Organizational Stress: Studies in Role Conflict and Ambiguity.

Levinson, Harry; Kahn, Robert L.; Wolfe, Donald M.; Quinn, Robert E.; Snoek, J. Diedrick; Rosenthal, Robert A.

doi:10.2307/2391654

Cited by 100 publications

(158 citation statements)

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“…These empirical results are in harmony with the results of previous researches where authors have stated that when an individual actively participates in one role, he feels distracted by the thoughts and demands of the other role (Ashforth et al 2000 ; Frone et al 1992 ) which may add to the distress levels. Thus, considering the role theory as discussed in the theoretical background, we can observe that managing family and work responsibilities and that too with additional workload becomes very difficult for an employee to manage (Greenhaus and Beutell 1985 ; Levinson et al 1965 ). One’s inability to meet the expectations leads to demotivation and distress.…”

Section: Discussionmentioning

confidence: 99%

“…In contrast, some researchers contradict that work and family roles are mutually enriching (Greenhaus and Powell 2006 ). Various researchers have conducted studies based on the role theory (Levinson et al 1965 ) to analyze work and family conflict. The theory states that people find it difficult to maintain multiple roles and cannot perform each role successfully, leading to a conflict (Greenhaus and Beutell 1985 ; Levinson et al 1965 ).…”

Section: Theoretical Underpinningsmentioning

confidence: 99%

“…Various researchers have conducted studies based on the role theory (Levinson et al 1965 ) to analyze work and family conflict. The theory states that people find it difficult to maintain multiple roles and cannot perform each role successfully, leading to a conflict (Greenhaus and Beutell 1985 ; Levinson et al 1965 ). However, the work-family perspectives should be taken into consideration with the work-home resources.…”

Section: Theoretical Underpinningsmentioning

confidence: 99%

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Working in lockdown: the relationship between COVID-19 induced work stressors, job performance, distress, and life satisfaction

Kumar¹,

Kumar

Aggarwal³

et al. 2021

Curr Psychol

139

168

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Background & aim In the wake of COVID-19, organizations all over India have closed their premises and shifted to work from home policy to curb the further spread of the virus. This has led to increased stress and anxiety among employees, which explicably affects their satisfaction with life. Thus, the present study analyses the effect of COVID-19 induced stressors (role overload, lifestyle choices, family distraction, and occupational discomfort) on employees’ distress levels and job performance. Subsequently, the impact of such distress and job performance on the employees’ life satisfaction is analyzed during the lockdown period. Methodology Data was collected from 433 working professionals of private and public organizations in the Delhi and NCR region of India during India’s third and fourth phase of lockdown via a survey, which was distributed online. Partial least squares structural equation modelling was applied first to establish the validity of this study’s model (measurement model validity) and subsequently test the hypothesized relationships in the model (structural model). Results The COVID-19 induced stressors, i.e., role overload, lifestyle choices, and occupational discomfort, were significant predictors of distress during the lockdown. It has been found that role overload and change in lifestyle choice did not significantly affect job performance. Family distraction, occupational discomfort, and distress were significant in impacting job performance, with distress being the most significant one. During the COVID-19 pandemic, life satisfaction has reduced due to a significant increase in distress levels and lowered job performances. Supplementary Information The online version contains supplementary material available at 10.1007/s12144-021-01567-0.

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Section: Discussionmentioning

confidence: 99%

Section: Theoretical Underpinningsmentioning

confidence: 99%

Section: Theoretical Underpinningsmentioning

confidence: 99%

See 1 more Smart Citation

Working in lockdown: the relationship between COVID-19 induced work stressors, job performance, distress, and life satisfaction

Kumar¹,

Kumar

Aggarwal³

et al. 2021

Curr Psychol

139

168

View full text Add to dashboard Cite

show abstract

“…The notion of role conflict is explained in the theory of role dynamics by Kahn et al. (Levinson et al, 1965) According to Greenhaus et al, (Greenhaus & Beutell, 1985) work-family conflict is classically defined as a form of inter-role conflict in which role pressures from the work domain and family are incompatible so participation in one role becomes more difficult with participation in another role. Work-family conflicts can result in work-to-family disruptions as well as family-to-work disruptions.…”

Section: Work-family Conflictmentioning

confidence: 99%

Hallo Effect in the Turnover Intention of Nurses at Hospital "X"

Adityarini

Andry

Adhikara

2020

jmmr

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From the data obtained, over the past 5 years, the rate of nurse turnover can be categorized high according to Gillies's standards. In 2014, the rate of nurse turnover was 16.4% and continued to increase until 26% in 2017. In 2018, the rate of nurse turnover was 18.8%, which was lower from the previous year, but it was still categorized high. Based on the exit briefing data in 2018, it is known that the high rate of nurse turnover at "X" Hospital was caused by the influence of family, lack of satisfaction with salaries and rewards. This study aims to provide empirical evidence of the formation of an intention to move to nurses who are influenced by job satisfaction, work-family conflict, and rewards. The research design is quantitative with analytical causality research using primary data in the form of a questionnaire distributed to 174 people. The sampling technique in this study was carried out using a saturation sampling method. This research uses Structural Equation Modeling (SEM) analysis. The unit of analysis includes individual nurses with cross-sectional time horizons. The results are work-family conflict, rewards, job satisfaction that simultaneously affect nurses' intention to move at the "X" Hospital. Work-family conflict has a negative effect on job satisfaction. Giving rewards has a positive effect on job satisfaction. Job satisfaction gives effect to the formation of the intention to move. Work-family conflict has a positive effect on the formation of the intention to move. Giving rewards has a negative effect on the formation of nurses' turnover intentions. The research findings show the "hallo effect" causes the actualization acquired by nurses could not increase job satisfaction, resulting in a stronger intention to move.Data yang diperoleh, selama 5 tahun terakhir, tingkat pergantian perawat dapat dikategorikan tinggi menurut standar Gillies. Pada tahun 2014, tingkat perpindahan perawat adalah 16,4% dan terus meningkat hingga mencapai 26% di tahun 2017. Pada tahun 2018, tingkat perpindahan perawat sebesar 18,8%, lebih rendah dari tahun sebelumnya, tetapi masih dikategorikan tinggi. Berdasarkan data "exit briefing" tahun 2018, diketahui bahwa tingginya tingkat pergantian perawat di Rumah Sakit "X" disebabkan oleh pengaruh keluarga, kurangnya kepuasan dengan gaji dan penghargaan. Penelitian ini bertujuan untuk memberi bukti empiris terbentuknya niat berpindah pada perawat yang dipengaruhi oleh kepuasan kerja, konflik pekerjaankeluarga, dan penghargaan. Desain riset adalah kuantitatif dengan jenis penelitian eksplanatori kausalitas yang menggunakan data primer berupa kuesioner yang dibagikan kepada 174 orang. Teknik pengambilan sampel pada penelitian ini dilakukan dengan metode sampling jenuh. Penelitian ini menggunakan analisis Structural Equation Modeling (SEM). Unit analisis meliputi individu perawat dengan horison waktu cross sectional. Hasil penelitian yang diperoleh ialah konflik pekerjaan-keluarga, penghargaan, kepuasan kerja secara simultan berpengaruh terhadap niat berpindah perawat di Ru...

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“…Bu açıdan yaşanan RB'nin yol açtığı durumları, Kahn ve arkadaşları, iş yaşamında gerginlik, iş memnuniyetsizliği ve düşük özgüven olarak sıralamışlardır. Yapılan pek çok çalışmada da bu sonuçlara ulaşılmıştır (Kahn, 1964;Palomino ve Frezatti, 2015).…”

Section: Rol çAtışması Ve Rol Belirsizliğiunclassified

Rol Çatişmasi Ve Rol Beli̇rsi̇zli̇ği̇ni̇n İş Doyumu Üzeri̇ne Etki̇si̇: Araştirma Görevli̇leri̇ne Yöneli̇k Bi̇r Çalişma

Çölgeçen¹

2021

joh

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It is very important for research assistants, who are still at the beginning of their academic career and who may very well become faculty members in the future, to love their job. It can be argued that this might help them improve themselves, work effectively and productively, and conduct quality studies. However, there are many factors that affect job satisfaction (JS) of research assistants and decrease their productivity both as students and professionals. Role conflict (RC) and role ambiguity (RA) stand out among these factors. In this respect, the purpose of this study is to determine the effect of RC and RA of research assistants on JS. For this purpose, a survey was conducted on 262 research assistants working at different universities in Turkey. As a result, it was determined that there is a negative relationship between RC, RA and JS. In addition, as a result of multiple regression analysis, while RC does not have a direct effect on JS and internal satisfaction, it was determined that there is a negative relationship with external satisfaction. It was also found that the impact of RA on JS is much higher than that of role conflict.

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Organizational Stress: Studies in Role Conflict and Ambiguity.

Cited by 100 publications

References 0 publications

Working in lockdown: the relationship between COVID-19 induced work stressors, job performance, distress, and life satisfaction

Working in lockdown: the relationship between COVID-19 induced work stressors, job performance, distress, and life satisfaction

Hallo Effect in the Turnover Intention of Nurses at Hospital "X"

Rol Çatişmasi Ve Rol Beli̇rsi̇zli̇ği̇ni̇n İş Doyumu Üzeri̇ne Etki̇si̇: Araştirma Görevli̇leri̇ne Yöneli̇k Bi̇r Çalişma

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