Recent research suggested that two dimensions of Type A behavior, namely, Achievement Strivings (AS) and Impatience-Irritability (II), differentially predict physical health and performance outcomes. The present study extends this research and examines whether AS and II differentially predict work performance (number of insurance policies sold), work attitudes (job satisfaction), and depression in a sample of 117 life insurance salespersons. As hypothesized, after statistically controlling for relevant biographical variables and II, AS predicted the number of policies sold and job satisfaction but was not related to depression. After partialing out the effect of relevant biographical variables and AS, II was associated with depression but not with the number of policies sold. In addition, controlling for the same variables, II was negatively associated with job satisfaction. Implications for the prediction of sales performance, job satisfaction, and depression, and interventions designed to decrease the negative consequences of Type A by reducing II but not AS, are discussed.

We investigated personal and organizational functioning following an acute disaster in an explosives factory in which 14 people were killed and 14 others were injured. Multivariate analyses of covariance (controlling for age and organizational tenure) assessed whether there were any differences between the experimental group (40 individuals physically exposed to the explosion) and two control groups (one from the same site performing a different job, the second from a separate site performing the same job; n = 76 and n = 40, respectively). During the 2nd week following the blast and 2 months afterward, there were no between-group differences in terms of job satisfaction, organizational commitment, marital satisfaction, or psychological distress. Failure to find any differences was attributed to the acute (as opposed to chronic) nature of the disaster. At both time periods, family support was correlated with personal functioning, whereas supervisory support was associated with job satisfaction; this is discussed in terms of the source of the stressor being consistent with the source of the support and the nature of the outcome.

Although organizational stress has been the focus of much attention, there is a paucity of research on the stress associated with involvement in industrial relations. This article outlines the development of the Industrial Relations Event Scale (IRES), a measure designed to assess stressful events associated with the practice of industrial relations. The format of the IRES allows for the measurement of the occurrence, desirability, and perceived impact of each item. Testretest reliability and internal consistency are satisfactory. The IRES also shows acceptable concurrent and known-group difference validity. A 20-item short form of the IRES was developed, with similar psychometric properties to the 63-item IRES. Future research priorities for the IRES and industrial relations stress in general are identified.Hoewel baie aandag reeds bestee is aan organisatoriese stres, is daar min navorsing gedoen oor stres wat gepaard gaan met betrokkenheid by nywerheidsbetrekkinge. Hierdie artikel beskryf in bree trekke die ontwikkeling van die 'Industrial Relations Event Scale (IRES)', 'n instrument wat ontwerp is om stresinsidente in die beoefening van nywerheidsbetrekkinge te meet. Die formaat van die IRES stel mens in staat om die voorkoms, wenslikheid, en waargenome uitwerking van elke item te meet. Die toetshertoetsbetroubaarheid en die interne konsekwentheid is bevredigend. Die IRES toon ook 'n aanvaarbare saamvallende geldigheid en bekendegroepverskilgeldigheid. 'n Twintig-item beknopte weergawe van die IRES is ontwikkel wat soortgelyke psigometriese eienskappe het as die 63-item IRES. Prioriteite vir toekomstige navorsing in verband met die IRES en stres in nywerheidsbetrekkinge in die algemeen, word ge'identifiseer.

The stress associated with labor-management negotiations is investigated in two longitudinal studies. In Study 1, changes in anxiety and blood pressure following a simulated negotiation exercise are assessed. The sample consisted of 49 advanced undergraduate Industrial Psychology students, divided into experimental ( n 24) and control ( n 25) groups. The experimental group engaged in a simulated labormanagement negotiation, whereas the control group participated in a class discussion session. Anxiety and blood pressure levels of both groups were tested before and after the manipulation. Statistically controlling for pretest differences, the experimental group yielded more negative changes in anxiety and blood pressure levels than the control group from pretesting at posttesting. In Study 2, moderators and psychological consequences of participation during in v i v o labor-management negotiations were studied. Data were collected from 96 industrial relations (IR) practitioners immediately before negotiations and three months later. Using moderated multiple regression, negatively perceived IR stress predicted negative changes in psychological well-being. Family support moderated the relationship, while personality hardiness yielded a negative buffering effect on this relationship. Explanations of the findings are discussed and implications for future research are suggested.

Although unrest is becoming increasingly prevalent in South African townships, there is a paucity of psychological research on the subject. The present article outlines the development of the 42-item Township Life Events Scale (TLES), a measure designed to assess the incidence and impact of township unrest. Internal and temporal consistency are satisfactory. The TLES also shows acceptable convergent and divergent validity. Future research priorities for the TLES and the impact of unrest on workplace behaviour in general are identified.Hoewel onrus al hoe meer 'n algemene verskynsel in die Suid-Afrikaanse swart woonbuurtes word, is daar 'n gebrek aan psigologiese navorsing oor hierdie onderwerp. Hierdie artikel beskryf in bree trekke die ontwikkeling van die 'Township Life Events Scale' (TLES) wat 42 items bevat en ontwerp is om die voorkoms en uitwerking van onrus in swart woonbuurtes te evalueer. Die interne en temporele konsekwentheid is bevredigend. Die TLES toon ook aanvaarbare saamlopende of uiteenlopende geldigheid. Toekomstige navorsingsprioriteite vir die TLES en die uitwerking wat onrus oor die algemeen op werkplekgedrag het, word ie'identifiseer.