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.

scholarly journals Stres peran dan kinerja karyawan: pengujian model hubungan inverted-U

2019 ◽  
Vol 2 (2) ◽  
pp. 127-136
Author(s):  
Hendryadi Hendryadi
Keyword(s):  
Role Conflict ◽  
Role Ambiguity ◽  
Employee Performance ◽  
Role Overload ◽  
Hierarchical Regression ◽  
Frontline Employees ◽  
The Impact ◽  
Self Administered Questionnaire ◽  
Positive Effect

The purpose of this study is to examine the impact of role stress (role overload, role ambiguity, and role conflict) on the frontline employees' performance. The study employs a direct survey through a self-administered questionnaire handed out to 132 employees in the restaurant business in Jakarta, Indonesia. Hierarchical Regression Analysis is used to test the hypotheses. The finding of the study shows that the role conflict and role ambiguity affects negatively to the performance, while role overload has a positive effect. The locus of control moderation role is supported in the role of role overload and role ambiguity, but not in the role conflict - performance relationship. The implication for managers is that efforts need to be made to reduce role conflict and role ambiguity because it has negative implications on employee performance. While the excess of roles perceived by employees is maintained at a moderate level to maintain employee performance.  

scholarly journals The impact of organisational culture on occupational stress: Comparison of the SME IT sectors in India and the UK

2021 ◽  
Vol 9 (2) ◽  
pp. 503-512
Author(s):  
Sree Lekhsmi Sreekumaran Nair ◽  
John Aston ◽  
Eugene Kozlovski
Keyword(s):  
Occupational Stress ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Role Stress ◽  
Organisational Culture ◽  
Role Overload ◽  
Quota Sampling ◽  
The Uk ◽  
The Impact ◽  
Structured Questionnaire

The study's main aim is to examine the impact of organisational culture on occupational stress by comparing the IT sectors in India and the UK. The paper adopts the application of Denison’s model for studying the organisational culture, whereas role conflict, role ambiguity, role overload and role stress are considered to discuss occupational stress. Through snowball, convenience, purposive and quota sampling techniques, 62 respondents (31 from India and 31 from the UK) were targeted to attain a qualitative perspective through a semi-structured questionnaire.  Results showed that there is an impact of organisational culture on occupational stress. Moreover, the impact is mainly evident in the Indian IT sector than the UK IT sector. Moreover, considering the impact of organisational culture on occupational stress, overall employees experience occupational stress, role overload, role conflict, role ambiguity and role stress. In contrasting economies, Indian IT sector employee’s experience role conflict, role overload, role ambiguity and role stress, whereas UK IT sector employees’ experience role ambiguity.

scholarly journals ROLE CONFLICT AND ROLE AMBIGUITY ON LOCAL GOVERNMENT INTERNAL AUDITORS: THE DETERMINANT AND IMPACTS

2016 ◽  
Vol 31 (1) ◽  
pp. 63
Author(s):  
Agil Novriansa ◽  
Bambang Riyanto
Keyword(s):  
Local Government ◽  
Job Performance ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Negative Impact ◽  
Positive Impact ◽  
Partial Least Square ◽  
Least Square ◽  
Internal Auditors ◽  
The Impact

The bureaucratic reform at the local government level in Indonesia that was instituted in 2012 has turned local government internal auditors into an important part of government governance systems. The role of local government internal auditors has been expanded to include not only the area of audit oversight, but also the areas of anti-corruption-related and consulting activities. These fundamental changes may potentially induce role conflict and role ambiguity among internal auditors. The objective of this study is to examine empirically the determinants and consequences of role conflict and role ambiguity among local government internal auditors. More specifically, this study attempts to examine the extent to which formalization determines role conflict and role ambiguity; it further tests the impact of role conflict and role ambiguity on commitment to independence and job performance. Questionnaires were distributed to 248 local government internal auditors from 12 Regional Inspectorates in the provinces of Yogyakarta, South Sumatra, and East Java. A total of 176 responses were received, and 124 useable responses from the 176 responses were analysed to test the hypotheses. Using Structural Equation Modelling-Partial Least Square the results show that: formalization is negatively related to role conflict and role ambiguity; role ambiguity has a negative impact on commitment to independence; role conflict has a positive impact on job performance; and role ambiguity has a negative impact on job performance. These findings serve as important external validity evidence on the phenomena associated with role conflict and role ambiguity that occur in the public sector, especially among internal auditors at local government institutions.Keywords: role conflict, role ambiguity, local government, internal auditors

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.

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 Factors as Predictors of Teachers' Burnout

2001 ◽  
Vol 88 (3) ◽  
pp. 627-634 ◽  
Author(s):  
Athanasios Koustelios
Keyword(s):  
Regression Analysis ◽  
Role Conflict ◽  
Emotional Exhaustion ◽  
Role Ambiguity ◽  
Stepwise Regression ◽  
Maslach Burnout Inventory ◽  
Organizational Factors ◽  
Stepwise Regression Analysis ◽  
Personal Accomplishment ◽  
Highly Correlated

The purpose of this study was to examine the burnout experienced by a sample of Greek teachers and to explore the extent to which certain organizational factors predict teachers' scores on the Maslach Burnout Inventory. The sample consisted of 100 teachers, 28 to 59 years of age. Greek teachers' means were lower than those for burnout of U.S. teachers. Stepwise regression analysis identified satisfaction with the job itself was the only significant predictor for Depersonalization and Emotional Exhaustion subscales, while satisfaction with the job itself and satisfaction with promotion were significant predictors for the Personal Accomplishment subscale. These findings showed that stress, e.g., role conflict and role ambiguity, were not highly correlated with teachers' burnout.

scholarly journals Authoritarian Leadership and Extra-Role Behaviors: A Role-Perception Perspective

2017 ◽  
Vol 13 (1) ◽  
pp. 147-166 ◽  
Author(s):  
Yan Zhang ◽  
Yun-Hui Xie
Keyword(s):  
Role Conflict ◽  
Role Ambiguity ◽  
Role Overload ◽  
Negative Effects ◽  
Authoritarian Leadership ◽  
Role Structure ◽  
Using Data ◽  
Subordinate Role ◽  
Practical Implications ◽  
Role Behaviors

ABSTRACTAuthoritarian leaders make unilateral decisions and prevail over subordinates. Such leadership, as a style of exercising formal authority and position power, may inhibit employees’ extra-role behaviors in the hierarchical role structure. We explore employees’ role perceptions to better understand how supervisors’ authoritarian leadership decreases extra-role behaviors (OCBs). Authoritarian behavior is expected to generate subordinate perceptions of role conflict, role ambiguity, and role overload, with consequent negative effects on OCB. Hypotheses are tested using data from 613 subordinate – supervisor dyads. Empirical results indicate that authoritarian leadership increases subordinate role conflict and overload which then decreases OCB. Authoritarian behavior also increases role ambiguity, but role ambiguity is not associated with OCB. The article concludes with research suggestions and practical implications.

Strategic implications of HR role management in a dynamic environment

2016 ◽  
Vol 45 (2) ◽  
pp. 353-373 ◽  
Author(s):  
Cathy Sheehan ◽  
Helen De Cieri ◽  
Brian Cooper ◽  
Tracey Shea
Keyword(s):  
Decision Making ◽  
Role Conflict ◽  
Strategic Decision ◽  
Strategic Decision Making ◽  
Role Overload ◽  
Environmental Dynamism ◽  
Content Type ◽  
Hr Role ◽  
The Impact ◽  
Role Management

Purpose – The purpose of this paper is to consider the impact of human resource (HR) role overload and HR role conflict on the HR function’s involvement in strategic decision making and to examine whether conditions of environmental dynamism moderate the impact of HR role conflict and HR role overload in that relationship. Design/methodology/approach – The authors collected data from two sources, senior HR and top management team (TMT) executives. A total of 180 HR executives and 109 TMT members completed the survey. In all, 102 organisations were included in the sample with matched HR executive and TMT responses. Findings – Results did not support hypothesised negative relationships between HR role management and involvement in strategic decision making but did establish the moderating effect of environmental dynamism, such that these associations were more negative at higher levels of dynamism. Research limitations/implications – The cross-sectional nature of the study precludes making inferences about causality and would need to be replicated with a longitudinal design before stronger inferences could be drawn with regard to the relationships between the variables. A strength of the study however is the use of two sources of data to address the issue of common method variance. Practical implications – The research has implications for the potential value that HR provides in dynamic environments and the risk that HR role conflict and overload pose to the contribution that HR can make during these periods. Originality/value – The research shifts the focus away from the definition of HR roles to considering how these roles are enacted and kept in balance.

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