Outcomes of Role Stress: A Multisample Constructive Replication

Kemery, Edward R.; Bedeian, Arthur G.; Mossholder, Kevin W.; Touliatos, John

doi:10.5465/256206

Cited by 34 publications

(44 citation statements)

References 16 publications

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“…In short, the observed direct effects of role conflict and role ambiguity on the outcomes may be artifactual due to the lack of critical job conditions in the analyses. For this reason, Kemery et al (1985) cautioned against drawing conclusions about causal relationships from their results.…”

Section: Problems With the Traditional Modelmentioning

confidence: 99%

“…This study expands the Bedeian and Armenakis (1981) and Kemery et al (1985) model of the effects of role conflict and role ambiguity to include antecedent job conditions and the outcome of organizational commitment. The hypothesized model (see Figure 2) posits three perceived job conditions showed to be consistent correlates of role conflict and role ambiguity as their antecedents.…”

Section: The Present Modelmentioning

confidence: 99%

“…The causal ordering of the endogenous variables (i.e. tension, job satisfaction, commitment, and turnover intention) is assumed to be known based on the referent model (Bedeian and Armenakis, 1981;Kemery et al, 1985) and recent research concerning the relationship between satisfaction and commitment (e.g. Williams and Hazer, 1986).…”

Section: Model Evaluationmentioning

confidence: 99%

“…Such a framework is necessary to clarify the relationship of role conflict and role ambiguity to major outcomes such as stress, job dissatisfaction, organizational commitment and turnover. Kemery, Bedeian, Mossholder and Touliatos (1985) have called for further development of the role stress domain: 'Despite abundant research, understanding of the nomological niche of role stress has lagged ' (p. 363). The present investigation develops and tests a model of role stress antecedents and outcomes.…”

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

Antecedents and consequences of role stress: A covariance structure analysis

1989

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An earlier model of the consequences of role conflict and role ambiguity is expanded to incorporate antecedent job conditions and the outcome of organizational commitment. This newer model clarifies the impact of role stressors on commitment and other established outcomes (i.e. tension, job dissatisfaction, and turnover intention). The antecedent job conditions are added in consideration of research indicating that role conflict and ambiguity do not directly influence affective and behavioral reactions when other perceptions of the work environment are included in the analysis. A LISREL analysis of this model with cross‐validation on an independent sample indicated that the direct effects of participation and co‐worker social support on job satisfaction may account for the direct effects of role conflict and role ambiguity on satisfaction and turnover intention observed in previous studies. In addition, organizational commitment appeared to mediate the effects of other variables on turnover intention. Implications for theories of role‐related variables and directions for future research are discussed.

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Section: Problems With the Traditional Modelmentioning

confidence: 99%

Section: The Present Modelmentioning

confidence: 99%

Section: Model Evaluationmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Antecedents and consequences of role stress: A covariance structure analysis

1989

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“…Stress research has traditionally focused on the negative side of stressors (the stressor-strain perspective), which posits that stressors are strongly unpleasant and undesirable experiences (Schaubroeck, Cotton, & Jennings, 1989). The findings reported in relation to this perspective have not acknowledged any positive contributions (e.g., Dubinsky, Michaels, Kotabe, Lim, & Moon, 1992;Johnston, Parasuraman, Futrell, & Black, 1990;Kemery, Bedeian, Mossholder, & Touliatos, 1985). Instead, role stressors have been found to reduce organizational commitment (Agarwal, 1993), job satisfaction (Abdel-Halim, 1981), and performance (Behrman & Perreault, 1984;Jackson & Schuler, 1985).…”

mentioning

confidence: 99%

Examining Positive Performance Implications of Role Stressors by the Indirect Influence of Positive Affect: A Study of New Business Managers

Wincent

Örtqvist

2011

Journal of Applied Social Psychology

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This article examines whether managers' performance in new businesses improves when they are exposed to role stressors. In a 3‐year longitudinal survey, we drew on the challenge–hindrance framework and Karasek's (1979) job demand‐control model to acknowledge direct and interaction effects of role stressors (i.e., role conflict, role ambiguity, role overload) on positive affect. In addition to finding support for such influences, our results support that positive affect facilitates performance, thus suggesting that role stressors can be indirectly positive for performance. This study encourages research to go beyond the traditional stressor–strain perspective, to incorporate positive affect in role‐stress models, and pay more attention to interaction effects between role stressors.

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Role stress, physical symptomatology, and turnover intentions: A causal analysis of three alternative specifications

1987

Self Cite

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SUMMARYCausal relationships involving role stressors, physical symptomatology, and turnover intentions were examined within three alternative specifications. These specifications stemmed from Beehr and Newman's (1978) and Schuler's (1982) models of role stress and Locke's (1976) theory of job satisfaction. The results, derived from LISREL VI analyses, indicate that a revised Schuler model is the most plausible specification. Findings are discussed in terms of implications for understanding role stress and employee withdrawal.

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Outcomes of Role Stress: A Multisample Constructive Replication

Cited by 34 publications

References 16 publications

Antecedents and consequences of role stress: A covariance structure analysis

Antecedents and consequences of role stress: A covariance structure analysis

Examining Positive Performance Implications of Role Stressors by the Indirect Influence of Positive Affect: A Study of New Business Managers

Role stress, physical symptomatology, and turnover intentions: A causal analysis of three alternative specifications

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