A Path Analysis of Causes and Consequences of Salespeople's Perceptions of Role Clarity

Covariance-Based Structural Equation Modeling in theJournal of Advertising: Review and Recommendations

“…Among these are the relevant assumptions that support causal inferences. Given the inherent limitations that accompany a typical experimental design, particularly with respect to generalizability, researchers have long desired to be able to draw causal inferences from nonexperimental data (Blalock 1964;Teas, Wacker, and Hughes 1979). Thus, a tool that could facilitate testing the accuracy of our a priori, hypothetical causal theories indeed represented a major breakthrough for advertising and marketing researchers, as it allowed surveybased research to enter the causal domain.…”

A Work-Life Identity Model of Well-Being: Towards a Research Agenda Linking Quality-of-Work-Life (QWL) Programs with Quality of Life (QOL)

“…Performance Feedback and Role Clarity The seminal study by Teas et al (1979) found that salespeople's need fulfillment is directly related to role clarity and performance feedback; higher levels of role clarity and performance feedback lead to higher levels of job satisfaction. Role clarity and performance feedback help employees meet their work role expectations.…”

“…Participation in Decision-Making and High-Involvement Programs In a seminal study, Teas et al (1979) found that participation in decision-making and highinvolvement programs contribute positively and significantly to work satisfaction (see Levine 1995, for a review). High involvement programs act as a conduit to help employees express their thoughts and feelings in important organizational decisions, and this input is likely to influence the final management decision.…”

Outcome-Based Internship in Malaysia’s Public Higher Education Institutions

“…This disparity between what one is relied upon to do and what he/she performs resulted in ambiguity and conflict among workers (Fields, 2002) As highlighted by Breaugh and Colihan (1994), workers are regularly confused about how to carry out their duties, when certain tasks ought to be performed and the benchmark by which their job performance will be measured. Sometimes, it is essentially hard to furnish a worker with a perfectly clear picture of his or her role task in an organization.Role clarity is defined as "to what extent the requisite job information is given to the worker and how the worker is expected to carry out his or her job task based on that information" (Teas et al, 1979). As such, clarity on the job role implies that employee realize what to do and how to do it.…”

“…Teas et al, (1979) approach the role clarity from the behavioral perspective and defined it: 'how much required information is given about how the worker is relied upon to play out his or her tasks. ' Lyons (1971) (Kelly &Hise, 1980).Assessing all the above these definitions, there are severalsimilarities to be viewed as essential: The role of the worker, the information required, the supervisor giving the job information and the tasks and duties undertaken by the workers.…”