scholarly journals An Exploratory Salesforce Study Of The Relationship Between Leader-Member Exchange And Motivation, Role Stress, And Manager Evaluation

2011 ◽  
Vol 9 (4) ◽  
pp. 110 ◽  
Author(s):  
Rosemary R. Lagace ◽  
Stephen B. Castleberry ◽  
Rick E. Ridnour
Keyword(s):  
Role Conflict ◽  
Role Ambiguity ◽  
Role Stress ◽  
Sales Manager ◽  
Role Overload ◽  
Future Research ◽  
Total Quality ◽  
Member Exchange ◽  
The Relationship ◽  
Role Insufficiency

With the movement in the U.S. economy toward a total quality environment, there will be a greater focus on relationships building within an organization. This study sought to empirically explore the association between sales manager salesperson relationships and salesperson motivation, stress, and evaluation of the manager. Results suggest that cadres (high quality relationships) are higher on extrinsic and intrinsic instrumentality, extrinsic valence, and evaluation of their manager. Cadres are lower on the role overload, role insufficiency, role ambiguity, and role conflict. Implications of these findings and suggestions for future research are offered.

scholarly journals The effect of role stress on organizational commitment

2015 ◽  
Vol 28 (4) ◽  
pp. 772-747
Author(s):  
SooMin Ryu ◽  
TaeYong Yoo
Keyword(s):  
Organizational Commitment ◽  
Role Conflict ◽  
Psychological Contract ◽  
Role Ambiguity ◽  
Role Stress ◽  
Mediating Effect ◽  
Psychological Contract Breach ◽  
Role Overload ◽  
Contract Breach ◽  
The Relationship

The first purpose of the study was to examine the mediating effect of psychological contract breach in the relationship between role stress(role ambiguity, role conflict, and role overload) and organizational commitment. The second purpose of this study was to examine the moderating effect of resilience in the relationship between role stress(role ambiguity, role conflict, and role overload) and psychological contract breach. For these purposes, data were collected from 267 employees working in various corporations by questionnaires. Results indicated that role ambiguity, role conflict, and role overload have positive effects on psychological contract breach, and that psychological contract breach has a negative effect on organizational commitment. The psychological contract breach partially mediated the relationship between role ambiguity and organizational commitment, and fully mediated the relationship between role conflict and role overload and organizational commitment. The moderation effect of resilience was found because resilience weakens the positive relationship between role overload and psychological contract breach. Based on these results, academic and practical implications were discussed. Finally, the limitations of this study and directions for the future research were discussed.

scholarly journals Relationship between role stress and employee silence behavior

2018 ◽  
Vol 31 (2) ◽  
pp. 433-457
Author(s):  
SoYeon Jung ◽  
TaeYong Yoo
Keyword(s):  
Role Conflict ◽  
Role Ambiguity ◽  
Supervisor Support ◽  
Role Stress ◽  
Mediating Effect ◽  
Psychological Ownership ◽  
Role Overload ◽  
Perceived Supervisor Support ◽  
Employee Silence ◽  
The Relationship

The purpose of this study was to investigate the influence of role stress(role conflict, role ambiguity, and role overload) on employee silence behavior and the mediating effect of psychological ownership between two variables. In addition, this study examined the moderating effect of perceived supervisor support on the relationship between psychological ownership and employee silence behavior. Using the survey research method, data were collected from 310 employees who were working in a variety of organizations in Korea. As results, role conflict, role ambiguity, and role overload had positive relationships with employee silence behavior. And psychological ownership had mediation effect in the relationship between role conflict/role ambiguity and employee silence behavior. The perceived supervisor support had moderation effect on the relationship between psychological ownership and employee silence behavior. That is, the negative relationship between psychological ownership and employee silence behavior was stronger when the perceived supervisor support was high rather than low. Finally, based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.

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 La relación entre el burnout y el rendimiento laboral en los profesionales de hostelería / The Relationship between Burnout and Job performance in Hospitality Professionals

2016 ◽  
Vol 5 (1) ◽  
Author(s):  
Richard M. Mababu
Keyword(s):  
Job Performance ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Supervisor Support ◽  
Individual Performance ◽  
Personal Accomplishment ◽  
Burnout Syndrome ◽  
Role Overload ◽  
Hierarchical Regression ◽  
The Relationship

ABSTRACTThe present paper analyses the relationship between burnout and job performance. The burnout syndrome is considered as a response to chronic job stress that affect many professions, especially in case of professions that require working directly in contact with customers, clients or patients. This syndrome is mainly characterized by emotional exhaustion, depersonalization and low personal accomplishment at work. Previous studies show that burnout is a syndrome that tend to decrease individual performance and organizational productivity. In this context, the objective of this study is to analyze the relationship between burnout and job performance, and to study the influence of some characteristics associated with the position such as role ambiguity, role conflict, role overload and perceived supervisor support. To achieve this objective, the relationship between burnout and job performance was analyzed in a sample of 260 employees in the hotel industry. The correlation analysis and hierarchical regression analysis have been used as the main techniques for data analysis. The results obtained show the existence of a significant, negative two-way relationship between burnout and job performance. In addition, our findings underline the influence of role ambiguity, role conflict, role overload and supervisor support on the relationship between burnout and job performance. Practical implications and recommendations for future researches are discussed.RESUMENEste trabajo analiza la relación entre el síndrome de burnout y el rendimiento laboral. El síndrome de burnout es considerado como una respuesta al estrés laboral crónico que aparece en numerosas profesiones, especialmente en los trabajadores que se desempeñan su labor en contacto directo con usuarios, clientes o pacientes. Este síndrome se caracteriza principalmente por el agotamiento emocional, la despersonalización y baja realización personal en el trabajo. Los estudios existentes ponen de relieve que el burnout es un síndrome que afecta la productividad a nivel individual y a nivel de la organización en general. En este contexto, el objetivo de este estudio es analizar la relación entre el burnout y el rendimiento laboral y estudiar la influencia de algunas características asociadas al puesto como la ambigüedad de rol, conflicto de rol, sobre carga de rol y el apoyo de supervisor percibido. En este sentido, se analizó la relación entre burnout y rendimiento laboral en una muestra de 260 empleados del sector de hostelería. El análisis de correlaciones y el análisis de regresión jerárquica han sido utilizados como las principales técnicas de análisis de datos. Los resultados obtenidos ponen de manifiesto la existencia de una relación significativa, negativa y bidireccional entre el burnout y el rendimiento laboral. Además, se observan la influencia de la ambigüedad de rol, conflicto de rol, sobre carga de rol y el apoyo de supervisor en la relación entre el burnout y el rendimiento laboral. Finalmente, este estudio presenta algunas reflexiones y líneas futuras de investigación.

Examining Moderating Effects of Gender between Role Stress and Job Satisfaction among Software Employees

2016 ◽  
Vol 9 (2) ◽  
Author(s):  
Shruti Traymbak ◽  
Pranab Kumar ◽  
A.N. Jha
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Structural Equation ◽  
Role Ambiguity ◽  
Role Stress ◽  
Equation Modeling ◽  
Future Research ◽  
Moderation Effect ◽  
Confirmatory Factor ◽  
Negative Effect

Role stress has been extensively studied in organizational psychology and the present study focused on two types of role stress: role conflict and role ambiguity. The purpose of the study is to examine the moderating effect of gender in the relationship between role stress and job satisfaction for software professionals which had received little attention in Indian context. A Structural Equation Modeling (SEM) is used to analyze the data which includes confirmatory factor analysis (CFA), path analysis and multi-group moderation analysis . The results of the study revealed that there was slight increase in negative effect of role conflict on job satisfaction and slight decrease in negative effect of role ambiguity on job satisfaction among female employees. In case of male there was no increase or decrease in negative effect of role conflict and role ambiguity on job satisfaction. This study found invariant moderation effect of gender on relationship between role stress (role conflict and role ambiguity) and job satisfaction. Research implications, suggestions for role stress management and scope for future research are provided.

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.

Role Strain Experienced by Male Occupational Therapists: A Descriptive Survey

1998 ◽  
Vol 61 (9) ◽  
pp. 410-417 ◽  
Author(s):  
G Ted Brown
Keyword(s):  
Occupational Therapy ◽  
Work Environment ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Role Strain ◽  
Occupational Therapists ◽  
Emotional Arousal ◽  
Role Stress ◽  
Role Overload ◽  
Patient Role

Occupational therapy is a female-dominated profession with only 5.8% of all clinicians being men. Traditionally, occupational therapy education programmes have had limited success in recruiting men and those men who do become therapists tend to work in the profession for only short periods of time. The purpose of this study was to identify the factors that have an impact on male occupational therapists. Specifically, role strain due to community, colleagues and patients, three types of role stress (role ambiguity, role conflict and role overload) and the demographic characteristics of male occupational therapists in Canada were examined. Role strain is a subjective state of emotional arousal (such as increased level of awareness, general emotional arousal, distress, anxiety or frustration) in response to the external conditions of social stress. Community role strain was considered to arise from the negative attitudes of people outside the immediate work environment. Colleague role strain was considered to arise from the attitudes and behaviours of co-workers and others employed in the work environment. Patient role strain was considered to arise from the acts and attitudes of patients and their families. Role stress is a social structural condition in which role obligations are vague, irritating, difficult, conflicting or impossible to meet. Role ambiguity was defined as vagueness or a lack of clarity of role expectation. Role conflict was defined as role expectations that are incompatible. Role overload was defined as too much expected in the time available. A questionnaire was posted to all male therapists who were members of the Canadian Association of Occupational Therapists (n = 199). Eighty-three per cent of the sample responded. The survey instruments consisted of a demographic questionnaire, the Egeland and Brown Rating Scale, the Rizzo, House and Lirtzman Scale and the Beehr, Walsh and Taber Scale. As a group, male occupational therapists reported a moderate level of community role strain, colleague role strain and patient role strain. Similarly, male occupational therapists also reported a moderate degree of role conflict and role overload, but had a low level of role ambiguity.

scholarly journals Improving Auditor Performance Through A Spirituality Workplace Based on Tri Hita Karana, Hardiness Personality and Role Stress

2020 ◽  
Vol 4 (3) ◽  
pp. 444
Author(s):  
Mertyani Sari Dewi ◽  
Made Dwi Ferayani ◽  
Gusti Putu Eka Kusuma
Keyword(s):  
Empirical Evidence ◽  
Role Conflict ◽  
Structural Equation ◽  
Role Ambiguity ◽  
Audit Quality ◽  
Workplace Spirituality ◽  
Role Stress ◽  
Equation Modeling ◽  
Role Overload ◽  
Public Accounting

This research is motivated by the importance of auditor performance in determining the performance of quality public accounting firm (KAP). The ability of auditors in a professional manner in using audit techniques and procedures to improve audit quality has an effect on the resulting performance. The study was conducted to provide empirical evidence regarding efforts to improve auditor performance through Tri Hita Karana-based workplace spirituality, hardiness personality and role stress in Public Accounting Firms (KAP) throughout Bali Province. The population in this study were all KAP auditors in Bali Province who were listed in the Directory published by the Indonesian Institute of Certified Public Accountants (IAPI) in 2020. The sampling technique was purposive sampling with the criteria used by the sample, including the auditors working in KAP throughout Bali Province. is still actively operating and has a minimum of 1 year of service or audit experience. This research was tested using a variance based structural equation model (Structural Equation Modeling-SEM) or Component based SEM with the SmartPLS 3.0 analysis tool. The test results show empirical evidence that Tri Hita Karana-based workplace spirituality weakens the effect of role conflict on auditors' performance, but Tri Hita Karana-based workplace spirituality does not moderate the effect of role ambiguity and role overload on auditor performance, while hardiness  personality cannot moderate the effect of role conflict on performance. auditors, but hardiness personality weakens role ambiguity and role overload on auditor performance.

scholarly journals The Relationship among Role Conflict, Role Ambiguity, Role Overload and Job Stress of Chinese Middle-Level Cadres

2014 ◽  
Vol 03 (01) ◽  
pp. 8-11 ◽  
Author(s):  
Zhou Yongkang ◽  
Zeng Weixi ◽  
Hu Yalin ◽  
Xi Yipeng ◽  
Tan Liu
Keyword(s):  
Role Conflict ◽  
Job Stress ◽  
Role Ambiguity ◽  
Middle Level ◽  
Role Overload ◽  
The Relationship

Salespersons Commitment To The Organization: Associations With Performance, Motivation, Conflict, Satisfaction, and Relationship With The Manager

2011 ◽  
Vol 5 (1) ◽  
pp. 84 ◽  
Author(s):  
Stephen B. Castleberry ◽  
John F. Tanner, Jr.
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Intrinsic Motivation ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Important Variable ◽  
Sales Manager ◽  
Future Research ◽  
Manager Role

A salespersons commitment to the organization is an important variable to study because of the proposed relationship with performance and other factors. In this study, organizational commitment was positively correlated with performance (whether measured objectively or subjectively), intrinsic motivation, job satisfaction, and the type of relationship with the sales manager. Role conflict and role ambiguity were negatively correlated with commitment. A discussion of the findings and suggestions for future research are offered.

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