Outcomes of Role Stress: A Multisample Constructive Replication.

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

doi:10.2307/256206

Cited by 120 publications

(71 citation statements)

References 19 publications

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“…Their results show that the experience of stress significantly increases employee intentions to leave their organization. Although some data show no relationship (e.g., Hendrix, Ovalle, andTroxler, 1985, Tuten andNeidermeyer, 2004), most research overall provides significant relationships suggesting that the more employees perceive their job as stressful, the more their intention to leave their organization increases (e.g., Firth, Mellor, Moore, and Loquet, 2004;Gupta and Beehr, 1979;Kemery, Bedeian, Mossholder, and Touliatos, 1985). Thus, Hypothesis 1: Job stress and intention to leave will be positively related…”

Section: Job Stress and Intention To Leave The Employermentioning

confidence: 98%

“…First, Van der Doef and Maes (1999) identified sixty-three studies on stressful work conducted between 1982 and 1997. Previous empirical research shows that the perception of a stressful work environment has a negative impact on job satisfaction (e.g., Kemery, Bedeian, Mossholder, and Touliatos, 1985;LeRouge, Nelson, and Blanton, 2006;Parasuraman and Alutto, 1984;Tuten and Neidermeyer, 2004). Secondly, extensive data show that job satisfaction decreases intention to leave the organization (e.g., Blau, 2007;Lauver and Kristof-Brown, 2001;Poon, 2004;Tett, and Meyer, 1993) and increases OCB (e.g., Bateman & Organ, 1983;Blakely, Andrews, and Fuller, 2003;Podsakoff, MacKenzie, Paine, and Bachrach, 2000).…”

Section: Mediating Role Of Job Satisfactionmentioning

confidence: 98%

“…Previous empirical research (e.g., Kemery, Bedeian, Mossholder, and Touliatos, 1985;LeRouge, Nelson, and Blanton, 2006;Parasuraman, and Alutto, 1984;Tuten and Neidermeyer, 2004) indicates that stressful work environments increase job dissatisfaction. Although existing empirical research provides many findings showing that job stress is associated with undesirable organizational outcomes, the basic logic behind these findings is that job stress increases job dissatisfaction, thereby motivating decisions to quit and absenteeism.…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Perceived Stressful Work, Citizenship Behaviour and Intention to Leave the Organization in a High Turnover Environment: Examining the Mediating Role of Job Satisfaction

Paillé

2010

jmr

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This study investigates the extent to which job satisfaction mediates the relationship between job stress work outcomes, such as intention to leave the employer and citizenship behaviour (OCB). Job satisfaction is examined as a mediator between stress and intention to leave, and OCB. The procedure advocated by Baron and Kenny (1986) was selected for the mediation test. The result pattern across both samples was very similar. While no relationship was found between stressful work and OCB, stressful work increased the desire to leave the employer. Job satisfaction had a positive negative effect on OCB and a strong negative effect on intention to leave. Job satisfaction fully mediated the relationship between stressful work and intention to leave the employer. Our data suggest that an employee who experiences job satisfaction can support stressful work induced by his or her professional environment.

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Section: Job Stress and Intention To Leave The Employermentioning

confidence: 98%

Section: Mediating Role Of Job Satisfactionmentioning

confidence: 98%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Perceived Stressful Work, Citizenship Behaviour and Intention to Leave the Organization in a High Turnover Environment: Examining the Mediating Role of Job Satisfaction

Paillé

2010

jmr

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“…The traditional theory of role stress asserts that job dissatisfaction, absenteeism, and turnover intentions are directly caused by role stressors (Kahn et al, 1964;Bedeian and Armenakis, 1981;Kemery et al, 1985). The attitudinal models of the turnover process contradict this view and suggest that organizational commitment mediates the relationship between job characteristics and several behavioral outcomes (Steers, 1977).…”

Section: Role Stressmentioning

confidence: 99%

“…However, the occupation is considered stressful because the job is often characterized by heavy workloads, several deadlines, time constraints, and high degree of customer contact. Severe job stress is dysfunctional in that it has been related to decreased job satisfaction and organizational commitment, and increased absenteeism and turnover (Kahn et al, 1964;Bedeian and Armenakis, 1981;Kemery et al, 1985;Schaubroeck et al, 1989). Yousef (2002b) results suggest that role conflict and role ambiguity as sources of stress are negatively associated with job satisfaction and various dimensions of organization commitment.…”

Section: Introductionmentioning

confidence: 99%

The Mediating Effects of Job Satisfaction on Role Stressors and Affective Commitment

Malik¹,

Waheed²,

Malik³

2010

IJBM

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The study aimed at exploring the mediating effects of job satisfaction on role stressors namely, role overload and role conflict as sources of stress, on one hand, and affective commitment, on the other. Using a self-administered questionnaire, 151 branch managers of private sector commercial banks in Pakistan were randomly selected and surveyed to examine the mediating role of job satisfaction. Results revealed that role overload and role conflict directly and negatively influence job satisfaction. It was also found that role overload and role conflict directly and negatively influence affective commitment. The causal steps method along with correlation tests revealed that job satisfaction partially mediated the effects of role overload and role conflict on affective commitment. Implications, limitations, and future lines of research are also discussed in the paper.

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

1987

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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 120 publications

References 19 publications

Perceived Stressful Work, Citizenship Behaviour and Intention to Leave the Organization in a High Turnover Environment: Examining the Mediating Role of Job Satisfaction

Perceived Stressful Work, Citizenship Behaviour and Intention to Leave the Organization in a High Turnover Environment: Examining the Mediating Role of Job Satisfaction

The Mediating Effects of Job Satisfaction on Role Stressors and Affective Commitment

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

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