Divergent influence of different type A dimensions on job strain and effort-reward imbalance

Abstract

Background: We examined whether different Type A behavior dimensions have divergent influence on work stress.

Methods: The sample comprised 752 participants from the Cardiovascular Risk in Young Finns Study. Data were collected by questionnaires. Type A behavior was reported in subjects' adolescence and adulthood, and work stress was reported in adulthood. Work stress was measured according to Karasek's job demands-job control model and Siegrist's effort-reward imbalance (ERI).

Results: High leadership predicted lower job strain. High hard-driving predicted higher job strain. High leadership predicted lower ERI in 2001 and higher reward at work. High aggression, hard-driving, and eagerness-energy predicted ERI.

Conclusions: Leadership predicted low work stress, whereas high hard-driving seemed to predispose the employee to work stress. The current findings add to the work stress literature by showing a divergent influence of different Type A dimensions on work stress.