The role and expectancy participation model: An empirical assessement and extension

Abstract

Four hypotheses were investigated. The results substantially support and extend the usefulness of Schuler's role and expectancy participation model (1980). Schuler's model posits that participation intervenes to attenuate the relationships between job objectives and role conflicts and ambiguity. Also, participation, role conflict and role ambiguity are assumed to intervene to attenuate the relationships between job objectives and job satisfaction. The four hypotheses were tested using a sample of 187 retail store managers. Results revealed that job objectives were related to the role variables and satisfaction. Participation significantly attenuated the job objectives, role conflict and job satisfaction relationships. Implications for the use of the attributes of job objectives approach to integrate other objective setting paradigms are discussed.

Strategic purchasing participation, supplier selection, supplier evaluation and purchasing performance

“…By integrating the general literature on participation (e.g. Tannenbaum and Massarik 1950;Mitchell 1973;Schuler 1980;Fry and Hellriegel 1987) and the literature on strategic planning (Wooldridge and Floyd 1990), it can be asserted that participation in the strategic planning process results in informational, affective and motivational effects that reduce position bias and increase goal convergence (Ketokivi and Castañer 2004). In a purchasing context, including purchasing in strategic planning provides clarity on required supplier roles and enables selection of suitable suppliers for strengthening organisational strategic capabilities (Hillebrand and Biemans 2004).…”

Questioning the Assumed Homogeneity of the Behavioural Environment of Accounting Firms: Some Exploratory Empirical Evidence

“…The experience of stress might moderate the salience of the generic job characteristics. Feedback, in particular, is likely to reduce role-ambiguity (Oliver & Brief, 1977;Solomon, 1986;Fry & Hellriegal, 1987). Other studies have linked other job characteristics to role-stress dimensions (e.g., Evans et al, 1979;Moch et al, 1979;Schuler, 1980;Herold et al, 1987).…”

Role stress and entrepreneurship research

“…A number of studies have presented causal models on role stress, where role stress has been treated as a key mediator (e.g., Bartunek & Reynolds, 1983;Fry & Hellriegel, 1987;Senatra, 1980;Senécal, Julien, & Guay, 2003;Smith & Brannick, 1990). Thus, the already existing role stress literature provides guidance of causal modeling.…”

“…& Satisfaction (e.g., Fry & Hellriegel, 1987;Lysonski, 1985;O'Driscoll & Beehr, 1994;Smith & Brannick, 1990;Teas, 1983) & Turnover intentions (e.g., O'Driscoll & Beehr, 1994), & Role performance (e.g., Beauchamp, Bray, Eys, & Carron, 2002), and & Burnout (e.g., Cordes, Dougherty, & Blum, 1997).…”

“…& Attributes of job objectives (e.g., Fry & Hellriegel, 1987), & Leadership or supervisor related variables (e.g., Fry et al, 1986;O'Driscoll & Beehr, 1994), & Environmental uncertainty (e.g., Lysonski, 1985), & Degree of boundary spanning (e.g., Lysonski, 1985), and & Participation in decision-making (e.g., Smith & Brannick, 1990).…”