NEGATIVE FACTORS AND ITS EFFECT TOWARDS JOB SATISFACTION OF NURSES

The primary function of nurses in inpatient services is to provide optimal services for patients with serious illnesses.Therefore, nurses’ job satisfaction should not be taken for granted. The role overload can influence job satisfaction at workplaces. The role overloaand job stress have negative effect. However, the nurses can still have job satisfaction, if the role overload is at low level. The other factor that influences job satisfaction is role ambiguity. The aim of this study is to analyze the factors that determine job satisfaction of nurses, work at the hospital and the job stress impacts on job satisfaction. The samples of this study were 170 respondents. This study applied quantitative design with path analysis. The role overload and job stress have negative and significant influence on job satisfaction. The role overload and role ambiguity have a positive and significant impact on job stress. The role ambiguity does not influence job satisfaction. Job stress mediates the role ambiguity to job satisfaction. The next research can develop variables that can mediate the influence of role ambiguity and role conflict on job satisfaction, for example, burnout and performance variables.

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Four Wellbeing Patterns and their Antecedents in Millennials at Work

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph16010025 ◽

2018 ◽

Vol 16 (1) ◽

pp. 25 ◽

Cited By ~ 2

Author(s):

Tariku Abdi ◽

José Peiró ◽

Yarid Ayala ◽

Salvatore Zappalà

Keyword(s):

Mental Health ◽

Job Satisfaction ◽

Cluster Analysis ◽

Discriminant Analysis ◽

Role Conflict ◽

Role Ambiguity ◽

Analysis Procedure ◽

Role Overload

Literature suggests that job satisfaction and health are related to each other in a synergic way. However, this might not always be the case, and they may present misaligned relationships. Considering job satisfaction and mental health as indicators of wellbeing at work, we aim to identify four patterns (i.e., satisfied-healthy, unsatisfied-unhealthy, satisfied-unhealthy, and unsatisfied-healthy) and some of their antecedents. In a sample of 783 young Spanish employees, a two-step cluster analysis procedure showed that the unsatisfied-unhealthy pattern was the most frequent (33%), followed by unsatisfied-healthy (26.6%), satisfied-unhealthy (24.8%) and, finally, the satisfied-healthy pattern (14.3%). Moreover, as hypothesized, discriminant analysis suggests that higher levels of job importance and lower levels of role ambiguity mainly differentiate the satisfied-healthy pattern, whereas overqualification and role overload differentiate, respectively, the unsatisfied-healthy and satisfied-unhealthy patterns. Contrary to our expectations, role conflict also characterizes the satisfied-unhealthy pattern. We discuss the practical and theoretical implications of these findings.

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Professional Role Complexity and Job Satisfaction of Collegiate Certified Athletic Trainers

Journal of Athletic Training ◽

10.4085/1062-6050-43.4.373 ◽

2008 ◽

Vol 43 (4) ◽

pp. 373-378 ◽

Cited By ~ 35

Author(s):

Kirk Brumels ◽

Andrea Beach

Keyword(s):

Job Satisfaction ◽

Role Conflict ◽

Role Ambiguity ◽

Intent To Leave ◽

Athletic Trainers ◽

High Stress ◽

Professional Role ◽

Role Overload ◽

Certified Athletic Trainers ◽

Stress Levels

Abstract Context: Whenever professionals have multiple role obligations in the workplace, they face potential professional role complexities. Objective: To examine whether certified athletic trainers (ATs) employed at the collegiate level experienced professional role complexities, and if so, what effect those complexities had upon their job satisfaction and intent to leave a current position or the profession. Design: Survey. Setting: We used Internet survey methods to gather information from 1000 randomly selected collegiate ATs regarding the amount of stress they felt due to role complexities. Patients or Other Participants: We obtained a random sample of e-mail addresses for 1000 collegiate ATs in the United States and contacted these individuals with an invitation to participate. A total of 348 usable responses were received, for a 36% response rate. Main Outcome Measure(s): The role complexity aspect of the survey consisted of 45 questions addressing role ambiguity, role overload, role incongruity, role incompetence, and role conflict. The job satisfaction portion consisted of global questions regarding overall job satisfaction and intent to leave the job or profession. Results: A total of 38% of respondents experienced moderate to high stress levels from role overload, whereas 23% and 22% had moderate to high levels of stress from role ambiguity and role conflict, respectively. Clinicians and joint appointees who reported moderate to high levels of stress from role complexity issues had lower job satisfaction and more frequent thoughts of leaving than did their faculty counterparts. Conclusions: The majority of collegiate ATs experienced low levels of professional role complexities and were relatively satisfied with their jobs. However, collegiate ATs began to experience less job satisfaction and more thoughts of leaving when moderate to high stress levels occurred due to role ambiguity, overload, incongruity, incompetence, and conflict. Lessening the stress due to role complexities is critical to positive employment experiences for ATs employed in higher education.

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Impact of Role Conflict and Role Ambiguity on Job Satisfaction the Mediating Effect of Job Stress and Moderating Effect of Islamic Work Ethics

European Journal of Business Management and Research ◽

10.24018/ejbmr.2021.6.4.895 ◽

2021 ◽

Vol 6 (4) ◽

pp. 41-50

Author(s):

Junaid Ahmad ◽

Sawira Zahid ◽

Fatima Fazali Wahid ◽

Sabir Ali

Keyword(s):

Job Satisfaction ◽

Role Conflict ◽

Job Stress ◽

Role Ambiguity ◽

Negative Impact ◽

Negative Relationship ◽

Moderating Effect ◽

Mediating Effect ◽

Work Ethics ◽

The Impact

The main idea behind this study is to examine the impact of role ambiguity and role conflict on job satisfaction. This study also assesses the moderating effect of Islamic work ethics, role ambiguity, role conflict and also examine the mediating effect of job stress between role ambiguity, role conflict and job satisfaction. The questionnaire was used for data collection. 200 questionnaires were distributed among respondent out of which 175 were used for data analysis statistically descriptive statistics correlation and regression analysis were used for testing hypothesis. The finding of this study reveal that the role conflict has a negative relationship with job satisfaction and job stress has an insignificant relationship with the job satisfaction. This study also reveal that the role stressor should be controlled so that an increase in job satisfaction. When both role ambiguity and role conflict increase job stress also increase and the Islamic work ethics has a negative impact on job stress. Job stress significantly partially mediate the relationship between role conflict and job satisfaction.

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

Purushartha - A Journal of Management Ethics and Spirituality ◽

10.21844/pajmes.v9i2.6939 ◽

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.

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

Chinese Studies ◽

10.4236/chnstd.2014.31003 ◽

2014 ◽

Vol 03 (01) ◽

pp. 8-11 ◽

Cited By ~ 10

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

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Is there any relationship between role stressors, job tasks, and job satisfaction among Health Surveillance Assistants in Malawi? A cross-sectional study

10.21203/rs.2.21258/v1 ◽

2020 ◽

Author(s):

Simon Willard Ntopi ◽

Ellen Chirwa ◽

Alfred Maluwa

Keyword(s):

Job Satisfaction ◽

Role Conflict ◽

Role Ambiguity ◽

Cross Sectional Study ◽

Health Surveillance ◽

Role Overload ◽

Sectional Study ◽

Cross Sectional ◽

Role Stressors ◽

Health Surveillance Assistants

Abstract Background: Health Surveillance Assistants (HSAs) are community-based health workers in Malawi, responsible for health services delivery at the community level. They are reported to be overloaded in their work, and anecdotal evidence suggests they are stressed. The purpose of this study was to explore the role stressors among the HSAs with the view to identify factors for role stressors and suggest some measures for the effective management of the HSAs to alleviate the problem of role stressors. Methods: A descriptive cross-sectional study design and multistage stage sampling were used in this study. Data were collected from 430 HSAs from the districts of Mangochi, Lilongwe and Mzimba. A self-administered questionnaire was hand delivered to a total of 455 HSAs with a response rate of 94.5%. The data collected were analyzed with the aid of the computer software package Statistical Package for the Social Sciences (SPSS) version 23. Statistics used for the analysis included: Mean, Standard Deviation, correlations and principal component analysis (PCA). Results: The key findings of this study are that role ambiguity ( r = -.238, P< 0.001) and role overload ( r =-.159, P< 0.01) were significantly negatively related to job satisfaction, while role conflict ( r = -.004, P= 0.472) was insignificantly related to job satisfaction. Additionally, the HSAs curative role was negatively related to role ambiguity ( r = -.108, P= 0.013) and positively related to role conflict ( r = .118, P= 0.008) and role overload ( r = .105, P= 0.015) while the HSAs overall preventive task was positively related to role overload. Conclusion: Since the HSAs clinical tasks were significantly related to all role stressors there is need by the government of Malawi to design strategies to control the role stressors to ensure increased job performance and job satisfaction among HSAs. Keywords : Relationship, role ambiguity, role conflict, role overload, job satisfaction, role stressors

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

Business and Finance Journal ◽

10.33086/bfj.v2i1.466 ◽

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.

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Pengaruh Role Overload, Role Conflict dan Role Ambiguity terhadap Kinerja Karyawan dengan Dukungan Sosial sebagai Moderating Variabel pada Karyawan PT Y di Surabaya

Arthavidya Jurnal Ilmiah Ekonomi ◽

10.37303/a.v21i2.137 ◽

2019 ◽

Vol 21 (2) ◽

pp. 177-184

Author(s):

Dianing Kumalaretna ◽

Praptini Yulianti

Keyword(s):

Social Support ◽

Role Conflict ◽

Role Ambiguity ◽

Employee Performance ◽

Role Overload ◽

Performance Support ◽

Manufacturing Company ◽

And Performance ◽

The Relationship

ABSTRACT. This study aims to determine the level of job stress amongproduction employees in a manufacturing company, to measure the level ofemployee performance, and test the effect of work stress of Role Overload,Role Conflict and Role ambiguty on employee performance. Then this studyexamined the role of moderation from social support (from supervisors andcoworkers) about the relationship mentioned above. This research is aquantitative study using a questionnaire. All data were collected through asurvey and filled by 50 production workers in a manufacturing company inSurabaya. The sampling method suitable for this study. PLS method is usedfor statistical data analysis. The results showed a significant negativerelationship between role overload and performance, a non-significantnegative relationship between role conflict and performance, a negativerelationship between role ambiguity and performance. Support fromcoworkers and superiors has a significant moderating effect on roleoverload and role ambiguity.Key word: Role Overload, Role Conflict, Role Ambiguity, Job Performance,Social Support.

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Mediasi Kepuasan Kerja dan Stres Kerja pada Hubungan antara Self-efficacy dan Kinerja Penjual Jasa Asuransi

Jurnal Maksipreneur Manajemen Koperasi dan Entrepreneurship ◽

10.30588/jmp.v2i1.81 ◽

2012 ◽

Vol 2 (1) ◽

pp. 69

Author(s):

Eny Sulistyowati ◽

Susi Widjajani

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Path Analysis ◽

Job Stress ◽

Significant Relationship ◽

Self Efficacy ◽

Performance Variables ◽

And Performance ◽

The Impact ◽

The Relationship

The purpose of this research is to examine the relationship between selfefficacy and job performance; job satisfaction and job stress as a mediating variable. This research also investigates the impact of job satisfaction on job performance and job stress on job performance. Variables in this research were measured with a survey of 109 insurances salespersons in Yogyakarta and Semarang. Path Analysis were used to examine the effects of self-efficacy and job performance, job satisfaction on job performance, and job stress on job performance. Results showed that the relationship showed that self-efficacy significantly related to job satisfaction and performance, but no significant relationship existed with job stress. It also showed that job satisfaction partially mediated the relationship between self-efficacy and job performance. In addition, this research found that job stress not mediated the relationship between self-efficacy and job performance. There is no significant relationship existed between job stress and job performance but this research showed that job satisfaction significantly related to job performance.

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