What is Type A? A cognitive social learning model

In the past ten years or so, attempts have been made to understand better the essential nature of Type A. Yet, important questions remain as to exactly what the behaviour pattern is, how we can measure it reliably, and how we can help persons change their Type A behaviour as a means, it is hoped, of reducing their risk of CHD. Lack of a theoretically-based conceptual model of Type A is cited as one of the important reasons why serious conceptual; assessment, and treatment problems persist in this field. A recently developed model of Type A based on cognitive social learning theory is presented. The model focuses on the interplay among cognitive, behavioural, physiological, and environmental factors in the acquisition and maintenance of Type A behaviour. Personal beliefs and the fears they spawn are seen as forming the core of the behaviour pattern. Several of these beliefs are discussed. For instance, believing that one's personal worth is tied to one's tangible accomplishments is shown to explain the presence of many behaviours traditionally considered to constitute Type A. Environmental factors associated with the workplace are also discussed in terms of how they contribute to the persistence of Type A behaviour throughout adult life.     

The relationships between career concerns and political tactics in organizations

The study examined the relationships between four career concerns (Personal Success, Organizational Involvement, Skill Development and Autonomy) and two categories of political tactics in organizations (Hierarchical Tactics and Networking Tactics) in a sample of management school alumni. Career concerns were not related to the employment of hierarchical tactics but were strongly related to the use of networking tactics. ‘External’ career concerns of personal success and organizational involvement were more strongly related to political behavior than ‘internal’ career concerns of skill development and autonomy. Organization size was significantly related to the use of hierarchical tactics but not to the use of networking tactics. Type of organization structure (mechanistic versus organic) did not have a direct effect on political behavior but moderated the relationships between career concerns and political tactics. These relationships were stronger in organic than in mechanistic organizations.     

Antecedents and consequences of relational components of the new psychological contract

The literature regarding the new psychological contract suggests that the traditional paternalistic employer–employee relationship in U.S. companies has eroded. We investigated the relationship between relational components of the new psychological contract (personal responsibility for career development, commitment to type of work, and expectations of job insecurity), work experiences (involuntary job loss, organizational change, voluntary job change, and violation of obligations), and work outcomes (job satisfaction, participation in development activities, and intention to remain with the employer). We hypothesized that managerial and professional employees' level of agreement with relational components of the new psychological contract would mediate the relationship between their work experiences and work outcomes. In partial support of the model, we found that level of agreement with relational components of the new psychological contract mediated the relationship between work experiences and intention to remain with the employer and job satisfaction. Contrary to the model, no relationship was found among work experiences, level of agreement with relational components of the new psychological contract, and participation in development activities. Copyright © 1999 John Wiley & Sons, Ltd.     

Preconditions of three types of alienation in young managers and professionals

The study tested predictions derived from Korman (1977) and from Sarason (1977) about factors leading to alienation among occupationally-successful young adults. The sample consisted of 434 college graduates (median age = 29 years), 85 per cent of whom were employed full-time. Respondents completed self-report questionnaires including measures of family and college background; expectations at college graduation for positive outcomes in personal, interpersonal, and work areas; current fulfilment in each of these areas; and alienation (estrangement from self, other people, and occupation or profession). Results of subgroup analysis showed that respondents whose backgrounds included high socio-economic status and graduation from elite colleges were more likely than other subjects to experience alienation when encountering lack of fulfilment. However, moderator regressions failed to show similar moderator effects, indicating that family and college backgrounds may produce discontinuous and qualitatively different subgroup effects. One implication of this study is to suggest more care in selecting individuals for high-risk job assignments with low probability of success.     

The mentor advantage: Perceived career/job experiences of proteges versus non-proteges

Do proteges report having more positive job/career experiences than non-proteges? Do male proteges report having more favorable job/career experiences than female proteges? Do high-level proteges report having more favourable work experiences than low-level proteges? To answer these questions, mentored and non-mentored men and women in high- and low-level positions were asked to evaluate, on a survey questionnaire, their level of satisfaction, career mobility/opportunity, recognition, security and promotion rate. The extent to which these career/job experiences varied as a function of their mentored status, sex and organizational level was examined. The results of the study revealed that mentored individuals reported having more satisfaction, career mobility/opportunity, recognition and a higher promotion rate than non-mentored individuals. However, proteges' perceptions of their job/career situations were not affected by their sex or level. Whether systematic differences exist in the experience of being mentored has yet to be examined.     

Is career management related to employee development and performance?

The career management process involves career exploration, development of career goals, and use of career strategies to obtain career goals. The relationship between different aspects of the career management process and employee development behavior and performance was examined in this study. Employees provided information concerning their personal characteristics, career management strategies, their manager's support for career development, and willingness to participate in development activities. Managers provided ratings of each employee's job performance and developmental behavior. Position, manager's support for development, environmental exploration, and distance from career goal explained significant variance in employees' willingness to participate in development activities and developmental behavior. Career management was not significantly related to performance ratings. Research and practical implications of the study findings are discussed.     

Motivations of aspiring male and female entrepreneurs

This study examines the motives that stimulate individuals into becoming business proprietors. More specifically, it aims to discover if entrepreneurs have multiple motives for creating their enterprises, if non-economic motives predominate over economic ones, and if men and women have similar reasons for business founding. Results, based on personal interviews with 35 men and 34 women, indicate that both genders have a variety of reasons for founding and that women, as well as men, are primarily motivated by autonomy, achievement, a desire for job satisfaction and other non-economic rewards. A desire to make money is not, however, an unimportant motive. Turning to differences in motives we find that women are less concerned with making money and often choose business proprietorship as a result of career dissatisfaction. They also see entrepreneurship as a means of meeting simultaneously their own career needs and the needs of their children.     

A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work

This paper reports the findings of a two‐wave longitudinal study investigating relationships between organizational and individual career management activities and organizational commitment in the early years of graduate careers. Several hypotheses are tested and receive mixed support. High organizational commitment predicts the practice of career management activities by graduates to further their career within the organization while low commitment is closely associated with behaviour aimed at furthering the career outside the organization. Graduates who manage their own careers also receive more career management help from their employer. This suggests that there may be the potential for employers to create a ‘virtuous circle’ of career management in which individual and organizational activities complement each other. Copyright © 2002 John Wiley & Sons, Ltd.     

Psychological success and the boundaryless career

The boundaryless career could be a bane or boon to people's experience of psychological success. This paper describes the contours of the boundaryless career and then looks at how workers will have to deal with aging over several career cycles, integrate diverse experiences into their identities, and come to terms with new types of employer-employee relationships. This introduces the idea of finding psychological success in one's life work, encompassing not only a job and an organization, but also work as a spouse, parent, community member, and as a self-developer.     

Gender and career success: A typology and analysis of dual paradigms

Despite women's advancements in the workplace, gender inequality persists. We classify and test two frameworks used to explain gender differences in career success: unequal attributes and unequal effects. The unequal attributes framework suggests that gender is related to other attributes, which result in unequal career outcomes for men and women (i.e., a mediated effect). The unequal effects framework suggests that even when men and women share the same attribute or circumstances, they are rewarded differently, such that individual attributes have unequal effects on career outcomes for men and women (i.e., a moderated effect). We collected survey data from a gender‐balanced sample of 394 business school alumni. Using structural equation modeling to test the unequal attributes framework, we found that work hours, career orientation, having a nonemployed spouse, and working in a predominantly female job were unequal attributes that explained gender differences in career success. Using multigroup path analysis to examine unequal effects, we found that being agentic, married, having children at home, and working in a predominantly female workplace had unequal effects in relation to career success for men and women. We find support for both models across three categories of career success antecedents (i.e., personal, family, and job attributes).     

Trevor Kletz,friend and mentor

I am very pleased to have this opportunity to present these thoughts on my personal relationship with Trevor Kletz and the impact he has had on my own career in the field of process safety.     

Fathers' work experiences,the father-child relationship and children's behaviour

The effects of fathers' subjective work experiences on their children's behaviour have been largely neglected, despite increasing recognition accorded to the fathers' role in all aspects of child development. The present study redresses this issue by assessing whether (a) fathers' work experiences are related to children's behaviour, (b) the father-child relationship moderates the effects of fathers' work experiences on children's behaviour, and (c) specific child behaviours are associated with paternal work experiences. One hundred and forty two fathers (M age = 39.55 years) and their eldest child (M age = 9.2 years; 66 boys, 76 girls) participated. Moderated multiple regressions demonstrated that fathers' job satisfaction was related to specific child behaviours, viz. conduct problems and hyperactivity. More importantly, the father-child relationship moderated both these relationships: Where fathers were dissatisfied with their jobs, conduct problems and hyperactivity were significantly greater when the father-child relationship was of a higher quality. Implications for studying the effects of both mothers' and fathers' work experiences on their children's behaviour are drawn.     

Social movements,the occupational arena and changes in career consciousness: The case of women flight attendants

The impact of social movements as a major environmental influence in the evolution of career consciousness was analysed based on extensive interviews of women flight attendants. The aim was to elicit the women's view of their work lives over the past two decades. Flight attendants working in the 1960s entered with the expectation of a short-term job. From their accounts of personal development and from reviews of newspaper accounts, court cases and union documents, the influence of three major social movements became apparent. The Civil Rights Movement prompted flight attendants to challenge the legality of airline rules that prevented them from working past age 32. The Women's Movement reinforced the value and seriousness of women's commitment to a career and enabled flight attendants to challenge traditional notions of the incompatibility of occupation and family. The Occupational Health Movement, by addressing the collective problems of creating a healthy work environment, mobilized women flight attendants to recognize their long-term career investment. The findings suggest that social movements provide an additional dimension that is relevant for the future study of career development and continuing occupational socialization.     

Correlates of career-oriented mentoring for early career managers and professionals

This study examines several different kinds of correlates of career-oriented mentoring experiences among early career managers and professionals. Survey data were collected from 416 respondents employed in a wide variety of jobs, organizations, and industries. The respondents averaged 30 years of age, and 28 per cent were women. Results indicated that younger, more work-involved respondents from higher socioeconomic origins received more career-oriented mentoring. In addition, managers received more mentoring than professionals, as did those who were higher in the organization hierarchy. While gender of the protégé was unrelated to the amount of career mentoring received, reasons are offered for this result. Various boundary conditions likely to affect mentoring processes are discussed and several directions are recommended for future research on mentoring.     

建立和完善人的职业安全“行为模式”

思维、反应、行动,是构成职业安全“行为模式”的基本环节。这些环节运转正常,职业活动就能满足职业安全的需要。为了提高操作者的安全防护能力,有必要分析职业安全“行为模式”的基本特征和要点,认为:1.应努力造就人的“双重性”思维模式,即“识别的双确认,判断的双侧面,应变的双保险”,从根本上控制人为失误。2.完善人的反应模式—一念三思,一变三联,一动三看(即“三·三守则”),保证操作者反射行为的正确导向。3.练就一套稳固、熟练的应变动作系列,防止操作者在职业活动过程中操作变型,机能失调。     

A journey into Process Safety with Trevor Kletz

I offer a personal perspective on the Process Safety contributions of Trevor Kletz and how his lessons have helped shaped both my career and my own views on the topic.     

Deconstructing a gender difference: driving cessation and personal driving history of older women

PROBLEM: The purpose of this study is to understand the reasons behind older women's driving cessation by comparing the driving histories of Finnish women who either gave up or renewed their drivers license at the age of 70. METHOD: A mail survey was sent to all Finnish women born in 1927 who gave up their license in 1997 (N=1,476) and to a corresponding random sample of women who renewed their license (N=1,494). The total response rate was 42.1%. RESULTS: The length and level of activity of personal driving history were strongly associated with driving cessation and continuation. Ex-drivers tended to have an inactive driving career behind them, whereas drivers had a more active personal driving history. In addition, those women with an active, "male-like" driving history who had decided to stop driving gave reasons for driving cessation that were similar to what is known about older men's reasons to give up driving. The results suggest that the decision to stop driving is related to driving habits rather than gender.     

Personal protectors and working behaviour of loggers

Safety measures have not always been as effective as anticipated. If workers change their behaviour, e.g. by taking more risks, the benefit of the safety improvement is lost. This phenomenon is called risk compensation. There is some indirect evidence for and against risk compensation among Finnish loggers as regards the use of personal protectors. Two studies suggest that the accident rate would have risen 3–5.5-fold if all the cases prevented by the protectors had been injurious. In Study 1 (n = 1200) the use of personal protectors did not reduce accident injuries. In Study 2 (n = 225), 90% of the test persons had noted that the use of personal protectors enhances the feeling of safety. Nearly half of the loggers reported that their work behaviour changed when they wore personal protectors; they became more careless, faster, bolder, and they anticipated less dangers. In Study 2, the use of protectors reduced accident injuries. This finding does not support the hypothesis of complete behavioural adaptation. The conclusion drawn on the basis of these two studies is that the change in behaviour when using protectors does not entirely nullify the protecting effect of protectors, so that the compensation could rather be partial.     

From crisis to growth at midlife: Changes in personal paradigm

Adult development is becoming a critical component of an organization's effectiveness in our rapidly changing world (Torbert, 1987). While transitions in adulthood have been shown to be inevitable and patterned, they do not necessarily result in personal growth. In this exploratory study, data were collected from 64 men and women experiencing midlife transitions. Several factors were identified (scope of transition, progression through a transition sequence, ego development, inner directedness, and commitment to learning) which enabled growth during the midlife transition in the form of a personal paradigm shift. Positive emotional tone as well as enthusiasm for career were found to be consequences of these paradigm shifts. Implications for organizations are discussed.