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.

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.

Cultural influences on burnout: a Swedish–American comparison

2021 ◽  
Vol 14 (2) ◽  
pp. 181-200 ◽  
Author(s):  
Gina G. Barker ◽  
Fred Volk ◽  
Clay Peters
Keyword(s):  
Role Conflict ◽  
Perceived Stress ◽  
Role Ambiguity ◽  
Cultural Influences ◽  
Content Type ◽  
Global Issue ◽  
The Us ◽  
Shared Culture ◽  
Professional Contexts ◽  
The Relationship

PurposeThe purpose of this study was to examine the possibility that culture influences burnout. Characterized by emotional, cognitive and physical exhaustion, burnout stems from chronic, unresolvable stress experienced when resources to meet demands are insufficient or inaccessible. This study investigated whether people in the US experience burnout differently than people in Sweden.Design/methodology/approachThe relationship between demands and burnout was hypothesized to be mediated by perceived stress, role conflict and role ambiguity. Country was hypothesized to moderate these relationships. Data collected through surveys from Swedish and American participants were analyzed using a process macro model.FindingsThe results showed demands as positively related to burnout. This relationship was mediated by perceived stress and the mediation was moderated by country with a stronger effect for Swedes. The relationship between demands and role conflict was significant and moderated by country; however, role conflict did not predict burnout. Role ambiguity was not a significant predictor or mediator. After accounting for covariates and predictors, demands generated unique variance in burnout and country played a moderating role in this direct relationship, which was stronger for Americans than Swedes.Originality/valueThe results suggest that culture may play a role in the burnout process. Although a global issue, between-country differences and cultural influences on burnout have received little attention, even though shared culture governs perceptions, identities, roles, norms and practices associated with known predictors of burnout. By examining burnout cross-culturally, this study adds to the limited literature on burnout processes across different professional contexts.

Work role stressors and employee outcomes

2016 ◽  
Vol 24 (3) ◽  
pp. 390-414 ◽  
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Work Role ◽  
Employee Outcomes ◽  
Content Type ◽  
Role Stressors ◽  
Subjective Fit ◽  
The Relationship ◽  
Moderating Role

Purpose The purpose of the present study was to explore the direct effects of work role stressors and subjective fit perceptions on the employee outcomes of job satisfaction, organizational citizenship behavior (OCB) and turnover intentions. The study further aimed to investigate the moderating role of person-organization (P-O) fit, demands-abilities (D-A) fit and needs supplies (N-S) fit in the relationship between work role stressors and the aforementioned employee outcomes. Design/methodology/approach The study was conducted using structured questionnaires for measuring the aforementioned variables. The sample of the study was 317 professionals from five sectors. Hierarchical multiple regression was used to analyze the data. Findings Hierarchical multiple regression showed that the work role stressors were negatively related to job satisfaction and OCB and positively related to turnover intentions. Subjective fit was seen to be positively related to job satisfaction and OCB and negatively related to turnover intentions. The analysis also found some support for the stress buffering effect of high subjective fit in the prediction of job satisfaction, OCB and turnover intentions. Research limitations/implications This study contributes to the organizational behavior literature by focusing on the fact that the negative effects of work role stressors on employee outcomes can be mitigated by identifying the variables which act as a buffer to weaken this effect. The results of the study highlight the importance of the concept of subjective fit for the managers and the employees to help them in coping up with the demands of the job. They provide support for the fact that matching employees to their organization and job can help in the mitigation of employees’ stress, resulting in positive employee outcomes, hence benefiting the organization in the long run. Originality/value The study is the first of its kind to investigate the moderating role of P-O fit, D-A fit and N-S perceptions in the relationship between work role stressors and employee outcomes, especially in the Indian context.

Leader-member exchange and intent to turnover

2014 ◽  
Vol 37 (2) ◽  
pp. 110-129 ◽  
Author(s):  
Hossam M. Abu Elanain
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Role Conflict ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Staff Turnover ◽  
Content Type ◽  
Leadership Quality ◽  
The Impact ◽  
The Relationship

Purpose – Previous studies on leadership quality – staff turnover relationship – have been performed mainly in Western contexts. More empirical evidence is needed to understand the nature of the relationship between the quality of leadership and staff turnover in a non-Western context in general and in the Middle East in particular. Thus, this study has two objectives: to examine the impact of leader-member exchange (LMX) on staff turnover intentions in the United Arab Emirates (UAE) and to test the mediating impact of role conflict, job satisfaction, and organizational commitment on the LMX-turnover intentions relationship. The paper aims to discuss these issues. Design/methodology/approach – Data were collected from 241 employees working in 15 different service and industrial product organizations operating in Dubai. A structured questionnaire containing standard scales of LMX, role conflict, job satisfaction, organizational commitment, turnover intentions, and some demographic variables was used. After testing scales reliability and validity, the proposed hypotheses were tested using a series of separate hierarchical regression analyses. Findings – Consistent with Western studies, the study revealed that LMX played a functional impact on staff turnover intentions. Moreover, role conflict was found to play a partial role in mediating the influence of LMX on turnover intentions. Similarly, job satisfaction and organizational commitment were found to partially mediate the relationship between LMX and turnover intentions. Research limitations/implications – The limitations of common method variance and same source bias are discussed in light of implications for future research. Nevertheless, the results show that leaders need to monitor the quality of exchange between themselves and their followers to ensure high-quality relationships are maintained. Practical implications – The study has implications for reducing staff turnover. In general, enhancing LMX can result in lower level of employee turnover intentions. Also, managers should improve staff job satisfaction and organizational commitment in order to enhance the impact of LMX on reducing turnover intention. In addition, UAE managers should reduce role conflict in order to improve the impact of LMX on turnover intention. Originality/value – Previous studies on leadership quality – staff turnover relationship – have been performed mainly in Western contexts. This study is considered to be the first study to examine the mediating role of role conflict, job satisfaction, and organizational commitment on the relationship between LMX and turnover intentions in the Middle East.

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)

Investigating the role of psychological need satisfaction as a moderator in the relationship between job demands and turnover intention among nurses

2020 ◽  
Vol 42 (1) ◽  
pp. 213-231 ◽  
Author(s):  
Valérie Boudrias ◽  
Sarah-Geneviève Trépanier ◽  
Annie Foucreault ◽  
Clayton Peterson ◽  
Claude Fernet
Keyword(s):  
Work Environment ◽  
Role Conflict ◽  
Turnover Intention ◽  
Role Ambiguity ◽  
Job Demands ◽  
Psychological Needs ◽  
Need Satisfaction ◽  
Psychological Resources ◽  
Content Type ◽  
The Relationship

Purpose Job demands can contribute to nurses’ turnover intention and this can have an impact on health services among the general population. It appears important to identify the work environment factors associated with turnover intention, as well as the psychological resources liable to act on this relationship. Drawing on self-determination theory (SDT), the purpose of this study (n=1179) is to investigate the relationship between two job demands (role ambiguity and role conflict) and turnover intention, as well as the moderating role of basic need satisfaction (autonomy, competence and relatedness) within these relationships. Design/methodology/approach This cross-sectional study was conducted among nurses (Québec, Canada). Nurses completed an online questionnaire. To test the proposed moderating effect of satisfaction of the three psychological needs (i.e. autonomy, competence and relatedness) in the relationship between job demands (i.e. role ambiguity and role conflict) and turnover intention, path analysis was conducted using Mplus v.8 (Muthén and Muthen, 2017). Two models, one for each demand, were tested. Findings As expected, role ambiguity and role conflict are positively related to turnover intention. Results reveal a significant interaction between role ambiguity and satisfaction of the need for autonomy in the prediction of turnover intention. The satisfaction of the need for competence and the satisfaction of the need for relatedness did not moderate the relationship between role ambiguity and turnover intention. Satisfaction of the need for autonomy moderated the relationship between role conflict and turnover intention. Moreover, results revealed a significant interaction between role conflict and satisfaction of the need for competence in the prediction of turnover intention. Satisfaction of the need for relatedness did not moderate the relationship between role conflict and turnover intention. Research limitations/implications The results align with the theoretical propositions of several leading theories in occupational health which state that workers’ psychological functioning derives not only from the job characteristics of their work environment, but also from the psychological resources at their disposal. The study contributes to SDT. First, to date, this is the first study to investigate basic psychological need satisfaction as a moderator in the relationship between contextual factors and workers’ functioning. Second, the findings revealed the importance of assessing psychological needs separately, as each contributes in a specific way to workers’ work-related attitudes and adaptation to their professional environment. Practical implications Perceptions of autonomy and competence act as key psychological resources for nurses. Managerial support for autonomy (e.g. providing nurses with meaningful information regarding their work) and competence (e.g. providing nurses with frequent positive feedback regarding their work efforts) constitutes a series of key management practices that can foster perceptions of autonomy and competence. The findings show that two role stressors predict nurses’ turnover intention. As such, health care establishments are encouraged to focus on interventions that reduce uncertainties and conflicting situations from nurses (provide clear job descriptions and effective communication). Social implications By promoting a sense of effectiveness and feelings of self-endorsement at work, health care establishments can reduce nurses’ turnover intention and help prevent staffing shortages among this important work group. Originality/value Although past research shows that workers’ motivational profile can modulate the relationship between characteristics within the work environment and workers’ functioning, studying the quality of work motivation is not sufficient to completely understand the factors that can influence workers’ reactions to job demands. Need satisfaction is crucial to the development and maintenance of high quality motivation. Evaluating need satisfaction as a moderator in the stressor–strain relationship could offer a better understanding of the psychological experiences that can promote workers’ adaptation to their work environment. To date, no study has investigated the buffering role of psychological needs in the stressor–strain relationship.

Unethical sales behavior neutralization: the impact of salesperson role variables and moderating effects of role relationship orientation

2019 ◽  
Vol 34 (1) ◽  
pp. 62-79 ◽  
Author(s):  
Laura Munoz ◽  
Michael Mallin
Keyword(s):  
Role Conflict ◽  
Self Efficacy ◽  
Role Ambiguity ◽  
Moderating Effects ◽  
Content Type ◽  
Role Relationship ◽  
Relationship Orientation ◽  
Neutralization Techniques ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to explore the relationship between salesperson role perceptions and use of neutralization techniques, given the relationship orientation of the salesperson. Direct relationships between salesperson role conflict, role ambiguity, role task self-efficacy and a salesperson’s propensity to use neutralizations to attribute their unethical selling behavior are tested. The moderating effects of role-relationship orientation on the aforementioned relationships are also explored Design/methodology/approach Survey data were collected from 163 (cross-industry, B2B/B2C non-retail) salespeople. Results were analyzed and seven hypotheses were tested using SmartPLS to estimate and evaluate a (partial least squares) structural model. Findings The study findings conclude that role ambiguity, role task self-efficacy and role relationship orientation directly impact a salesperson’s tendency to use neutralization techniques to justify unethical sales behavior. Role relationship orientation serves to moderate the relationship between role conflict and neutralization use. Research limitations/implications This research integrates attribution and role theories to isolate the conditions where salespeople are prone to use neutralization techniques to justify their unethical behavior. Salesperson role relationship orientation is explored to understand the moderating effects on the salesperson role–neutralization relationships. Practical implications Sales managers are provided guidance (e.g. training and coaching) to help salespeople navigate feelings of negative role perceptions (role conflict, role ambiguity, role self-efficacy) to minimize the impact on justification of unethical sales behaviors. Originality/value This research builds on the sales and ethics literatures by incorporating role and attribution theory to better understand how salespeople approach dealing with their own unethical behavior and the implications on maintaining relationships with their customers.

TQM practices and employees' role stressors

2014 ◽  
Vol 31 (2) ◽  
pp. 166-183 ◽  
Author(s):  
Zahra Fallah Ebrahimi ◽  
Chin Wei Chong ◽  
Reza Hosseini Rad
Keyword(s):  
Strategic Planning ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Process Management ◽  
Employee Involvement ◽  
Supplier Management ◽  
Role Overload ◽  
Information Analysis ◽  
Content Type ◽  
Role Stressors

Purpose – The aim of this paper is to evaluate the impact of total quality management (TQM) practices on role stressors in Iranian manufacturing SMEs in order to determine the relationship between the multidimensionality of TQM practices and role ambiguity, role conflict and role overload. Design/methodology/approach – Questionnaires are administrated to 410 employees of 100 different manufacturing SMEs in Iran. Findings – The results support important negative association among some of TQM practices (such as employee involvement, information analysis, process management, supplier management, strategic planning and customer focus) and role conflict, role ambiguity, role overload. By utilizing multiple regression analysis, information analysis, supplier management, employee involvement, process management, customer focus, strategic planning are found to have significant and negative relationship with role stressors. Leadership and human resource focus are found to have significant and positive relationship with role stressors. Practical implications – This model is perfect for practical usage by SME managers to estimate the perceptions of role stressors of employees in TQM oriented firms. The findings recommend that manufacturing should look into ways of improving the major roles of TQM practices in order to decrease the negative role stressors of employees. Originality/value – TQM practices emerge to be related to role stressors (role ambiguity, role conflict and role overload), attending to an obvious noticeable gap in the previous studies of TQM and the psychological welfare of employees.

Role stressors and employee deviance: the moderating effect of social support

2015 ◽  
Vol 44 (2) ◽  
pp. 308-324 ◽  
Author(s):  
Su-Fen Chiu ◽  
Shih-Pin Yeh ◽  
Tun Chun Huang
Keyword(s):  
Social Support ◽  
Role Conflict ◽  
Cultural Context ◽  
Role Ambiguity ◽  
Moderating Effect ◽  
Role Overload ◽  
Content Type ◽  
Role Stressors ◽  
Employee Deviance ◽  
Interpersonal Deviance

Purpose – The purpose of this paper is to investigate the relationships among role stressors, social support, and employee deviance. Specifically, this study explores the relationships of role stressors (i.e. role conflict, role ambiguity, and role overload) to interpersonal and organisational employee deviance. Furthermore, this study examines the moderating role of social support (from supervisors and coworkers) on the above relationships. Design/methodology/approach – Data were collected from 326 paired samples of sales and customer service employees as well as their immediate supervisors in Taiwan. Findings – Role conflict had a positive relationship with both organisational and interpersonal deviance. Role ambiguity was positively, while role overload was negatively related to organisational deviance, respectively. Role ambiguity was more strongly related to organisational than to interpersonal deviance. Coworker support had a significant moderating effect on the role overload – interpersonal deviance relationship. Practical implications – Organisations may implement policies and programs, such as clarification of job responsibility, provision of performance feedback and training in stress coping techniques, to lessen the negative effect of role conflict, and role ambiguity on employee deviance. Originality/value – This study contributes to the literature in several ways. First, this study extends prior research on stressor-performance relationship by investigating the effect of role stressors on two forms of employee deviance (interpersonal deviance and organisational deviance) in a collectivist cultural context (i.e. Taiwan). Second, this study demonstrates that work-related characteristics (e.g. role stressors) have different degrees of effect on interpersonal and organisational deviance. Third, this research offers explanations on why there is little support for the moderating effect of social support on the stressor-deviance relationship.

Sign in / Sign up

Export Citation Format

Share Document