Reduce Role Stress Research Articles

Linkage between role stress and work engagement among specialty nurses: a cross-sectional study of China

ObjectivesSpecialty nurses play a significant role in improving patient care; however, little is known about the factors affecting their work engagement. This study aimed to explore the relationship between role...

Championing in Sales Management: Construct Definition and Measurement Development

This study advances the understanding of a recently identified leader behavior known as championing, which is argued to be especially effective in a sales context. Championing occurs when sales managers protect their salespeople from nonessential tasks, enabling them to focus on activities that enhance sales performance. Building on the exploratory work by Peesker et al. (2019), the current study delves deeper into the theoretical underpinnings and practical implications of championing. The first major section is a literature review that relates championing to established leadership theories, including path-goal, transformational, ethical, and servant leadership. This review demonstrates how championing aligns with and reinforces these theoretical frameworks, providing a deeper understanding of the behavior. Following this theoretical groundwork, the authors developed a new multi-item measurement scale for championing by integrating traditional scale development methods with innovative techniques involving artificial intelligence. Specifically, items for the scale were generated using a chain-of-thought prompting process with ChatGPT-3.5. These items were empirically tested through conventional scale development procedures, which included analyzing data from a sample of 254 salespeople using both exploratory and confirmatory factor analysis. This approach resulted in the creation of a robust four-item scale with a one-factor solution that demonstrated strong construct validity. Future researchers can use this measure to examine how championing interacts with other established leader behaviors to generate positive work outcomes, such as reduced role stress, increased trust in managers, and higher sales performance. Overall, this study contributes to a more nuanced understanding of championing by highlighting its relevance within the broader leadership literature, making a strong case for its effectiveness in a sales context, and offering a validated measurement tool for future research.

The differential effects of sales control systems on salespeople’s role stressors and performance in the pharmaceutical industry

PurposeThis paper aims to identify and report the differential effects of activity control and capability control on role stressors, which subsequently affect salespeople’s job satisfaction and sales performance.Design/methodology/approachDrawing on job demands-resources (JD-R) theory, the authors defined active control and customer demandingness as the job demands and capability control as the job resource, and designed their relationship with role stressors, which are indicated as role ambiguity, role conflict and role overload. The authors enrolled a sample of 223 industrial salespeople from pharmaceutical companies. After collecting the data, the authors used structural equation modeling using AMOS to test and estimate causal relationships along with a two-step approach to examine the interaction effect. The authors have also tested the simple slope of two-way interactions. All of the measured variables were identical to those used in previous studies.FindingsThe study findings indicate that behavior-based control can be counterproductive. Reducing activity control can decrease role stress, increase job satisfaction and improve job performance; increasing capability control, however, can reduce role stress and increase job satisfaction and performance. It is also important to acknowledge the external environment of the sales context in which behavior-based control is most effective: whereas high customer demandingness and capability control are related to reduced role stress, high customer demandingness and activity control are related to increased role stress.Practical implicationsSales managers should recognize that different control management regimes reinforce or mitigate salespeople’s job stressors and outcomes under specific conditions (i.e. work environments marked by higher or lower customer demandingness).Originality/valueDrawing on JD-R theory, the research shows that a behavior control (i.e. activity control and capability control) has differential, and even opposite, psychological consequences.

Enabling boundary spanners in public–private collaboration: The impact of support and role autonomy on reducing role stress

AbstractBoundary spanners are pivotal in developing effective public–private collaboration in public infrastructure projects. As boundary spanners have to account for different interests, perspectives, and ways of working in public–private collaborations, engaging in boundary‐spanning activities often comes with role stress, which can negatively impact their job performance. However, despite the significant levels of role stress associated with boundary spanning, there is a dearth of empirical studies on the role stress of boundary spanning public managers and how it can be reduced. In this study, we empirically investigate the reciprocal relationship between role stressors and boundary spanning and test if supporting organizational conditions can alleviate role stressors. The findings show that especially role conflict is detrimental for boundary‐spanning activities. We further find that top‐management support can diminish both role conflict and role ambiguity and that co‐worker support can help in reducing the role ambiguity of boundary spanning public managers.

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.

Role of agile leadership in managing inter-role conflicts for a satisfying job and life during COVID-19 in a VUCA world.

This study investigated how agile leadership played its role in managing inter-role conflicts during the chaotic period of the COVID-19 pandemic. The COVID-19 pandemic was much more than the survival of the fittest and coming out of it alive. Organizations were under immense pressure to resume their normal operations in not-so-normal situations. This period of turmoil and agony brought a broad array of inter-role conflicts, which posed challenges for leaders to manage them effectively. The satisfaction at job and the satisfaction in life were the two most important endeavors for the employees to fight. This study explores how leadership agility helped employees manage their work-family and family-work conflicts, consequently impacting life satisfaction and job satisfaction simultaneously. Moreover, role ambiguity, role conflict, and role overload are important intervening role stress factors that impact inter-role conflict management. So, role stress is a moderating factor in the direct relationship between agile leadership and inter-role conflict. This is a two-phased time lag study with a quantitative design for data collection. The first phase of data collection comprises of analyzing the impact of agile leadership on inter-role conflict management, keeping in view the intervening impact of role stress. The second data collection phase examines how inter-role conflicts impacted life satisfaction and job satisfaction during COVID-19. The data were collected from faculty working in higher education institutions in Pakistan, as the education industry was the second major sector that was affected because of COVID-19 after the health care industry. This research found that agile leadership plays a significant role in determining job satisfaction and life satisfaction. Agile leadership during the COVID-19 pandemic helped to manage work-family (AgileL -> WFC -> JS β = 0.1020, p = 0.0112 and AgileL -> WFC -> LS β = 0.1361, p = 0.0014) and family-work conflicts (AgileL -> FWC -> JS β = 0.1598, p = 0.0017 and AgileL -> FWC -> LS β = 0.1160, p = 0.0093) and reduce role stress. Future researchers might include marital satisfaction, as the inter-role conflicts highly impacted marital satisfaction and resultant imbalances among dual-earning couples. Comparative studies in this regard, explaining how dual-earning couples managed to sustain marital health and the role of leadership in developed and developing countries would be enlightening.

Mediating effect of psychological well-being in the relationship between spiritual climate and role stress among working professionals

ABSTRACT This study evaluates the relationship between workplace stress, spiritual climate, and psychological well-being. The study also establishes how an enhanced spiritual climate of the organisation could lead to favourable outcomes for the employees, such as improved psychological well-being and reduced role stress while understanding the mediating effect of psychological well-being in the relationship between role stress and spiritual climate among working professionals. Two hundred and one working professionals completed measures of Psychological Well-Being at Work, Spiritual Climate Inventory, and Organisational Role Stress. The spiritual climate of the organisation showed a significant positive association with the psychological well-being at work of the employees. The spiritual climate of the organization had an indirect effect on the role stress of the employees mediated by psychological well-being at work of the employees, demonstrating that the spiritual climate of the organization coupled with the psychological well-being at work of an employee can help reduce the role stress of the employee.

Social support and job satisfaction in nursing staff: Understanding the link through role ambiguity.

This study aimed to analyse the mediator effect of role ambiguity between social support from supervisor and colleagues and job satisfaction in Portuguese nursing staff. Few studies have analysed the processes through which social support increases job satisfaction in the nursing context. A cross-sectional design using questionnaires. A total of 124 registered nurses and 130 certified nursing assistants participated in the study. Mediation analysis was performed by calculating percentile confidence intervals (10,000 resamples). Mediation analysis revealed a partial mediation between social support and job satisfaction through role ambiguity. The direct effect was greater in the case of supervisor support. Social support is a crucial resource in the nursing work context with a beneficial effect on well-being (e.g. reducing role stress) and job satisfaction. Managers of hospitals and health units can establish the organizational bases to facilitate this process, considering the importance of the role of the supervisors and colleagues in the provision of high levels of instrumental and socio-emotional support.

Are human resource managers with good listening competency more likely to avoid job burnout?

BackgroundListening is an important responsibilities of human resource managers, whether it will bring role stress to human resource managers, or lead to the risk of job burnout. This study aims to analyze the impact of listening competency on job burnout among human resource managers, and examine the mediating effect of role stress.MethodsThis study adopted a cross-sectional method to randomly select 500 human resource managers from China’s top ten human resource management cities to conduct an online questionnaire survey, and 232 valid samples were obtained. Descriptive statistical and one-way ANOVA were used to explore the status of job burnout among human resource managers in China. Correlation analysis, multiple linear regression and mediating effect analysis were employed to test the relationship between listening competency and job burnout, as well as the mediating effect of role stress.Results(1) 34.5% of the respondents reported mild burnout, while 3.0% respondents showed serious burnout. Emotional exhaustion was the most serious. (2) Those are good at listening could easily avoid job burnout. Among them, listening skills were conducive to reducing the degree of depersonalization of human resource managers, and empathy was more conducive to improving their personal sense of accomplishment. (3) The role stress had a significant mediating role in the relationship between listening competency and job burnout. Which means that listening competency can avoid job burnout by reducing role stress of human resource managers.ConclusionsThis study revealed the current situation of job burnout among human resource managers in China, and explored the influence of listening competency on job burnout. This study enriched the research content of job burnout, and provided references for preventing and intervening job burnout of human resource managers.

온라인 여행사(Online Travel Agency)를 통한 객실 판매로 인한 특급 호텔 종사자들의 역할스트레스가 자기효능감, 조직몰입에 미치는 영향 연구

The purpose of this study is to verify the relationship between self-efficacy and organizational commitment of role stress caused by the sales of rooms through online travel agencies. In order to test the conceptual model, this study conducted a survey with hotel employees of the three-star, four-star, five-star hotel front desk, room sales, and room reservation departments. A total of 336 valid surveys were analyzed through structural equation modeling. The results are as follows. (1) role stress (role conflict, role ambiguity) negatively affects self efficacy; (2) self efficacy positively affects organizational commitment; (3) role stress (role overload) negatively affects organizational commitment; Ultimately, this study Identifies role stress caused by room sales through online travel agencies and suggests ways to reduce role stress, to increase self efficacy and organizational commitment to hotel employees.

Work Support, Role Stress, and Life Satisfaction among Chinese Social Workers: The Mediation Role of Work-Family Conflict.

The current study examined the relationships among work support, role stress, work-family conflict, and life satisfaction, with a sample of social workers in China’s Pearl River Delta (N = 1414). Using structure equation modelling, the study revealed that social workers’ life satisfaction reduced because of role conflict and work-family conflicts. Work-family conflict partially mediated the negative effects of role ambiguity and conflict on social workers’ life satisfaction. Work support from their director, manager, supervisor, and co-workers protectively reduced role stress and work-family conflict. The findings emphasize the significance of managing the interference between work and family for social workers’ well-being.

New Registered Nurse Transition to the Workforce and Intention to Leave: Testing a Theoretical Model.

The transition of new nurses into practice has been identified as challenging, and new nurses report having intentions to leave (ITL) jobs. Concerns of ITL are worrisome for the nursing profession, especially when faced with the need to replace an aging nursing workforce and to maintain quality patient care. Guided by components of Meleis etal.'s mid-range transition theory, the purpose of this study was to test a theoretical model linking transition and ITL, as well as the personal, community and societal conditions of transition. A predictive, non-experimental design using cross-sectional data was employed. Ontario registered nurses, who had graduated within two years, were randomly selected to complete a mailed questionnaire in 2015 (N = 217). Structural equation modeling was undertaken to test the model. The new nurses reported a relatively positive transition; yet, 44% of the respondents indicated leaving their first job, and 1% departed the nursing profession. A revised model of the constructs showed a more adequate fit with the data, but overall, the hypothesized model was not supported and methodological validity of tools questioned. From the modeling, lower role stress led to a positive transition. Given organizational and governmental investments in orientation and transition programs, challenges in measuring transition and ITL requires additional research. Our findings highlight the value of organizations supporting new nurses by reducing role stress through reasonable workloads and expectations, which in turn contributes to a positive transition.

Exploring the link between structural empowerment and job satisfaction through the mediating effect of role stress: A cross-sectional questionnaire study

BackgroundRole stress (ambiguity and conflict) is a major psychosocial risk at work negatively associated with job satisfaction in the nursing context. According to Kanter's empowerment theory, high levels of structural empowerment reduce role stress, so role ambiguity and conflict could be potential mediators of the relationship between empowerment and job satisfaction. ObjectiveThe aim of this study was to analyze the relationships between structural empowerment, role stress (ambiguity and conflict), and job satisfaction, assuming the mediating role of role stress on the relationship between structural empowerment and job satisfaction. DesignA cross-sectional design was utilized, using questionnaires for data collection and convenience sampling. Setting(s): Private health care organizations in southern Portugal. ParticipantsOne hundred and twenty-four registered nurses (sample 1) and one hundred and thirty certified nursing assistants (sample 2) completed self-report measures of structural empowerment, role stress, and job satisfaction. MethodsMediation analysis was performed using linear regression models and the bootstrapping method. Bias-Corrected confidence intervals (95%) were calculated for the study of direct and indirect effects. ResultsIn both samples, structural empowerment, role ambiguity, and role conflict were significant predictors of job satisfaction. Both ambiguity and role conflict partially mediated the effect of structural empowerment on job satisfaction. The effect mediated by ambiguity was greater than the effect mediated by role conflict in both registered nurses and certified nursing assistants. ConclusionsTwo processes could explain the effect of structural empowerment on job satisfaction in the nursing context: a direct effect generating experiences and perceptions of power in professionals; and an indirect effect reducing role stress levels in the workplace. The creation of empowering workplaces which clarify work roles and functions of nursing staff should be a priority issue for health managers and nurse executives.

Investigating the Relationships Between Perceived Mattering, Role Stress, and Psychological Need Satisfaction in Physical Education Teachers

Purpose: Despite being linked with motivationally supportive instruction, little research has investigated antecedents to physical educators’ psychological need satisfaction. This study examined relationships between physical educators’ perceived mattering, role stress, and psychological need satisfaction. Method: The participants included 472 in-service physical educators (232 males and 240 females) from the eastern United States who completed an online survey. Structural equation modeling was used to evaluate a conceptual model detailing the relationships among study variables. Results: The conceptual model was a good fit for the data, χ2(358) = 657.16, p < .001, root mean square error of approximation = .042 (90% confidence interval [.037, .047], p = .996), standardized root mean residual = .051, nonnormalized fit index = .949, comparative fit index = .955. Generally, perceived mattering influenced role ambiguity and relatedness satisfaction. Role overload and role ambiguity are negatively associated with competence satisfaction, and role conflict is negatively associated with autonomy satisfaction. Discussion: The findings indicate that elevating physical education teachers’ perceived mattering may reduce role stress and increase psychological need satisfaction.

The Dark Side of Customer Participation: When Customer Participation in Service Co-Development Leads to Role Stress

While numerous studies have examined the benefits of customer participation (CP), understanding of the dark side of involving customers in service firms’ processes is limited. This study proposes that the changing role of customers who actively participate in service co-development can cause role stress and negative feelings, which may, in turn, reduce customer satisfaction and the perceived value of participation. We develop and test a comprehensive role theory–based framework for CP-role stress. Using a video-based experiment, behavioral lab experiment, and field study, we find that greater CP leads to heightened role stress including role conflict, role overload, and role ambiguity. These adverse effects occur contingent on customers’ prior participation experience and firm-provided support. Furthermore, role stress effects vary across service co-development types depending on (a) the scope of the task (i.e., open task, closed task) and (b) the beneficiary of participation (i.e., customer, general market). Specifically, adverse effects are stronger for open than for closed tasks, and they also tend to be stronger when the beneficiary is the general market rather than the individual customer. These findings emphasize the need for more cross-context theorizing in CP research. Managers should consider these adverse effects and implement measures that reduce role stress.

Role stress, social support and occupational burnout among physicians in China: a path analysis approach.

Occupational burnout in physicians is prevalent and can have many negative effects. The purposes of this study were to explore the prevalence of occupational burnout and to analyze the effects of social support and role stress on occupational burnout among Chinese physicians. Using multistage-stratified cluster random sampling, physicians were selected to participate in the study and completed three questionnaires: the Chinese Maslach Burnout Inventory; the Cross-Cultural Role Conflict, Ambiguity and Overload Scale; and the Social Support Rating Scale. A path analysis was run to test the effects of role stress and social support on occupational burnout. Of 2530 physicians, 864 (34.2%) were experiencing moderate occupational burnout and 140 (5.5%) were experiencing severe occupational burnout. The path analysis results indicated that role conflict had direct positive effects on emotional exhaustion (EE) and depersonalization (DP), and role ambiguity had direct positive effects on DP and decreased personal accomplishment (DPA). Coworker support had direct negative effects on EE and positive effects on DP, family support had direct negative effects on DP and DPA. Coworker support mediated the effects of role ambiguity on EE and DP, and family support mediated the effects of role ambiguity on DP and DPA. These findings suggest that occupational burnout is common in Chinese physicians, and that role stress and social support play important roles in occupational burnout. Interventions that aim to reduce role stress and increase social support can be effective approaches to prevent occupational burnout among physicians.

The dark side of technology: examining the impact of technology overload on salespeople

PurposeThe purpose of this study is to examine how technology overload (system feature, information, and communication overload) influences salespeople’s role stress (role conflict and role ambiguity), effort to use technology and performance. This research examines whether these relationships are linear or quadratic. It also examines the moderating effect of salespeople’s technology self-efficacy.Design/methodology/approachSalespeople at a national company providing services to small and medium companies were surveyed via an online instrument to measure key constructs and control variables. Over 200 usable responses resulted; structural equation model was used to analyze the data.FindingsResults show that dimensions of technology overload had linear and/or quadratic relationships with role stress, effort to use technology and performance. Salesperson’s technology self-efficacy moderated the relationship between technology overload, effort to use the technology and performance.Practical implicationsThe benefits from new technology are not always linear. Managers should regulate the timing of technology improvements, as well as the availability of information, communication and system features, to reduce role stress and enhance efforts to use technologies.Originality/valueDrawing on the job demand and resource model, this research demonstrates that technology used as a job resource will aid the salesperson and company; however, when technology overload exists, it becomes a job demand with the potential to enhance role stress and decrease salesperson performance.

Exploring the influence of perceived mattering, role stress, and emotional exhaustion on physical education teacher/coach job satisfaction

Job dissatisfaction has been linked to decreased performance and increased workplace turnover. It is, therefore, important to understand the experiences that are associated with physical education teacher job satisfaction and dissatisfaction. This study examined relationships among perceived mattering, role stress, emotional exhaustion, and job satisfaction in teacher/coaches and non-coaching physical education teachers. The participants included 500 physical educators (251 females, 249 males) from the United States. Most participants (91.20%) were Caucasian, and over half (53.60%) coached. Data were collected using an online survey, and analyzed using latent variable modeling procedures. Results supported the conceptual framework, χ2(214) = 511.49, p < .001, RMSEA = .052 (90% CI = [.046, .058], p = .216), SRMR = .06, NNFI = .95, CFI = .96, and commonly experienced pathways were invariant across coaching and non-coaching groups. A key goal for schools should be to increase teacher perceived mattering and reduce role stress and emotional exhaustion.

Factors Influencing the Quality of Life in Mothers of Children with Precocious Puberty

Purpose: In this study factors affecting quality of life in mothers who have children with precocious puberty were identified. Methods: The participants were 102 mothers of children with precocious puberty. From September 12 to September 30, 2016, data were collected using a structured questionnaire and analyzed using SPSS/WIN 22.0. Results: Regression analysis showed that the model’s explanatory power was 45%(F=28.71, p<.001). Role stress (t=-4.83, p<.001), objective burden (t=-2.71, p<.001), and average monthly income (t=4.12, p<.001) were factors affecting quality of life among these mothers. The most influential factor was role stress (β=-.41), which showed a negative correlation. Conclusion: Role stress and objective burden were major factors that decreased the quality of life in these. The findings indicate that effective strategy programs for reducing role stress and objective burden are necessary to improve the quality of life in mothers of children with precocious puberty.

Exploring the Association between Different Types of Social Support with Role Stress, Work–family Conflict, and Turnover Intent among Private Prison Staff

ABSTRACTPrivate security personnel play an important role in protecting society, including personnel who work in private prisons. Staff are critical to ensure the private prison is operated in a safe, secure, and humane manner. This study, a survey of 160 staff members at a private prison located in a Midwestern state, examined the impact that support by management, coworkers, family, and supervisors has on role stress, work–family conflict, and turnover intent. Each of the four support measures was hypothesized to have negative associations on role stress, work–family conflict, and turnover intent. Ordinary Least Squares (OLS) regression analysis revealed that management and supervisor support was associated with reduced role stress, work–family conflict, and turnover intent; coworker support was related to lower role stress and turnover intent; and family support was not found to have a significant association with role stress, work–family conflict, nor turnover intent.