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This study investigates whether job stressors such as role ambiguity, procedural unfairness, and perceived competition may prompt high Machiavellian employees to use amoral manipulation at work. We also examine whether these manipulative behaviors are consequently related to their own task performance and affiliative citizenship behaviors. A weekly diary study was conducted among 111 Dutch employees over five consecutive working weeks, resulting in 446 assessed occasions. Using a multilevel moderated mediation model, we found that the relationship between weekly job stressors and weekly amoral manipulation (AM) was contingent on trait AM, when the job stressor was role ambiguity (but not when the job stressor was either weekly procedural unfairness or weekly perceived competition). Our results also revealed significant indirect effects of weekly role ambiguity on weekly task performance and weekly display of courtesy through state AM, when trait AM was high. Our findings suggest that role ambiguity activates high Machiavellian employees' manipulative behaviors at work, which in turn leads to impaired task performance and less courtesy toward others during the same working week. [ABSTRACT FROM AUTHOR]

Integrating neutralization theory, affective events theory, and resilience theory, this study examined the internal process that explains front-line hospitality employee workplace deviance, revealing the intriguing mechanisms behind quiet quitting. 563 surveys were analyzed using partial least square structural equation modeling. Results indicated that front-line hospitality employees rationalize their deviant behaviors through two different mechanisms in the face of distinct role stressors. Role ambiguity can cause stress, leading to workplace deviance. Role conflict can trigger arousal (i.e., a coping emotion that guides people in overcoming adversity), increasing deviant behaviors due to employee response toward self-protection and pursuit of personal gain. Furthermore, front-line employees with high passion may suffer greater stress in role ambiguity positions, whereas those with high perseverance are less likely to be affected by conflicting work situations. This study provides abundant theoretical and practical implications addressing hospitality workplace deviance. • This study examined the internal process that explains front-line hospitality employee workplace deviance. • Role ambiguity can cause stress, leading to front-line hospitality employee deviant behaviors. • Role conflict can trigger arousal, increasing employee deviant behaviors due to self-protection from external harm. • Front-line hospitality employees with passion will likely suffer more stress from ambiguous job roles. • Front-line hospitality employees with perseverance are likely to be less aware of conflicting work situations. [ABSTRACT FROM AUTHOR]

Purpose: Nursing teams supporting people with intellectual disabilities in inpatient settings are known to be vulnerable to burnout, compassion fatigue and vicarious trauma. Aspects such as resourcing, support, training and the fundamental challenges of supporting this patient group are known risk factors for these difficulties. The aim of this paper is to synthesise the literature on these issues and provide suggestions for operationalising solutions. Design/methodology/approach: Literature on the experiences of nursing teams supporting people with intellectual disabilities in inpatient settings was considered, alongside the established offer of clinical psychologists working into these services. Findings: There are common themes of staff's emotional health and the impact this can have on patient care and the steps that managers and organisations can take to support their teams to remain emotionally healthy, compassionate and effective practitioners. Clinical psychology can play a role in offering this support only where services and teams are aware of the contribution they can make. Originality/value: Clinical psychology has been undersold and under-represented in inpatient settings for people with intellectual disabilities, and this practice paper outlines the important contributions that they can make to the psychological well-being of all within the system, not just patients. [ABSTRACT FROM AUTHOR]

The concept of role ambiguity, despite its wide application in nursing research, lacks a clear definition and conceptualization, resulting in inconsistencies about how it is defined, operationalized, and applied in research. The purpose of this paper was to analyze and define the concept of role ambiguity among hospital nurses providing nursing care, using the concept analysis method developed by Walker and Avant. The three defining attributes of role ambiguity were lack of information (information deficiency), lack of clarity, and unpredictability. Antecedents included lack of clear role definitions, lack of education/training, communication problems, supervisory behaviors and support, organizational culture, practice environment conditions, experience, group cohesiveness, and preferred work setting. The consequences of role ambiguity included increased stress, lack of organizational commitment, job dissatisfaction, burnout, and increased intent to leave. This concept analysis provides a clear conceptual definition to better understand role ambiguity among hospital nurses along with implications for nurse leaders, educators, clinicians, and researchers to support nurses and guide future research. This paper further emphasizes the importance of nurse‐manager relationships in reducing the experience of role ambiguity among hospital nurses. [ABSTRACT FROM AUTHOR]

In New Zealand, as in the UK, the surrogate is the legal mother of the child until parentage is transferred by the court to the intended parents. Social workers are responsible for assessing the intended parents' suitability to parent and scrutinising the arrangement. However, courts almost invariably transfer parentage, regardless of their recommendations, with the result that social workers experience a significant amount of role ambiguity. We conducted semi-structured interviews with surrogates and intended parents about their experience of surrogacy in New Zealand, focussing on the changes they would like to see in the regulatory framework, particularly with regards to legal parentage and the involvement of social workers in assessing intending parents' suitability to parent. Thematic analysis of interview transcripts showed that role ambiguity and role conflict experienced by social workers have their corollary in the experience of intended parents and surrogates, where it manifests as either fear that the adoption could be declined or uncertainty about the purpose of the social worker's involvement. Although participants recommended that their role be eliminated—along with the adoption process itself—we argue that there is a valuable role for social workers at the beginning of the process. [ABSTRACT FROM AUTHOR]

We explored the roles of attending physicians of long-term care (LTC) residents in supporting their family caregivers (FCGs). In this mixed-methods study, we conducted surveys and focus group interviews with physicians and FCGs. There were 78 FCGs and 18 physicians in the survey, and 18 FCGs and 9 physicians in the focus groups. They were recruited from 5 urban LTC settings. Although 83.3% of physicians reported they had experience caring for FCGs, 71.8% of FCGs perceived they had not received support from the physicians. There was no statistically significant difference between the FCGs' and physicians' mean responses to the mirrored survey questions. Both groups gave similar ratings, means neutral and agree indicative of ambivalence, on physician's knowledge to identify FCGs who need assistance, ability to assess FCG stress, and aid those experiencing distress and needing advocacy. Analysis of the focus groups revealed the overarching theme: ambiguity about the LTC residents' physicians' role in supporting FCGs. Although physicians noted that residents and families come as a unit, there was ambivalence about the physician's role in supporting FCGs. FCG roles in LTC are also vague. There were 3 sub-themes: "accord on the surface"; "tension in the interface"; and "smoothing the relationship." Both groups thought FCG medical care was beyond the purview of the resident's physician. Physicians and FCGs provided different explanations for the tensions in the FCG/physician interface. Physicians attributed tension to FCG stress and inadequate knowledge, whereas FCGs thought physicians' communication could be improved. Suggestions to smooth the relationship were to align FCG expectations to reality of LTC and different staffing models. Family physicians, policy makers, and FCGs will need to work on polices to ensure LTC physicians' roles in supporting FCGs and FCGs' roles in LTC are delineated and supported. [ABSTRACT FROM AUTHOR]

Purpose: This study sought to investigate the effects of role conflict, role ambiguity, and workload on burnout syndrome among clinical nurses working in university hospitals and the mediating role of work‐related stress in these effects. Design and Methods: Cross‐sectional questionnaire‐based survey was conducted. Data from 386 nurses were evaluated. The research variables were analyzed using statistical methods such as factor analysis, correlation analysis, regression analysis, Sobel tests, and bootstrapping method. Findings: It was determined that role conflict, role ambiguity, workload, and work‐related stress affect nurses' burnout significantly and work‐related stress has a mediator role between burnout and the independent variables. Practice Implications: Nurses' burnout syndrome can be prevented if managerial practices to reduce the sources of role‐related stressors and work‐related stress are implemented by managers. [ABSTRACT FROM AUTHOR]

In order to compete in current international and local markets, organizations must find ways to reduce their cost. One of the reasons for the increased cost of organizations is employee absenteeism. The present study aimed to assess the impact of work overload, role ambiguity, and role conflict on job stress and absenteeism. The present study also explored the mediating impact of stress among mentioned independent variables and absenteeism. The data of the study was collected from the employees working conducted electronic goods-producing firms of Indonesia through convenience sampling. The findings of the study confirmed all proposed hypothesis. The findings of the study fill the gap of few studies tried to identify the role of different factors, creating stress and causing absenteeism among employees of the manufacturing sector of Indonesia. The results of the research are helpful for the policymakers of the sector and HR managers to device policies by which they can engage the employees. [ABSTRACT FROM AUTHOR]

Burnout has important ramifications for employees and organizations and preventing burnout forms an ethical issue for managers. However, the role of the leader and especially the role of ethical aspects of leadership have received relatively little attention in relation to burnout to date. We conducted a survey among employees (N = 386) of a Dutch retail organization, nested in 122 teams with a leader. Our first contribution is that we empirically show the hypothesized opposing relationships of ethical and passive leadership behavior with follower burnout. Furthermore, we examined two job characteristics as mechanisms that link these forms of leadership and burnout. Lastly, we show that the positive relationship of ethical leadership with burnout via role clarity (but not overload) is dependent on the degree of passive leadership the leader is perceived to display. Our results suggest that organizations should promote ethical leadership behaviors and limit passive leadership behaviors by stimulating leaders to be active in their role and use their social influence to promote ethical conduct. [ABSTRACT FROM AUTHOR]

Background Due to the drug-centred tradition of Chinese hospital pharmacy and the lack of corresponding laws and regulations, Chinese clinical pharmacists may experience the problems of role ambiguity and role conflict. These problems may affect whether clinical pharmacists undertake their responsibilities, thus affecting the level of clinical pharmacy care. Objective To evaluate the level of Chinese clinical pharmacists' role ambiguity and role conflict and to analyse their influence on the undertaking of responsibilities. Setting Research was conducted in 31 provinces (autonomous regions) and municipality directly under the Central Government in mainland China. Main outcome measure Chinese version of a role ambiguity and role conflict scale was used to measure clinical pharmacists' role ambiguity and role conflict. A scale for clinical pharmacists' responsibilities was established to measure whether clinical pharmacists undertake their responsibilities. Methods Subgroup analysis and logistic regression were employed to analyse the phenomenon of Chinese clinical pharmacists' role ambiguity and role conflict and their influence on their fulfilment of responsibilities. Results Clinical pharmacists in China experience role ambiguity and role conflict. Clinical pharmacists in the eastern region, tertiary hospitals, and hospitals where clinical pharmacists training programs are available were less likely to experience role ambiguity and role conflict than those in the central and western regions, secondary hospitals, and hospitals where clinical pharmacists training programs are not available. Role ambiguity and role conflict have significant impacts on whether clinical pharmacists undertake certain responsibilities. Conclusion This study shows that clinical pharmacists in China experience problems with role ambiguity and role conflict and it will affect their fulfilment of their responsibilities. We propose that corresponding policies and measures should be taken to alleviate role ambiguity and role conflict and improve clinical pharmacy service. [ABSTRACT FROM AUTHOR]

Although social workers' engagement in policy-shaping processes to advance social justice reflects this obligation of the social work profession, many social workers avoid implementing policy practice (PP). Previous studies have identified several barriers limiting social workers' use of this practice. However, how such barriers can be overcome remains under-studied. In this study, we address this lacuna by examining the role of social workers vis-à-vis their engagement in PP, through the theoretical framework of social psychology of organizations, and therein, through ideas concerning open systems and the formation of roles and praxes in organizations. Drawing on twenty-eight in-depth interviews and three focus groups, we demonstrate how social workers underwent a coping and transformation process that increased their engagement in PP. In certain situations, it was the expectations of colleagues and the challenges posed by them that impelled social workers to re-examine their approach to such engagement and enhance it. We show how social workers can overcome barriers and facilitate their involvement in the policy arena, as well as highlight policy-makers' role in shaping social workers' modes of operation. [ABSTRACT FROM AUTHOR]

Context: Understanding the challenges faced by newly credentialed athletic trainers (ATs) as they transition into clinical practice could assist employers and professional programs in developing initiatives to enhance this transition. Objective: To explore the challenges faced by newly credentialed ATs during their transition from student to autonomous practitioner. Design: Qualitative study. Setting: Individual phone interviews. Patients or Other Participants: A total of 34 ATs certified between January and September 2013 participated in this study (18 women, 16 men; age = 24 ± 2 years; work settings = college, secondary school, clinic, and other). Data saturation guided the number of participants. Data Collection and Analysis: An interview guide was used. All interviews were recorded and transcribed verbatim. Data were analyzed via phenomenologic reduction, with data coded for common themes and subthemes. Trustworthiness was established via intercoder reliability, member checks, and peer review. Results: Initially, participants had difficulty making decisions independently. However, making decisions and receiving positive feedback helped them develop confidence. Communication with coaches and parents was challenging, especially for those in the secondary school setting. Participants also experienced role ambiguity, as they were unsure of basic organizational and administrative structures and expectations. Mentor inaccessibility was the final challenge described by respondents. In particular, those in the secondary school setting and with part-time employment felt they did not have a supervisor or mentor whom they could contact for support and guidance. Conclusions: Professional programs should educate students on potential challenges to help them understand what they might encounter during the transition to clinical practice. Employers should provide clear expectations and job descriptions to alleviate some of the stress and role ambiguity. If a mentor is not provided by the employer, the newly credentialed AT should seek one to assist during the transition. [ABSTRACT FROM AUTHOR]

This study aimed to provide new information on the relationships between vitality at work and role clarity, role conflict, and psychological basic need satisfaction. Participants of the cross‐sectional study were 110 employees in a preventive intervention program. Associations between the focal constructs were examined with regression and bootstrapping analyses. The results suggest that the role clarity is associated with subjective vitality at work through higher autonomy and higher competence, and that role conflict is negatively associated with subjective vitality at work through lower autonomy and lower relatedness. Additionally, an interaction between the role characteristics was observed, suggesting that the strength of the association between role clarity and competence, and the strength of the indirect association between role clarity and vitality through competence may vary depending on the level of role conflict. The findings are consistent with the notion that that managers and co‐workers may affect the opportunities of individuals to achieve need satisfaction and feel energized by delineating and negotiating role‐related factors at work. Need satisfaction, in turn, is an antecedent of well‐being and motivation. Employees should feel able to clarify role ambiguities with their supervisor or co‐workers and thus reduce the role conflicts imposed by the expectations of various stakeholders. Limitations of the study include the self‐rating methodology, cross‐sectional design, and properties of the sample restricting generalizability. [ABSTRACT FROM AUTHOR]

Based on the stressor‐emotion model, we propose that negative affect mediates the relationship between three role stressors (i.e., role ambiguity, role conflict, and role overload) and counterproductive work behavior (CWB), while proactive personality moderates the relationships between negative affect, role stressors, and CWB. We tested our hypotheses using data from 332 employees in Mainland China. We found that negative affect mediated the relationships between the three dimensions of role stressors and CWB. Role ambiguity was most strongly associated with CWB, followed by role conflict and then role overload. Proactive personality moderated the role ambiguity‐negative affect, role conflict‐negative affect, and negative affect‐CWB relationships, but not the relationship between role overload and negative affect. [ABSTRACT FROM AUTHOR]

Purpose: Workplace thriving is a psychological state that promotes employee health and development. In addition to presenting a useful instrument that captures the nature of a thriving work life in China, the purpose of this paper is to investigate important factors that influence one's thriving status within this national context. Design/methodology/approach: Using diverse approaches across different samples, Study 1 contextualized the content of a workplace thriving scale (WTS) to fit the Chinese context. Study 2 tested the effects of learning goal orientation, exploration at work and role ambiguity on workplace thriving, employing a mediation model. As a supplement, Study 3 examined the test–retest reliability of workplace thriving. Findings: Study 1 confirmed that in the Chinese setting, workplace thriving is a higher order construct represented by both a sense of learning and a sense of vitality. Study 2 found that learning goal orientation and exploration at work fostered thriving, while role ambiguity reduced thriving. Also, exploration mediated the relationship between learning goal orientation and thriving. Study 3 verified that the WTS was reliable over time in the Chinese setting, further increasing the reliability of results from Studies 1 and 2. Originality/value: By rigorously and formally contextualizing the concept/construct of workplace thriving in China, this paper is informative for future research on thriving at work in Eastern cultures. [ABSTRACT FROM AUTHOR]

A model is investigated in which organizational formalization influences work alienation through role ambiguity, role conflict, and organizational commitment. Interrelationships are tested with data obtained from industrial salespeople and industrial buyers. Higher levels of formalization are found to be associated with greater organizational commitment and less work alienation. [ABSTRACT FROM AUTHOR]

A study of 319 human service workers in 22 human service organizations was used to analyze simultaneously the effects on both satisfaction and commitment of multiple predictors from the three categories of job characteristics, organization characteristics, and worker characteristics. The study shows that job satisfaction and organizational commitment are each affected by a unique hierarchy of predictors. Results indicate that two job characteristics, skill variety and role ambiguity, are the best predictors of satisfaction, while two organization characteristics, leadership and the organization's age, are the best predictors of commitment. One worker characteristic, education, was found to be a significant predictor of commitment, while no worker characteristics predicted job satisfaction. [ABSTRACT FROM AUTHOR]

A social experiment was used to assess the effects of matrix structure on organizational processes, role perceptions, and work attitudes. Tests of hypotheses employed a nonequivalent control group design with statistical procedures simulating a complementary, quasi-experimental design termed treatment-effect correlations. Implementing matrix structure caused predicted increases in the quantity of communications, but decreased the quality of these communications. Negative effects on relevant role perceptions, work attitudes, and coordination also occurred. Implications of these findings are discussed in relation to the literature on matrix organization, and suggestions for further research are advanced. [ABSTRACT FROM AUTHOR]

The article presents a study which explored role differences in relationships between degree of role clarity and various personal outcomes and in the moderating effects of need for clarity for supervisory and nonsupervisory roles. The methodology of the study is described, as well as the administration of questionnaires and scales used in the study. A discussion of the findings of the study and implications for future research are also presented, including scales displaying the results of the research.

The study of the organizational determinants of role ambiguity among sales and marketing professionals and its dysfunctional impact on job outcomes is an important area of research in marketing. Recently, researchers have identified several gaps in the literature in this area, including (1) substantial variability in results across studies and (2) lack of studies that conceptualize (and operationalize) role ambiguity as a multifaceted construct. As an initial step, the author uses a multifaceted conceptualization of role ambiguity to investigate a model that includes key organizational determinants and job outcomes. Using data from multiple samples of sales and marketing professionals, the author estimates, augments, and validates the hypothesized model. The results show that multifaceted role ambiguity (1) helps uncover functional facets of role ambiguity (e.g., family) that facilitate coping with other ambiguous facets, (2) unravels the sensitivity of role ambiguity facets to different organizational determinants, and (3) offers evidence of differential potency because the different role ambiguity facets exhibit different potency in predicting the various job outcomes. Several directions for enriching theory about the role ambiguity phenomenon are provided and implications for practitioners are discussed. [ABSTRACT FROM AUTHOR]

Background: The Neonatal Resuscitation Program's (NRP's) Sixth Edition introduced simulation-based training (SBT) into neonatal life support training. SBT offers neonatal emergency response teams a safe, secure environment to rehearse coordinated neonatal resuscitations. Teamwork and communication training can reduce tension and anxiety during neonatal medical emergencies. Purpose: To discuss the implications of variability in number and type of simulation scenario, number and type of learners who comprise a course, and their influence upon scope of practice, role confusion, and role ambiguity. Methods: Relevant articles from MEDLINE, CINAHL, EMBASE, Google Scholar, the World Health Organization, the American Heart Association, and NRP were included in this integrative review of the literature. Findings/results: Purposeful synergy of optimal SBT course construct with teamwork and communication can resist discipline compartmentalization, role confusion, and role ambiguity. Five key themes were identified and coined the "5 Rights" of NRP SBT. These "5 Rights" can guide healthcare institutions with planning, implementation, and evaluation of NRP SBT courses. Implications For Practice: NRP SBT can facilitate optimal team function and reduce errors when teams of learners and varied scenarios are woven into the course construct. The simulated environment must be realistic and fully equipped to encourage knowledge transfer and attainment of the NRP's key behavioral outcomes. Implications For Research: Investigation of teamwork and communication training with NRP SBT, course construct, discipline compartmentalization, and behavioral and clinical outcomes is indicated. Investigation of outcomes of SBT using a team-teaching model, combining basic and advanced practice NRP instructors, is indicated. [ABSTRACT FROM AUTHOR]

Since its inception four decades ago, there has been widespread adoption of the matrix organisational design, particularly in project-based organisations. However, several challenges remain, one of which is related to the ambiguity of authority as a result of the dual command structure. This study examines the perceptions of the types of power and influence mechanisms used by the functional manager and the project manager to influence project personnel, and the effect of these mechanisms on attitudinal outcomes. The research used a two-phase design. The first qualitative phase validated the constructs of power and influence. In Phase 2, quantitative data was obtained from 22 functional managers, 28 project managers and 92 project personnel in South Africa, Italy and Canada from one large project execution technology company. There appears to be a large perceptual gap between project managers, functional managers and project personnel. Managers perceive themselves to be using aspirational and personal influence mechanisms, whereas project personnel perceive the managers to be using positional, punitive mechanisms. Relationships were observed between the perceived type of influence being used by the managers and the project personnel's satisfaction with their manager, overall job satisfaction, their performance and level of engagement. Functional and project managers are associated with very different attitudinal outcomes among project team members. [ABSTRACT FROM AUTHOR]

Community learning disability nurses need a clear understanding of the concept of 'role'. This is important because it has implications for role clarity, role perception and role enactment when meeting the healthcare needs of people with learning disabilities. In addition, understanding of 'role' prevents role ambiguity and role conflict in the work environment, and can help to ensure appropriate delivery of health care to people with learning disabilities, who often present with complex needs. This article examines literature on role from symbolic interactionist, psychological, anthropological and organisational role-theory perspectives. It also highlights the significance of role ambiguity and examines current role-theory research in community learning disability nursing. [ABSTRACT FROM AUTHOR]

This study aims to examine the relationship between perceived Leader-Member Exchange (LMX) quality and job performance with the moderating role of perceived role ambiguity of food&drink service sector employees working in service organizations in Istanbul-Turkey. Within the framework of this study, the suggestions are derived from LMX Theory, Attribution Theory and Performance Behavior Approach while examining the proposed relationships among the research constructs. The fndings revealed that LMX quality and its dimensions had positive signifcant correlations with job performance. Moreover, the research results showed that perceived role ambiguity had a significant moderating role on the relationship between LMX and job perception. [ABSTRACT FROM AUTHOR]

Although the role of the school social worker has historically been inconsistent, fragmented, and contextual, concerns about the need to advocate for school social work positions, demonstrate the effectiveness of school social work practice, understand the consequences of role ambiguity, and respond in a proactive way to policy changes has necessitated a focus on the development of a more clearly defined school social work role. The purpose of the current exploratory-descriptive study was to examine the role of school social workers in Louisiana (N = 378). Results of the analysis led to a consistent role definition in Louisiana and the development of a conceptual practice model. This conceptual model and role definition has implications for school social workers' ability to advocate for their positions, provide accountability for their work, and guide the training and education of school social workers. [ABSTRACT FROM AUTHOR]

Within a stressor-strain framework, the aim of this study is to examine the influence of perceived laissez-faire leadership – a type of leadership characterized by the superiors' avoidance and inaction when subordinates are experiencing a situational need for leadership – on stress in the form of experiences of role ambiguity. This was tested within a prospective 3-wave research design with time lags of 2 and 3 years respectively. A combination of 2 constructive types of leadership, initiating structure and showing consideration, was included as a control. In a sample of 1771 employees drawn from the Norwegian working population, structural equation modelling supported the hypothesis that perceived laissez-faire leadership would be positively related to experiencing role ambiguity at 3 consecutive measurement points. The findings did not support a potential reciprocal relationship between the two across time. Initiation of structure and Consideration were not related to role ambiguity, providing strong evidence of the importance of laissez-faire leadership within a stressor-strain framework. Demonstrating that laissez-faire leadership is a root source of subordinate role ambiguity underlines the importance of superiors perceiving situations and circumstances where subordinates experience a need for leadership and, accordingly, approaching this need instead of avoiding it. [ABSTRACT FROM PUBLISHER]

In line with the 'Work environment hypothesis,' role stressors have been proposed as important antecedents of bullying in the workplace. Only a few longitudinal studies on the relationship between role stressors and bullying exist, however, and earlier studies have largely been cross-sectional. The aim of the present prospective study was to determine whether role stressors at baseline predict new cases of workplace bullying at follow-up. A total of 2,835 Norwegian employees participated at both baseline and follow-up, with an interval of two years between the measurements. The study supports the hypotheses that role ambiguity and role conflict, independently, contribute to subsequent new reports of workplace bullying. However, there was a weak reverse effect: reporting being bullied at work at baseline predicted reporting increased levels of role ambiguity and role conflict at follow-up. Even though the results may indicate a circular relationship between the variables at hand, the weak reverse relationship seems to have little practical impact compared to the stronger relationship from role stressors to bullying. Hence, the results mainly support the hypotheses stating that role ambiguity and role conflict, independently, predict subsequent exposure to workplace bullying. [ABSTRACT FROM AUTHOR]

In nonprofit organizations, volunteer coordinators deal with high rates of volunteer turnover due, in part, to increased levels of volunteer burnout. This study sought to identify how burnout can help explain volunteers' intention to quit and identify two potential antecedents of burnout: voice and role ambiguity. Specifically, it is hypothesized that volunteer voice and role ambiguity affects volunteers' intention to quit through their relationship with volunteer burnout. Data were obtained from volunteers working in an animal welfare organization in the western United States (N = 151). An online survey was administered to volunteers who responded to a variety of questions and scales concerning their experiences as volunteers in an animal welfare organization. Structural equation modeling was used to test the mediation hypotheses. The findings provide tentative support that volunteer burnout mediates the relationship between two potential predictors of burnout (e.g., perception of voice and role ambiguity) and intention to quit. Consistent with conservation of resources theory, volunteers who are drained of their cognitive resources through dealing with a lack of voice and ambiguous volunteer role situations experience increased burnout. The practical and theoretical significance of these findings are discussed. [ABSTRACT FROM AUTHOR]

BackgroundThe motivation of this study was to investigate how role overload, role conflict and role ambiguity of nurses relate to burnout and the relationship of nurses’ efficacy to these three stressors and burnout in private hospitals. Patients in private hospitals incur higher expenditure with expectations for better care. Stressors serve as impediments in nursing care and burnout has deleterious effect, high self efficacy can mediate in the effects of stressors and burnout.Methods:Study has been carried out on nurses in three large private hospitals of Kolkata through set of instruments-Organizational Role Stress (Udai Pareek) to assess role conflict, overload and ambiguity, Oldenburg Burnout Inventory to assess the disengagement and exhaustion and Nursing Role Efficacy Scale (Udai Pareek) to assess role efficacy. Data have been analyzed through correlation and regression analysis.Results:According to the nurses’ view, the findings are as follows:Increase in role overload, role conflict, role ambiguity leads to an enhancement in disengagement, exhaustion.Enhancement in self efficacy leads to a reduction in role overload, role conflict, role ambiguity, and disengagement, exhaustion.Conclusion:For better patient care Health care Managers may try to reduce the stressors and enhance efficacy of the nurses, some practical suggestions have been made in these regard. [ABSTRACT FROM PUBLISHER]

The aim of this study was to explore diabetes specialist nurses' (DSNs') perceptions of their professional role in diabetes care. Exploratory interviews were used to elicit DSNs' perceptions of their professional role. Twenty-nine DSNs working in 23 primary health care centres in northern Sweden were interviewed in focus groups. Data were analysed using qualitative content analysis. The DSNs described their profession as encompassing five major roles: 'expert', 'fosterer', 'executive', 'leader', and 'role model'. Challenges interpreted as role ambiguities included feeling uninformed, fragmented, resigned, pressed for time, and self-reproachful. The profession of DSN was interpreted as multifaceted, with various roles and role ambiguities. Patient-centred care and empowerment, which are recommended in diabetes care, can be difficult to achieve when DSNs experience role ambiguity. Lack of clarity about role demands and difficulty in reconciling different roles may have a negative impact on DSNs' attitudes in clinical encounters and could inhibit patient-centred care. The development of the DSN profession requires improved awareness of the DSN's professional role in the clinical encounter, not only to improve the care of patients with diabetes, but also to retain these professionals. Copyright © 2012 FEND. Published by John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

The importance of workplace friendship is recognized by researchers and practitioners, but its antecedents with respect to work roles are not well understood. employees' gender might moderate a relationship between work roles and friendships. Data from a survey of 221 international tourist hotel employees showed that a key aspect of job support, role ambiguity, was negatively related to having workplace friendships. However, employees' gender did not moderate this relationship. Role clarity (the opposite of role ambiguity) may facilitate workplace friendships. [ABSTRACT FROM AUTHOR]

The purpose of this study was to investigate how work environment and psychological empowerment related to worker outcomes in public child welfare. These relationships were examined by testing a conceptual model in which psychological empowerment mediated the relationships between work environment variables (quality of supervision and role ambiguity) and worker outcome variables (emotional exhaustion and intentions to remain employed in child welfare). Responses from 234 public child welfare front-line workers in a southeastern state were used to test the proposed mediating model. The results of the study revealed that quality of supervision and psychological empowerment were directly related to workers' intentions to remain employed in child welfare. An indirect relationship between quality of supervision and intentions to remain through the mediating variable of psychological empowerment was found. Quality of supervision was also indirectly related to worker emotional exhaustion through the mediating variable of psychological empowerment. While the work environment variable role ambiguity was not directly related to the outcomes emotional exhaustion or intentions to remain, indirect relationships through the mediating variable of psychological empowerment were found. [ABSTRACT FROM AUTHOR]

The present study was conducted on 210 managers from different private sector organizations to examine the role of stress (role stress) and locus of control on job satisfaction. In this study, stress and locus of control were treated as predictor variables, whereas satisfaction was used as a criterion variable. For measurement of role stress, Occupational Stress Index (OSI) (Srivastava and Singh, 1981) was used; for measurement of locus of control, Social Reaction Inventory (Rotter, 1966) was used; and for measurement of job satisfaction, S-D Employees' Inventory (Pestonjee, 1979) was used. The results of correlation indicated that role overload was significantly negatively correlated to satisfaction with management and total satisfaction; role ambiguity was significantly negatively correlated to satisfaction with management; and role conflict was significantly negatively correlated to satisfaction with management and total satisfaction. Overall stress was significantly negatively correlated to satisfaction with management and total satisfaction. Locus of control was significantly negatively correlated to satisfaction with management and total satisfaction. The results of step-wise multiple regression analysis showed that total stress contributed 7.4% variance in explaining satisfaction with management, and role conflict contributed 7.1% variance in explaining total satisfaction. [ABSTRACT FROM AUTHOR]

We explored whether teams develop shared perceptions regarding the quantity and quality of information and the extent of participation in decision making provided in an environment of continuous change. In addition, we examined whether change climate strength moderated relationships between change climate level and team outcomes. We examined relationships among aggregated change information and change participation and aggregated team outcomes, including two role stressors (i.e., role ambiguity and role overload) and two indicators of well-being (i.e., quality of worklife and distress). Questionnaires were distributed in an Australian law enforcement agency and data were used from 178 teams. Structural equation modelling analyses, controlling for a marker variable, were conducted to examine the main effects of aggregated change information and aggregated change participation on aggregated team outcomes. Results provided support for a model that included method effects due to a marker variable. In this model, change information climate was significantly negatively associated with role ambiguity, role overload, and distress, and significantly positively associated with quality of worklife. Change participation climate was significantly positively associated with quality of worklife. Change climate strength did not moderate relationships among change climate level and team outcomes. [ABSTRACT FROM AUTHOR]

rashid c. (2010) Benefits and limitations of nurses taking on aspects of the clinical role of doctors in primary care: integrative literature review. Journal of Advanced Nursing 66(8), 1658–1670. Aim. This paper presents an integrative literature review of studies exploring the benefits and limitations of the recent expansion of the clinical role of nurses working in general practice in the United Kingdom. Background. Similar clinical outcomes and high levels of satisfaction with consultations undertaken by nurse practitioners compared to general practitioners in primary care have been reported in a Cochrane review [Cochrane Database of Systematic Reviews (2004) vol. 5, p. CD001271]. Since then, nurse consultations have increased considerably as general practitioners have delegated part of their clinical workload to other general practice nurses. However, whether all general practice nurses can fulfil this extended role remains open to question. Method. An integrative review was performed. Nine electronic databases were searched. UK studies were included if they were published after the previous Cochrane review, i.e. between 2004 and 2009. Results. Eight studies were identified, most using qualitative methodology. The evidence suggested that the changes in nurses’ role have been predominantly driven by the perceived increase in workload arising from the new general practitioner contract. Delegating work to nurses provided a means of organizing workload within a practice without necessarily allowing patient choice. Patients generally thought that all general practice nurses would be able to deal with simple conditions, but they would prefer to consult with a general practitioner if they thought it necessary. There were concerns about nurses’ knowledge base, particularly in diagnostics and therapeutics, and their levels of training and competence in roles formerly undertaken by general practitioners. Conclusion. There have been few studies in this key area of healthcare policy. There is a need for better training and support for nurses undertaking roles in consultation and for patients’ views to be better represented. [ABSTRACT FROM AUTHOR]

Aim. This study is a report of a study to clarify the role of the public health nurse in one Irish community care area in the light of acknowledged problems in defining boundaries of the role. Background. Demographic developments and planned reorientation towards primary care of the health service in Ireland have changed the workload of public health nurses, which is unique compared with other countries. However, there is a lack of clarity and consequent problems in defining the role of the Irish public health nurse. Method. A descriptive qualitative study was conducted with 25 representatives of community nursing from one county in Ireland with a population of 209,077 and a complement of 65 full-time equivalent public health nurses. Purposive sampling was used and 21 public health nurses, two registered general nurses, one assistant director and one school nurse participated. Tape-recorded, individual semi-structured interviews were conducted over a 15-month period from 2002 to 2004. The constant comparative method was used for analysis. Findings. Four themes emerged: ‘Jack of all trades: the role of the public health nurse defined and described’, ‘the essence of the role’, ‘challenges to the role of the public health nurse’ and ‘communication’. The first theme is discussed in this paper. Conclusion. Public health nurses need to define and redesign their role so that they no longer think that they are the catch-all service in the community. This will enable them to deal with the rapid demographic, sociological and cultural changes in the population, a change that has international resonance. [ABSTRACT FROM AUTHOR]

This study examined whether academic preparation, years of experience, or job role influenced registered nurses' attitudes regarding patient education, the frequency of assuming teaching roles, and the degree of comfort in providing patient education. This quantitative study used a survey tool sent to 412 registered nurses in five rural community hospitals. There were 273 surveys returned (66.3%). Data were analyzed using descriptive statistics, factor analysis, and analysis of variance with post hoc testing. Role ambiguity emerged with a significant difference based on educational preparation. Job role showed a significant difference in competency and comfort with patient education. Years of experience yielded significant differences in the registered nurses' degree of comfort in teaching within two of the three factors. [ABSTRACT FROM AUTHOR]

The purpose of this study is to determine the potential impact of selected organizational factors on boundary-spanning-role employees' perceptions of service recovery performance. This study also aims to assess the impact of service recovery performance on the intention to leave the job and extrinsic satisfaction. This study uses a sample of frontline employees in Belek, Antalya, Turkey. The empirical findings revealed that education, team work and role ambiguity as frontline job perceptions were found to exert positive influences on the service recovery performance, but, empowerment, reward, and organizational commitment were found to have negative effects on the service recovery performance. [ABSTRACT FROM AUTHOR]

This study explores managerial behavioral responses associated with the extent to which a firm's performance measurement system is linked to its strategy (SPMS). We hypothesize that an SPMS is positively associated with higher levels of job-relevant information (JRI) and lower levels of role stressors, which are then associated with higher levels of managerial performance. Using survey data from over 700 respondents, we find that an SPMS positively affects performance through its relations with JRI and role ambiguity (RA). Managers perceive that they have higher levels of JRI and lower levels of both role conflict (RC) and RA when they have an SPMS closely linked to strategy. In turn, performance is higher when managers perceive that their RA is lower. Additionally, we find that the link to the evaluative process, complexity, and managerial experience moderate the relations between an SPMS and JRI, RA, and RC. [ABSTRACT FROM AUTHOR]

Legge's seminal book on personnel managers (Legge, 1978) identified ambiguities in their role, vicious circles that limited their power and possible strategies to improve their effectiveness. This paper explores how far the advent of human resource management has altered the circumstances in which they find themselves and how far it offers a new basis for power and influence. Analysis of interviews with 48 senior executives indicates that although there have been changes in features of the ambiguities and vicious circles, personnel managers have failed to overcome many of the problems identified by Legge 25 years earlier or to seize the opportunities outlined by Ulrich (1997) to become human resource champions. [ABSTRACT FROM AUTHOR]

This study explores the relationship between role conflict and role ambiguity, and burnout of mental health service providers. The study used a sample of 259 mental health service providers who completed a questionnaire that included several measures: role conflict and ambiguity scales, the Maslach Burnout Inventory, social support scales and an involvement scale. Results showed that role conflict and role ambiguity had statistically significant correlations with several of the burnout dimensions. The author discusses the potential implications for increasing workers' quality of work life. [ABSTRACT FROM PUBLISHER]

The article provides information on burnout and the tendency for hospital librarians to suffer the condition. Burnout is primarily job related and is generated in workplaces where the environment encourages over-achievement and sublimation of the worker to the company. The factors often associated with burnout among hospital nurses include role conflict, role ambiguity and role overload. Co-workers may also contribute to the condition by constantly complaining, refusing to do assigned work and absenteeism

ABSTRACT. The authors formed and tested a model of the antecedents, consequences, and possible moderators or mediators of the role ambiguity construct in a new occupational group of nurses (N = 1,240) in Finland. They hypothesized that (a) job characteristics (control and feedback) would be associated with role ambiguity and (b) this association, in turn, would be moderated by personal need for structure. The authors hypothesized that role ambiguity would affect occupational strain partially by the strength of occupational identity. They tested these models by using hierarchical regression analysis and structural equation modeling (LISREL 8; K. G. Joreskog & D. Sorbom, 1993). Both hypotheses were supported. [ABSTRACT FROM AUTHOR]