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An Investigation Of The Relationship Between Job Satisfaction And Role Conflict Role Ambiguity
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Book Synopsis An Investigation of the Relationship Between Job Satisfaction and Role Conflict/role Ambiguity by : Rita Liming
Download or read book An Investigation of the Relationship Between Job Satisfaction and Role Conflict/role Ambiguity written by Rita Liming and published by . This book was released on 1998 with total page 104 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis A Study of the Relationship Between Role Conflict, Role Ambiguity, and Job Satisfaction Among Nurse Educators by : James Allen Fain
Download or read book A Study of the Relationship Between Role Conflict, Role Ambiguity, and Job Satisfaction Among Nurse Educators written by James Allen Fain and published by . This book was released on 1985 with total page 222 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis A Research Study of Role Conflict, Role Ambiguity, Job Satisfaction, and Burnout Among Financial Advisors by : Courtney Fichter
Download or read book A Research Study of Role Conflict, Role Ambiguity, Job Satisfaction, and Burnout Among Financial Advisors written by Courtney Fichter and published by . This book was released on 2000 with total page 175 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis The Relationship of Role Conflict and Role Ambiguity to the Job Satisfaction of Child Protective Service Social Workers by : William David Harrison
Download or read book The Relationship of Role Conflict and Role Ambiguity to the Job Satisfaction of Child Protective Service Social Workers written by William David Harrison and published by . This book was released on 1978 with total page 300 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Role Conflict, Role Ambiguity, and Role Strain in United States Air Force Chief Nurse Administrators by : Durelle Mae Black Fullenkamp
Download or read book Role Conflict, Role Ambiguity, and Role Strain in United States Air Force Chief Nurse Administrators written by Durelle Mae Black Fullenkamp and published by . This book was released on 1987 with total page 252 pages. Available in PDF, EPUB and Kindle. Book excerpt: This descriptive correlational and comparative study examined if a relationship exists among role conflict and role ambiguity as measured by the Role Conflict and Ambiguity Questionnaire and role strain as measured by the Tennessee Stress Scale-R. Four major null hypotheses were tested and revealed significant relationships: between role conflict and total role strain between role ambiguity and total role strain and among mean total role strain scores and three groups representing general levels of role stress. It was concluded that the conceptual framework was appropriate for this study. Recommendations were made to replicate this study using a larger nationwide randomized sample with a longitudinal design. Utilization of the conceptual framework in other studies as well as to study the eustress portion of the framework in relation to strain outcomes, were also suggested. Another recommendation was to conduct a descriptive study to ascertain coping response to role conflict. Keywords: Job analysis; Job satisfaction; Nurses, Nursing, Physicians, These.
Book Synopsis A Study of Role Conflict, Role Ambiguity, Locus of Control, Job Satisfaction and Participation in Decision Making Among Front-line Vocational Service Workers for Mentally Retarded Adults by : Celia L. Findlay
Download or read book A Study of Role Conflict, Role Ambiguity, Locus of Control, Job Satisfaction and Participation in Decision Making Among Front-line Vocational Service Workers for Mentally Retarded Adults written by Celia L. Findlay and published by . This book was released on 1987 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt: This study was an investigation of individual and organizational factors, as perceived by front-line vocational service workers from Adult Rehabilitation Centres (ARC Industries) for mentally retarded adults. The specific variables which were measured included role conflict/role ambiguity (role factors), internal/external locus of control (individual differences), job satisfaction with work and supervision (job attitudes) and participation in deci~ion making (organizational factor). The exploration of these constructs was conducted by means of self-report questionnaires which were completed by sixty-nine out of a total of ninety front-line employees. The surveys were distributed in booklet form to nine distinct rehabilitation facilities from St. Catharines, West Lincoln, Greater Niagara, Port Colborne, WeIland, Fort Erie, Hamilton, Guelph and Brantford. The survey data was evaluated by the statisti.cal Package for the Social Sciences (SPSS) which used the Pearson Product Moment Correlation procedure and a compar~son of means test. A comparison of correlation coefficients test was also conducted. This statistical procedure was calculated mathematically. The results obtained from the statistical evaluation confirmed the prediction that self-reported measures of participation in decision making and satisfaction (work and supervision) would be negatively correlated with role conflict and role ambiguity. As well, the speculation that perceived satisfaction (work and supervision) would be positively correlated with participation in decision making was empirically supported. Internal and external locus of control did not contribute to a significant difference in r~sponses to role perceptions (conflict and ambiguity) , satisfaction (work and supervision) or the correlational relationship between participation in decision making and satisfaction (work and supervision). Overall, the findings from this study substantiated the importance of examining employee perceptions in the workplace and the interrelationships among individual and organizational variables. This research was considered a contribution to the general area of occupational stress and to the study of individuals in work organizations.
Book Synopsis Organizational Stress: Studies in Role Conflict and Ambiguity by : Robert L. Kahn
Download or read book Organizational Stress: Studies in Role Conflict and Ambiguity written by Robert L. Kahn and published by . This book was released on 1964 with total page 492 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis An Exploratory Study of the Relationship Between Role Conflict and Ambiguity and Depressive Symptoms in Top Level Nurse Administrators by : Cynthia C. Scalzi
Download or read book An Exploratory Study of the Relationship Between Role Conflict and Ambiguity and Depressive Symptoms in Top Level Nurse Administrators written by Cynthia C. Scalzi and published by . This book was released on 1984 with total page 344 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Investigation of Role Conflict and Role Ambiguity for Junior Civil Engineering Officers by : C. R. Howell
Download or read book Investigation of Role Conflict and Role Ambiguity for Junior Civil Engineering Officers written by C. R. Howell and published by . This book was released on 1984 with total page 85 pages. Available in PDF, EPUB and Kindle. Book excerpt: A random sample of 400 civil engineering officers with five or less years of commissioned service were surveyed to: measure levels of role conflict and role ambiguity stresses, identify personal and organizational factors associated with such stresses, and determine whether a relationship exists between role stress and retention. The survey was composed of a demographics section and four validated questionnaires used in organizational sciences to measure role conflict and role ambiguity, organizational commitment, job involvement, and job satisfaction. Survey questionnaires were factor analyzed and tested for reliability. The dependent variables, role conflict and ambiguity, were correlated with personal and organizational variables; factors found significant were extracted and analyzed for meaningful interpretation. Most respondents acknowledged at least some levels of role conflict and/or role ambiguity stress. Individual factors such as source of commission, degree of type, or age were found to have no measureable effect on role stress developed. Officers with prior military service also appeared to be less susceptible to those role stresses. For officers without prior military service, job related stresses did correlate with one's propensity to leave; factors such as 'esprit de corps' and quality of work environment appeared the most effective means for improving retention related to role stresses. (Author).
Book Synopsis Role Stressors and Intent to Leave by : Rebecca Susanne Eastham
Download or read book Role Stressors and Intent to Leave written by Rebecca Susanne Eastham and published by . This book was released on 2014 with total page 96 pages. Available in PDF, EPUB and Kindle. Book excerpt: An empirical study which investigated the relationship between three role stressors (role conflict, role ambiguity, and work-family conflict) and intent to leave among hotel general managers. Three separate research models were used to determine the mediating effect of job satisfaction and organizational commitment on the relationship of the role stressor and intent to leave. The study was conducted in partnership with a major hotel company in the United States with 799 general managers participating in the study. The findings indicated role stress does exist in the boundary-spanning roles of hotel general managers. Analysis showed the mean scores of the role stressors (role conflict, role ambiguity, and work-family conflict) were each around the mid-point on a scale of one to five. Results also indicated there were significant positive correlations between role conflict, role ambiguity, work-family conflict, and intent to leave in each of the three models. Using the four-step approach of Baron and Kenny (1986) to test for mediation, each role stressor was shown to have a statistically significant, direct relationship to intent to leave. This indicated that each of the three stressors could be used independently to predict intent to leave among hotel general managers. The findings also indicated that both job satisfaction and organizational commitment were mediators of the effects of role stress on intent to leave. Job satisfaction partially mediated the effects of role stress on intent to leave. Organizational commitment partially mediated the effects of role conflict and role ambiguity. Whereas, organizational commitment was found to fully mediate the effects of work-family conflict on intent to leave. All of the hypothesized relationships were supported.The conclusion drawn from this study is that job satisfaction and organizational commitment are of utmost importance to shaping the leave intention of hotel general managers. It would be impossible for hotel organizations to completely eliminate role stress from general managers. Instead of spending resources trying to eliminate role stress, it is more effective to develop methods to increase job satisfaction and organizational commitment among hotel general managers and thereby reducing intent to leave.
Book Synopsis Organizational Behavior Modification by : Fred Luthans
Download or read book Organizational Behavior Modification written by Fred Luthans and published by Pearson Scott Foresman. This book was released on 1975 with total page 228 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis An Analysis of Role Conflict and Role Ambiguity Among Air Force Information Management Professionals by : Michele E. Johnson
Download or read book An Analysis of Role Conflict and Role Ambiguity Among Air Force Information Management Professionals written by Michele E. Johnson and published by . This book was released on 2003-03-01 with total page 180 pages. Available in PDF, EPUB and Kindle. Book excerpt: The role of enlisted Air Force Information Management professionals has been expanded beyond traditional boundaries to include a new area of responsibility called workgroup management. Workgroup management duties include front-line support for the life-cycle management of information, maintenance of desktop computers and networks, development and management of web pages, performance of initial system diagnostics, and management of client workstation configuration and software. Anecdotal evidence suggested the new, broader role of workgroup manager, combined with the fact that the majority of these individuals are assigned to positions in non communications units, may promulgate role conflict and role ambiguity. Role theory literature indicated that role conflict and role ambiguity lead to increased tension, decreased job satisfaction, and a higher propensity to leave (Kahn et al., 1964; Bedeian & Armenakis, 1981). A previously tested model that incorporated the influences of role conflict and role ambiguity on tension, job satisfaction, and propensity to leave was tested among workgroup managers. Furthermore, an additional construct, perceived role, which addressed perceptions surrounding the workgroup manager role, was introduced into the model. Results supported the addition of this construct into the model. Results partially supported the proposed relationships and warrant further research. Furthermore, findings suggest workgroup managers assigned to non communications units experience more role ambiguity, a higher degree of perceived role, and a lower degree of job satisfaction than those assigned to communications units. Therefore, additional research should be conducted in this area to further explore these findings.
Book Synopsis Job Satisfaction and Its Situational and Dispositional Antecedents by : Qingguo Zhai
Download or read book Job Satisfaction and Its Situational and Dispositional Antecedents written by Qingguo Zhai and published by . This book was released on 2010 with total page 534 pages. Available in PDF, EPUB and Kindle. Book excerpt: The aim of the current study was to investigate the influence of dispositions and work situations on job satisfaction, and the mediating role of perceptions of work situations on the relationship between dispositions and job satisfaction. Identifying the antecedents of job satisfaction is important both theoretically and practically, as job satisfaction is closely related to other organizational variables such as job performance, organizational citizenship behavior, absenteeism and turnover. Most of the extant studies on the antecedents of job satisfaction have focused on populations in economically developed countries. However, there are cultural and language differences between these countries and China, and it is unclear if findings in other countries can be generalized to the Chinese population. Furthermore, there are few comprehensive studies investigating a range of both situational and dispositional variables. The main contribution of the current study is to incorporate major dispositional and situational variables and investigate the mediating role of perceived work situations on the disposition and job satisfaction relationship in China.A cross-sectional research design was used in the study. The sample was taken from employees in industrial and commercial organizations in China's northeast. All the measures were well-established, widely used multi-item measures developed in English-speaking countries. Confirmatory factor analysis and Cronbach's alpha demonstrated that the measures were of good validity and reliability and could be used for Chinese populations.Regression analysis found that of the ten situational variables, seven had a statistically significant relationship with job satisfaction: distributive justice, supervisor support, role conflict, autonomy, routinization, role ambiguity, and promotional chances. Of the seven situational variables, distributive justice had the largest effect on job satisfaction, followed by supervisor support, role conflict, autonomy, routinization, role ambiguity, and promotional chances. Three situational variables were not significantly related to job satisfaction: work overload, co-worker support, and pay level. The relationship between job satisfaction and positive affectivity and conscientiousness were partially mediated by perception of work situations, while the relationships between job satisfaction and negative affectivity and neuroticism were completely mediated by perception of work situations. Of the dispositional variables, positive affectivity had the strongest total effect on job satisfaction, much of it mediated by perceived work situations.The findings of this research support the theory that job satisfaction has both a dispositional source and situational source. Disposition has an influence on job satisfaction both directly and indirectly through work situations. The research findings also suggest that most of the findings on the antecedents of job satisfaction reported in research undertaken in economically developed countries can be generalized to China. However, the finding of a non-significant relationship between work overload, co-worker support and job satisfaction could be country-specific. In a transitional country such as China, work overload may be linked to secure jobs, and as a result people may be not unhappy to work intensively for long hours. In terms of practical implications, the findings of this study provide managers in industrial and commercial enterprises with guidelines in establishing conditions for the creation and maintenance of high levels of employee's job satisfaction.
Book Synopsis Job Satisfaction by : Paul E. Spector
Download or read book Job Satisfaction written by Paul E. Spector and published by SAGE Publications. This book was released on 1997-03-26 with total page 107 pages. Available in PDF, EPUB and Kindle. Book excerpt: Job Satisfaction is the most frequently studied variable in organizational behavior research. This new book provides an overview of the vast literature on this topic. The nature of job satisfaction is discussed along with techniques for assessing job satisfaction including existing scales and new instruments. In addition, the book summarizes the findings concerning how people feel about workùincluding coverage of cultural and gender differences in job satisfaction. Possible reasons for job satisfactionùboth personal and organizationalùare explored as well. The book concludes with a discussion of the potential consequences of job satisfaction and dissatisfaction. Those using this volume for study or classroom purposes will particularly appreciate the extensive list of references and the Job Satisfaction Survey included in the Appendix. Job Satisfaction is written for professionals and students in business, management, organization studies, human resources, industrial psychology and public administration.
Book Synopsis A Path-analytic Study of the Consequences of the Role Conflict, Role Ambiguity, Achievement on Job Satisfaction by :
Download or read book A Path-analytic Study of the Consequences of the Role Conflict, Role Ambiguity, Achievement on Job Satisfaction written by and published by . This book was released on 1990 with total page 78 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Intent to Remain in an Organization by : Sherry Lynn Goetze
Download or read book Intent to Remain in an Organization written by Sherry Lynn Goetze and published by . This book was released on 2001 with total page 360 pages. Available in PDF, EPUB and Kindle. Book excerpt:
Book Synopsis Human Resource Management in Sport and Recreation by : Packianathan Chelladurai
Download or read book Human Resource Management in Sport and Recreation written by Packianathan Chelladurai and published by Human Kinetics. This book was released on 2018-10-30 with total page 408 pages. Available in PDF, EPUB and Kindle. Book excerpt: Human Resource Management in Sport and Recreation, Third Edition, provides current and future practitioners with a solid foundation in research and application of human resource management in the sport and recreation industries. The third edition prepares students for success by bringing into focus the three divergent groups of people who constitute human resources in sport and recreation organizations: paid professional workers, volunteers, and the clients themselves. Dr. Packianathan Chelladurai, pioneer in the field of sport management, continues to bring his expertise to this edition; he is joined by new coauthor Dr. Shannon Kerwin, an active researcher in organizational behavior and human resource management in sport. With more than 50 collective years of experience in teaching management of human resources, Chelladurai and Kerwin synthesize the core dynamics of human resources and the management of these resources as well as the role of the sport and recreation manager. The third edition’s updated references, examples, and studies reflect the increased growth, interest, and complexity in human resource management in recreation and sport in recent years. Additional enhancements of the third edition include the following: • A new opening chapter on the significance of human resources describes consumer services, professional services, and human services and provides a model for the subsequent chapters. • A greater emphasis is placed on recruitment and training as an essential component of success. • New “Technology in Human Resource Management” and “Diversity Management of Human Resources” sidebars connect theory to practice for sport managers as they confront contemporary issues in the workplace. • Case studies at the end of each chapter help students apply concepts from the chapter to real-world scenarios. • Instructor ancillaries help instructors prepare for class with the use of an instructor guide with a syllabus, tips for teaching, and additional resources, as well as an image bank. In addition, updated pedagogical aids include learning objectives, summaries, lists of key terms, comprehension questions, and discussion questions to guide student learning through each chapter. Sidebars throughout the text provide applied concepts, highlight relevant research, and offer digestible takeaways. Organized into four parts, the text begins by outlining the unique and common characteristics of the three groups of human resources in sport and recreation. Part II focuses on differences in people and how the differences affect behavior in sport and recreation organizations. In part III, readers explore significant organizational processes in the management of human resources. Part IV discusses two significant outcomes expected of human resource practices: satisfaction and commitment. Finally, a conclusion synthesizes information and presents a set of founding and guiding themes. Human Resource Management in Sport and Recreation, Third Edition, explains essential concepts in human resources in the sport and recreation industries. The authors present a clear and concise treatise on the critical aspects of management of human resources within sport and recreational organizations to help aspiring and current professionals maximize their potential in the field.
