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The aim of this study was to examine the impact of role stress (ambiguity and conflict) on job satisfaction through psychological empowerment in the workplace. Data was collected from 314 workers from southern Portugal (Mage= 35.39, SDage =10.66; 69.75% women) Results indicated that role conflict had a direct effect on job satisfaction, while the impact of role ambiguity on job satisfaction was totally mediated by meaning and self-determination. Psychosocial interventions in companies should focus on prevention of role stress and promotion of psychological empowerment in the workplace. [ABSTRACT FROM AUTHOR]

This study aimed to examine the mediating effect of job satisfaction in the relationship between role ambiguity and organizational citizenship behavior (OCB) according to the "HEalthy and Resilient Organization" model in two local corporations. A multilevel analysis of mediation was employed to examine the relationship between these variables, controlling for the effect of employee division. The sample consisted of a total of 340 employees. The results indicate that job satisfaction exhibits a total mediation in the relationship between role ambiguity and OCB of public employees. These results indicate the importance of employees' well-being to decrease negative effects of role ambiguity in public employees' performance. [ABSTRACT FROM AUTHOR]

The aim of this study is to examine the relationship between role stress, work engagement, and job satisfaction according to the Job Demands-Resources Model. The proposed model hypothesizes that work engagement mediates the relationship between role ambiguity, role conflict, and role overload on one hand, and job satisfaction on the other. To test the model, data was collected from 586 workers from southern Spain (Mage = 37.11, 50% women). Model fit and mediation test were examined using structural equation modeling (path analysis). Results showed that role conflict, role ambiguity, and work engagement were significant predictors of job satisfaction. However, work engagement did not mediate the relationship between role stress and job satisfaction. Role stress as a hindrance job demand would explain the most direct impact on job satisfaction than through work engagement. Implications for practice and future research are considered. [ABSTRACT FROM AUTHOR]