Work Role Ambiguity, Job Satisfaction, and Job Performance: Meta-Analyses and Review

1994 ◽  
Vol 75 (3_suppl) ◽  
pp. 1411-1433 ◽  
Author(s):  
David J. Abramis
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Role Ambiguity ◽  
Meta Analysis ◽  
Primary Sources ◽  
Work Role ◽  
Organizational Research ◽  
True Variance ◽  
And Performance ◽  
Meta Analyses

Formal meta-analytic methods were used to examine studies of two primary correlates of work role ambiguity, (a) job satisfaction (global and intrinsic) and (b) job performance (self- and independently evaluated). 88 studies were examined, 39 of which were included in the meta-analyses. Results suggest role ambiguity is significantly and negatively related to both satisfaction and performance but very weakly to the latter. Also, true variance in correlations exists across studies, suggesting that the effects of role ambiguity vary depending upon other variables. Results are consistent with previous research and suggest that role ambiguity is a valid construct in organizational research and is usually associated with lower job satisfaction. The primary sources used in the meta-analysis are included.

Jackson and Schuler (1985) Revisited: A Meta-Analysis of the Relationships Between Role Ambiguity, Role Conflict, and Job Performance

2000 ◽  
Vol 26 (1) ◽  
pp. 155-169 ◽  
Author(s):  
Travis C. Tubre ◽  
Judith M. Collins
Keyword(s):  
Job Performance ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Meta Analysis ◽  
Negative Relationship ◽  
Small Sample ◽  
Reliability Estimates ◽  
And Performance ◽  
Small Sample Sizes ◽  
Meta Analyses

We conducted a meta-analysis of correlations between role ambiguity and job performance and role conflict and job performance. Previous meta-analyses of these role constructs and performance relationships (e.g., Jackson & Schuler, 1985) were limited by small sample sizes and sparse reporting of reliability estimates in primary studies. The present study used a comprehensive database with a larger sample size and a distribution of interrater reliabilities to extend the previous findings. We also tested moderator hypotheses proposed but not conducted by Jackson and Schuler. Results revealed a negative relationship (r52.21) between role ambiguity and job performance with moderating influences due to job type and rating source. A negligible relationship (r52.07) was observed for role conflict and job performance, a finding consistent across job types and rating sources. Conclusions were that role ambiguity ought not to be dismissed as an unimportant variable in the job performance domain.

Meta-analysis and Scientific Mapping of Well-being and Job Performance

2020 ◽  
Vol 23 ◽  
Author(s):  
Oscar Iván Gutiérrez ◽  
Jean David Polo ◽  
Milton José Zambrano ◽  
Diana Carolina Molina
Keyword(s):  
Job Performance ◽  
Web Of Science ◽  
Meta Analysis ◽  
Well Being ◽  
Science Base ◽  
Prisma Statement ◽  
And Performance ◽  
Meta Analyses ◽  
The Relationship ◽  
Productive Worker

Abstract In this article, we present a meta-analysis and a scientific mapping about the relationship between different types of well-being and job performance. We followed The PRISMA statement for reporting systematic reviews and meta-analyses (Moher et al., 2009), and conduct the search in Web of Science, SCOPUS, Ebscohost, Proquest, and Jstor databases. We identified 43 studies from 1994 to early 2020 that represent 45 independent samples, 34,221 participants, and 77 correlations between four types of well-being and six of job performance. Meta-analysis results show that are different forms of relations between types and there is not only one form to explain the happy-productive worker hypothesis. The scientific mapping shows that there are seven clusters of topics about well-being and job performance in the Web of Science base articles: (I) Burnout and axiety, (II) Stress and depression, (III) Individual resources, (IV) Work context, (V) Work engagement and commitment, (VI) Justice, and (VII) Human resources practices. We organize the topics from each cluster in the different groups of variables of the contextual model of individual work, well-being and performance (van Veldhoven & Peccei, 2015) to explain their impact in well-being and job performance. We included the observations of our analysis and identified the future key directions for the field.

scholarly journals Impact of Electronic Monitoring on Employees: A Meta-Analysis

2021 ◽  
Author(s):  
Rudolf Siegel ◽  
Cornelius J. König ◽  
Veronika Lazar
Keyword(s):  
Job Satisfaction ◽  
Electronic Monitoring ◽  
Negative Impact ◽  
Meta Analysis ◽  
Well Being ◽  
Negative Effect ◽  
And Performance ◽  
Relationship Of ◽  
Positive Effect ◽  
Small Positive Effect

Electronic monitoring is more and more widespread and affects many employees around the globe. The current meta analysis collected data of 59 independent samples (with 223 effect sizes) to estimate the effect of electronic monitoring on job satisfaction, stress, and performance. A random-effects model indicated a small negative effect of monitoring on job satisfaction, r=-.09, and a small positive effect on stress, r=.12. There was no relationship with performance, r=-.01. Even if the effects of monitoring on job satisfaction and stress are small, taking the large number of employees who are monitored for several hours a day into account, these effects may have a severe and negative impact on employees’ well-being. Performance maintenance is the main justification for the use of electronic monitoring, but the non-existing relationship of monitoring with performance questions the validity of this justification.

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.

Leaving Work at Work: A Meta-Analysis on Employee Recovery From Work

2019 ◽  
pp. 014920631986415 ◽  
Author(s):  
Laurens Bujold Steed ◽  
Brian W. Swider ◽  
Sejin Keem ◽  
Joseph T. Liu
Keyword(s):  
Meta Analysis ◽  
Negative Relationship ◽  
Well Being ◽  
Temporal Consistency ◽  
Theoretical Frameworks ◽  
Recovery Experiences ◽  
Recovery From Work ◽  
And Performance ◽  
Meta Analyses ◽  
Performance Results

After reviewing the various ways employee recovery from work has been conceptualized in existing literature as well as the predominant theoretical frameworks used to study recovery, we meta-analyze the relationships between employee recovery, demands, resources, well-being, and performance. We also quantitatively examine the conceptualizations of recovery as activities, experiences, or states in terms of both their intercorrelations and differing effects with demands, resources, well-being, and performance. Results of meta-analyses using a total of 198 empirical samples indicated general support for the hypothesized positive relationships between employee recovery and resources, well-being, and performance as well as a negative relationship with demands. However, the size and consistency of observed effects differed markedly based on the conceptualization utilized. Additionally, various conceptualizations of recovery were shown to be only modestly related, while recovery experiences and the state of being recovered were shown to have substantial temporal consistency. Implications of these findings for scholars studying recovery and practitioners are discussed.

Role-Stress Differences between Salesmen and Saleswomen: Effect on Job Satisfaction and Performance

1988 ◽  
Vol 62 (3) ◽  
pp. 815-825 ◽  
Author(s):  
Rosemary Ramsey Lagace
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Mail Survey ◽  
Role Stress ◽  
Role Overload ◽  
Cross Sectional ◽  
Five Dimensions ◽  
And Performance ◽  
The Impact ◽  
Negative Stereotyping

This study investigated differences in amount of role stress for saleswomen and salesmen and tested the impact of five dimensions of role stress on job satisfaction and job performance for both sexes. Analysis for cross-sectional mail survey using 90 saleswomen and 50 salesmen as subjects showed saleswomen were slightly higher on role overload than salesmen. Few differences between salesmen and saleswomen were found when role stress dimensions were used to predict job satisfaction or job performance. These results refute some of the negative impressions of sales positions and negative stereotyping of women in sales.

Job satisfaction and job performance: A meta-analysis.

1985 ◽  
Vol 97 (2) ◽  
pp. 251-273 ◽  
Author(s):  
Michelle T. Iaffaldano ◽  
Paul M. Muchinsky
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Meta Analysis

Meta-Analysis of Interrater Reliability of Job Performance Ratings in Validity Studies of Personnel Selection

1996 ◽  
Vol 83 (3_suppl) ◽  
pp. 1195-1201 ◽  
Author(s):  
Jesús F. Salgado ◽  
Silvia Moscoso
Keyword(s):  
Job Performance ◽  
Personnel Selection ◽  
Interrater Reliability ◽  
Rating Scales ◽  
Meta Analysis ◽  
Performance Ratings ◽  
Rater Reliability ◽  
Validity Studies ◽  
Meta Analyses

Rating scales are most frequently used to assess the criterion in studies of validity in personnel selection. However, only a few articles report the interrater reliability for these scales. This paper presents four meta-analyses in which the inter-rater reliability was estimated for Civil Composite Criterion, Military Composite Criterion, Total Composite Criterion, and Single Civil Criterion. Mean reliabilities were .64, .53, .62, and .40, respectively. The implications of these findings for single and meta-analytic studies are discussed.

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