Type A as a Coping Career — Toward a Conceptual and Methodological Redefinition

Matschinger, Herbert; Siegrist, Johannés; Siegrist, Karin; Dittmann, Klaus

doi:10.1007/978-3-642-71234-0_9

Cited by 47 publications

(42 citation statements)

References 15 publications

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“…This psychometric scale, containing 29 items, was composed of 4 subscales loading on one latent factor (23). The subjects scoring in the upper tertile of the sum score composed of the 4 scales were considered at risk from "overcommitment" (6,22).…”

Section: Methodsmentioning

confidence: 99%

Association between job stress and depression among Japanese employees threatened by job loss in a comparison between two complementary job-stress models

Tsutsumi¹,

Kayaba²,

Theorell³

et al. 2001

Scand J Work Environ Health

256

107

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Section: Methodsmentioning

confidence: 99%

Association between job stress and depression among Japanese employees threatened by job loss in a comparison between two complementary job-stress models

Tsutsumi¹,

Kayaba²,

Theorell³

et al. 2001

Scand J Work Environ Health

256

107

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“…Scores in the upper tertile (high overcommitment) indicate a critically high level associated with adverse health effects. 12 The low-overcommitment group comprised the lower 2 tertiles. Reliabilities (Cronbach ␣) for the overcommitment score, as well as for the score for the reward and extrinsic effort subscales, were 0.79, 0.75, and 0.66, respectively.…”

Section: Work Stressmentioning

confidence: 99%

Effects of Work Stress on Ambulatory Blood Pressure, Heart Rate, and Heart Rate Variability

2000

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Abstract-Work stress has repeatedly been associated with an increased risk for cardiovascular disease. This study tested whether this relationship could be explained by exaggerated cardiovascular reactivity to work or impaired recovery in leisure time. Vagal tone was assessed as a possible determinant of these work stress effects. Participants included 109 male white-collar workers (age, 47.2Ϯ5.3) who were monitored on 2 workdays and 1 nonworkday for ambulatory blood pressure, heart rate, and heart rate variability. Chronic work stress was defined according to Siegrist's model as (1) high imbalance, a combination of high effort and low reward at work, or (2) high overcommitment, an exhaustive work-related coping style indexing the inability to unwind. All findings were adjusted for possible differences in posture and physical activity between the work stress groups. High imbalance was associated with a higher heart rate during work and directly after work, a higher systolic blood pressure during work and leisure time, and a lower 24-hour vagal tone on all 3 measurement days. Overcommitment was not associated with an unfavorable ambulatory profile. Logistic regression analysis revealed that heart rate [odds ratio 1-SD increase 1.95 (95% CI, 1.02 to 3.77)] and vagal tone [odds ratio 1-SD decrease 2.67 (95% CI, 1.24 to 5.75)] were independently associated with incident mild hypertension. Surprisingly, the values during sleep were more predictive for mild hypertension than the values during work. The results from the present study suggest that the detrimental effects of work stress are partly mediated by increased heart rate reactivity to a stressful workday, an increase in systolic blood pressure level, and lower vagal tone.

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“…As the popular phrase "publish or perish" makes clear, the failure to obtain funded grants, and successfully publish one's research typically signal the end of a scientist's research career. Thus, compounding scientists' identity threat, organizational injustice can contribute to employment instability, inadequate fulfillment of career potential, role ambiguity, lack of control over the working environment, lack of feedback from superiors, and uncertainty about expected payoffs from invested efforts (Matschinger, Siegrist, Siegrist & Dittmann, 1986;Siegrist, 1996). …”

mentioning

confidence: 99%

Scientists' Perceptions of Organizational Justice and Self-Reported Misbehaviors

Martinson

Anderson

Crain

et al. 2006

Journal of Empirical Research on Human Research Ethics

157

128

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POLICYMAKERS CONCERNED ABOUT maintaining the integrity of science have recently expanded their attention from a focus on misbehaving individuals to characteristics of the environments in which scientists work. Little empirical evidence exists about the role of organizational justice in promoting or hindering scientific integrity. Our findings indicate that when scientists believe they are being treated unfairly they are more likely to behave in ways that compromise the integrity of science. Perceived violations of distributive and procedural justice were positively associated with self-reports of misbehavior among scientists.Keywords scientific misbehavior; integrity; organizational justice; procedural justice; distributive justice PROCEDURAL AND DISTRIBUTIVE JUSTICE are central concepts in the organizational justice literature (Bies & Tripp, 1998;Folger & Cropanzano, 1998;Greenberg, 1993;Greenberg, 1997;Masterson, Lewis, Goldman & Taylor, 2000;Moorman, 1991;Organ, 1988;Podsakoff, MacKenzie, Paine, & Bacharach, 2000;Skarlicki & Folger, 1997). When people regard the distribution of resources within an organization-and the decision process underlying that distribution-as Martinson is currently PI of two NIH funded R01 grants; a two-year, observational study of research integrity among scientists in the U.S. and a five-year study conducting a randomized, controlled trial of a behavioral intervention aimed at helping older adults to achieve long-term maintenance of their physical activity. E-MAIL: Brian.C.Martinson@HealthPartners.Com Dr. Melissa S. Anderson is an associate professor in the graduate program in higher education at the University of Minnesota. She is also the Director of the Postsecondary Education Research Institute, a center for research on higher education. Her current research focuses on ethical issues in university research, graduate education and academy-industry relations. She is a co-author of Ethical Standards of the American Educational Research Association: Cases and Commentary. E-MAIL: mand@umn.edu Dr. A. Lauren Crain is a Research Investigator with the HealthPartners Research Foundation (HPRF) in Minneapolis, Minnesota. Her current research activities pertain to the role of the self concept in prosocial behavior, psychological and environmental predictors of modifiable health risk behavior such as physical activity and weight maintenance, and the prevention and management of chronic disease. E-MAIL: Lauren.Crain@HealthPartners.Com Dr. Raymond G. De Vries is a member of the Bioethics Program, the Department of Obstetrics and Gynecology, and the Department of Medical Education at the Medical School, University of Michigan. He is the author of A Pleasing Birth: Midwifery and Maternity Care in the Netherlands (Temple University Press, 2005). His current research is focused on the regulation of science; clinical trials of genetic therapies; international research ethics; and the social, ethical, and policy issues associated with voluntary cesarean section. E NIH-PA Author ManuscriptNIH...

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Type A as a Coping Career — Toward a Conceptual and Methodological Redefinition

Cited by 47 publications

References 15 publications

Association between job stress and depression among Japanese employees threatened by job loss in a comparison between two complementary job-stress models

Association between job stress and depression among Japanese employees threatened by job loss in a comparison between two complementary job-stress models

Effects of Work Stress on Ambulatory Blood Pressure, Heart Rate, and Heart Rate Variability

Scientists' Perceptions of Organizational Justice and Self-Reported Misbehaviors

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