Role Ambiguity, Employee Gender, and Workplace Friendship

2012 ◽  
Vol 110 (3) ◽  
pp. 719-730 ◽  
Author(s):  
Chien-Yu Chen ◽  
Hsiao-Yen Mao ◽  
An-Tien Hsieh
Keyword(s):  
Role Ambiguity ◽  
Role Clarity ◽  
Work Roles ◽  
Workplace Friendship ◽  
Job Support ◽  
Hotel Employees ◽  
International Tourist ◽  
Workplace Friendships

The importance of workplace friendship is recognized by researchers and practitioners, but its antecedents with respect to work roles are not well understood. Employees' gender might moderate a relationship between work roles and friendships. Data from a survey of 221 international tourist hotel employees showed that a key aspect of job support, role ambiguity, was negatively related to having workplace friendships. However, employees' gender did not moderate this relationship. Role clarity (the opposite of role ambiguity) may facilitate workplace friendships.

Student Bullying, Teacher Protection, and Administrator Role Ambiguity

2018 ◽  
Vol 28 (3) ◽  
pp. 374-400
Author(s):  
W. Sean Kearney ◽  
Page Smith
Keyword(s):  
Socioeconomic Status ◽  
Elementary Schools ◽  
School Size ◽  
Role Ambiguity ◽  
School Bullying ◽  
Role Clarity ◽  
Principal Role ◽  
Campus Administrators ◽  
The Impact ◽  
Administrator Role

This investigation examines the impact teacher protection and principal role ambiguity have on elementary school student bullying. Data were collected from 1,554 teachers and 198 campus administrators from 104 elementary schools in Texas. HLM analyses are employed to identify the effect that teacher protection, administrator role ambiguity, school size, and socioeconomic status have on student bullying. The findings indicate when teachers espouse a belief in protecting students from bullying and administrators clearly understand their roles, bullying incidents decrease. Thus, enhancing teacher protection and administrator role clarity may serve as useful tools to help educators reduce incidents of school bullying.

scholarly journals Navigating Role Ambiguity & Conflict: Exploring the Role of the Referee Within the Olympic Sporting Structure

2019 ◽  
Vol 5 (2) ◽  
pp. 115-137
Author(s):  
Brittany L. Jacobs ◽  
Claire C. Zvosec ◽  
Brent D. Oja
Keyword(s):  
Role Conflict ◽  
Role Ambiguity ◽  
Phenomenological Study ◽  
Role Strain ◽  
Media Exposure ◽  
Role Clarity

This phenomenological study seeks to better understand the role of the referee in the Olympic sporting structure and to deconstruct the apparent dichotomies that exist within this role. Eleven rugby sevens referees each completed a pre and post interview for a total of twenty-two interviews. From the data, four sources of role ambiguity or conflict emerged; (1) remaining unnoticed vs. media exposure; (2) the team vs. individualistic nature of officiating; (3) being a judge vs. being an athlete, and (4) amateurism vs. professionalism. This study discusses how these dichotomies highlight the major sources of role ambiguity and role conflict for rugby sevens officials within the larger Olympic context. Implications regarding increased role clarity, reduced role strain, and referee management are discussed.   

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.

Innovatief werkgedrag en stress als reacties op roloverlading en rolambiguïteit

2005 ◽  
Vol 18 (2) ◽  
Author(s):  
Simon B. de Jong ◽  
Onne Janssen
Keyword(s):  
Role Ambiguity ◽  
Positive Relationship ◽  
Work Behavior ◽  
Survey Study ◽  
Role Overload ◽  
Role Clarity ◽  
Insurance Company ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
High Level

Innovative working behavior and stress as a response to role overload and role ambiguity Innovative working behavior and stress as a response to role overload and role ambiguity Simon B. de Jong & Onne Janssen, Gedrag & Organisatie, Volume 18, April 2005, nr. 2, pp. 66-82 This research develops and tests the hypothesis that role ambiguity strengthens the positive relationship between role overload and innovative work behavior, whereas role clarity (i.e. less role ambiguity) weakens this relationship. Furthermore, it is presumed that role overload is positively related to stress regardless of the level of role ambiguity. The results of a survey study, involving 101 employees of a Dutch healthcare insurance company, showed that role overload was indeed positively related with innovative work behavior when employees experience a high level of role ambiguity, whereas this relationship did not occur when employees experienced the role clarity. In addition, role ambiguity did not appear to have a moderating influence on the positive relationship between role overload and stress. The results are discussed in the context of the Job Demand-Control-model and recent findings in literature on innovation.

The impact of workplace bullying on hotel employees’ well-being

2019 ◽  
Vol 31 (4) ◽  
pp. 1702-1719 ◽  
Author(s):  
Fu-Sung Hsu ◽  
Yuan-an Liu ◽  
Sheng-Hshiung Tsaur
Keyword(s):  
Organizational Justice ◽  
Workplace Bullying ◽  
Well Being ◽  
Content Type ◽  
Workplace Friendship ◽  
Positive Effects ◽  
Hotel Employees ◽  
Research Fields ◽  
The Impact ◽  
The Relationship

PurposeThe purpose of this study was to investigate the moderating effects of organizational justice and workplace friendship on the relationship between workplace bullying and hotel employees’ well-being.Design/methodology/approachThe research sample included 310 entry-level employees of international tourism hotels in Taiwan. This study adopted hierarchical regression for data analysis.FindingsThe study found that workplace bullying negatively impacted on hotel employees’ well-being. Organizational justice and workplace friendship had significantly positive effects on hotel employees’ well-being. Compared with workplace friendship, organizational justice had a significant moderating effect on the relationship between workplace bullying and hotel employees’ well-being.Originality/valueIn the research fields of hospitality, past studies failed to use organizational justice and workplace friendship to moderate the relationship between workplace bullying and hotel employees’ well-being. This study confirmed that organizational justice could effectively buffer the negative effect of workplace bullying on hotel employees’ well-being.

Workplace friendships while teleworking during COVID-19: Experiences of social workers in Australia

2021 ◽  
pp. 002087282110587
Author(s):  
Trevor G Gates ◽  
Bindi Bennett ◽  
Raj Yadav
Keyword(s):  
Service Delivery ◽  
Social Workers ◽  
Social Service ◽  
Small Scale ◽  
Workplace Relationships ◽  
Workplace Friendship ◽  
Social Service Delivery ◽  
Workplace Friendships ◽  
The Impact

COVID-19 has shifted Australia’s social service delivery. Understanding the impact on workplace relationships is key. This article used a small-scale sample of social workers ( N = 37) to explore workplace friendship experiences while teleworking. Participants reported opportunities for friendships during COVID-19 but reported ongoing personal and professional concerns.

Abstract 15297: A Bundled Approach to Improving Code Team Response for In-hospital Cardiac Arrest to Decrease Overcrowding and Improve Role Clarity and Leadership

Circulation ◽  
2014 ◽  
Vol 130 (suppl_2) ◽  
Author(s):  
Marion Leary ◽  
Daniel N Holena ◽  
Stacie Neefe ◽  
Leah Davis ◽  
Boris Tsypenyuk ◽  
...  
Keyword(s):  
Cardiac Arrest ◽  
Role Ambiguity ◽  
Intervention Group ◽  
Median Number ◽  
Secondary Outcome ◽  
Categorical Variables ◽  
Role Clarity ◽  
Continuous Variables ◽  
Post Intervention ◽  
Hospital Cardiac Arrest

Background: Little is known about how non-technical factors such as inadequate role definition and overcrowding may impact in-hospital cardiac arrest (IHCA) outcomes. Using a bundled intervention, we sought to decrease overcrowding while improving provider role ambiguity and leadership at IHCA events. Objective: To examine interventions targeted at decreasing overcrowding, improving role ambiguity and leadership during IHCA. Methods: As part of a performance improvement initiative, a multidisciplinary team implemented four countermeasures to improve IHCA code response: an MD/RN leadership dyad, assigned optimal team composition, scripted role definitions, and visual (stickers)/verbal (role-checks) cues. Between 4/2013-4/2014, the number and discipline of providers responding to ICHA events were recorded at each pulse check, and a 10-point Likert scale survey assessing communication and leadership was performed pre- and post-intervention. The primary outcome was the number of providers present after the role checks. Secondary outcome examined communication and leadership performance. Mann-Whitney test was used for continuous variables and chi-squared or Fischer’s exact test was used to compare categorical variables. Results: 20 pre-intervention and 34 post-intervention IHCA events were captured. During both periods, MDs and RNs comprised the majority of the total providers present (61%, 57%). The median number of MDs present in the post-intervention group was lower than in the pre-intervention group (4 (IQR 4-5) vs. 7 (IQR 5-9), p= 0.004), as was the number of total overall providers (14 (IQR 12-16) vs. 18 (IQR 14-22), p=0.04). The number of RNs did not differ post-intervention (data not shown). Survey results showed no significant differences in perceptions of communications or physician leadership post-intervention. However, the overwhelming majority of both the MD code leaders (90%) and primary nurses (97%) identified that there was a clear RN leader and rated the leadership provided by RN lead consistently high with a median score of 9 out of 10 possible points. Conclusions: Using an innovative bundle can decrease overcrowding and improve role ambiguity and leadership during non-ICU IHCA events.

Role Ambiguity in Voluntary Sport Organizations

2009 ◽  
Vol 23 (5) ◽  
pp. 615-643 ◽  
Author(s):  
Jesse Sakires ◽  
Alison Doherty ◽  
Katie Misener
Keyword(s):  
Organizational Commitment ◽  
Role Ambiguity ◽  
Three Dimensional ◽  
Performance Outcomes ◽  
Role Clarity ◽  
Sport Organizations ◽  
Organizational Setting ◽  
Three Dimensional Model ◽  
Online Questionnaire ◽  
And Performance

This study examined perceptions and correlates of role ambiguity among sport administrators in voluntary sport organizations. Building on the seminal work of Kahn, Wolfe, Quinn, Snoek, and Rosenthal (1964), a multidimensional measure of role ambiguity in the organizational setting was developed for this purpose. The sample consisted of 79 paid staff and 143 volunteer board members from provincial voluntary sport organizations. Respondents completed an online questionnaire that included items pertaining to role ambiguity, job satisfaction, organizational commitment, effort, and demographic variables including age, gender, position, organization tenure, and position tenure. Preliminary support was found for a three-dimensional model of role ambiguity consisting of scope of responsibilities ambiguity, mean-sends knowledge ambiguity, and performance outcomes ambiguity. Role ambiguity was negatively associated with age, job tenure, and organization tenure, with more years of experience reflecting greater role clarity. Greater role ambiguity was also associated with lower levels of satisfaction, organizational commitment, and effort. In addition, ambiguity pertaining to scope of responsibilities was the primary predictor of both satisfaction and organizational commitment, while performance outcomes ambiguity and means-ends knowledge ambiguity significantly predicted effort. Implications for the management of role ambiguity in voluntary sport organizations, and the merits of a multidimensional approach to understanding this phenomenon, are discussed.

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