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

2014 ◽  
Vol 03 (01) ◽  
pp. 8-11 ◽  
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

scholarly journals NEGATIVE FACTORS AND ITS EFFECT TOWARDS JOB SATISFACTION OF NURSES

2019 ◽  
Vol 12 (2) ◽  
pp. 281
Author(s):  
Desti Ranihusna ◽  
Nury Ariani Wulansari ◽  
Dikha Karuma Asiari ◽  
Reza Enindra Syahputra
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Job Stress ◽  
Role Ambiguity ◽  
Role Overload ◽  
Performance Variables ◽  
Negative Effect ◽  
Quantitative Design ◽  
And Performance ◽  
Negative Factors

<p>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.</p>

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

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.

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.

The Relationship between Job Stressors and Organizational Change Among Academic Staff at Universiti Teknologi Mara (UiTM) Cawangan Kelaantan.

2021 ◽  
Vol 7 (2) ◽  
pp. 201
Author(s):  
Nik Mohd Faris Nik Min ◽  
Intan Nurul ‘Ain Mohd Firdaus Kozako ◽  
Muhammad Ammar Haidar Ishak ◽  
Mohd Hafeez Al-Amin Abdul Wahab ◽  
Ayu Kamareenna Abdullah Thani ◽  
...  
Keyword(s):  
Organizational Change ◽  
Working Conditions ◽  
Role Ambiguity ◽  
Academic Staff ◽  
Product Diversification ◽  
Role Overload ◽  
Job Stressors ◽  
Peer Relation ◽  
Job Stressor ◽  
The Relationship

Change usually occurs when an organization replaces its management, technological change or product diversification, et cetera. However, organizational change can increase work stress levels, and employees need to cope with new and old stressors.  This research emphasizes the factors of job stressors, such as role overload, role ambiguity, unprofitability, poor peer-relation, and strenuous working conditions. The purpose of this research was to identify the relationship between job stressors and organizational change among academic staff at Universiti Teknologi MARA (UiTM) Cawangan Kelantan (Machang Campus) and to identify the most affected job stressor during the organizational change. The research was non-experimental which was categorized by correlation. Quantitative data was collected using a questionnaire contained three separate sections and was distributed to 155 academic staff at UiTM Cawangan Kelantan (Machang Campus). The reliability analysis was conducted and the Cronbach Alpha value ranged from 0.529 to 0.852. Pearson Correlation was used to examine the relationship between job stressors and organizational change, and it was found that all variables of job stressors had a significant relationship with organizational change except for unprofitability. It was also found that the most affected job stressor during organizational change was poor peer-relation. The researchers hope that this study would educate employees regarding factors affecting job stressors towards organizational change.  Keywords: Organizational change, role overload, role ambiguity, unprofitability, poor peer-relation, strenuous working conditions.

scholarly journals Relationship of Workplace Stressors and Organizational Commitment: A Study in the Education Sector

2021 ◽  
Vol VI (I) ◽  
pp. 140-152
Author(s):  
Sabita Mariam ◽  
Rohma Yousaf ◽  
Nausheen Syed
Keyword(s):  
Organizational Commitment ◽  
Role Conflict ◽  
Family Conflict ◽  
Role Ambiguity ◽  
Negative Relationship ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Workplace Stressors ◽  
Work Family ◽  
The Relationship

This study investigates the relationship between organizational commitment and workplace stressors, such as role ambiguity, role conflict, work-family conflict, and organizational injustice. A data of 150 respondents have been collected from the educational sector from university teachers of Faisalabad and analyzed through (SEM), using the least-squares method. The study included Pearson chi-square, correlation, and regression to verify determine how well theoretical distributions fit the empirical distributions. The study findings show the relationship between work-family conflict with organizational commitment, and the work-family conflict has a significant negative relationship with organizational commitment. The lack of commitment of teachers is due to their family responsibilities. The second purpose was to check the association between role ambiguity conflict and organizational commitment. Ambiguity/role conflict and organizational commitment have significant relations. Conflicts and ambiguity in the roles make them struggle to clear their role and prove themselves to the organization, which shows significant relation.

scholarly journals ROLE AMBIGUITY, CONFLICT AND OVERLOAD AS PREDICTORS OF EMOTIONAL EXHAUSTION: THE MEDIATION EFFECT OF TEACHING SATISFACTION AND AFFECTIVE COMMITMENT

2020 ◽  
Vol 5 (36) ◽  
pp. 37-55
Author(s):  
Khalid Faris Alyamy ◽  
Loh Sau Cheong
Keyword(s):  
Special Education ◽  
Role Conflict ◽  
Emotional Exhaustion ◽  
Role Ambiguity ◽  
Mediation Effect ◽  
Role Overload ◽  
Direct Impact ◽  
Affective Engagement ◽  
Teaching Satisfaction ◽  
The Impact

Owing to the emotionally demanding work context, emotional exhaustion is conceived as a general concern in special education. In a group of 216 special education teachers in the Kingdom of Saudi Arabia, this research has investigated the direct effect of role ambiguity, role conflict, and role overload on teacher’s emotional exhaustion. Participants completed the scales of emotional exhaustion, role conflict, role Ambiguity, role overload, affective engagement, and teaching satisfaction. Structural Equation Modelling Analysis (SEM) has been adopted for testing the hypotheses of this research. Results indicate that role overload had a positive significant direct impact on emotional exhaustion. Similarly, role conflict shows a positive significant direct impact on emotional exhaustion, whereas role ambiguity has a negligible direct impact on emotional exhaustion. The estimation of the indirect path between measurements of role stressors and emotional exhaustion through teaching contentment reveals that teaching contentment mediates the effect of role conflict on emotional exhaustion. The research suggests that there is no intervention effect of teaching contentment on the impact of role overload on emotional exhaustion and the impact of role overload and role conflict on emotional exhaustion is mediated by affective engagement. The research recommends further studies to explore the direct and indirect effect of role ambiguity on emotional exhaustion.

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