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.

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 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.

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 mediating effect of silence motivation on the relationships among employee silence behavior, perceived supervisor support, and perceived procedural justice

2014 ◽  
Vol 27 (2) ◽  
pp. 291-315
Author(s):  
AReum Jo ◽  
TaeYong Yoo
Keyword(s):  
Procedural Justice ◽  
Survey Research ◽  
Research Method ◽  
Supervisor Support ◽  
Mediating Effect ◽  
Future Research ◽  
Perceived Supervisor Support ◽  
Employee Silence ◽  
Perceived Procedural Justice ◽  
The Relationship

The purposes of this study were to investigate the relationship between perceived supervisor support and employee silence behavior, the mediating roles of acquiescent silence motivation and defensive silence motivation in the relationship between perceived supervisor support and employee silence behavior, the relationship between perceived procedural justice and employee silence behavior, and the mediating roles of acquiescent silence motivation and opportunistic silence motivation in the relationship between perceived procedural justice and employee silence behavior. Using the survey research method, data were collected from 498 employees who were working in a variety of organizations in Korea. The results of this study showed that perceived supervisor support is negatively related with employee silence behavior. And the relationship between perceived supervisor support and employee silence behavior is partially mediated by acquiescent silence motivation and defensive silence motivation. Also, perceived procedural justice is negatively related with employee silence behavior. The relationship between perceived procedural justice and employee silence behavior is fully mediated by acquiescent silence motivation and opportunistic silence motivation. Based on these results, we discussed the implications of study, limitations, and the suggestions for 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 Perceived supervisor support and learner’s career curiosity: the mediating effect of sense of belonging, engagement and self-efficacy

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ugochukwu Chinonso Okolie ◽  
Chinedu Ochinanwata ◽  
Nonso Ochinanwata ◽  
Paul Agu Igwe ◽  
Gloria Obiageli Okorie
Keyword(s):  
Undergraduate Students ◽  
Self Efficacy ◽  
Sense Of Belonging ◽  
Supervisor Support ◽  
Mediating Effect ◽  
Cross Sectional ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Work Placement ◽  
The Relationship

PurposeThis study investigates the relationship between perceived supervisor support (PSS) and learner career curiosity and tests the mediating role of sense of belonging, engagement and learning self-efficacy.Design/methodology/approachThe authors used a three-wave repeated cross-sectional data collected from 509 final-year undergraduate students of 11 Nigerian public universities, who had completed the compulsory work placement to analyze the influence of PSS on learner’s career curiosity via a parallel mediation involving sense of belonging, engagement (behavioural, emotional and cognitive) and self-efficacy.FindingsThe results show that engagement mediates the path through which PSS influences career curiosity. However, the authors found no evidence that sense of belonging and self-efficacy mediated the relationship between PSS and learner’s career curiosity in this population.Originality/valueThe findings of this study highlight the importance of PSS as a resource that influences learner’s career curiosity, particularly during a work placement.

To help or not to help: antecedents of hotel employees’ organizational citizenship behavior

2018 ◽  
Vol 30 (3) ◽  
pp. 1293-1313 ◽  
Author(s):  
You-De Dai ◽  
Yu-Hsiang Hou ◽  
Kuan-Yang Chen ◽  
Wen-Long Zhuang
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Supervisor Support ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
The Relationship

Purpose Drawing on organizational support theory, this study aims to propose and test a moderated path analysis to explore the interactive effect of perceived supervisor support and supervisors’ organizational embodiment on organizational citizenship behavior, as well as the mediating effect of perceived organizational support. Design/methodology/approach Hypotheses are tested using two-phase survey data collected from 398 dyads of employees and their immediate supervisors from 26 (three-to-five star) hotels in Taiwan. Findings The hierarchical linear modeling results suggest that perceived organizational support mediates the relationship between perceived supervisor support and organizational citizenship behavior. These findings indicate that supervisors’ organizational embodiment positively moderates the relationship between perceived supervisor support and perceived organizational support, which, in turn, mediates the interaction between perceived supervisor support and supervisors’ organizational embodiment on organizational citizenship behavior. Research limitations/implications This is the first study to examine the moderating role of supervisors’ organizational embodiment in hospitality domain. In high or low supervisors’ organizational embodiment context, hotels are supposed to assign representative managers that could strengthen the efficiency of perceived supervisor support. Finally, employees will perceive organizational support and then lead to employee organizational citizenship behavior. Originality/value Previous research indicates that perceived organizational support positively impacts various employee outcomes. However, the antecedents and psychological mechanisms of perceived organizational support are still not well understood. This research intends to fill these gaps in the literature.

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.

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