Role conflict and ambiguity: A scale analysis
388
Citation
47
Reference
10
Related Paper
Citation Trend
Keywords:
Role conflict
Role conflict
Stressor
Cross-cultural psychology
Cite
Citations (50)
Although research on role conflict and ambiguity has been extensive, there has been only moderate consistency in the focus and results of the research, while several areas of role conflict and ambiguity research are still relatively unexamined. This paper suggests that a framework for organizing the recent research may assist in consolidating the field and providing an understanding of where we are, what is left to be done and, therefore, direction for future role conflict and ambiguity research.
Role conflict
Cite
Citations (687)
Understanding the causes of conflict in organizations is of great importance due to the challenges inherent to conflict management as well as its costly implications. In this article, we examine increased role ambiguity over time as a significant predictor of conflict emergence. Integrating theoretical perspectives developed in the fields of job stress and conflict research, we argue that relationship conflict is likely to result from increased role ambiguity due to associated performance and coordination breakdowns, as well as biased interpretations of the work environment. In a two-wave longitudinal investigation of 134 employees working in the healthcare sector, we find support for our proposition that increases in relationship conflict mediate the effect of increases in role ambiguity on increases in turnover intentions over a three-year period. We discuss these findings in terms of their implications for conflict and job stress research. We also consider their implications in terms of how best to manage employees who are at risk of developing increased role ambiguity over time.
Role conflict
Proposition
Turnover Intention
Longitudinal Study
Longitudinal field
Cite
Citations (0)
Role conflict
Cite
Citations (66)
This article reports the findings of a study of role conflict, role ambiguity, and job dissatisfaction among 119 hospital executives in Houston and San Antonio, Texas. While other studies have looked at role descriptions, this study is the first to examine the dynamics of role conflict and ambiguity among hospital executives. A major finding was that role ambiguity and job dissatisfaction varied according to level in the organization. Chief executive officers were found to be more satisfied and to experience less role ambiguity than their subordinates. This is important to understanding better the role of the hospital executive and mentoring.
Role conflict
Cite
Citations (10)
Role conflict
Retail industry
Retail sales
Cite
Citations (0)
This study examined perceptions and correlates of role ambiguity among sport administrators in voluntary sport organizations. Building on the seminal work of Kahn, Wolfe, Quinn, Snoek, and Rosenthal (1964), a multidimensional measure of role ambiguity in the organizational setting was developed for this purpose. The sample consisted of 79 paid staff and 143 volunteer board members from provincial voluntary sport organizations. Respondents completed an online questionnaire that included items pertaining to role ambiguity, job satisfaction, organizational commitment, effort, and demographic variables including age, gender, position, organization tenure, and position tenure. Preliminary support was found for a three-dimensional model of role ambiguity consisting of scope of responsibilities ambiguity, mean-sends knowledge ambiguity, and performance outcomes ambiguity. Role ambiguity was negatively associated with age, job tenure, and organization tenure, with more years of experience reflecting greater role clarity. Greater role ambiguity was also associated with lower levels of satisfaction, organizational commitment, and effort. In addition, ambiguity pertaining to scope of responsibilities was the primary predictor of both satisfaction and organizational commitment, while performance outcomes ambiguity and means-ends knowledge ambiguity significantly predicted effort. Implications for the management of role ambiguity in voluntary sport organizations, and the merits of a multidimensional approach to understanding this phenomenon, are discussed.
CLARITY
Role conflict
Scope (computer science)
Sample (material)
Turnover
Position (finance)
Cite
Citations (67)
Stimulus (psychology)
Cite
Citations (33)
Role conflict
Cite
Citations (388)
The purpose of this study was to identify significant sources and predictor variables of role conflict and role ambiguity in the safety professional specific to the manufacturing sector. The study resulted in 442 returned surveys that measured the following variables: role conflict, role ambiguity, perceived organizational ethics, perceived organizational support, formalization, reporting structure, autonomy, number of roles, experience, and gender. Results indicated that average role conflict and role ambiguity scores were significantly higher for respondents from decentralized organizations. In addition, average role conflict and role ambiguity scores were significantly higher from respondents in nonformalized roles. Role ambiguity significantly decreased as years of experience increased, whereas role conflict scores did not significantly differ with years of experience. The prediction equations accounted for 25% of the variability in role conflict and 54% of the variability in role ambiguity. Organizations that incorporate strategies to minimize the sources of role conflict and role ambiguity will reduce the associated consequences to the organization and the individual. Implications for internal Employee Assistance Program providers are discussed.
Role conflict
Stressor
Cite
Citations (6)