The Type A Manager as Addict

Pace, Larry A.; Suojanen, Waino W.; Bessinger, R.C.; Lee, Huei; Frederick, Robert P.; Miller, R Eric

doi:10.1300/j022v02n02_03

Cited by 3 publications

(4 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The global prediction of Type A is indicated by means of the power selfconcept variable, internal locus of control and an achievement or personal-control entrepreneurial attitude. Seen in the light of the argument by Price (1982) that Type A is not a personality type but a set of socially learned behavioural responses, it is important for professionals in the pharmacy and accountancy 62 5 of 9 These findings confirm the argument of Pace et al (1986) that Type A behaviour in the workplace is the result of different intrapersonal, interpersonal, institutional and cultural sources and the concern of Byrne (2000) that it could be the interaction between Type A behaviour and occupational situations that leads to health-risk factors.…”

Section: Discussionsupporting

confidence: 59%

“…The results shed more light on the occupational elements that lead to Type A behaviour, which can aid the treatment of this form of behaviour (Pace et al, 1986). Improved self-knowledge can empower Type A individuals to prevent or moderate their cardiovascular responses (Dion, Gerard, Ready & Dyck, 1992;Omura et al, 2005).…”

Section: Discussionmentioning

confidence: 99%

“…She even believes that the modification of Type A behaviour without a change in core emotions could prove dangerous, as it does not allow the discharge of some emotional drives and denial thereof could have pathological effects. Pace et al (1986) propose an ecological approach to the treatment of Type A behaviour in the workplace, given that the syndrome arises from different intrapersonal, interpersonal, institutional and cultural sources. Treatment would include that of elements surrounding the system of the individual, namely the ecological system.…”

Section: (Page Number Not For Citation Purposes)mentioning

confidence: 99%

See 2 more Smart Citations

Prediction of type A behaviour: A structural equation model

et al. 2009

View full text Add to dashboard Cite

The predictability of Type A behaviour was measured in a sample of 375 professionals with a shortened version of the Jenkins Activity Survey (JAS). Two structural equation models were constructed with the Type A behaviour achievement sub-scale and global (total) Type A as the predictor variables. The indices showed a reasonable-to-promising fi t with the data. Type A achievement was reasonably predicted by service-career orientation, internal locus of control, power self-concept and economic innovation. Type A global was also predicted by internal locus of control, power self-concept and the entrepreneurial attitude of achievement and personal control.

show abstract

Section: Discussionsupporting

confidence: 59%

Section: Discussionmentioning

confidence: 99%

Section: (Page Number Not For Citation Purposes)mentioning

confidence: 99%

See 1 more Smart Citation

Prediction of type A behaviour: A structural equation model

et al. 2009

View full text Add to dashboard Cite

show abstract

“…Rabinowitz and Hall (1977) and Randall (1987) referred to the possible effects of extreme commitment and its negative consequences. From the health-psychology literature terms such as obsessive-compulsive orientation (Pollak, 1979), type A behaviour (Chonko, 1983;Schwartz, 1982), perfectionism (Pietropinto, 1986), management neurosis (Stewart, 1986), anal character (Naughton, 1987), and work addict (Pace, Suojanen, Bessinger, Lee, Frederick & Miller, 1986;Pace & Soujanen, 1988) have been used to describe persons who are excessively involved in their work.…”

Section: Concept Redundancy and Contaminationmentioning

confidence: 99%

Concept redundancy and contamination in employee commitment research: Current problems and future directions

Roodt

2004

SA j ind psychol

View full text Add to dashboard Cite

It is generally accepted that employee commitment has a significant impact on organisational performance. The primary goal of this article is to indicate that the ‘commitment/involvement’ concept did not evolve in an evolutionary and progressive fashion. Several problems in the development course of mainly three streams of research literature are indicated. Arguments are presented for indicating causes of concept contamination and even redundancy. In order to bridge these problems, a motivational approach as an integrating mechanism on a metatheoretical level is presented as a solution. The outcomes thereof should lead to better order on a theoretical level and to the parsimonious use of commitment concepts.<p> <strong>Opsomming</strong> <br>Dit word algemeen aanvaar dat werknemertoewyding ’n duidelike impak op organisasieprestasie het. Die primêre doel van hierdie artikel is om aan te dui dat die ontwikkeling van die ‘betrokkenheid/toewydings-’ konsep nie evolusionêr en progressief verloop het nie. Verskeie probleme in die ontwikkelingsgang van hoofsaaklik drie strome navorsingsliteratuur word aangedui. Argumente word aangevoer wat op oorsake van konsepkontaminasie en selfs -oorbodigheid dui. Ten einde hierdie probleme te oorkom, word ’n motiveringsbenadering as integrerende meganisme op ’n meta-teoretiese vlak as oplossing voorgehou. Die uitkoms daarvan behoort tot beter orde op teoretiese vlak en tot die spaarsamige gebruik van toewydingskonsepte te lei

show abstract

Management styles, mediating variables, and stress among HRD professionals

Lind¹,

Otte

1994

Human Resource Dev Quarterly

View full text Add to dashboard Cite

This exploratory study examined the relationship between management styles, selected potential mediating variables, and employee stress levels. Members of a human resource professional organization who worked in business and industry were randomly selected and asked to complete five survey instruments. Variables included stress level, certain personality and demographic characteristics, and the perceived management style of their managers. Significant differences in employee stress levels were found between the management styles. Different combinations of the mediating variables predicted stress in each of the management styles. In addition, when management style was included as a predictor variable, it was the biggest predictor of stress. The relationship between management style and employee stress level has implications for today's HRD practitioners.

show abstract

The Type A Manager as Addict

Cited by 3 publications

References 0 publications

Prediction of type A behaviour: A structural equation model

Prediction of type A behaviour: A structural equation model

Concept redundancy and contamination in employee commitment research: Current problems and future directions

Management styles, mediating variables, and stress among HRD professionals

Contact Info

Product

Resources

About