Impact Of Role Stress Research Articles

Enhancing Work Engagement and Job Satisfaction: An Empirical Study on the Impact of Role Stress, Person-Organization Fit, and Fun at Work

Enhancing Work Engagement and Job Satisfaction: An Empirical Study on the Impact of Role Stress, Person-Organization Fit, and Fun at Work

A study on the impact of role stress on engineer intention to leave in Indian construction firms

Construction jobs are stressful, and high employee turnover is one of the significant issues affecting the growth and development of construction firms worldwide. This study examines the relationship between role stress and intentions to leave, as well as the role of emotional exhaustion and job satisfaction as mediators in the role stress and intention to leave of engineers working in the construction sector. The sample of this study consists of three hundred and sixty engineers working in private construction firms across southern parts of India. The relationship between the study variables is examined using structural equation modeling. The result of the study reveals a significant positive relationship between role conflict and intention to leave, whereas the direct relationship between role ambiguity, role overload, and intention to leave is not significant. In terms of mediation, emotional exhaustion plays a significant mediator between all the components of role stress and intention to leave. At the same time, the role of job satisfaction is significant only between role ambiguity and intention to leave. Role ambiguity negatively influences job satisfaction, subsequently increasing engineers’ turnover intention. Emotional exhaustion caused due to role stress is identified as one of the significant predictors of engineers’ intention to leave. Thus, construction organizations should focus on redesigning construction jobs to reduce role stress and emotional exhaustion to retain engineers working with them.

Impact of role stress, job burnout and job insecurity on job performance during pandemic COVID-19 among private hospital employees in Surakarta, Indonesia

Pandemic COVID-19 has become a controversial issue resulting in radical shifts in people's lifestyles. Due to the situation, changes in management, followed by changes in employees' main duties and functions, may trigger employees' sense of uncertainty, which eventually affects their performance. This research focused on examining the impact of role stress, job burnout, and job insecurity on employee performance, with career calling as moderator. The research involved employees (health care and non-healthcare employees) at a private hospital in Surakarta, Indonesia. Data of 219 employees were taken by convenient sampling technique through questionnaires. The data were analyzed using Partial Least Squares - Structural Equation Modeling (PLS-SEM) to determine the relationship among variables. The results indicated that: 1). Role stress significantly and positively affected job burnout and significantly and negatively affected job performance; 2). Job insecurity was found to significantly and positively affect job burnout and significantly and negatively affect job performance; 3). Job burnout was found to have a significant negative effect on job performance. Furthermore, the results suggested that career calling did not moderate the impact of role stress on job burnout. However, career calling was found to moderate the impact of role stress on job performance. The finding of this study is important in determining further steps related to job performance and its relationship with role stress, job burnout, career calling, and job insecurity.

Spiritual Intelligence Moderates the Relationship Between Psychological Well-Being, Role Stress and Auditor Performance

The purpose of this study is to investigate the impact of psychological well-being and role stress on auditor performance, with spiritual intelligence serving as a moderating variable. The data collection for this study was obtained from a questionnaire and was collected at the Bali Province Public Accountant Office. The sample was determined using a purposive sampling method with 54 auditors from the Bali Province Public Accountants as respondents. In this study, the interaction test MRA was used to analyze data. According to the findings of the study, psychological well-being has a positive effect on auditor performance. This research also shows that role stress can impair auditor performance. Auditors' spiritual intelligence has the potential to strengthen the relationship between psychological well-being and auditor performance. On the other hand, spiritual intelligence mitigates the impact of role stress on auditor performance.
 Keywords: Psychological Well-Being; Stress; Auditor Performance; Spiritual Intelligence.

Kecerdasan Spiritual Memitigasi Dampak Negatif Role Stress terhadap Kinerja Auditor Internal

The purpose of this study is to analyze Spiritual Intelligence Mitigating the Negative Impact of Role Stress on Internal Auditor Performance. The data used in this study are primary data distributed through online and offline questionnaires with a total sample of 35 people. The sample of this study is the internal auditor of the company registered in East Java FKSPI. Analysis tool to test hypotheses using WarpPLS 6.0 with a significance level of 0.05. The results show that the role overload negatively impacted the performance of internal auditors. Role conflict doesn't have any impact on performance. While role ambiguity positively impacts the performance of internal auditors. The moderation effect suggests that spiritual intelligence as a pure moderation is able to mitigate the negative impact of role overload and role ambiguity towards the performance of internal auditors. While spiritual intelligence as a moderation potential is incapable of mitigate the negative impact of role conflict on performance.

The impact of role stress on burnout of deans in German universities

In der vorliegenden quantitativen Untersuchung mit N = 221 Dekaninnen und Dekanen deutscher Universitäten wird der Frage nachgegangen, inwiefern sich die Rollenstressoren, denen die Dekanin bzw. der Dekan in der Ausübung des Amtes ausgesetzt ist, auf die beiden Burnout-Facetten Erschöpfung und Distanzierung von der Arbeit auswirkt. Regressionsergebnisse legen eine besondere Relevanz des qualitativen und des quantitativen Rollenoverloads nahe, während Rollenkonflikte und Rollenambiguität weniger relevant erscheinen.

Impact of Professional Identity on Role Stress in Nursing Students in Pakistan

Introduction: Each individual has own personalized identity and role given as per their family and society, which they abide by. But as growing up and taking responsibilities, the choice an individual has to make while becoming a health care practitioner they are unaware of the transitions that will come in their way. It is clearly stated that the transition of a medical or nursing student into health care professional requires numerous changes. Among these is the advancement of an appropriate professional personality, which helps within the establishment of a sound base for proficient professional practice and so ought to be a center for medical teachers. Methods : Study was conducted in a private university. A Cross-sectional co-relational study design was used. The target population was the nursing students of a private university in Lahore. Convenient probability sampling method was used. The Role Stress Scale (score run: 12– 60) and the Professional Identity Questionnaire for Nursing students (score run: 17– 85) was utilized to explore the dimensions of nursing students role pressure and professional personality. Higher scores showed larger amounts of role pressure and professional identity. Fundamental statistic data about the nursing students were gathered. Results: Professional identity had significant impact of role stress in nursing students Conclusions: This study was to assess the impact of professional identity on role stress of nursing students in Pakistan after the analysis of data it was indicated that professional identity has significant impact on role stress in nursing students. Keywords: Professional Identity, Role Stress, Nursing Students DOI : 10.7176/JHMN/62-14 Publication date :May 31 st 2019

Impact of Role Stressors on the Health of Nurse Managers: A Western Canadian Context.

A qualitative exploratory inquiry was used to understand nurse managers' (NMs') perceptions of their role stressors, coping strategies, and self-health related outcomes as a result of frequent exposure to stressful situations in their role. Strong nursing leadership is required for desirable staff, patient, and organizational outcomes. A stressed NM will negatively influence staff nurse satisfaction and retention, patient outcomes, and organizational performance. Stress can affect NMs' mental and physical heath, leading to job dissatisfaction and turnover. A qualitative exploratory inquiry was conducted using semistructured interviews with 23 NMs and 1 focus group interview. Findings suggest that coping strategies may be inadequate, given the intensity and demands of the manager role, and could negatively impact NMs' long-term health. Senior nurse leaders can significantly impact the health and productivity of NMs by minimizing the adverse effects of role stress and foster a positive work environment.

Engaged customers as job resources or demands for frontline employees?

PurposeThis paper proposes and empirically tests a theoretical model on how different customer engagement behaviors (CEBs), such as giving feedback and helping other customers, affect the role stress–job strain relationship among frontline employees.Design/methodology/approachDrawing from the job demands-resources model, this paper hypothesizes that some CEBs weaken the role stress–job strain relationship among frontline employees, whereas the opposite holds for other CEBs. To test these hypotheses, the study involved a survey among 279 frontline employees in 20 nursing home teams in Belgium.FindingsThe results reveal that the impact of role stress on job strain is stronger when frontline employees notice more helping behaviors among customers and weaker when frontline employees receive more customer feedback or notice that customers spread positive word of mouth about the nursing home.Originality/valueThis research contributes to the customer engagement and frontline employee literature by showing that CEBs can act as both job demands and job resources for frontline employees.

The impact of role stressors and work overload on job burnout

The phenomenon of job burnout has had a focus on traditional helping professions (e.g., nurses, doctors, lawyers, teachers). However, today, newer forms of service organisations like call centres have surfaced and provided new meaning to the way work is structured and customer service provided. Telephone call centres provide quality and efficient service in the most cost-effective way possible by, inter alia, using customer service representatives (CSRs) to attend to clients’ each and every need. Call centres, however, pose distinct work demands and stress and burnout have been widely acknowledged. However, there is a lack of empirical investigation in this area which prompted us to examine job burnout in the context of call centres in India. A quantitative study was conducted taking eight call centres located in two major cities of India with a total sample size of 303 CSRs. Basically, the effect of role stressors and work overload on job burnout was studied using two multivariate techniques. The results show that role conflict and work overload are significantly and positively related to burnout while role ambiguity has a significant but inverse relationship. Implications of the proposed research are discussed along with scope for future research.

The impact of role stressors on workplace bullying in both victims and perpetrators, controlling for personal vulnerability factors: A longitudinal analysis

Although it has been suggested that a poor work environment can be related to the incidence of bullying, little work with robust research designs has been conducted on the matter. By drawing on the concept of hindrance stressors and using a longitudinal research design, we investigated whether role conflict and role ambiguity predicted being a victim of bullying twelve months later, over and above personal vulnerability factors. With a parallel analysis we also investigated whether the same role stressors predicted the enactment of bullying. The sample consisted of 234 employees of a National Health Service agency in Italy, including medical, nursing and administrative staff. The results indicated that role conflict positively affected both being bullied and bullying enactment, with personal vulnerability (reporting a doctor's diagnosis of depression at baseline) affecting only the first of the two outcomes. However, some evidence also emerged of reciprocal relationships between role stressors and bullying. Directions for future research on the relations between working conditions and bullying are discussed.

Relationships of role stressors with organizational citizenship behavior: A meta-analysis.

Several quantitative reviews have documented the negative relationships that role stressors have with task performance. Surprisingly, much less attention has been directed at the impact of role stressors on other aspects of job performance, such as organizational citizenship behavior (OCB). The goal of this study was to therefore estimate the overall relationships of role stressors (i.e., role ambiguity, conflict, and overload) with OCB. A meta-analysis of 42 existing studies indicated that role ambiguity and role conflict were negatively related to OCB and that these relationships were moderated by the target of OCB, type of organization, OCB rating source, and publication status. As expected, role conflict had a stronger negative relationship with OCB than it did with task performance. Finally, we found support for a path model in which job satisfaction mediated relationships of role stressors with OCB and for a positive direct relationship between role overload and OCB.

The impact of role stress on workers' behaviour through job satisfaction and organizational commitment

Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well-being of workers and the functioning of organizations. An individual's experience of receiving incompatible or conflicting requests (role conflict) and/or the lack of enough information to carry out his/her job (role ambiguity) are causes of role stress. According to previous theory, role ambiguity and conflict decrease workers' performance and are positively related to the probability of workers leaving the organization. Job satisfaction refers to a positive evaluation of a job, while organizational commitment refers to an employee's attachment to the organization. The affective dimensions of organizational commitment and job satisfaction are considered to be important predictors of turnover intention, absenteeism, and job performance. In the literature, role conflict and ambiguity have been proposed as determining factors of workers' job satisfaction and their commitment towards the organization. The role of job satisfaction and organizational commitment were analysed as variables that should mediate between role ambiguity and conflict and employees' behaviour. The hypotheses were confirmed by means of path analysis carried out with data obtained from a sample of Spanish blue-collar workers employed by a bus company and a water supply company. Role stressors were negatively related to affective commitment mediated through job satisfaction. Affective commitment to the organization exerted a positive influence on performance and reduces the withdrawal behaviour analysed— intention to leave and absenteeism—although the strongest predictor of intention to leave was, in this study, job satisfaction.

The Impact of Role Stressors and Personal Resources on the Stress Experience of Professional Women

This study explored the contributions of role stressors and personal resources in predicting strain symptoms experienced by 117 professional women employed full-time in academia. Results of multiple regression analyses revealed that, while role stressors alone accounted for only a moderate amount of the variance in reported strain symptoms, 51% of the variance was explained when both stressors and personal resources were combined. Women who experienced higher levels of personal control and social support as well as a greater number of roles occupied reported lower levels of strain symptoms. These results support the use of a transactional model of stress in future multiple role research.

Influence of role stress on turnover of sales personnel and sales managers

Research interest in sales force turnover has increased dramatically in recent years. Despite the proliferation of articles on the topic, an issue that has received little attention is the impact of role stress on turnover of salespeople. This paper reports the results of a study that investigated the influence of role stress on turnover of sales personnel and sales managers. Findings of the investigation indicate that role stress, through a series of intermediate linkages, may lead to turnover for both kinds of sales employees.

Impact of role stress on physical therapists' emotional and physical well-being.

This study examined the relationship between role stress and the physical and emotional well-being of 187 physical therapists practicing in the state of Missouri. Data collected via survey research established a significant relationship between role conflict (conflict between organizational demands and personal and professional values) and emotional exhaustion (r = .50) and between role conflict and somatic and job-induced tension (r = .43 and r = .44, respectively). Role ambiguity created by an uncertain organizational climate was related significantly to emotional exhaustion (r = .26) and to somatic and job-induced tension (r = .21 and r = .29, respectively). Perceived improper allocation of time, inadequate staff or resources, and receipt of incompatible demands were identified as significant role stressors and predictors of diminished emotional and physical well-being. Physical therapy directors and individual therapists should work within their organizations to reduce role stress and its detrimental effects, to align professional and organizational values, and to maintain personal and professional standards.