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This article aimed to determine the association between role stress and depressive symptoms, as well as the moderating role of job autonomy on the role stress‐depressive symptoms relationship. The data came from the China Social Work Longitudinal Study. Depressive symptoms were measured with Center for Epidemiologic Studies Depression scale. Role stress was assessed using two standardized scales of role conflict and role ambiguity. Job autonomy was assessed with a measure derived from the Job Content Questionnaire. We found that role conflict and role ambiguity were positively associated with depressive symptoms, while job autonomy was negatively associated with depressive symptoms. In addition, job autonomy was found to act as a moderator against the detrimental effect of role ambiguity on depressive symptoms. Our findings suggest that measures focusing on improving job autonomy and decreasing role stress are necessary to improve social workers' psychological well‐being. [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]