Type A coronary-prone behavior pattern and social facilitation.

Gastorf, John W.; Suls, Jerry; Sanders, Glenn S.

doi:10.1037/0022-3514.38.5.773

Cited by 62 publications

(25 citation statements)

References 19 publications

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“…Consistent with this view, there is evidence that both people who are highly motivated to achieve a goal (Wheeler, 1966)and Type A individuals, who are hard-driving and competitive (Gastorf, Suls, & Sanders, 1980;Matthews & Siegel, 1983), are especially likely to make upward comparisons.…”

Section: Target Selections Along the Dimension Under Evaluationsupporting

confidence: 55%

Theory and research concerning social comparisons of personal attributes.

Wood

1989

Psychological Bulletin

1,612

1,292

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Social comparison theory has evolved considerably since Festinger (1954) originally proposed it. This article integrates these changes with insights offered by recent social comparison studies and by research on social cognition and the self. Contrary to the original theory or subsequent research, (a) the individual is not always an unbiased self-evaluator but may seek many goals through social comparison; (b) the social environment may not be inactive but may impose unwanted comparisons; and (c) the comparison process involves more than selecting a comparison target: It is bidirectional, rather than unidirectional, and it may adopt a variety of forms to meet the individual's goals. Research involving comparisons of personal attributes illustrates these principles.The author is grateful to several people who provided very helpful critiques of previous drafts of this article:

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Section: Target Selections Along the Dimension Under Evaluationsupporting

confidence: 55%

Theory and research concerning social comparisons of personal attributes.

Wood

1989

Psychological Bulletin

1,612

1,292

View full text Add to dashboard Cite

show abstract

“…Men may be able to identify more fully with upward comparison referents because their higher self-confidence and competitiveness and their assumptions about higher deserved pay may attenuate the feelings of inferiority one might have in comparison with a superior other (Gastorf et al 1980;Wood 1989). Men may be more likely to identify with upward comparison referents because these comparisons enhance, rather than detract from, their feelings of similarity with a high level referent (see Collins 1996).…”

Section: Career Referents At the Same Levelmentioning

confidence: 99%

Women's and Men's Career Referents: How Gender Composition and Comparison Level Shape Career Expectations

Gibson

Lawrence

2010

Organization Science

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This study examines how women's and men's career referents—the people they see as having similar careers—affect career expectations. We raise two questions. First, what is the relative effect of the gender composition and comparison level of career referents on such expectations? Second, what happens to career expectations when women and men identify career referents at the same comparison level? Current research suggests that women have lower career expectations than men because they compare themselves with women who hold lower-level positions than the career referents identified by men. Thus, if women and men identify with career referents at a similar level, their career expectations should be equal. However, this chain of reasoning has not been tested. Using data collected from a large organization, we identify both the specific individuals that women and men perceive as having similar careers and these referents' career levels, defined as their hierarchical level in the firm. The results show that the level of career referents is more important than their gender composition in explaining individuals' career expectations. In contrast to extant explanations, the results show that even when women identify career referents at the same levels as men do, they still exhibit significantly lower career expectations. Drawing on social comparison theory, we speculate that this occurs because men's expectations are bolstered by extreme upward comparisons, whereas women's expectations are dampened, perhaps because they see high-achieving others as representing a less probable goal.

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“…Other research suggests the degree of task difficulty may be the determinant for performance, where Type A personalities outperformed Type B's on difficult tasks but not on less complex tasks (Gastorf, Suls and Sanders, 1980).…”

Section: Type a And B Personalitiesmentioning

confidence: 99%

Organizational stressors and police performance

Shane

2010

Journal of Criminal Justice

289

281

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The evidence on police stress is mixed as to whether or not the nature of police work is inherently stressful. A growing body of research suggests police officers are no more stressed than other groups and police work is not especially stressful. Instead, organizational stressors may be the greatest source of stress in police officers. Various structural arrangements, policies and practices imply police agencies can be inhospitable workplaces, where officers must withstand a variety of daily hassles generated internally by the organization.

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Type A coronary-prone behavior pattern and social facilitation.

Cited by 62 publications

References 19 publications

Theory and research concerning social comparisons of personal attributes.

Theory and research concerning social comparisons of personal attributes.

Women's and Men's Career Referents: How Gender Composition and Comparison Level Shape Career Expectations

Organizational stressors and police performance

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