more numerous and larger in magnitude than gender effects. Employees at higher organizational levels reported that they experienced stress more often while making critical decisions and dealing with crisis situations than did workers at lower levels, for whom inadequate salary and lack of opportunity for advancement were more stressful. For males, work stress was more strongly related to concerns about their role in the power structure of an organization, whereas female employees reported experiencing more severe stress when there was a conflict between job requirements and family relationships.