The Influence of Role Conflict, Role Ambiguity, Nursing Workload and Job Satisfaction on Turnover Intention of Comprehensive Nursing Care Unit Nurses

2018 ◽  
Vol 20 (5) ◽  
pp. 2649-2663
Author(s):  
Guan Woung Jo ◽  
Eun A Kim
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Nursing Care ◽  
Turnover Intention ◽  
Role Ambiguity ◽  
Nursing Workload

scholarly journals Turnover Intention in Public Accountant Firms of East Java

2019 ◽  
Vol 3 (2) ◽  
pp. 123
Author(s):  
I Putu Hendra Setiawan ◽  
Nurkholis Nurkholis ◽  
Bambang Hariadi
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Turnover Intention ◽  
Role Ambiguity ◽  
Positive Influence ◽  
Mediation Effect ◽  
Pay Satisfaction ◽  
Public Accounting ◽  
Accounting Firms ◽  
Public Accountant

This research aims to investigate empirically the influence of pay satisfaction, role conflict and role ambiguity on auditor turnover intention, which are mediated by job satisfaction. A number of 168 auditors who work for Public Accounting Firms in East Java participated in this research. The data is analyzed using PLS (Partial Least Squares). The result shows that pay satisfaction positively influences job satisfaction and negatively influences auditors’ turnover intention. Role conflict does not have any direct influence to job satisfaction but has a direct positive influence toward turnover intention. Role Ambiguity positively influences job satisfaction and negatively influences auditors’ turnover intention. Besides, this research also reveals that job satisfaction has a partial mediation effect between pay satisfaction and auditors’ turnover intention and has a full mediation effect between role ambiguity and auditors’ turnover intention, but it has no mediation effect between role conflict and auditors’ turnover intention.

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

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.

Role ambiguity, role conflict, and job satisfaction of dietitians

1982 ◽  
Vol 81 (5) ◽  
pp. 559-562
Author(s):  
Clair Agriesti-Johnson ◽  
Elizabeth Miles
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Role Ambiguity

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.

Comparative Analysis of the Influence of Stress-Related Variables on Adaptation to a New Work Setting

1988 ◽  
Vol 63 (3) ◽  
pp. 767-777 ◽  
Author(s):  
Jan Zahrly ◽  
Henry Tosi
Keyword(s):  
Job Satisfaction ◽  
Comparative Analysis ◽  
Role Conflict ◽  
Emotional Exhaustion ◽  
Role Ambiguity ◽  
Predictor Variables ◽  
Work Setting ◽  
New Work ◽  
Mode Of Entry ◽  
Baseline Predictor

The incremental effects of stress-related variables on adaptation to a new work setting were compared after 4 and 8 mo. Adaptation to the new work setting was assessed by job satisfaction and emotional exhaustion. Baseline predictor variables were shift, mode of entry (individual or group), job variety, and level of skills used by the organization. Stress-related predictor variables were role conflict, role ambiguity, and perceived symptoms of stress. Subjects were 80 employees at a new manufacturing facility. Comparative analysis indicated that role conflict was a significant factor in the prediction of job satisfaction and emotional exhaustion; symptoms of stress influenced emotional exhaustion. Role ambiguity was a poor predictor of job satisfaction and emotional exhaustion.

Organizational Change, Stress and Job Satisfaction: Three Empirically Derived Models

1995 ◽  
Vol 39 (13) ◽  
pp. 859-863
Author(s):  
Alandria G. Saifer ◽  
Jeffery J. VanderWielen ◽  
Delbert M. Nebeker
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Geographical Location ◽  
Decision Making Process ◽  
The Public ◽  
The People ◽  
Path Analyses ◽  
Widespread Phenomenon

Organizational change is a widespread phenomenon; whether it be downsizing, restructuring, or a change in geographical location, changes affect the people involved in many ways. This research is aimed at assessing how such changes affect the members of organizations in both the private and the public sector. This information was collected from those at the top level who may have had a hand in the decision-making process and the planning of the change, as well as from those who work in the changing environment. A model of organizational change and stress is proposed and empirically investigated. Role conflict, role ambiguity, job satisfaction, expected value of change and their impact on stress was explored in five organizations undergoing different degrees of organizational change. Multiple regression and path analyses identified three alternative models.

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