Validation canadienne-française de la mesure de conflit et d'ambiguïté de rôle de Rizzo et al. (1970).

Lachance, Lise; Tétreau, Bernard; Pepin, D.

doi:10.1037/0008-400x.29.4.283

Cited by 13 publications

(6 citation statements)

References 24 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Role ambiguity and role conflict. Role ambiguity and role conflict were measured with the French-Canadian adaptation of Rizzo et al (1970) scale (Lachance et al, 1997). Sample items are "I receive contradictory demands from other people" (role conflict; eight items; α ¼ 0.84) and "I know exactly what is expected of me" (reverse scoring; role ambiguity; six items; α ¼ 0.82).…”

Section: Methodsmentioning

confidence: 99%

Investigating the role of psychological need satisfaction as a moderator in the relationship between job demands and turnover intention among nurses

Boudrias

Trépanier

Foucreault

et al. 2020

View full text Add to dashboard Cite

Purpose Job demands can contribute to nurses’ turnover intention and this can have an impact on health services among the general population. It appears important to identify the work environment factors associated with turnover intention, as well as the psychological resources liable to act on this relationship. Drawing on self-determination theory (SDT), the purpose of this study (n=1179) is to investigate the relationship between two job demands (role ambiguity and role conflict) and turnover intention, as well as the moderating role of basic need satisfaction (autonomy, competence and relatedness) within these relationships. Design/methodology/approach This cross-sectional study was conducted among nurses (Québec, Canada). Nurses completed an online questionnaire. To test the proposed moderating effect of satisfaction of the three psychological needs (i.e. autonomy, competence and relatedness) in the relationship between job demands (i.e. role ambiguity and role conflict) and turnover intention, path analysis was conducted using Mplus v.8 (Muthén and Muthen, 2017). Two models, one for each demand, were tested. Findings As expected, role ambiguity and role conflict are positively related to turnover intention. Results reveal a significant interaction between role ambiguity and satisfaction of the need for autonomy in the prediction of turnover intention. The satisfaction of the need for competence and the satisfaction of the need for relatedness did not moderate the relationship between role ambiguity and turnover intention. Satisfaction of the need for autonomy moderated the relationship between role conflict and turnover intention. Moreover, results revealed a significant interaction between role conflict and satisfaction of the need for competence in the prediction of turnover intention. Satisfaction of the need for relatedness did not moderate the relationship between role conflict and turnover intention. Research limitations/implications The results align with the theoretical propositions of several leading theories in occupational health which state that workers’ psychological functioning derives not only from the job characteristics of their work environment, but also from the psychological resources at their disposal. The study contributes to SDT. First, to date, this is the first study to investigate basic psychological need satisfaction as a moderator in the relationship between contextual factors and workers’ functioning. Second, the findings revealed the importance of assessing psychological needs separately, as each contributes in a specific way to workers’ work-related attitudes and adaptation to their professional environment. Practical implications Perceptions of autonomy and competence act as key psychological resources for nurses. Managerial support for autonomy (e.g. providing nurses with meaningful information regarding their work) and competence (e.g. providing nurses with frequent positive feedback regarding their work efforts) constitutes a series of key management practices that can foster perceptions of autonomy and competence. The findings show that two role stressors predict nurses’ turnover intention. As such, health care establishments are encouraged to focus on interventions that reduce uncertainties and conflicting situations from nurses (provide clear job descriptions and effective communication). Social implications By promoting a sense of effectiveness and feelings of self-endorsement at work, health care establishments can reduce nurses’ turnover intention and help prevent staffing shortages among this important work group. Originality/value Although past research shows that workers’ motivational profile can modulate the relationship between characteristics within the work environment and workers’ functioning, studying the quality of work motivation is not sufficient to completely understand the factors that can influence workers’ reactions to job demands. Need satisfaction is crucial to the development and maintenance of high quality motivation. Evaluating need satisfaction as a moderator in the stressor–strain relationship could offer a better understanding of the psychological experiences that can promote workers’ adaptation to their work environment. To date, no study has investigated the buffering role of psychological needs in the stressor–strain relationship.

show abstract

Section: Methodsmentioning

confidence: 99%

Investigating the role of psychological need satisfaction as a moderator in the relationship between job demands and turnover intention among nurses

Boudrias

Trépanier

Foucreault

et al. 2020

View full text Add to dashboard Cite

show abstract

“…Role overload creates uncertainty as to one's ability to perform the work requested. Data on role ambiguity (4 items) and role conflict (6 items) were collected using the French-language validated version of Rizzo et al (1970)'s instrument (Lachance et al, 1997). The scale consisted of seven possible answers (from 1 = strongly disagree to 7 = strongly agree).…”

Section: Measurement Instrumentsmentioning

confidence: 99%

Understanding the effect of procedural justice on psychological distress.

Cloutier

Vilhuber

Harrisson

et al. 2018

International Journal of Stress Management

View full text Add to dashboard Cite

Studies on the effect of procedural justice on psychological distress present conflicting results. Drawing on instrumental and relational perspectives of justice, we test the hypothesis that the perception of procedural justice influences the level of workers' psychological distress. Using a number of validated instruments to collected data from 659 workers in three call centers, we use OLS regressions and Hayes' PROCESS tool to show that the perception of procedural justice has a direct, unique, and independent effect on psychological distress. The perception of procedural justice has no instrumental role, the key mechanism being the relational role, suggesting that perceived injustice influences psychological distress because it threatens self-esteem. Distributive justice perceptions (recognition, promotions, job security) are not associated with psychological distress, calling into question Siegrist's model. Our findings suggest that perceived procedural justice provides workers better evidence of the extent to which they are valued and appreciated members of their organizations than do perceptions of distributive justice. The results highlight the greater need for workers to be valued and appreciated for who they are (consideration and esteem), rather than for what they do for their organization (distributive justice of rewards). 1 Disciplines Economics | Psychology Understanding the effect of procedural justice on psychological distress AbstractStudies on the effect of procedural justice on psychological distress present conflicting results. Drawing on instrumental and relational perspectives of justice, we test the hypothesis that the perception of procedural justice influences the level of workers' psychological distress. Using a number of validated instruments to collected data from 659 workers in three call centers, we use OLS regressions and Hayes' PROCESS tool to show that the perception of procedural justice has a direct, unique, and independent effect on psychological distress. The perception of procedural justice has no instrumental role, the key mechanism being the relational role, suggesting that perceived injustice influences psychological distress because it threatens self-esteem. Distributive justice perceptions (recognition, promotions, job security) are not associated with psychological distress, calling into question Siegrist's model. Our findings suggest that perceived procedural justice provides workers better evidence of the extent to which they are valued and appreciated members of their organizations than do perceptions of distributive justice. The results highlight the greater need for workers to be valued and appreciated for who they are (consideration and esteem), rather than for what they do for their organization (distributive justice of rewards).

show abstract

“…Role conflict, meanwhile, refers to the degree of incompatibility of worker demands, that is, the contradictory nature of what is required (Rizzo, House, & Lirtzman, ). Role conflict data were gathered using the French version (five items) (Lachance, Tétreau, & Pépin, ) of the tool developed by Rizzo et al . ().…”

Section: Methodsmentioning

confidence: 97%

The effects of rewards on psychological health in the workplace: Underlying mechanisms

Pellerin

Cloutier

2017

Can J Adm Sci

View full text Add to dashboard Cite

The effort‐reward imbalance (ERI) model in the workplace (Siegrist, 1996) suggests that inequity of rewards contributes to a degradation of mental health through a process of devaluation. The objective of our study is to test this hypothesis empirically. Data were collected from 659 agents in three call centres located in the province of Quebec. A bootstrap mediation test show that perceived inequity with respect to rewards (recognition, promotion, job security) affects the level of psychological distress through the perception of being valued by the organization. Perceived inequity affects mental health because it signals to workers the extent to which they are valued by their organization. Our correlational study provides evidence of the internal validity of the ERI model. Copyright © 2017 ASAC. Published by John Wiley & Sons, Ltd.

show abstract

Validation canadienne-française de la mesure de conflit et d'ambiguïté de rôle de Rizzo et al. (1970).

Cited by 13 publications

References 24 publications

Investigating the role of psychological need satisfaction as a moderator in the relationship between job demands and turnover intention among nurses

Investigating the role of psychological need satisfaction as a moderator in the relationship between job demands and turnover intention among nurses

Understanding the effect of procedural justice on psychological distress.

The effects of rewards on psychological health in the workplace: Underlying mechanisms

Contact Info

Product

Resources

About