Type A behavior, components, and outcomes: A study of Canadian employees.

Jamal, Muhammad; Baba, Vishwanath V.

doi:10.1037/1072-5245.10.1.39

Cited by 26 publications

(20 citation statements)

References 31 publications

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“…Should an image violation occur (i.e., her values and goals for her personal health and work–family equilibrium do not fit with her current work situation), she is likely to feel her needs are unmet and decide to search for a new job or stay home with her children (Holtom et al, 2005). Prior research has found that physical health problems (Jamal & Baba, 2003; Wegge, van Dick, Fisher, Wecking, & Moltzen, 2006) and emotional exhaustion (Wegge et al, 2006) positively relate to turnover motivations. Thus, if physical or mental health problems arise, a new mother is likely to question the value or even feasibility of staying in her current job.…”

Section: Health Outcomes and Voluntary Turnovermentioning

confidence: 99%

Health and turnover of working mothers after childbirth via the work–family interface: An analysis across time.

Carlson

Grzywacz

Ferguson

et al. 2011

Journal of Applied Psychology

150

112

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This study examined organizational levers that impact work–family experiences, participant health, and subsequent turnover. Using a sample of 179 women returning to full-time work 4 months after childbirth, we examined the associations of 3 job resources (job security, skill discretion, and schedule control) with work-to-family enrichment and the associations of 2 job demands (psychological requirements and nonstandard work schedules) with work-to-family conflict. Further, we considered subsequent impact of work-to-family conflict and enrichment on women’s health (physical and mental health) 8 months after women returned to work and the impact of health on voluntary turnover 12 months after women returned to work. Having a nonstandard work schedule was directly and positively related to conflict, whereas schedule control buffered the effect of psychological requirements on conflict. Skill discretion and job security, both job resources, directly and positively related to enrichment. Work-to-family conflict was negatively related to both physical and mental health, but work-to-family enrichment positively predicted only physical health. Physical health and mental health both negatively influenced turnover. We discuss implications and opportunities for future research.

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Section: Health Outcomes and Voluntary Turnovermentioning

confidence: 99%

Health and turnover of working mothers after childbirth via the work–family interface: An analysis across time.

Carlson

Grzywacz

Ferguson

et al. 2011

Journal of Applied Psychology

150

112

View full text Add to dashboard Cite

show abstract

“…A cursory search of organizational research in the last 5 years in hospital settings generated a concerning number of published studies done this way, many by well-known scholars (e.g., Benoit-Barné & Cooren, 2009;Bordia, Jones, Gallois, Callan, & DiFonzo, 2006;Coyle-Shapiro, Kessler, & Purcell, 2004;Doorewaard & Brouns, 2003;Ferres, Connell, & Travaglione, 2005;Goodier & Eisenberg, 2006;Grice, Gallois, Jones, Paulsen, & Callen, 2007;Jamal & Baba, 2003;Kaplan & Patel, 2008;Lewis, 2000;Murray & Peyrefitte, 2007;Rooney, Paulson, Callan, Barbant, Gallois & Jones, 2010). Few pay attention to context.…”

Section: Generalizing To Other Organizational Settingsmentioning

confidence: 99%

Between Rocks and Hard Places

Nicotera

Mahon

2012

Management Communication Quarterly

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Recurrent interpersonal conflict in organizational settings is common and impedes goal-attainment. Structurational divergence (SD) theory conceptualizes a distinctive negative communication spiral rooted in unresolved conflict resulting from incompatible rules of intersecting meaning structures. This article expands SD theory by examining the function of human agency, positing that the rendering of communication patterns as incomprehensible and untransformable diminishes agency. After explaining and expanding SD theory, an exploratory study examines the relationship of SD to conflictrelated organizational-and communication-related constructs. Destructive communication (verbal aggression, ambiguity intolerance, controlling conflict management style, and taking conflict personally) is related to SD whereas constructive communication (solution oriented conflict management style, argumentativeness) is not. Implications are discussed for understanding conflict in nursing and other organizational settings as well as for intervention. at BRIGHAM YOUNG UNIV on June 26, 2015 mcq.sagepub.com Downloaded from Nicotera and Mahon 91

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“…In relation to the second condition of mediation, the relationships between role clarity and each of the four positive and negative psychological states were assessed separately. Role clarity significantly predicted quality of work life (R 2 Italic type: not significant. Bold type: P < 0.05.…”

Section: Resultsmentioning

confidence: 99%

“…For example, specific variables associated with the individual such as global Type A behaviour 2 and psychological distress 3 have been implicated in increasing withdrawal behaviours, as have aspects of the workplace such as stress and work overload, 4 low organisational trust, 5 and work monotony. 6 From a theoretical perspective, when workers are exposed repeatedly to negative or demanding work conditions, allostatic load theory 7 predicts that such prolonged exposure leads to a psychophysiological imbalance that eventually results in chronic health complaints.…”

Section: Psychological Antecedents Of Absenteeism and Turnovermentioning

confidence: 99%

Predicting absenteeism and turnover intentions in the health professions

Albion¹,

Fogarty²,

Machin³

et al. 2008

Aust. Health Review

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Objectives: The study examined the mediating influence of individual psychological reactions to work on the relationship between organisational climate and job withdrawal behaviours (viz, intention to leave and absenteeism).Methods: 1097 hospital employees were surveyed using the Queensland Public Agency Staff Survey (QPASS) to obtain measures of organisational climate, psychological reactions to work, job satisfaction, and self-reported levels of intention to leave. Group-level absenteeism data were provided from the Health Service District files.Results: Two psychological states, quality of work life and job satisfaction, were found to fully mediate the relationship between the organisational climate variable, role clarity, and intention to leave, while individual distress was found to partially mediate the same relationship. However, the hypothesised mediation effect of psychological states on the relationship between organisational climate and absenteeism did not emerge. Conclusion:Skills shortages and increasing demands for health services make retention of staff in the health service industry vitally important. As a means of addressing this issue, this study presents an emergent mediating model defining relationships among individual psychological factors, aspects of organisational climate and intention to leave. Identification of the processes associated with staff withdrawal behaviours or intentions will assist in devising ABSENTEEISM AND TURNOVER are two problems that cost industry millions, perhaps billions of dollars per annum. 1 The costs take the form of recruitment activity for permanent or replacement casual staff, lost work days, and the addi- What is known about the topic? Staff absenteeism and unwanted turnover are issues for the health care workforce, particularly in relation to reported shortages in various health professional groups. There are theoretical and empirical grounds for hypothesising links between both positive and negative psychological states and behaviours such as absenteeism. There are also grounds for positing a link between attitudes, such as job satisfaction, and turnover intentions. What does this paper add?This paper presents a model proposing that individual morale, quality of work life, job satisfaction, and individual distress are psychological states that all make a contribution to organisational performance variables such as intention to leave and absenteeism. We found that the influence of one organisational factor, role clarity, on turnover intentions was fully mediated by quality of work life and job satisfaction. The influence of another organisational factor, workplace distress, on absenteeism was not mediated by either positive or negative psychological states. What are the implications for practitioners?This study supports the use of generic approaches for reducing the duration of absence and improving retention that include improving employees' level of participation in decision making, the level of support and feedback that supervisors provided to em...

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Type A behavior, components, and outcomes: A study of Canadian employees.

Cited by 26 publications

References 31 publications

Health and turnover of working mothers after childbirth via the work–family interface: An analysis across time.

Health and turnover of working mothers after childbirth via the work–family interface: An analysis across time.

Between Rocks and Hard Places

Predicting absenteeism and turnover intentions in the health professions

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