Role Conflict, Ambiguity, and Overload: A 21-Nation Study

Peterson, Mark F.; Smith, Peter B.; Akande, Adebowale; Ayestarán, Sabino; Bochner, Stephen; Callan, Victor J.; Cho, Nam Guk; Jesuíno, Jorge Correia; D'Amorim, Maria Alice; François, Pierre-Henri; Hofmann, Karsten; Koopman, P.L.; Leung, Kwok; Lim, Tock Keng; Mortazavi, Shahrenaz; Munene, John C.; Radford, Mark; Ropo, Arja; Savage, Grant T.; Setiad, Bernadette; Sinha, Tanmay; Sorenson, Ritch L.; Viedge, Conrad

doi:10.5465/256687

Cited by 118 publications

(171 citation statements)

References 23 publications

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“…The total effect of role ambiguity on CWB was the strongest among the three stressors, followed by role conflict and then role overload. This is consistent with the challenge and hindrance component of However, we tested the model in China, a high power distance country emphasizing rules and procedures (Peterson et al, 1995). When role ambiguity is high, it may seem to violate the implicit Chinese social contract, and thereby stimulate CWBs.…”

Section: Theoretical Implicationssupporting

confidence: 65%

Role stressors and counterproductive work behavior: The role of negative affect and proactive personality

Yue

Crant

Weng

2019

Int J Selection Assessment

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Based on the stressor‐emotion model, we propose that negative affect mediates the relationship between three role stressors (i.e., role ambiguity, role conflict, and role overload) and counterproductive work behavior (CWB), while proactive personality moderates the relationships between negative affect, role stressors, and CWB. We tested our hypotheses using data from 332 employees in Mainland China. We found that negative affect mediated the relationships between the three dimensions of role stressors and CWB. Role ambiguity was most strongly associated with CWB, followed by role conflict and then role overload. Proactive personality moderated the role ambiguity‐negative affect, role conflict‐negative affect, and negative affect‐CWB relationships, but not the relationship between role overload and negative affect.

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Section: Theoretical Implicationssupporting

confidence: 65%

Role stressors and counterproductive work behavior: The role of negative affect and proactive personality

Yue

Crant

Weng

2019

Int J Selection Assessment

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“…Internal consistency reliability was 0.86. Role conflict was assessed with three items—two items from Peterson et al . () and one item from House, Schuler and Levanoni (). An example item is I often receive conflicting requests from two or more people at work .…”

Section: Methodsmentioning

confidence: 99%

If Only my Leader Would just DoSomething! Passive Leadership Undermines Employee Well-being Through Role Stressors and Psychological Resource Depletion

2016

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The goal of this study was to develop and test a sequential mediational model explaining the negative relationship of passive leadership to employee well-being. Based on role stress theory, we posit that passive leadership will predict higher levels of role ambiguity, role conflict, and role overload. Invoking Conservation of Resources theory, we further hypothesize that these role stressors will indirectly and negatively influence two aspects of employee well-being, namely overall mental health and overall work attitude, through psychological work fatigue. Using a probability sample of 2,467 U.S. workers, structural equation modeling supported the model by showing that role stressors and psychological work fatigue partially mediated the negative relationship between passive leadership and both aspects of employee well-being. The hypothesized, sequential indirect relationships explained 47.9% of the overall relationship between passive leadership and mental health and 26.6% of the overall relationship between passive leadership and overall work attitude.

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“…“How satisfied are you with the following aspects of your current job?” (1 = Very Dissatisfied to 5 = Very Satisfied ): “Being treated with fairness and respect”; “Your pay”; “Recognition for performance”; “Your benefits”; “Career opportunities”; “Job security”; “The training you have received”. To check the cross‐national equivalence of the job satisfaction construct, we computed the within‐country Cronbach's alphas of the seven items in each country following the procedure suggested by Peterson, Smith et al (1995). The alphas ranged from .75 to .88, indicating cross‐national equivalence of the job satisfaction construct.…”

Section: Methodsmentioning

confidence: 99%

Job Level and National Culture as Joint Roots of Job Satisfaction

Huang

Vliert

2004

Applied Psychology

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Pour examiner les variations de la satisfaction au travail dans une perspective transculturelle et interfonctions, des donées d'enquête d'une compagnie internationale auprès de 129,087 répondants de 39 pays ont été analysées. Des analyses à plusieurs niveaux ont montré que la satisfaction au travail est positivement liée au statut et au niveau de l'emploi exercé dans les pays individualistes sans que soit le cas dans les pays collectivistes. De plus, la relation positive entre la satisfaction au travail et le niveau de l'emploi exercé ne se marque que pour les emplois offrant l'opportunité d'exercer ses compétences dans les pays individualistes. Le niveau de l'emploi est même négativement lié à la satisfaction au travail pour des emplois offrant peu d'opportunité d'exercer ses compétences dans les pays collectivistes.To examine cross-cultural and cross-occupational variations in job satisfaction, data from a multinational company survey with 129,087 respondents from 39 countries was analysed. Multilevel analyses showed that job level is positively related to job satisfaction in individualistic countries but not in collectivistic countries. Moreover, the positive relationship between job level and job satisfaction holds only for jobs with much opportunity to use one's skills and abilities, especially in individualistic countries. Job level is even negatively related to job satisfaction in jobs with little opportunity to use one's skills and abilities in collectivistic countries.

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Role Conflict, Ambiguity, and Overload: A 21-Nation Study

Cited by 118 publications

References 23 publications

Role stressors and counterproductive work behavior: The role of negative affect and proactive personality

Role stressors and counterproductive work behavior: The role of negative affect and proactive personality

If Only my Leader Would just DoSomething! Passive Leadership Undermines Employee Well-being Through Role Stressors and Psychological Resource Depletion

Job Level and National Culture as Joint Roots of Job Satisfaction

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