Showing papers by "Michael R. Frone published in 1990"
TL;DR: It is concluded that a much more circumscribed view of the etiologic role of work stress in problematic alcohol use is indicated.
Abstract: Drawing on both tension reduction and social learning theories, we hypothesized that work stressors lead to increased distress, which in turn promotes problematic alcohol use among vulnerable individuals. Vulnerable individuals are hypothesized to possess few personal and social resources for responding adaptively to work-related stressors and distress and to hold positive expectancies for alcohol's effects. We tested our model in a random sample of 574 employed adults, using a combination of path analytic and hierarchical moderated regression techniques. Results revealed no support for a simple tension reduction model of work stress-induced drinking and only limited support for a social learning model. We conclude that a much more circumscribed view of the etiologic role of work stress in problematic alcohol use is indicated.
208 citations
TL;DR: This paper used meta-analysis to determine whether intolerance of ambiguity represents a significant vulnerability factor in the role stress-strain relationship and found that it does moderate the impact of role ambiguity.
Abstract: Occupational role stress has received increased attention in recent years. However, there have been few systematic efforts to review potential moderators of the role stress–strain relationship. The few narrative reviews that do exist conclude that the evidence for individual difference moderators is mixed and inconclusive. The purpose of this review was to utilize meta-analysis to determine whether intolerance of ambiguity represents a significant vulnerability factor in the role stress–strain relationship. Results indicated that intolerance of ambiguity does moderate the impact of role ambiguity. The implications of this finding for future job stress research and stress management programs are discussed.
103 citations
TL;DR: Findings suggest that it is important to take race, age, and sex into consideration when investigating familial alcohol problems, and that the risk of alcohol abuse/dependence associated with a positive family history increased with increasing age among whites; whereas, it decreased with increasingAge among blacks.
Abstract: The moderating influence of race (black versus white), age, sex, and socioeconomic status on the relationship between alcohol abuse/dependence in offspring and a family history of alcoholism/problem drinking was investigated in a representative general population sample (N = 1659). Significant family history by race by age and family history by race by sex interactions were observed when predicting lifetime risk of alcohol abuse/dependence in offspring. Socioeconomic status did not moderate the effect of familial alcoholism/problem drinking on offspring alcohol abuse/dependence. Relative odds ratios indicated that the risk of alcohol abuse/dependence associated with a positive family history increased with increasing age among whites; whereas, it decreased with increasing age among blacks. Among whites, the relative odds ratio for the effect of family history was higher for females than for males; however, among blacks it was higher for males than females. Although these findings need to be replicated in other populations, they suggest that it is important to take race, age, and sex into consideration when investigating familial alcohol problems. Language: en
60 citations
TL;DR: This article examined the perceptions of nonunion workers in a permanent two-tier wage structure and found that low-tier workers are more likely to perceive the wage structure as unfair, have lower pay satisfaction and organizational commitment, and report poorer worker-management relations than high-tier employees.
Abstract: This study examines the perceptions of nonunion workers in a permanent two–tier wage structure. Consistent with the predictions of equity and justice theories, low–tier employees are found to be more likely to perceive the wage structure as unfair, have lower pay satisfaction and organizational commitment, and report poorer worker–management relations than high– tier employees. These attitudes may make nonunion firms more vulnerable to certification campaigns since they are the same factors that have been repeatedly linked to employee intentions to vote for a union.
16 citations