A Model of Self-Held Work Roles and Role Transitions

Neale, Matthew; Griffin, Mark

doi:10.1207/s15327043hup1901_2

Cited by 59 publications

(43 citation statements)

References 35 publications

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“…These perceptions serve as a collective frame of reference for employees that provides cues about expected behaviour and outcome contingencies related to safety (Guldenmund, 2010;Neale & Griffin, 2006;Schneider, 1997;Zohar, 2010). 6…”

Section: Differentiating Safety Climate From General Climate and Psycmentioning

confidence: 99%

Safety Climate in Organizations

Griffin

Curcuruto

2016

Annu. Rev. Organ. Psychol. Organ. Behav.

Self Cite

195

155

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Safety climate is a collective construct derived from individuals' shared perceptions of the various ways that safety is valued in the workplace. Research over the past 35 years shows that safety climate is an important predictor of safety behavior and safety outcomes such as accidents and injury. We first review the conceptual foundations of safety climate and explore how the construct can be applied to different levels of analysis. We then review ways that safety climate influences individual processes of sense making, motivation, and work behavior. Next, we explore the impact of safety climate on organization-level outcomes related to both safety and productivity. We conclude with suggestions for future research and practice to support the overall safety of people and organizations.

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Section: Differentiating Safety Climate From General Climate and Psycmentioning

confidence: 99%

Safety Climate in Organizations

Griffin

Curcuruto

2016

Annu. Rev. Organ. Psychol. Organ. Behav.

Self Cite

195

155

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“…The interactive perspective sees roles as more changeable, continually being negotiated between the individual and social structures. More recent approaches to role theory focuses strongly on the role transitions of individuals (Neale and Griffin, 2006) and the continuous movement between roles and even enactment of different roles at the same time (Lynch, 2007).…”

Section: Conceptual Framework and Definition Of Termsmentioning

confidence: 99%

“…A role is an organized collection of behavioural expectations (Neale and Griffin, 2006). A role consists of specific tasks, responsibilities and traits essential to its performance (Dierdorff and Morgeson, 2007).…”

Section: Conceptual Framework and Definition Of Termsmentioning

confidence: 99%

Roles of nurses in Sub-Saharan African region

Ugochukwu¹,

Uys²,

Karani³

et al. 2013

Int. J. Nurs. Midwifery

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The objective of this study was to create a model of nursing practice in Sub-Saharan Africa based on population needs, current practice and expectations of stakeholders. A three component study was done in eight sub-Saharan countries to ascertain (1) the health needs and the burden of disease in these countries, as well as evaluating the structure of their health systems; (2) the views on nursing functions held by opinion leaders in the community, other health professionals, patients and their families; and (3) to conduct a survey of nurses and midwives to determine the roles that they actually perform in hospitals and public health centres (PHCs). Four Anglophone and 4 Francophone countries were studied with a document audit, and 191 stakeholders included in focus groups. The current practice of 734 nurses in ambulatory and hospital settings was evaluated. Based on a triangulation of this data, 9 roles were identified: the provision of holistic care, health education, managing the care environment, as well as the advocacy and collaboration, providing emergency care, providing midwifery care, prevention and management of infectious diseases and diagnosis and treatment. Three contextual support factors (positive policies and practices, an enacted regulatory framework and an enabling educational system) were also identified.

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“…According to a more recent classification, it is indeed possible to describe the present conceptualization of role definitions as having its source in the system, or the employing organization. Additional components, pertaining to employeesÕ role schemas and selfconcept might also be relevant for conceptualizing role definitions (Neale and Griffin, 2006).…”

Section: Limitationsmentioning

confidence: 99%

From Interactional Justice to Citizenship Behaviors: Role Enlargement or Role Discretion?

Chiaburu

2007

Soc Just Res

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An organizational field study examined the mechanisms through which supervisorsÕ interactional justice influences employeesÕ individual-directed organizational citizenship behaviors (OCBs). Although, previous research supports the relationship between interactional fairness and OCBs, the mechanisms of operation remain unclear. Separate frameworks, based on role enlargement and role discretion exist, with no prior attempts to compare them. In this study, I examine two competitive models, (a) a role enlargement model, using employeesÕ role definitions as a mediator and (b) a role discretion model, using employeesÕ role definitions as a moderator. The results, based on data collected from 141 employee-manager dyads in a work organization, confirm that role definitions moderate the relationships between interactional justice and OCBs. The findings are discussed to derive theoretical and practical implications and directions for future research.

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A Model of Self-Held Work Roles and Role Transitions

Cited by 59 publications

References 35 publications

Safety Climate in Organizations

Safety Climate in Organizations

Roles of nurses in Sub-Saharan African region

From Interactional Justice to Citizenship Behaviors: Role Enlargement or Role Discretion?

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