Role Overload Research Articles

Mitigating Job Burnout in Jordanian Public Healthcare: The Interplay between Ethical Leadership, Organizational Climate, and Role Overload.

In today's dynamic organizational landscape, characterized by rapid technological advancements and evolving workplace dynamics, understanding the factors influencing employee well-being is paramount. This study investigates the interplay between ethical leadership, organizational climate, role overload, and job burnout in public healthcare organizations across northern Jordan. By focusing on ethical leadership, organizational climate, and role overload as determinants of job burnout, this research provides insights into strategies for enhancing employee well-being. Drawing on ethical leadership theory, social exchange theory, and the job demands-resources model, this study employs PLS-SEM to analyze data collected from 260 employees working in Jordanian government hospitals. The findings reveal negative associations between ethical leadership and job burnout, highlighting the importance of ethical leadership behaviors in mitigating employee burnout. Additionally, a positive organizational climate is associated with lower levels of burnout, underscoring the impact of the broader organizational context on employee well-being. The study also explores the mediating role of organizational climate and the moderating effect of role overload in the relationship between ethical leadership and job burnout, providing insights into the complex dynamics at play in healthcare organizations. These findings enrich our understanding of the factors influencing employee well-being in healthcare contexts and underscore the importance of fostering ethical leadership and supportive organizational climates to mitigate job burnout.

Compulsory citizenship behavior, role overload, creativity and service-oriented voluntary behavior: does generational difference have an impact?

PurposeThis study investigates how compulsory citizenship behaviors (CCB) affect employees’ energy and motivation to engage in other voluntary behaviors, such as service-oriented citizenship behavior and creativity. Specifically, we explore how employees’ perceptions of job overload mediate this relationship, based on their generational differences.Design/methodology/approachThis study employed a time-lagged survey design to collect data from 265 frontline employees and their supervisors in Pakistani-based organizations. The data was collected in three rounds, with a three-week gap between each round.FindingsThe findings suggest that role overload, resulting from compulsory citizenship pressure, undermines millennial employees' service-oriented organizational citizenship behavior (OCB) and creativity. However, these negative effects are less salient among non-millennials.Practical implicationsThe findings of this study provide valuable insights for managers, emphasizing the importance of exercising caution when imposing excessive citizenship pressures on employees against their will. In addition, organizations and human resource (HR) managers should consider devising policies for formal recognition of voluntary behaviors that contribute to organizational effectiveness.Originality/valueThis study contributes to existing CCB research by unraveling the previously unexplored mediating role of role overload and the contingency role of generational difference in explaining how and when coerced citizenship demands hinder employees’ propensity to engage in service-oriented OCB and creativity.

How to Elicit Organizational Citizenship Behavior? The Role of Strengths-Based Leadership

This paper sought to study the association of strengths-based leadership with follower organizational citizenship behavior (OCB) and to consider the mediating role of organizational identification and the moderating role of role overload in the relationship. We collected data at three time points from a sample of 272 employees working in diverse organizations in China. Structural equation modeling analysis was utilized to examine our hypotheses. Results showed that strengths-based leadership has a positive relationship with follower OCB even after controlling for humble leadership, and organizational identification mediates this relationship. Moreover, results also indicated that role overload negatively moderates the direct relationship of strengths-based leadership with organizational identification and the indirect relationship of strengths-based leadership with OCB via organizational identification. The present article is the first to investigate the strengths-based leadership and OCB relationship, which contributes to deepening our understanding of how, why, and when strengths-based leadership is associated with OCB.

Types of shop stewards in a South African higher education institution and their varying challenges

ABSTRACT The main role of shop stewards, whether part-time or full-time, is to act as workplace representatives for trade unions. However, they face several challenges while fulfilling their roles, more specifically shop stewards in the higher education sector due to marginalisation and politicisation in the sector. This study employs qualitative research methods to explore these challenges and proposes effective solutions for shop stewards. The study involved interviews with 15 shop stewards from a higher education organisation. After analysing the data, the findings revealed that part-time shop stewards get challenged by role overload and face the risk of career suicide. On the other hand, full-time shop stewards are challenged by the prolonged working hours. Similarly, both types of shop stewards experience work-family and interpersonal conflicts. South African labour legislation needs to be relooked at to accommodate the dual roles of part-time shop stewards and reduce the hostility they encounter from line managers or employers. Moreover, shop stewards need to develop on self-and others’ awareness skills, and create own awareness with workplace policies so that they carefully navigate between their two roles without any major ramifications like disciplinary hearings. These findings provide new information on shop stewards challenges by type in the higher education sector.

Prominent or subtle: The impact of brand prominence on social media advertisement engagement

Brand prominence is a persuasive content feature of social media advertisements (SMA). Drawing on communication and persuasion theory, our research explores the effect of brand prominence on SMA engagement and its mechanism through five scenario-based experiments. The results suggest that high (vs. low) brand prominence lessens consumers' SMA engagement, but this basic effect is moderated by self-brand connection and perceived role overload. Cognitive ad avoidance mediates these effects. These results reveal that brand prominence in SMA hurts persuasion effects. Our research (1) enriches the application perspective of communication and persuasion theory, (2) provides new ideas for research in consumer resource management and contributes to the conservation of resource theory, (3) and complements brand prominence aftereffects research. Also, our findings provide practical guidance for firms’ interaction strategies with consumers on social media.

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.

Predictive effects of organizational justice on job satisfaction in bus drivers: the moderating effects of role overload and proactive personality

BackgroundThere have been few longitudinal studies on Chinese bus drivers and the individual differences in the relationships between organizational justice and job satisfaction. This study examined the organizational justice and job satisfaction in bus drivers and the individual differences in this relationship.MethodsA two-wave longitudinal study design was employed. A first survey was conducted on 513 Chinese bus drivers in October 2021 that collected socio-demographic information and asked about their perceptions of organizational fairness. A second survey was conducted six months later that asked about role overload and job satisfaction and assessed their proactive personality type. An effect model was then used to explore the moderating effects of role overload and proactive personality type on the relationships between organizational justice and job satisfaction.ResultsBoth procedural and interactive justice predicted the bus drivers’ job satisfaction. Proactive personalities and role overload were found to enhance this relationship.ConclusionsOrganizations could benefit from screening at the recruitment stage for drivers with highly proactive personalities. Relevant training for drivers with low proactive personalities could partially improve employee job satisfaction. When viewed from a Chinese collectivist cultural frame, role overload could reflect trust and a sense of belonging, which could enhance job satisfaction. Finally, to improve employee job satisfaction, organizations need to ensure procedural and interactive justice.

Low back pain, work overload, and associated factors among hospital caregivers.

Caregivers assist patients in treatment based on their care needs and living activities. Very few studies have been conducted specifically on the occupational health and safety of hospital caregivers. This study aimed to investigate the prevalence of excessive workload and low back pain among hospital caregivers and to identify potential associated factors. This cross-sectional study included caregivers working at Gazi University Hospital. Socio-demographic and working-life characteristics were assessed. The Role Overload Scale was used to determine excessive workload and the Roland-Morris Disability Questionnaire was used to evaluate low back pain. The study included 528 participants. A total of 18.7% had work accidents in their department. 49.0% had sharp injuries. 68.9% of the participants performed tasks such as positioning, turning, lifting, or helping patients to walk. 72.2% stood for a long time during the workday. 52.8% thought that they worked under stress. 57.6% had low back pain in the last year and 38.6% in the last month, Significant differences exist in low back pain according to gender, body-mass index, standing for a long time and working under stress. Those who worked at night, had a work accident, positioned patients, stood for a long time, and worked under stress had higher mean scores on the Role Overload Scale. Tools should be used to lift and transport patients. In addition to occupational health and safety training, awareness of musculoskeletal risks should be increased. Employee well-being can be improved through exercise and stress reduction techniques.

Perceived Occupational Stress among Male and Female Teachers Working in +2 Private Schools in Darbhanga District, India

The present study was aimed at studying the perceived occupational stress among male and female teachers working in +2 private schools with special reference to Darbhanga district, India. It is undoubtedly fact that in recent years our private educator’s organizations and other groups have sought to improve the public image of the teaching occupation so as to attract more people in to the occupation. Hence, the present piece of research work is of immense value on the problem mentioned above. For the present investigation, total sample consisted of one hundred sixty (N=160) comprising male (n=80) and female (n=80) teachers working in +2 Private Schools were randomly selected from different private schools of Darbhanga district. Data were collected through questionnaire schedules on the sample. Having obtained the data on the items of the schedules, individual scores were summed up and tabulated according to procedure of the scales for giving statistical treatment. Results indicated the fact that there is a significant difference between male and female teachers working in +2 private Schools of Darbhanga district in their degree of perceived reactions on occupational stress as t-value has been found statistically significant at .05 but all the teachers reported more or less moderate level of occupational stress. On the other hand, no significant difference has been found between the groups of males and females in terms of their degree of the dimensions of occupational stress, viz. unreasonable groups and political pressures, under participation, intrinsic impoverishment, low status, and unprofitability. although few dimensions of occupational stress out of twelve dimensions viz., role overload, role ambiguity, responsibility for persons, poor peer relations and strenuous working conditions have been found as the predictors between male and female teachers as these dimensions has been found statistically significant at .01 and ,05 level of confidence although both .

Make Slot not Art: Creativity and Burnout in U.S. Local Television Newsrooms

ABSTRACT Journalism is considered a creative industry, but newsroom workers can only incorporate creativity into their stories if they have the time, tools and support for such endeavors. The structural conditions of capitalism, however, often leave workers without creative opportunities as ownership focuses on increased output and income expectations over storytelling. Instead, many workers find “one more thing” continually being added to their workloads, contributing to role overload and increasing levels of burnout. Using a labor process theory lens, this study seeks to explore the role of creativity in news gathering and distribution and its relationship with burnout in local television newsrooms. Through semi-structured interviews, forty-seven large market newsroom workers in the United States share their experiences with creative support, role overload and burnout. Those with the ability to “make art” and incorporate creativity into their routines generally speak more positively about their jobs than those who simply “make slot” to get their story on air or online. In a time of increasing newsroom worker attrition, recognizing the potential positive impact of creativity in news routines can influence how newsrooms handle staffing and storytelling into the future.

Validating interRAI Chinese self-reported carer needs (SCaN) assessment and predicting caregiving distress among informal Chinese caregivers of older adults

BackgroundThis study aims to (1) determine the reliability and validity of the interRAI Chinese Self-reported Carer Needs (SCaN) assessment among informal Chinese caregivers of older adults, (2) identify predictors of caregiving distress in Asian regions with long-standing Confucian values of filial piety and family responsibility.MethodsThis cross-sectional study recruited 531 informal Chinese caregivers of older adults in Hong Kong, Shanghai, Taiwan, and Singapore. The scale reliability was examined using Cronbach’s alphas (α) and McDonald’s omega coefficient (ω). The concurrent validity and discriminant validity were assessed using Spearman rank correlations (rho). To examine the predictors of caregiving distress among informal caregivers of older adults, we employed hierarchical linear regression analyses informed by the Model of Carer Stress and Burden and categorized the predictors into six domains.ResultsResults revealed good internal consistency reliability (α = 0.83–0.96) and concurrent validity (rho = 0.45–0.74) of the interRAI Chinese SCaN assessment. Hierarchical linear regression analysis revealed that entering the background factors, primary stressors, secondary stressors, appraisal, and exacerbating factors all significantly enhanced the model’s predictability, indicating that the source of caregiving distress is multidimensional. In the full model, caregivers with longer informal care time, lack of support from family and friends, have unmet needs, experience role overload, have sleep problems, and low IADL functioning are at a higher risk of caregiving distress.ConclusionsThe interRAI Chinese SCaN Assessment was found to be a reliable and valid tool among the Chinese informal caregivers of older adults. It would be useful for determining family caregivers’ strengths, needs, and challenges, and tailoring interventions that address the potentially modifiable factors associated with caregiving distress and maximize support. Healthcare providers working in home and community settings should be aware of the early identification of caregiving distress and routine assessment of their needs and empower them to continue taking care of their needs and providing adequate care to the care recipient.

Exploring occupational stress among employees in the financial industry – A perspective from developing economies in Addis Ababa, Ethiopia

The study aims in analyzing the role of workplace stressors on occupational stress levels. A descriptive and explanatory research design has been used. A mean scale as a measure of central tendency was used to explain the existing situation. Correlation and multiple regression have been implemented to measure the association of variables and the stress level prediction ability of the constructs. A random sampling technique was used in determining the sample size. Mainly primary data is collected through a structured questionnaire and distributed to people online through Google form. Occupational stresses have shown a strong and significant association with stress constructs. The cumulative prediction ability of the constructs is stronger on the occupational stress level of the organization. Social support and job control are inversely associated with occupational stress levels. However. role ambiguity and role overload have a direct relationship with the magnitude of occupational stress.

Sequential Mediation Effects of Organizational Support and Collaboration on Missed Nursing Care.

It is necessary to find ways to mediate the relationship between role overload and missed nursing care in settings where nursing staffing is inadequate. This study aimed to identify the single and multiple sequential mediation effects of organizational support, nurse-physician collaboration, and nurse-nurse collaboration on the relationship between role overload and missed nursing care. Data were collected from 237 registered Korean nurses working in general wards in October 2022. The measures used were the modified role overload scale, nurse-physician collaboration scale, nurse-nurse collaboration scale, a short version of the Perceived Organizational Support Scale, and the modified Missed Nursing Care Scale. Data were analyzed using PROCESS macro in SPSS. A hypothesis test was performed using Model 81, proposed by Hayes, which includes serial multiple mediators. Organizational support, nurse-physician collaboration, and nurse-nurse collaboration showed a mediation effect on missed nursing care. Organizational support, nurse-physician collaboration, and nurse-nurse collaboration showed significant multiple sequential mediation effects on the relationship between role overload and missed nursing care. When the indirect effect sizes of nurse-physician collaboration were compared with those of nurse-nurse collaboration in both single and multiple sequential mediation paths, the indirect effect of nurse-physician collaboration was greater than that of nurse-nurse collaboration on the relationship between role overload and missed nursing care. As an alternative strategy to reduce missed nursing care in situations with insufficient nursing staffing, organizational support should precede nurse-physician and nurse-nurse collaboration. In particular, improving nurse-physician collaboration shows promise in mitigating missed nursing care.

The hidden costs of working from home: examining loneliness, role overload, and the role of social support during and beyond the COVID-19 lockdown

ObjectiveThis study evaluated the impact of the number of days per week working from home (WFH) on employee loneliness during and 2 years after the COVID-19 lockdown, with a focus on role overload as a mediating factor and social support from coworkers as a moderating variable.MethodsData were collected via self-reports from a sample of 6,918 participants during the lockdown in January 2021 and 6,576 participants 2 years post-lockdown in January 2023.ResultsAnalysis using a moderated mediation model showed that increased WFH days were associated with heightened loneliness during the lockdown, a link that weakened post-lockdown. Role overload served as a mediator, intensifying loneliness during WFH but less so after the lockdown. While higher social support was generally linked to reduced role overload and loneliness, it paradoxically intensified these issues in individuals with extensive WFH days.ConclusionsThe findings suggest that the number of days WFH can exacerbate loneliness and role overload among employees, with the effect being more pronounced during the lockdown. Employees with substantial social support faced more challenges as WFH duration increased. These results underscore the complex dynamics between WFH, social support, and employee wellbeing.

Pressure and Its Impact on Job Satisfaction and Organizational Performance

This paper explores the complex idea of work pressure among Chinese hospital administrators and how it affects job happiness and overall effectiveness of the organization. Hospital directors confront a wide range of intricate issues within the framework of China's distinct healthcare system because of their twin responsibilities as administrative and medical leaders. The dimensions of role pressure are examined in this study, which include role gap, role overload, where the workload is excessive, role ambiguity, and the role of conflict. Understanding these aspects is essential to appreciating the effectiveness and well-being of hospital administration. Given that job happiness is a major factor in both employee performance and retention, these pressures have a significant effect on job satisfaction. The study also looks at the wider effects of pressure on organizational performance, which is crucial for the long-term viability and efficiency of healthcare facilities. Through an examination of these facets, the paper illuminates the noteworthy, albeit frequently disregarded, psychological and operational obstacles encountered by hospital administrators in China. This, in turn, offers valuable perspectives on the possibility of policy and administrative changes targeted at augmenting job contentment and organizational results

Host Country Nationals' Role Overload and Perspective Taking as Antecedents of Knowledge Sharing: The Moderating Role of Host Country nationals' Agreeableness

Host country nationals (HCNs) possess unique and valuable knowledge which is critical to expatriate and multinational company (MNC) success. Drawing on conservation of resources (COR) theory, we explore the negative effect of role overload on HCNs' knowledge sharing toward expatriates. Using two waves of data collected from 512 HCNs, we find HCNs' role overload inhibits their knowledge sharing behavior via perspective taking. The results also show that HCNs' personality agreeableness buffers the negative relationship between role overload and perspective taking. Our study provides significant theoretical and practical implications to expatriate literature.

Middle Managers’ Role Overload, Workplace Anxiety, and Resistance to Change: The Moderating Effect of Emotion Regulation Strategies

Middle managers play a pivotal role in organizational change. However, little is known about the antecedents of middle managers’ resistance to change. Drawing from the conservation of resource theory, this study examines the impact of middle managers’ role overload on their resistance to change. We collected time-lagged data from 242 middle managers in China. Our results show that middle managers’ role overload is positively related to resistance to change, and that this relationship is mediated by middle managers’ workplace anxiety. Furthermore, emotion regulation strategies moderate the effect of middle managers’ role overload on workplace anxiety as well as the indirect effect of middle managers’ role overload on resistance to change via workplace anxiety. These findings offer theoretical insights into how to effectively implement organizational change and manage middle managers’ resistance to change.

Adapting to organizational change in a public sector high-reliability context: the role of negative affect and normative commitment to change

Abstract This study aims to investigate the impact of organizational change in a public sector high-reliability context. Drawing on conservation of resources theory, our theoretical model posits that change can be stressful and cause negative affective reactions toward the change, which undermine adjustment and post-change functioning. A quantitative case study was carried out on a Dutch air force squadron undergoing a significant organizational change, including the collection of three waves of survey data from squadron members. The data underwent analysis through a process of moderated mediation. Consistently with the theoretically derived hypotheses, results show that negative affect toward the change predicted important adjustment indicators, that is, higher levels of work role overload and work errors. Furthermore, we found that the detrimental effects of negative affect were mitigated by the level of normative commitment to change, that is, the felt obligation to provide support for the change. Overall, the study’s intended contribution lies in its detailed examination of change dynamics in the specific context of public high-reliability organizations and its potential to inform theory and practice in that area.

Psychosocial Hazards in the Northern Territory Building and Construction Industry: A Profile of Job Demands and Job Resources in a Jurisdiction and Industry with High Rates of Suicide.

The work environment for building workers in Australia's Northern Territory (NT) is characterised by concerningly high rates of distress and suicide at both a jurisdictional and an industry level. Work-related psychosocial hazards are known antecedents of work-related distress and suicide, and more research is required to understand how these hazards impact workers in this unique building context. This paper examines the unique work environment in the NT building industry by comparing psychosocial hazards in the NT with those in the broader Australian building and construction industry. When comparing 330 NT self-report survey responses about psychosocial hazards in the workplace to 773 broader Australian building industry responses, supervisor task conflict for NT workers was more concerning, at 10.9% higher than the broader Australian cohort. Within the NT sample, comparisons between fly-in and fly-out/drive-in and drive-out (FIFO/DIDO) workers and non-FIFO/DIDO workers were also performed to determine specific local psychosocial hazards. When comparing FIFO/DIDO workers' responses to their NT peers, role overload and supervisor task conflict were significantly higher, and co-worker and supervisor support were lower. In FIFO/DIDO environments, praise and recognition, procedural justice, and change consultation were at concerningly lower averages than the broader NT building and construction industry. These results suggest that the NT building and construction industry, and particularly FIFO/DIDO operations, require greater resourcing, investment, and focus on workplace mental health initiatives to improve the work environment and wellbeing of this workforce and mitigate hazards that can lead to distress and the high rates of occupational suicide found in this jurisdiction and industry.

역할 과부하와 과업 수행의 관계

This study aimed to examine the in-depth mechanisms of the relationship between role overload and task performance by investigating whether different types of recovery experiences would explain or modify the relationship. Specifically, we tested moderated mediation models where active recovery experiences (i.e., mastery and control) would moderate the indirect path from role overload to task performance via passive recovery experiences (i.e., psychological detachment and relaxation). Participants were 277 employees in South Korea who did not take a day off on the first survey day who completed a two-wave online survey before and after the weekend. These results showed that role overload during a week was negatively correlated with passive recovery experiences during the weekend. There was a significant moderating effect of control between relaxation and task performance, but the exact nature of interaction differed from our hypothesis, such that relaxation rather hindered task performance in low control, while there was no significant relationship in high control. Based on these findings, we discussed implications of this study and suggested directions for future research.