A Defining Aspect of Human Resilience in the Workplace: A Structural Modeling Approach

2011 ◽  
Vol 5 (2) ◽  
pp. 98-105 ◽  
Author(s):  
George S. Everly ◽  
Jeanettte A. Davy ◽  
Kenneth J. Smith ◽  
Jeffrey M. Lating ◽  
Frederick C. Nucifora
Keyword(s):  
Role Conflict ◽  
Role Ambiguity ◽  
Turnover Intentions ◽  
Training Programs ◽  
Traumatic Event ◽  
Structural Modeling ◽  
Subjective Stress ◽  
Role Stressors ◽  
The Us ◽  
The Impact

ABSTRACTObjectives: It has been estimated that up to 90% of the US population is exposed to at least 1 traumatic event during their lifetime. Although there is growing evidence that most people are resilient, meaning that they have the ability to adapt to or rebound from adversity, between 5% and 10% of individuals exposed to traumatic events meet criteria for posttraumatic stress disorder. Therefore, identifying the elements of resilience could lead to interventions or training programs designed to enhance resilience. In this article, we test the hypothesis that the effects of stressor conditions on outcomes such as job-related variables may be mediated through the cognitive and affective registrations of those events, conceptualized as subjective stress arousal.Methods: The subjects were 491 individuals employed in public accounting, who were sampled from a mailing list provided by the American Institute of Certified Public Accountants. The stressors used in this study were role ambiguity, role conflict, and role overload and the outcome measures were performance, turnover intentions, job satisfaction, and burnout. Stress arousal was measured using a previously developed stress arousal scale. We conducted a series of 2 EQS structural modeling analyses to assess the impact of stress arousal. The first model examined only the direct effects from the role stressors to the outcome constructs. The second model inserted stress arousal as a mediator in the relations between the role stressors and the outcomes.Results: The results of our investigation supported the notion that subjective stress arousal provides greater explanatory clarity by mediating the effects of stressors upon job-related outcome. Including stress arousal in the model provided a much more comprehensive understanding of the relation between stressor and outcomes, and the contribution of role ambiguity and role conflict were better explained.Conclusions: By understanding these relations, anticipatory guidance and crisis intervention programs can be designed and implemented to enhance human resilience. These data could serve to improve training programs for these “at risk” professional groups or even the population as a whole.(Disaster Med Public Health Preparedness. 2011;5:98–105)

scholarly journals Towards Optimal Cooperation and Job Performance: The Impact of Leadership on Role Ambiguity and Role Conflict

2014 ◽  
Vol 2 (11) ◽  
pp. 35-41 ◽  
Author(s):  
Mohammed Al-Malki
Keyword(s):  
Job Performance ◽  
Conceptual Framework ◽  
Leadership Styles ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Leadership Performance ◽  
Role Stressors ◽  
Different Types ◽  
Conceptual Study ◽  
The Impact

The paper explores the ways to achieve superior job performance and cooperation among employees. The conceptual study suggests that leadership styles have influence on role conflict and role ambiguity, which in turn impact job performance and cooperation. The research paper builds on the theory of leadership and contributes to the leadership-performance body of work. The importance of role stressors which include role ambiguity and role stressors is considered to be critical since understanding these role stressors enables policymakers and leaders to take necessary measures which can be used to increase the job performance and cooperation among employees. The current research proposes the conceptual framework which can be used to analyse the influence of different types of leaders in response to role stressors, such as role conflict and role ambiguity which are directly related to job performance and cooperation.

A Structural Model of Teacher Role Stress, Satisfaction, Commitment, and Intentions to Leave: A Comment on Conley and you (2009)

2010 ◽  
Vol 106 (2) ◽  
pp. 576-578 ◽  
Author(s):  
Kenneth J. Smith
Keyword(s):  
Role Conflict ◽  
Role Ambiguity ◽  
Structural Model ◽  
Turnover Intentions ◽  
Structural Equations ◽  
Role Overload ◽  
Intentions To Leave ◽  
Role Stressors ◽  
Mediated Effects

Conley and You assessed the plausibility of three alternative model specifications of the relations between role stressors (i.e., role conflict, role ambiguity, and role overload) and organizational commitment, satisfaction, and turnover intentions among a sample of 178 teachers employed in four Southern California high schools. Using structural equations modeling procedures to evaluate their data, the authors reported the best fit for their “fully mediated effects” model wherein there was a “strong causal path from role ambiguity and role conflict → satisfaction → commitment → intentions to leave” (p. 781). This note addresses methodological issues with the present study and provides suggestions for follow-up efforts designed to replicate and/or extend this line of research.

scholarly journals The role of change readiness and colleague support in the role stressors and withdrawal behaviors relationship among health care employees

2019 ◽  
Vol 32 (2) ◽  
pp. 208-223 ◽  
Author(s):  
Denis Chênevert ◽  
Steven Kilroy ◽  
Janine Bosak
Keyword(s):  
Health Care ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Turnover Intentions ◽  
Change Readiness ◽  
Content Type ◽  
Role Stressors ◽  
Care Workers ◽  
The Relationship ◽  
Colleague Support

Purpose The purpose of this paper is to investigate the impact of role stressors (role ambiguity, role conflict and role overload) on change readiness and in turn their effects on the withdrawal process. In addition, it explores the moderating role of colleague support in the relationship between role stressors and change readiness. Design/methodology/approach Data were collected from health care workers (n=457) in a large Canadian hospital undergoing large scale change. Findings The results revealed that role ambiguity and role conflict had a significant negative association with change readiness. Change readiness was related to turnover intentions which was related to higher levels of absenteeism and actual turnover. Change readiness partially mediated the relationship between role ambiguity and turnover intentions but not for role conflict and role overload. Turnover intentions partially mediated the relationship between change readiness and actual turnover but not for absenteeism. Role conflict had a direct rather than an indirect effect via change readiness on turnover intentions. Finally, colleague support moderated the relationship between all three role stressors and change readiness. Originality/value Little is known about the limiting factors of change as well as the factors that protect against them. The authors identify role stressors as a limiting factor for change and highlight their impact on change readiness and the overall withdrawal process. The results, however, also show that some demands are more commonly experienced by health care workers thereby not posing a threat to their change readiness. Colleague support is identified as a coping mechanism for mitigating against the detrimental effects of role stressors.

scholarly journals ROLE CONFLICT AND ROLE AMBIGUITY ON LOCAL GOVERNMENT INTERNAL AUDITORS: THE DETERMINANT AND IMPACTS

2016 ◽  
Vol 31 (1) ◽  
pp. 63
Author(s):  
Agil Novriansa ◽  
Bambang Riyanto
Keyword(s):  
Local Government ◽  
Job Performance ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Negative Impact ◽  
Positive Impact ◽  
Partial Least Square ◽  
Least Square ◽  
Internal Auditors ◽  
The Impact

The bureaucratic reform at the local government level in Indonesia that was instituted in 2012 has turned local government internal auditors into an important part of government governance systems. The role of local government internal auditors has been expanded to include not only the area of audit oversight, but also the areas of anti-corruption-related and consulting activities. These fundamental changes may potentially induce role conflict and role ambiguity among internal auditors. The objective of this study is to examine empirically the determinants and consequences of role conflict and role ambiguity among local government internal auditors. More specifically, this study attempts to examine the extent to which formalization determines role conflict and role ambiguity; it further tests the impact of role conflict and role ambiguity on commitment to independence and job performance. Questionnaires were distributed to 248 local government internal auditors from 12 Regional Inspectorates in the provinces of Yogyakarta, South Sumatra, and East Java. A total of 176 responses were received, and 124 useable responses from the 176 responses were analysed to test the hypotheses. Using Structural Equation Modelling-Partial Least Square the results show that: formalization is negatively related to role conflict and role ambiguity; role ambiguity has a negative impact on commitment to independence; role conflict has a positive impact on job performance; and role ambiguity has a negative impact on job performance. These findings serve as important external validity evidence on the phenomena associated with role conflict and role ambiguity that occur in the public sector, especially among internal auditors at local government institutions.Keywords: role conflict, role ambiguity, local government, internal auditors

scholarly journals ROLE AMBIGUITY, CONFLICT AND OVERLOAD AS PREDICTORS OF EMOTIONAL EXHAUSTION: THE MEDIATION EFFECT OF TEACHING SATISFACTION AND AFFECTIVE COMMITMENT

2020 ◽  
Vol 5 (36) ◽  
pp. 37-55
Author(s):  
Khalid Faris Alyamy ◽  
Loh Sau Cheong
Keyword(s):  
Special Education ◽  
Role Conflict ◽  
Emotional Exhaustion ◽  
Role Ambiguity ◽  
Mediation Effect ◽  
Role Overload ◽  
Direct Impact ◽  
Affective Engagement ◽  
Teaching Satisfaction ◽  
The Impact

Owing to the emotionally demanding work context, emotional exhaustion is conceived as a general concern in special education. In a group of 216 special education teachers in the Kingdom of Saudi Arabia, this research has investigated the direct effect of role ambiguity, role conflict, and role overload on teacher’s emotional exhaustion. Participants completed the scales of emotional exhaustion, role conflict, role Ambiguity, role overload, affective engagement, and teaching satisfaction. Structural Equation Modelling Analysis (SEM) has been adopted for testing the hypotheses of this research. Results indicate that role overload had a positive significant direct impact on emotional exhaustion. Similarly, role conflict shows a positive significant direct impact on emotional exhaustion, whereas role ambiguity has a negligible direct impact on emotional exhaustion. The estimation of the indirect path between measurements of role stressors and emotional exhaustion through teaching contentment reveals that teaching contentment mediates the effect of role conflict on emotional exhaustion. The research suggests that there is no intervention effect of teaching contentment on the impact of role overload on emotional exhaustion and the impact of role overload and role conflict on emotional exhaustion is mediated by affective engagement. The research recommends further studies to explore the direct and indirect effect of role ambiguity on emotional exhaustion.

Fostering service-oriented organizational citizenship behavior through reducing role stressors

2019 ◽  
Vol 31 (9) ◽  
pp. 3567-3582 ◽  
Author(s):  
Juhyun Kang ◽  
Jichul Jang
Keyword(s):  
Social Capital ◽  
Role Conflict ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Role Ambiguity ◽  
Citizenship Behavior ◽  
Content Type ◽  
Role Stressors ◽  
Service Oriented ◽  
Detrimental Impact

Purpose This paper aims to examine the influence of role stressors on service-oriented organizational citizenship behavior (OCB) mediated by depersonalization, with a moderator of social capital. Design/methodology/approach A self-administered online survey was completed by 265 current hotel frontline employees in the USA. Findings The study reveals that role ambiguity has a detrimental impact on service-oriented OCB. The results show that depersonalization is found to be a critical mediator that modifies the implications of both role ambiguity and role conflict for service-oriented OCB. Furthermore, the negative effect of role conflict on depersonalization is buffered by social capital. Practical implications Hotel firms that would like to encourage employees to exert proactive behaviors in their jobs might benefit from developing an effective way to reduce role stressors in their jobs. However, given that such role stressors are inevitable in the workplace, hotel firms should place more emphasis on enhancing social capital as an effective way to manage role stressors in the workplace. Originality/value This study advances previous studies on role stressors and service-oriented OCB by addressing how and why role stressors influence employees’ service-oriented OCB. This study incorporates advanced job demand-resource theory by identifying social capital as a critical job resource to buffer the detrimental impact of role conflict on depersonalization in the hotel context.

Role Stress and Effectiveness in Horizontal Alliances

2002 ◽  
Vol 66 (2) ◽  
pp. 61-82 ◽  
Author(s):  
Arne Nygaard ◽  
Robert Dahlstrom
Keyword(s):  
Role Conflict ◽  
Role Ambiguity ◽  
Organizational Outcomes ◽  
Role Stress ◽  
Competing Values Framework ◽  
Competing Values ◽  
Communication Modality ◽  
Role Stressors ◽  
And Performance ◽  
The Relationship

Horizontal arrangements are increasingly deployed in organizational networks, yet research has rarely examined the effectiveness of these alliances. The coalition of disparate corporate cultures yields appreciable levels of role stress for people in boundary-spanning positions. Dedicated assets and communication modality are factors that influence the level of role ambiguity and conflict. The authors implicate these facets of role stress as antecedents to four forms of effectiveness drawn from the competing values framework. The authors present alternative perspectives that examine the relationship between stress and performance. The received view frames role stressors as linear, negative antecedents to organizational outcomes. The authors contrast this perspective with theories that espouse triphasic, parabolic, and interactive influences of stressors on organizational outcomes. Data gathered with 218 managers of dual-branded retail oil outlets indicate that the relevance of these alternative perspectives is mitigated by the form of effectiveness pursued by the organization. The results support a linear relationship between role conflict and bargaining efforts, yet they also offer evidence of nonlinear influences of role ambiguity on contributions to sales, customer satisfaction, and competence. The study concludes with a discussion of relevance of the findings to the management of horizontal alliances and to interorganizational theory.

Embeddedness and turnover intentions in extra roles

2017 ◽  
Vol 22 (3) ◽  
pp. 260-279 ◽  
Author(s):  
Marco DiRenzo ◽  
Kathryn Aten ◽  
Blythe Rosikiewicz ◽  
Jason Barnes ◽  
Caroline Brown ◽  
...  
Keyword(s):  
Predictive Model ◽  
Role Conflict ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Marine Corps ◽  
Personal Characteristics ◽  
Content Type ◽  
The Us ◽  
Different Types ◽  
Qualitative Phase

Purpose The purpose of this paper is to investigate the drivers of turnover intention in extra roles. Design/methodology/approach This mixed-methods study began with a qualitative analysis of interviews of US Marine Corps reservists, which identified drivers of turnover and suggested a predictive model and hypotheses, tested with a subsequent quantitative analysis. Findings The results show that relations, meaning, and role conflict predict embeddedness in the US Marine Corps Reserve (USMCR), which is negatively related to turnover intentions. The sub-dimensions of the three drivers are clarified. Research limitations/implications The research contributes to understanding the antecedents of embeddedness and turnover in extra roles. It also highlights extra roles as a source of role conflict. This study was limited to the USMCR, one extra role. All participants in the qualitative phase of the study were male officers. Although the quantitative study included enlisted and officers, men were still more strongly represented. The results should be replicated across different types of extra roles and should include different job types and personal characteristics. Originality/value This study develops and tests a predictive model of embeddedness and turnover in the understudied context of salient extra roles. It clarifies antecedents of embeddedness in an extra role context and indicates that salient extra roles may be an additional source of role conflict in people’s lives.

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