The impact of role stress fit and self-esteem on the job attitudes of IT professionals

LeRouge, Cynthia; Nelson, Anthony C.; Blanton, J. Ellis

doi:10.1016/j.im.2006.08.011

Cited by 77 publications

(45 citation statements)

References 43 publications

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“…Consistent with previous findings (e.g., LeRouge et al, 2006), job satisfaction was related to stressful work. Furthermore, consistent with previous empirical research (Firth et al, 2004;Gupta and Beehr, 1979;Kemery et al, 1985), stressful work was related to intention to leave the employer.…”

Section: Theoretical Implicationssupporting

confidence: 92%

“…First, Van der Doef and Maes (1999) identified sixty-three studies on stressful work conducted between 1982 and 1997. Previous empirical research shows that the perception of a stressful work environment has a negative impact on job satisfaction (e.g., Kemery, Bedeian, Mossholder, and Touliatos, 1985;LeRouge, Nelson, and Blanton, 2006;Parasuraman and Alutto, 1984;Tuten and Neidermeyer, 2004). Secondly, extensive data show that job satisfaction decreases intention to leave the organization (e.g., Blau, 2007;Lauver and Kristof-Brown, 2001;Poon, 2004;Tett, and Meyer, 1993) and increases OCB (e.g., Bateman & Organ, 1983;Blakely, Andrews, and Fuller, 2003;Podsakoff, MacKenzie, Paine, and Bachrach, 2000).…”

Section: Mediating Role Of Job Satisfactionmentioning

confidence: 99%

“…Previous empirical research (e.g., Kemery, Bedeian, Mossholder, and Touliatos, 1985;LeRouge, Nelson, and Blanton, 2006;Parasuraman, and Alutto, 1984;Tuten and Neidermeyer, 2004) indicates that stressful work environments increase job dissatisfaction. Although existing empirical research provides many findings showing that job stress is associated with undesirable organizational outcomes, the basic logic behind these findings is that job stress increases job dissatisfaction, thereby motivating decisions to quit and absenteeism.…”

Section: Introductionmentioning

confidence: 99%

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Perceived Stressful Work, Citizenship Behaviour and Intention to Leave the Organization in a High Turnover Environment: Examining the Mediating Role of Job Satisfaction

Paillé

2010

jmr

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This study investigates the extent to which job satisfaction mediates the relationship between job stress work outcomes, such as intention to leave the employer and citizenship behaviour (OCB). Job satisfaction is examined as a mediator between stress and intention to leave, and OCB. The procedure advocated by Baron and Kenny (1986) was selected for the mediation test. The result pattern across both samples was very similar. While no relationship was found between stressful work and OCB, stressful work increased the desire to leave the employer. Job satisfaction had a positive negative effect on OCB and a strong negative effect on intention to leave. Job satisfaction fully mediated the relationship between stressful work and intention to leave the employer. Our data suggest that an employee who experiences job satisfaction can support stressful work induced by his or her professional environment.

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Section: Theoretical Implicationssupporting

confidence: 92%

Section: Mediating Role Of Job Satisfactionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Perceived Stressful Work, Citizenship Behaviour and Intention to Leave the Organization in a High Turnover Environment: Examining the Mediating Role of Job Satisfaction

Paillé

2010

jmr

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“…For example, Joseph et al (2007) found that job satisfaction significantly mediated the effects of role ambiguity and role conflict on IT turnover intention. In this study, we test the possibility of IT employees' perceptions of role stressors and turnover intentions being mediated through job satisfaction (LeRouge, Nelson & Blanton, 2006). This leads to the second hypothesis:…”

Section: Hypothesesmentioning

confidence: 98%

Role stress and turnover intentions among information technology personnel in South Africa: The role of supervisor support

Naidoo

2018

SA j. hum. resour. manag.

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Orientation: High turnover of information technology (IT) personnel is a major problem facing many global and local organisations. An increasingly important area of turnover research of IT personnel experiencing role stress involves examining their perceptions of supervisor support.Research purpose: This study aimed to examine the effects of role-related stress and supervisor support on job satisfaction, job performance and IT turnover intentions.Motivations for the study: It is important to assess from both a theoretical and a practical perspective the extent to which turnover can be explained by relational factors such as supervisor support.Research design, approach and method: An online voluntary survey yielded a sample of 163 respondents. Six constructs were measured: turnover intention, job performance, job satisfaction, supervisor support, role ambiguity and role conflict. A total of 158 usable responses were subjected to descriptive, correlation and regression analysis. Mediation and moderation effects were assessed using a multiple regression bootstrapping procedure.Main findings: Role ambiguity has a greater impact on job satisfaction than role conflict. Job satisfaction fully mediated the relationship between role stress and turnover intention. Supervisor support mediated the relationship between role stressors and job satisfaction and role stressors and job performance. There was no evidence in favour of a moderating role of supervisor support.Practical and managerial implications: Higher priority should be given to tackling role ambiguity. Supervisor support can increase job satisfaction, improve job performance and ultimately reduce turnover intentions, despite the presence of role stress.Contribution or value-add: Human resource managers and IT managers could use these results to improve job performance and staff retention.

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“…En Europa, 22% de trabajadores padecerían estrés (2) , siendo la segunda dolencia más reportada por los trabajadores, vinculada a la mitad de días laborales perdidos 3 y condicionando deterioro de la salud mental y física (3)(4)(5) , además de la disminución en la calidad y productividad del desempeño individual y organizacional (6) .…”

Section: Introductionunclassified

Agotamiento profesional: prevalencia y factores asociados en médicos y enfermeras en siete regiones del Perú

Solís-Cóndor¹,

Águila²,

Burgos-Aliaga³

et al. 2017

An Fac med

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Agotamiento profesional: prevalencia y factores asociados en médicos y enfermeras en siete regiones del Perú Burnout: prevalence We found an association between burnout and work activity in health facilities of greater complexity where the emotional load caused by attending complex cases would be greater was found. Familiar separation or morbidity aggravated or caused by work were stressing factors probably associated to burnout.

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The impact of role stress fit and self-esteem on the job attitudes of IT professionals

Cited by 77 publications

References 43 publications

Perceived Stressful Work, Citizenship Behaviour and Intention to Leave the Organization in a High Turnover Environment: Examining the Mediating Role of Job Satisfaction

Perceived Stressful Work, Citizenship Behaviour and Intention to Leave the Organization in a High Turnover Environment: Examining the Mediating Role of Job Satisfaction

Role stress and turnover intentions among information technology personnel in South Africa: The role of supervisor support

Agotamiento profesional: prevalencia y factores asociados en médicos y enfermeras en siete regiones del Perú

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