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

Ahmad, Jamal; Zahid, Sawira; Wahid, Fatima Fazali; Sabir, Ali

doi:10.24018/ejbmr.2021.6.4.895

Cited by 16 publications

(17 citation statements)

References 57 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Moreover, by integrating organizational support into the nexus between the components of role conflict and the intentions to stay in the organization, the present study aims at expanding the existing literature in two ways. First, the present research augments the understanding of the nexus between the components of role conflict and the intentions to stay in the Ghanaian public sector since studies on the nexus between the components of role conflict and the intentions to stay are lacking in the Ghanaian public context (Ahmad et al, 2021;Tetteh et al, 2019). Secondly, by examining organizational support as a moderator in the nexus between the components of role conflict and the intentions to stay on the job, the study highlights the degree to which organizational support can ameliorate the nexus between the components of role conflict and the intentions to stay in the organization.…”

Section: Introductionmentioning

confidence: 84%

“…According to the POS theory, employers demonstrate how they perceive the employees through the support rendered to them (Eisenberger et al, 2014). The support the employees receive is also a way for the employees to comprehend their assessment of the organization (Ahmad et al, 2021). This theory further contends that employees value organizational support partly because it meets their approval, affiliation, and esteem needs.…”

Section: Moderating Role Of Organizational Support On Role Conflict -...mentioning

confidence: 99%

“…This has contributed to low effectiveness in the public sectors because, the decision to stay in the organization among competent employees contributes extremely to the stability of the total workforce which leads to higher productivity. However, the decision to stay is possible and realistic when there are clear unambiguous job demands placed on the employees (Ahmad et al, 2021;Amankwaa & Anku-Tsede, 2015;Chaudhry et al, 2022). For that reason, employees in the public sector are more likely to remain with their organizations when there are compatibilities in their assigned roles (Awan, et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Does Organizational Support Influence The Nexus Between Role Conflict And The Intentions To Stay On The Job? A Study Among Public Sectors Employees

Addai¹,

Ofori²,

Acquah³

et al. 2022

SBR

View full text Add to dashboard Cite

Even though copious studies have shown that a relationship exists between role conflict and the intention to stay on the job, the mechanisms that curb the relationship between role conflict and intention to stay have not often been explored. This study examined the moderating role of organizational support on the nexus between the components of role conflict and the intention to stay in the organization. Two hundred and eighty-seven (n=287) public sector employees were selected using the cross-sectional survey design for the study. Data was gathered using the Role Conflict Scale, Perceived Organizational Support Scale, and the Intentions to Stay Inventory. Multiple regression was used in analyzing the data. Findings indicated that a significantly negative relationship exists between the two components of role conflict (inter-role and intra-role) and the intentions to stay in the organization. There was a positive nexus between perceived organizational support and the intentions to stay in the organization. The nexus between the two components of role conflict and the intentions to stay in the organization was moderated by perceived organizational support. The results provide some crucial insights for employers on how to inspire employees to stay in the public service. The limitations, recommendations, and implications for future studies have been emphasized.

show abstract

Section: Introductionmentioning

confidence: 84%

Section: Moderating Role Of Organizational Support On Role Conflict -...mentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Does Organizational Support Influence The Nexus Between Role Conflict And The Intentions To Stay On The Job? A Study Among Public Sectors Employees

Addai¹,

Ofori²,

Acquah³

et al. 2022

SBR

View full text Add to dashboard Cite

show abstract

“…Another important observation is that a higher level of RC does not always imply positive organizational outcomes, and the effect of lack of RC need not always be negative. We acknowledge that the lack or reduced level of RC is one of the main reasons for role conflict and role stress (Ahmad et al. , 2021).…”

Section: Discussionmentioning

confidence: 99%

Examining resilience: the role of creativity-oriented high-performance work practices and role clarity

Aparna

Sahney

2022

JOCM

View full text Add to dashboard Cite

PurposeThe paper aims to highlight the understated role of creativity in R&D organizations by exploring the effect of creativity-oriented high-performance work practices (CHPWPs) on resilience. The moderator effect of role clarity (RC) on the association between CHPWPs and resilience is examined.Design/methodology/approachThe study proposes a simple moderation model to understand the relationship, and specifically hierarchical regression analysis (SPSS 22.0) and SPSS PROCESS Macro has been used to test the hypotheses.FindingsFindings revealed that the implementation of CHPWPs would significantly improve resilience. The benefits of CHPWPs on resilience get compromised as the organizations lay stress on higher levels of RC.Practical implicationsIndian R&D organizations must emphasize upon enhancing resilience through a set of CHPWPs. Rather than laying greater stress on RC, these organizations should build a creative climate characterized by experimentation, freedom and a free flow of ideas.Originality/valueThe current study makes a valuable contribution by highlighting the importance of creativity and resilience in organizations. Although conceptual studies highlight the importance of creativity in R&D organizations, this has been was greatly neglected. The current study adds value to the existing literature by deepening the authors’ understanding of the role of CHPWPs in enhancing resilience, the latter being a subject of huge focus of organizations during the pandemic.

show abstract

“…Sinamo (2016) argues that the Islamic work ethic is a moral in work that is in accordance with Islamic values so that in its implementation there is no need to think about it because the soul believes it is something good and right. Furthermore, Ahmad (2021) argues that the Islamic work ethic is an act of attitudes and behavior that is determined by Islam to its adherents to achieve a high quality of life. Islamic work ethic is the work ethic of a Muslim is the spirit to tread the straight path, in terms of making any decisions, leaders must hold the mandate, especially the judges, (Suryadi, 2021).…”

Section: Introductionmentioning

confidence: 99%

The Influence of Human Relations and Islamic Work Ethic on Employee Performance at Lazismu Purworejo Region

Annisa¹,

Esterina²,

Amallia³

et al. 2022

IJEBAR

View full text Add to dashboard Cite

This study aims to determine the effect of human relations, Islamic work ethic and employee performance at LAZISMU Purworejo Region .The population of this research is LAZISMU Purworejo Region employees from various ranks/classes. The sampling technique used is random sampling. Data related to research variables were collected using questionnaires distributed to all respondents and filled out by respondents themselves based on respondents' perceptions. Based on the instrument test conducted, it is proven that all statement items in the questionnaire are proven to be valid and reliable. The analytical technique used to prove the hypothesis is multiple linear regression. The results showed that Human Relations did not have a positive and significant effect on employee performance. Islamic work ethic has a positive and significant effect on the performance of LAZISMU Purworejo Region employees. Suggestions that can be given to LAZISMU Purworejo Region is to keep paying attention to Human relations (relationships between humans) where the relationship or cooperation between two or more individuals, especially in relationship status or social interaction and good social communication can certainly affect an individual's performance in complete tasks assigned by superiors. The better the level of human relations between employees, superiors, and customers, the better the performance of employees. Furthermore, the management of LAZISMU Purworejo Region also needs to improve the existence of a high work ethic in employees where the work ethic will make the employee effective at work. The better the Islamic work ethic, the better the performance of employees

show abstract

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

Cited by 16 publications

References 57 publications

Does Organizational Support Influence The Nexus Between Role Conflict And The Intentions To Stay On The Job? A Study Among Public Sectors Employees

Does Organizational Support Influence The Nexus Between Role Conflict And The Intentions To Stay On The Job? A Study Among Public Sectors Employees

Examining resilience: the role of creativity-oriented high-performance work practices and role clarity

The Influence of Human Relations and Islamic Work Ethic on Employee Performance at Lazismu Purworejo Region

Contact Info

Product

Resources

About