Occupational stressors and job performance: An updated review and recommendations

Ambigüedad de rol, satisfacción laboral y ciudadanía organizacional en el sector público: un estudio de mediación multinivel

“…Así, se debería realizar una aproximación más integradora, examinando cómo grupos de estresores laborales se relacionan con el desempeño Rosen et al, 2010;Podsakoff et al, 2007). Igualmente, interesante para futuros trabajos es la consideración de las relaciones e influencias multinivel en actitudes, conductas y desempeño agregadas a nivel de unidad o grupo (Organ & Ryan, 1995;Whitman, Van Rooy & Viswesvaran, 2010).…”

“…Asimismo, se han subrayado sus conexiones con el desempeño de los empleados y con los resultados y la eficiencia organizacional House & Rizzo, 1972;Örtqvist & Wincent, 2006). Sin embargo, siguen siendo escasos los estudios que se centren en las relaciones entre los diferentes estresores de rol y el desempeño contextual de los empleados, esto es, con las denominadas conductas de ciudadanía organizacional (CCO) (Organ, 1988;Rosen, Chang, Djurdjevic & Eatough, 2010). Aunque se ha demostrado la especial relevancia de esas relaciones por sus potenciales efectos sobre el rendimiento, la productividad y la eficiencia de las organizaciones (Jex, Adams, Bachrach & Sorenson, 2003;Podsakoff, Whiting, Podsakoff & Blume, 2009).…”

Predicting Psychological Strain with Job Demands and Organizational Injustice through the Implications of Job Demand-Control Model and Fairness Theory

“…Jackson, Schwab and Schuler (1986) found out that job or role ambiguity is also a potential source of job stress and this occurs when job or task requirements are not clearly outlined or when workers are unsure of their responsibilities and duties. Role conflict refers to incompatible requirements and expectations that the employees receive from their supervisor or coworker (Rosen, Chang, Djurdjevic, & Eatough, 2010). While role ambiguity concerns a lack of information on expectations, role conflict is characterized by an incongruence of role expectations.…”

Achieving Business Sustainability via I-Top Model

“…Getting in the correct type of people in an organization is crucial, knowledge sharing among employees is important and healthy for organization success but there are also certain group of people have different thoughts and are also people who is unwilling to share their knowledge with co-workers because they think that knowledge sharing with their co-workers may threaten the knowledge the worker possess within an organization. On the other hand Rosen et al (2010) examined the role of emotions in intervening the effects of adverse employee outcomes. The paper proposed that employee's frustration lowers the level of performance and increases organizational withdrawal.…”