A Role Stress Model of the Performance and Satisfaction of Industrial Salespersons

1984 ◽  
Vol 48 (4) ◽  
pp. 9-21 ◽  
Author(s):  
Douglas N. Behrman ◽  
William D. Perreault
Keyword(s):  
Job Performance ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Role Stress ◽  
Integrative Model ◽  
Sales Managers ◽  
Industrial Firms ◽  
Proposed Model ◽  
Antecedents And Consequences ◽  
Job Performance And Satisfaction

This research proposes an integrative model of the antecedents and consequences of salesforce role stress, with particular emphasis on two outcomes important to sales reps and firms alike: salesforce performance and satisfaction. Drawing on data from 196 sales representatives for five major industrial firms, the linkages in the proposed model are tested with path analysis procedures. The model is sufficiently comprehensive that it provides a basis to replicate and extend, in one study, much of the key research on the sales representative's role environment, especially as it relates to role conflict, role ambiguity, and their relationships with job performance and satisfaction. Implications of this research for sales managers and researchers in the sales area are given.

The influence of self-esteem and role stress on job performance in hotel businesses

2015 ◽  
Vol 27 (6) ◽  
pp. 1082-1099 ◽  
Author(s):  
Yilmaz Akgunduz
Keyword(s):  
Job Performance ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Self Esteem ◽  
Role Stress ◽  
Equation Modeling ◽  
Role Overload ◽  
Hotel Management ◽  
Content Type ◽  
Research Findings

Purpose – The main purpose of this study is to explore the influence of self-esteem and role stress on job performance in the hotel businesses. Moreover, the research aims to discover which role stress factors, i.e. role ambiguity, role conflict and role overload, have the most detrimental effect on an employee’s role stress in the hotel businesses. Design/methodology/approach – To achieve the above aim, four sets of hypotheses were proposed: the first looked into the effect of role stress, which consists of role ambiguity, role conflict and role overload on job performance, and the second focused on the effect of employees’ self-esteem on job performance. A questionnaire was used and participants were drawn from 227 hotel employees in Kusadasi, Turkey. To empirically test these hypotheses, structural equation modeling was implemented. Findings – The outcome of the study indicated three patterns: role ambiguity and role conflict are negatively associated with job performance; role overload and self-esteem are positively associated with job performance; and role ambiguity creates more role stress than role conflict or overload. Practical implications – The research findings suggest that some practical methodology should be introduced to improve employees’ job performance and diminish role stress. For instance, hotel managers should decrease role ambiguity and conflict, employ personnel with high self-esteem and prioritize reducing role overload rather than reducing role ambiguity or role conflict. Originality/value – The research findings suggest that both role stress and self-esteem are important factors influencing job performance in hotel management. This paper aims to identify some important steps to increase job performance. Thus, our study should prove to be of great value to those in hotel management.

scholarly journals PERAN SOCIAL CAPITAL DALAM MEMITIGASI PENGARUH ROLE STRESS TERHADAP JOB PERFORMANCE (Studi Kasus pada Profesi Akuntan di Kebumen, Puworejo, dan Purwokerto)

2019 ◽  
Vol 2 (2) ◽  
Author(s):  
Arya Samudra Mahardhika ◽  
Anton Prasetyo
Keyword(s):  
Social Capital ◽  
Job Performance ◽  
Hypothesis Testing ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Role Stress ◽  
Negative Influence ◽  
One Year ◽  
The Relationship

The purpose of this study was to analyze the effect of role stress consisting of role conflict and role ambiguity on job performance, and to analyze the role of social capital as a moderating variable in the relationship. Respondents from this study were accountant professions in Kebumen, Purworejo, and Purwokerto, sampling was done by purposive sampling with the criteria of the accounting profession who had worked for 1 (one) year, the sample studied was 65. The results of hypothesis testing using WarpPLS software 3.0 shows that role stress has a significant effect on job performance, but the coefficient of job ambiguity shows the opposite direction of the hypothesis. Inaddition, this study also found that social capital has a role in reducing the negative influence of role conflict on job performance, but its role cannot be proven in role ambiguity

Pengaruh Perceived Organizational Support (POS) dan Role Stress terhadap Job Outcome pada Akuntan Manajemen di Perusahaan-Perusahaan di Kota Surabaya

2017 ◽  
Vol 2 (1) ◽  
Author(s):  
Hidayatul Khusnah
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Role Conflict ◽  
Organizational Support ◽  
Turnover Intention ◽  
Role Ambiguity ◽  
Perceived Organizational Support ◽  
Role Stress ◽  
Role Overload ◽  
Negative Effects

Organizational support to employees is an important because can mitigate the negative effects of role stress. The negative effects of the role stress among which reduce job satisfaction, job performance and high turnover intention. Employees who feel themselves noticed by the company will be comfortable in the work so that the performance becomes better. The aim of this study is to investigate the effect of perceived organizational support (POS) to the role stress (role ambiguity, role conflict and role overload) and job outcomes (job satisfaction, job performance and turnover intention). In addition, this study also want investigates the influence of role stress (role ambiguity, role conflictand role overload) to job outcomes (job satisfaction, job performance and turnover intention). This study used a sample of management accountants and staff managementaccountants at companies in the Surabaya. The number of samples in this study were 111 respondents. Testing the hypothesis in this study using Structural Equation Modeling (SEM) with an alternative method of Partial Least Square (PLS) using software WarpPLS 3.0. Results of this study found the negative influence of perceived organizational support(POS) to the role ambiguity and role conflict but did not find the effect of POS on role overload. Other findings in this study is the role ambiguity and role conflict negative effect on job satisfaction, job performance and a positive effect on turnover intention. But different things found on role overload to job satisfaction, job performance, and turnover intention which did not reveal any influence.

scholarly journals Role Stress, Job Burnout, and Job Performance in Construction Project Managers: The Moderating Role of Career Calling

2019 ◽  
Vol 16 (13) ◽  
pp. 2394 ◽  
Author(s):  
Wu ◽  
Hu ◽  
Zheng
Keyword(s):  
Job Performance ◽  
Construction Industry ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Construction Project ◽  
Role Stress ◽  
Project Managers ◽  
Job Burnout ◽  
Career Calling ◽  
The Relationship

This study aims to explore the influence of role stress (role ambiguity and role conflict) on job burnout and job performance in construction project managers in the Chinese construction industry. Based on the JD-R (Job Demands Resources) model, this study introduces career calling as the moderating variable, in order to develop a theoretical model. The theoretical model is then tested with structural equation modeling. This work uses data from 191 owners, contractors, subcontractors, and supervisors in the Chinese construction industry. The results indicate that: (i) role ambiguity has a negative and significant effect on job burnout and job performance; (ii) role conflict has a negative effect on job burnout, but has a non-significant influence on job performance; (iii) job burnout has a negative impact on job performance; (iv) career calling negatively moderates the relationship between role ambiguity and job burnout, and positively moderates the relationship between role conflict and job performance. Furthermore, the results also show that career calling can positively moderate the effect of role conflict on job burnout. This study expands the existing body of knowledge by reasonably controlling role stress and appropriately introducing career calling. In addition, the study provides some suggestions relevant to construction project management.

scholarly journals The effect of role ambiguity and role conflict on job performance in the hotel industry: the mediating effect of job satisfaction

2021 ◽  
Vol 17 (1) ◽  
pp. 45-58
Author(s):  
Engin Unguren ◽  
◽  
Serdar Arslan ◽  
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Role Conflict ◽  
Structural Equation ◽  
Role Ambiguity ◽  
Mediating Effect ◽  
Stress Factors ◽  
Equation Modeling ◽  
Future Research ◽  
Hotel Employees

Accommodation businesses are stressful workplaces due to their dynamic and demanding work environment. Role ambiguity and role conflict are major stress factors for hotel employees, causing low levels of satisfaction and performance and high levels of turnover. The main purpose of this study was to explore the mediating effect of job satisfaction on the relationship between role conflict, role ambiguity, and job performance. The data was collected through fully structured questionnaires from employees working in 3, 4 and 5 star hotels in Alanya, one of the leading tourism destinations in Turkey. The data was analyzed via structural equation modeling. The results revealed that both role conflict and role ambiguity have direct negative influences on job performance and job satisfaction for hotel employees. Moreover, it was also proved that job satisfaction mediates the effect of role conflict and role ambiguity on job performance. In line with the findings, theoretical and managerial implications, contributions, limitations, and future research directions were discussed. It was implied that role stress factors must be addressed seriously by hotel managers in order to increase job performance.

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

Role Stress among Industrial Buyers: An Integrative Model

1987 ◽  
Vol 51 (2) ◽  
pp. 28-45 ◽  
Author(s):  
Ronald E. Michaels ◽  
Ralph L. Day ◽  
Erich A. Joachimsthaler
Keyword(s):  
Role Theory ◽  
Role Stress ◽  
Integrative Model ◽  
Buyer Behavior ◽  
Sales Representatives ◽  
Large Sample ◽  
Research Perspectives ◽  
Antecedents And Consequences

Research perspectives from role theory are examined with a large sample of purchasing professionals in an effort to increase understanding of industrial buyer behavior and the buying environment. An integrative model of the antecedents and consequences of role stress fits the data well. The results suggest that an awareness of the nature and influence of role stress in the buying context can be of value to marketing professionals, especially sales representatives and marketing/product managers.

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.

scholarly journals PENGARUH ROLE STRESS, SELF EFFICACY, ADAPTABILITY, TERHADAP KINERJA PERAWAT DI RUMAH SAKIT PUPUK KALTIM SIAGA RAMANIA SAMARINDA

2019 ◽  
Vol 1 (2) ◽  
Author(s):  
Muhammad Abduh ◽  
Fridawaty Rivai ◽  
Rahman Kadir
Keyword(s):  
Role Conflict ◽  
Self Efficacy ◽  
Role Ambiguity ◽  
Role Stress

Sumber daya manusia merupakan bagian terpenting dalam manajeman rumah sakit yang akan berdampak padapeningkatan kualitas pelayanan yang diberikan. Penelitian ini bertujuan untuk mengetahui pengaruh role stress,adaptability, self efficacy, terhadap kinerja perawat di Rumah Sakit pupuk kaltim Siaga Ramania Samarinda.Jenis penelitian yang dilakukan adalah penelitian kuantitatif, dengan pendekatan deskriptif korelasi dan desaincross sectional. Sampel penelitian ini adalah semua perawat di RS PKT Siaga Ramania Samarind yangberjumlah 60 orang. Hasil penelitian ini menunjukkan bahwa tidak ada pengaruh role conflict terhadap kinerjaperawat (p=0,515) dan (r = -0,086). Adanya pengaruh role ambiguity terhadap kinerja perawat (p=0,001) dan (r= 0,403). Tidak ada pengaruh self efficacy terhadap kinerja perawat (p=0,343) dan ( r = -1,25). Adanya pengaruhadaptability terhadap kinerja perawat (p=0,001) dan (r = 0,625). Adaptability memiliki pengaruh yang lebih kuatterhadap kinerja perawat. Saran dalam penelitian ini bahwa manajemen Rumah Sakit PKT Siaga RamaniaSamarinda harus lebih memperhatikan role conflict pada perawat serta dapat meningkatkan pengetahuan,kemampuan self efficacy perawat.

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