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Employee non-green behavior (ENGB) is an important obstacle to corporate green transformation; however, existing literature has paid little attention to ENGB. Based on the conservation of resources (COR) theory, this study establishes a model to explore whether and how role stressors affect ENGB and test the hypothesis using a structural equation model with data for employees. The results show that ENGB can be divided into four dimensions: green ignoring behavior, green exclusionary behavior, green silent behavior and green disregardful behavior. There are significant differences in the effects of the three role stressors on four ENGBs. Among them, role conflict directly induces green ignoring behavior and green exclusionary behavior, while its impact on the other two ENGBs is not significant. However, role ambiguity and role overload indirectly induce four ENGBs through the mediation of emotional exhaustion. These findings provide strong recommendations for corporations to reduce ENGB by mitigating employee role stressors. [ABSTRACT FROM AUTHOR]

While results-based performance measurement has become a common practice in governing relationships with external stakeholders, many nonprofits are struggling with severe tensions when implementing results-based management practices inside the organization. This article draws on performance management research in accounting and management to analyze why results-based management poses particular challenges for nonprofits. As its first contribution, the article conceptualizes dedication to values as a particular characteristic of nonprofit organizations that involves high role ambiguity among nonprofit staff. Second, it specifies a particular tension associated with results-based management practices in values-focused work: Results-based management helps to reduce role ambiguity, but by doing so it creates role conflict. Third, the article proposes the interactive use of results-based information as an approach to how organizations with a high dedication to values can increase role clarity for nonprofit staff, while avoiding role conflict. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

If employees lack information about their job responsibilities, do they halt their voluntary work efforts, and if so, why and when? To answer these questions, this study attempts to unpack the relationship between employees’ role ambiguity and organizational citizenship behavior (OCB) and proposes both a mediating role of procedural injustice and a moderating role of relational resources (i.e. social interaction and goodwill trust). Survey data collected from employees who work for a services organization in Mozambique indicate that a critical reason that unclear role descriptions diminish extra-role work activities is that employees criticize their organization for maintaining unfair decision-making processes. The informality and trustworthiness of their peer relationships mitigate this detrimental effect. For employees who feel stressed by insufficient information about job responsibilities, this study indicates a risk that their organizational standing might become compromised because they respond by refraining from work-related voluntarism. Organizations need to encourage high-quality interpersonal exchanges to help reduce this risk. [ABSTRACT FROM AUTHOR]

In the context of developed countries, a lot of research has been done to uncover and identify the problems school leaders face in their work but little is known about the school leadership of underdeveloped countries. In a quest to discover contextual problems in terms of role conflict and role ambiguity of school leaders, this qualitative study tries to capture the experiences of principals in Nepal through in-depth interviews of six community school principals. The findings reveal that the major sources of role conflict and ambiguity for principals from Nepal are problematic power-sharing, low job autonomy, dual role conflict, limited professional development training, and lack of leadership knowledge. The study has several policy-level implications such as importance of hiring principals with proven leadership skills and increasing the leadership skills of current principals to ensure that they can tackle these challenges. [ABSTRACT FROM AUTHOR]

Role conflicts and role ambiguity have been identified as important risk factors for exposure to workplace bullying, particularly when combined with inadequate leadership practices. Even though role ambiguity theoretically can be considered a causal precursor to role conflicts, previous research has mainly examined these role stressors as concurrent predictors of workplace bullying. The present study provides a more nuanced analysis by investigating role conflicts as a mediator in the relationship between role ambiguity and exposure to bullying behaviours. Adding to the understanding of the bullying process we also considered the possible moderating roles of laissez-faire and transformational leadership in the role stressor–bullying relationship. Employing a national probability sample of 1,164 Norwegian workers, with three measurements across a 12-month period, the results showed an indirect effect of employees' role ambiguity on subsequent exposure to bullying behaviours through employees' experience of role conflicts. Moreover, laissez-faire leadership exacerbated, while transformational leadership attenuated, the indirect relationship between role ambiguity and exposure to bullying behaviours through role conflicts. In summary, the present data shows that when the management of organisations neglects its inherent responsibility to adequately address employees' experiences of role ambiguity and role conflicts, the risk of exposure to workplace bullying is likely to increase. [ABSTRACT FROM AUTHOR]

This study was about the delicate balance between employee well-being and organizational productivity. On the one hand, if work demand was too high, employees would be too stressed, and organizational productivity would be affected. On the other hand, if a workplace is too relaxed, the business may not survive. An optimal combination of employee well-being and organizational productivity had to be addressed in equal terms. The method used to identify potential workplace stressors was qualitative in as much as it made use of observations and interviews with informants. The method used to determine levels of workplace stressor experience of employees was descriptive-quantitative. This study made use of employee work stressor experience as leverage to highlight its dynamics with employee welfare and organizational productivity. Work stressors in the context of a fast-food establishment were identified. Employees were given survey questionnaires to determine the levels of workplace stressor experience. One-way ANOVA was used to determine the significance of the difference between workplace stressors, and subsequently, areas of intervention were identified. The conclusions were the following. Role conflict, role ambiguity, work overload, working conditions, and workplace relationships were identified as potential workplace stressors based on fast-food operations and settings. Identified workplace stressors were experienced by employees at varying levels. There was a significant difference between workplace stressors. Interventions were to include all identified stressors beginning with the most prevalent, work overload. Areas of intervention included social and organizational support, employee stress-coping attitudes and skills, work performance abilities, and work-life balance. [ABSTRACT FROM AUTHOR]

Medical social work is gradually developing in China, and children's hospitals greatly need medical social workers. However, different groups have different perceptions of medical social workers' roles. The role of nascent Chinese medical social workers in children's hospitals is unclear, which hinders the growth of this profession. Therefore, this study aimed to resolve role ambiguity by comprehensively exploring the specific roles of Chinese medical social workers in a children's hospital. A descriptive qualitative research design was adopted. Twenty-six participants, including medical social workers (n = 8), primary caregivers of children (n = 6), and medical staff (n = 12, including 6 doctors and 6 nurses), were recruited by purposive sampling at a tertiary-level children's hospital in China between October and November 2022. Face-to-face semi-structured interviews were conducted to collect data. Three major themes with eleven roles were extracted through Colaizzi's 7-step method of phenomenological data analysis: (1) the role identified by all three groups: psychological supporter, resource linker, and consultant; (2) the role identified by healthcare professionals: coordinator, planner, assessor, advocate, organizer, promoter, and educator; and (3) the role identified by medical social workers themselves: manager. This qualitative study was the first to comprehensively describe the eleven roles assumed by Chinese pediatric medical social workers in the hospital and role ambiguity among different groups. The lack of medical background and practitioners, as well as lower social status, led to medical social workers' role ambiguity problems. Recommendations to strengthen policy support, cultivate a new medical social work culture, and increase the social understanding and recognition of medical social work to resolve role ambiguity are provided. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of the article is to provide further evidence for the work environment hypothesis. According to the work environment hypothesis and as documented by empirical evidence, organizational factors play a crucial role in the development of workplace bullying. However, to better understand and prevent bullying at work and establish sustainable, responsible and ethical workplaces, it is crucial to understand which organizational factors are particularly important in the development of bullying and how these factors, independently and combined, act as precursors to bullying over time. One prominent theory that explains how organizational and individual factors interact is the affective events theory (AET). Design/methodology/approach: In a two-wave, time-lagged study (N = 364), the authors apply AET to test and explain the interplay of organizational factors in the development of bullying at work. Findings: The results revealed that supportive and fair leadership moderates the relationship between role stress and exposure to workplace bullying. Practical implications: Knowledge of the buffering role of supportive and fair leadership practices is important when implementing organizational interventions aimed at preventing bullying at work. Originality/value: Although previous studies have shown the general protecting effects of supportive leadership on exposure to bullying, the current study indicates that high level of supportive and fair leadership practices decreases the level of exposure to bullying, even when role ambiguity and role conflict are relatively high. [ABSTRACT FROM AUTHOR]

Background Public accounting firms (KAP) have an important role in providing audit services to clients. However, auditors in KAP often experience burnout problems that can affect the quality of the resulting audit. One factor that can trigger burnout is role conflict and role ambiguity. Purpose: to determine "The Effect of Role Conflict, Role Ambiguity Towards Burnout and Impact on Audit Quality" (Empirical Study of Public Accounting Firms in South Jakarta).. Methods: The type of research used is quantitative research with primary data sources. The population in this study is a public accounting firm in the South Jakarta area and the sample in this study are auditors who work at public accounting firms in the South Jakarta area. The number of samples in this study were 107 auditors. Quantitative data analysis was performed using the Partial Least Square (SEM-PLS) technique which was processed through the SmartPls software. Results. Based on the research results and the results of hypothesis testing, it shows that 1) role conflict has a positive and significant effect on burnout, 2) role ambiguity has a positive but insignificant effect on burnout, 3) role conflict has a positive but insignificant effect on audit quality, 4) role ambiguity has a negative but insignificant effect on audit quality, 5) burnout has a positive but insignificant effect on audit quality, 6) burnout is not able to mediation effect role conflict on audit quality, 7) burnout is not able to mediation effect role ambiguity on audit quality. Conclusion: Role conflict and role ambiguity positively affect auditor burnout. In addition, burnout also negatively affects the quality of the audit produced. However, no significant effect was found between role conflict and role ambiguity on audit quality. [ABSTRACT FROM AUTHOR]

This article examines what vice-principals in Singapore experience as constraints to their leadership practice, and how they deal with these constraints, cognisant that role misalignment for vice-principals presents barriers to schools achieving optimal effectiveness. This qualitative study seeks to hear the voices of vice-principals, to uncover the contextual richness of their experiences through interviews with 28 vice-principals. Coding involved a mix of codes from the literature and from the interviews, with member checking of the findings. Vice-principals in Singapore face two main constraints: role ambiguity and role conflicts. These are mainly a structural issue, given the dual expectations of vice-principals to support their principals and to lead. The problems are heightened when there are clashes of values, with vice-principals conflicted between two sources of authority: administrative and professional. Framing the constraints faced by vice-principals under role ambiguity and role conflicts raises these constraints to a theoretical and organisational level. The study proposes a link between the concepts of role ambiguity and role boundaries and illustrates how role ambiguity and conflicts can be disempowering. However, the study also shows that ambiguity need not always be a constraint but can be positive under some conditions. [ABSTRACT FROM AUTHOR]

Despite the prevalence of unsafe behaviors on construction sites, limited attention has been paid to why and when some individuals on construction crews imitate their coworkers' unsafe behaviors. This research proposes a theoretical model wherein coworkers' unsafe behaviors are transmitted to other individuals through two pathways: safety silence and role stress, which includes role conflict and role ambiguity. Furthermore, the psychological contract of safety acts as a boundary condition. Empirical data were collected using a questionnaire administered to 498 Chinese construction workers and were analyzed using structural equation modeling and hierarchical linear regression. The results indicated that individuals were more prone to violate safety rules when witnessing coworkers' unsafe behaviors. These behaviors indirectly affected individuals through safety silence and role conflict. The psychological contract of safety could mitigate the adverse effect of coworkers' unsafe behaviors on individual safety violations and role stress. The findings contribute to the existing body of knowledge by offering a deep understanding of construction workers' responses toward unsafe behaviors. Practically, this research will assist managers in developing appropriate strategies for preventing the spread of unsafe behaviors within construction crews. [ABSTRACT FROM AUTHOR]

This study examines the effect of role ambiguity on volunteer job performance and investigates the mediating roles of role ambiguity between two social exchange qualities (i.e., team-member exchange and leader-member exchange) and job performance in reducing the negative effect of role ambiguity on job performance. Data were collected from volunteers at charity sport events in the U.S. Hypotheses were tested by using Hayes PROCESS macro model 1 and 4 for SPSS. The study found that role ambiguity is negatively related to job performance and that team-member exchange and leader-member exchange indirectly influence job performance through the mediating mechanism of role ambiguity. Also, the moderating effect of gender on the relationship between role ambiguity and job performance was found. Theoretical and practical implications for charity sport event volunteers, as well as recommendations for future research, are presented. [ABSTRACT FROM AUTHOR]

In increasingly ambiguous work contexts, advice-seeking and task crafting behaviors are becoming more significant than ever before. Drawing on the uncertainty reduction theory, this study examined how role ambiguity would affect advice-seeking and task crafting. We also investigated whether a proactive personality would moderate the effects based on the capacity–willingness–opportunity model. The results, based on a two-wave design with a sample of 160 employees in South Korea, revealed that role ambiguity did not affect advice-seeking and task crafting directly. However, it was found that, as role ambiguity increased, employees with proactive personality became more involved in advice-seeking and task crafting. These findings indicate that role ambiguity serves as an opportunity for proactive employees who have the capacity and willingness to seek advice and craft tasks. [ABSTRACT FROM AUTHOR]

Ambiguous perceptions of job roles by service providers may lead to poor service quality. This study sought to examine the relationship between role ambiguity and service impact among disability support workers, and further, to compare the mediating effects of job‐based and collective psychological ownership in the role ambiguity–service impact link. Data were derived from a longitudinal survey conducted in 56 cities in mainland China in 2019. 1153 social workers working in disability and rehabilitation services sectors completed the questionnaire. Structural equation modeling analyses and bootstrapping were applied to test the proposed model. The results revealed that role ambiguity is a risk factor for disability support workers' service impact. Furthermore, psychological ownership serves mediating roles in the relationship between role ambiguity and service impact among disability support workers. Even more, job‐based psychological ownership plays a more critical buffering role than collective psychological ownership does among Chinese disability support workers experiencing role ambiguity. The main findings imply that human service organizations in China face the dilemma of insufficient organizational capacity, with employees tending to resolve problems by relying more on their own resources than organizational resources. Therefore, policymakers and human service organizations should develop the organizational capacity of human service organizations to help employees overcome role ambiguity. [ABSTRACT FROM AUTHOR]

Events tend to be more stressful for those who are emotionally unstable or who are anxious than for others. In the current study, the sources of stress among Chennai-area IT workers are described. 120 of the 140 employees that received questionnaires were fully completed when the researcher contacted them, out of the total 140. The sample size is therefore 120. Also calculated are the mean, standard deviation, and correlation. It has been discovered that the IT employees have similar views on role overload, role ambiguity, role conflict, and responsibility for people. They also have similar views on low involvement, bad peer relationships, intrinsic undernourishment, and demanding working conditions. Numerous studies indicate that owning a pet might help lessen health issues exacerbated by stress, such as heart disease and high blood pressure. [ABSTRACT FROM AUTHOR]

The purpose of this study is to reveal whether the excess workload plays a moderator role in the relationship between the role ambiguity of the employees and their perceptions of work alienation. For this purpose, the data obtained through questionnaires from 312 people working in universities, banks, health institutions and different institutions that produce security services operating in Ankara were analyzed. The scales used in the first works in the analyzes are exact analytic factor analysis as AMOS and can be simply redesigned to be able to play a simple analysis game to predict the choice among the choices and test the possible outcomes to be solved. Regression analysis based on Bootstrap was performed with the software. As a result of the findings, it was revealed that the role ambiguity perceptions of the employees affected the level of work alienation significantly and positively, and the perception of overwork had a moderating effect on the relationship between role ambiguity and work alienation. [ABSTRACT FROM AUTHOR]

This study is designed to respond to repeated calls for research on sales person retentionby building upon a mature research stream to identify ways to reduce turnover in boundary spanning employees and the resultant effect it has on organizational productivity. Specifically, this research draws on the Job Demands-Resources model to explore the effect of employee perceptions of firm market orientation as a way to reduce role stressors and subsequently turnover intentions. It also looks at employee traits that may serve as a buffer to the role stress to turnover intentions link and can be part of the hiring selection process (in this case grit). In so doing, this research uses a sample of early career salespeople to examine the effects of a firm's market orientation (MO) and selective hiring for specific traits (level of grit) on a salesperson's intention to quit using Job Demand-Resources as a framework. The authors utilized a questionnaire to collect data from a sample consisting of 260 respondents who were employed full-time and worked in either B2B or B2C sales as boundary-spanning employees. The measures utilized in this study have been used in previous research and have demonstrated acceptable reliability and validity. Analysis of the latent constructs was conducted using PLS-SEM. The model was assessed as specified in the hypotheses and was estimated using the PLS algorithm to obtain path coefficient estimates. Findings suggest that organizations can benefit internally from strong MO by mitigating stressors placed on boundary-spanning employees. Those who perceived strong MO in their employer experienced more clearly defined roles, which led to decreased role ambiguity. These increased levels of job satisfaction, which reduced turnover intention. Additionally, Grit appears to only moderate the link between role conflict and job satisfaction, which suggests that grit can serve as an additional resource salespeople can tap into in response to the demands of role stressors thereby reducing their likelihood of leaving their positions. In this research, inclusion of market orientation as an antecedent to role stressors in the Job Demands-Resources model expands the conceptualization of the construct as it relates to salespeople in that market orientation is something the firm can control directly. This opens research opportunities to use this model in the sales literature. In addition, the job-demands-resources model expands the role of grit beyond positive psychology to be viewed as a resource in stressful situations and puts the role of grit into a theoretical framework for use in business contexts. As such, the current work suggests that the grit scale can be used to replace measures used for similar constructs such as tenacity. This research suggests that role ambiguity can be reduced by the presence of a market orientation. This reduction in role ambiguity leads to an increase in job satisfaction which leads to reduced turnover intention. Thus, this study indicates that there may be a cost-saving benefit (e.g. recruiting and retention efforts, lost sales, etc.) that accrues to firms with a market orientation due to reduced salesperson turnover via role perceptions. This supports that the idea that organizations can benefit from market orientation not only externally, but also internally in terms of mitigating stressors placed on boundary-spanning employees. Therefore, companies should push for adoption of market orientation in order to alleviate some key role stressors placed on their salespeople in addition to the already established benefits from external customers. The link between grit, job satisfaction, and turnover intentions is another positive finding. As expected, job satisfaction helps reduce turnover intentions; however, the relationship is moderated by grit in such a way that people with higher grit show a weaker link between job satisfaction and turnover intentions while those with lower levels of grit show a stronger link between job satisfaction and turnover intentions. This raises human resource issues in the hiring process: human resource managers should work to identify salespeople with high levels of grit in order to better minimize turnover intentions given the cost of turnover to organizations. This research expands existing research by examining the effects of a firm's market orientation (MO) and selective hiring for specific traits (level of grit) on a salesperson's intention to quit using Job Demand-Resources as a framework Combining these two literature streams – market orientation and salesperson grit – is novel and will inspire new thinking and foster new insights. This study serves as a starting point for future research to examine firm controllable resources (market orientation) along with employee traits that can act as a buffer (grit) when resources are scarce. [ABSTRACT FROM AUTHOR]

Work stress is a critical phenomenon in the development of human capital. Work stress that is managed regularly will be able to increase family well-being. Although this issue has been widely studied, the role of work stress as an important predictor variable for family well-being is often neglected in the literature of work stress management in organizations. The purpose of this study is to evaluate the relationship between work stress and family well-being. A survey method was used to collect 160 data from employees in a public agency, Malaysia. Findings using SmartPLS software produced three main findings. First, role ambiguity has a significant relationship with family well-being. Second, role conflict has a significant relationship with family well-being. Third, role burden has a significant relationship with family well-being. This situation shows that the ability of employees to handle work stress prudently will help them balance work and family matters in the organization studied. Next, this study also presents the discussion, implications and conclusions of the study. [ABSTRACT FROM AUTHOR]

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 employee behavior literature is very much dominated by studies on "good" or "positive" behaviors, but relatively little has been researched on the negative attitudes and behaviors of people within the workplace, in particular, job dissatisfaction and counterproductive work behavior (CWB). Therefore, the present study is intended to (1) investigate the influence of job stressors (i.e., role overload, role conflict, role ambiguity, and organizational constraints) on job dissatisfaction among university staff and (2) examine the influence of job dissatisfaction on university staff's CWB. Data was gathered through 266 questionnaires and tested using partial least squares structural equation modeling. The results revealed that organizational constraints, role overload, and role ambiguity are significant stressors that increase job dissatisfaction, which in turn, increase CWB. Thus, the findings highlight the vital role of specific job stressors (i.e., role overload, role ambiguity, and organizational constraints) in causing job dissatisfaction and CWB among university staff. The findings contribute to the stressor-emotion model and Herzberg's motivation-hygiene theory. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Teachers' work roles and responsibilities have changed dramatically because of the COVID-19 pandemic. These unprecedented changes have the potential to generate role stress and burnout and reduce teachers' job satisfaction. This study investigated the serial relationship between perceived vulnerability to disease, role stress, burnout, and teaching satisfaction. It was hypothesised that individuals who perceive themselves to be at high risk of contracting COVID-19 would report high role conflict and ambiguity in the workplace, which would in turn lead to high levels of burnout and low satisfaction with teaching. Participants were schoolteachers (N = 355) who completed the Perceived Vulnerability to Disease Questionnaire, the Role Orientation Questionnaire, the Maslach Burnout Inventory, and the Teaching Satisfaction Scale. Path analysis confirmed that perceived vulnerability to disease was associated with role conflict and ambiguity, which was in turn associated with emotional exhaustion, depersonalisation, and low teaching satisfaction. Teachers who appraised themselves as being more vulnerable to contracting COVID-19 experienced greater role stress, which was associated with high levels of burnout and low teaching satisfaction. This study highlights that threat appraisals related to contracting COVID-19 represent an additional job demand and this needs to be matched by job resources that can facilitate coping. [ABSTRACT FROM AUTHOR]

Constructive leadership behaviors have been the primary focus of the organizational behavior field, while destructive leadership behavior, although quite common in business life, has received less attention. The main purpose of this study is to investigate the mediating role of role ambiguity in the relationship of laissez-faire leadership with interpersonal conflict and work alienation, based on role stress theory. The results of this cross-sectional study using a sample of 368 municipal employees from the Central Anatolia Region showed that laissez-faire leadership was positively associated with role ambiguity, work alienation, and conflict with co-workers. According to the results of the mediation analysis, role ambiguity mediated the positive relationship between laissez-faire leadership and co-worker conflict, while role ambiguity did not mediate the relationship between laissez-faire leadership and job alienation. Implications for theory and practice as well as directions for future research are discussed. [ABSTRACT FROM AUTHOR]

The present study attempted to investigate the role of job satisfaction in predicting employee performance in the banking sector of Bahrain. The study also tested the moderating role of Role ambiguity on the relationship between job satisfaction and employee performance. Through using the self-administered questionnaire technique, the present study assessed the association between job satisfaction and role ambiguity towards the performance of technical workers in the Banking sector of Bahrain. The study found that the job satisfaction of technical workers has a significant relationship with employee performance. This suggests the employees who are satisfied with the work can improve their overall performance. Furthermore, the study also found that job role ambiguity negatively moderates the relationship between job satisfaction and employee performance. The study offers details on the results and discussion to help the banking sector in Bahrain understand how job satisfaction and role ambiguity can be managed for the performance of the technical workers. [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]

Research suggests that adult attention related disorders and stress cost the US economy approximately $400 billion of lost productivity per annum. This study examines the mediating influence of role stress (RS) on the relationship between adult attention deficit (AAD) and the operational effectiveness of project managers (OEPM). One hundred and twenty actively employed business graduate students each had the opportunity to be a project manager within a project team. Each team member rated the others on their OEPM, completed a self-report measure of RS, and identified a close associate who completed an observer version of the Brown Attention Deficit Scale. Product moment correlations were used to test the hypotheses that AAD, RS and OEPM were associated, and both the Hayes Process and Sobel tests were used to test the hypothesis that RS mediates the relationship between AAD and OEPM. AAD has a positive association with RS and a negative association with OEPM. RS has a negative association with OEPM. RS partially mediates the relationship between AAD and OEPM. Organizations wanting to ensure timely and successful completion of projects need to be aware of the constraining influence of AAD on OEPM and the mediating influence of RS. Interventions and resources that assist disordered project managers to better manage attention challenges, role stress, and the operational aspects of project management may help retain the creative benefits of the disorder while managing the associated operational challenges. [ABSTRACT FROM AUTHOR]

This study aims to determine the mediator effect of alienation between its antecedents and organizational commitment. The data obtained from 399 employees, who work in Ankara, and analysed with quantitative research methods. By analyzing the data, a strong positive relationship has been found between role ambiguity and organizational alienation according to the results of the analysis conducted to determine the relationship between those variables. Besides, democratic leadership behaviors have a significant effect on both organizational alienation and organizational commitment. Additionally, organizational alienation has a partial mediating effect in the relationship between democratic leadership, which is one of the antecedents of alienation, and organizational commitment. Similarly, there is the partial mediation effect of organizational alienation in the relationship between role uncertainty and organizational commitment. [ABSTRACT FROM AUTHOR]

This research seeks to integrate traditional formal leadership structures and emerging shared leadership approaches to team leadership to examine how they jointly relate to innovative outcomes in teams. To reconcile contradictory theory and research that views formal leadership as both beneficial and detrimental to informal leadership, we take a contingency-based approach and hypothesize and find that a designated, nominal formal leader is positively related to shared leadership emergence when role ambiguity is high. Additionally, high role ambiguity enhances the indirect effect of designated formal leadership on team innovation via shared leadership. Alternatively, low ambiguity neutralizes the effect of designated formal leadership on shared leadership and the indirect effect on team innovation via shared leadership. These findings help to address conflicting perspectives regarding the linkage of formal leadership and shared leadership and their respective influence on team innovation. [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]

Purpose: This study aims to explore expectation gaps concerning the roles between educators and students in the context of venture creation courses at higher education institutions by investigating their mutual perspectives. The authors seek to answer the following research questions: (1) how is the role expectation toward the entrepreneurship education of teachers different from that of students and (2) what are the consequences of these expectation gaps in entrepreneurship education? Design/methodology/approach: This study applies an explorative qualitative approach. As the research setting, the authors selected an entrepreneurship education course for advanced management students at a German public university. The authors conducted in-depth interviews with both educators and students to examine how role ambiguity emerges in venture creation courses. Findings: This study identified discrepancies between educators and students in their fundamental assumptions regarding the role of educators and students. Such discrepancies are the autonomy-level assumption gap, capacity assumption gap and learning outcomes expectation gap. Based on the findings, this study develops a framework of expectation gaps between educators and students as sources for role ambiguity in entrepreneurship education by extending the role episode model developed in role theory. Research limitations/implications: The findings contribute to the extant literature on entrepreneurship education in several ways. First, this study reveals that students in venture creation programs can encounter role ambiguity due to differing expectations about their role between educators and students, which can negatively affect the students' perception of their learning outcome. Second, this study discovered that the possible discrepancies regarding the fundamental assumptions about the role of educators and students pose a challenge to educators. Third, the findings illuminate the importance of understanding the complex identity of students in the context of student-centered entrepreneurship education. Practical implications: This study offers several practical implications for entrepreneurship educators in higher education institutions. First, this study reveals the confusion among students concerning their role in entrepreneurship education. As such, it is recommended that educators explain to students the purpose of the student-centered pedagogical approach and the expected role of students in acting as independent entrepreneurial agents. Second, while student-centered entrepreneurship education is based on the fundamental assumption that students are motivated to develop their own startup projects, educators must consider the nature of students' motivation and their overall student-life situation. Finally, this study demonstrates the importance of creating an active feedback loop so that entrepreneurship teachers can be aware of such perceptional gaps between educators and students and understand the sources of these gaps. Originality/value: While the extant literature indicates the existence of perceptual gaps between educators and students in the context of entrepreneurship education, how these gaps emerge and influence the outcome of entrepreneurship education remained unclear. One critical reason for the under-investigation of this issue was that existing studies predominantly emphasize the educators' perspectives, although such expectation gaps can only emerge through the discrepant views of two different parties. This study tackled this research gap by considering the mutual perspective of educators and students by applying role theory. [ABSTRACT FROM AUTHOR]

The purpose of this study was to reveal the work life of physical educators who were experiencing a teacher accountability system in the US. A combination of stratified and purposeful sampling procedures was adopted to select a sample of schools that served communities with various socioeconomic backgrounds. The schools were recently incorporated in a state teacher accountability system that used student learning growth for teacher evaluation. A group of 51 certified physical educators was selected from the sampled schools. Data were collected from three sources: an online survey, in-school observations, and semi-structured interviews. The survey and observations cross-validated data related to job description, workload, general working environment, and demographic information. The interviews detailed the teachers' accounts about their work life, perceptions of the job demands, and resources under the teacher accountability system. Inductive analysis revealed that the lack of critical job resources, especially curricular supports, equipment, and professional development, limited the teachers from promoting student learning that the teacher accountability system required. Teachers were subjected to immense job demands, specifically a large body of content knowledge to teach with shrinking instruction time and ambiguous role. They also felt pressured to incorporate reading, writing, and mathematics in physical education lessons with little or no curricular support. For teachers to teach physical education successfully in this accountability context, systemic changes are needed to provide teachers with adequate professional development and curricular resources to promote learning in physical education. [ABSTRACT FROM AUTHOR]

Institutions that provide health services have matrix organization structures and teamwork is needed in these structures to provide uninterrupted, high quality and effective health services where teamwork is intense, employees sometimes experience uncertainties and conflicts between their roles. This situation can negatively affect the commitment of healthcare workers to the organization. This study was conducted to determine the relationship between role ambiguity, role conflict and organizational commitment of employees in a 407 healthcare workers public hospital. Administrative personnel, data were obtained from 198 employees with confidence interval of 95% using random sampling method. According to the results of the hypothesis tests, the hypotheses were partially accepted between role ambiguity and organizational commitment in terms of age, gender, educational status, time spent in the institution, time spent in working life, service class; hypotheses between role conflict and organizational commitment in terms of age, gender, marital status, education, time spent in working life service class were partially accepted. As a result of the correlation analysis between variables; negative relationship between role ambiguity and organizational commitment in emotional and normative commitment dimensions; It has been determined that there is negative relationship in all dimensions of role conflict and organizational commitment. In order to minimize the role ambiguity and role conflicts of employees, intra-organizational communication should be strengthened, work flows should be rescheduled, excessive duties and responsibilities on employees should be reduced. In addition,employees should be identified with the organization, employees requests should be evaluated periodically and their opinions should be given importance [ABSTRACT FROM AUTHOR]

Objective: The military lifestyle of extended training programs and deployments creates a need to clearly define each partner's roles and responsibilities after each departure and reunion. Background: Previous researchers have discovered that the less ambiguity that occurs when an individual enters or departs the family system, the less likely the family is to experience strain or crisis. One challenging area of boundary definition is finances, as couples tend to avoid talking about money which may contribute to financial boundary ambiguity. Methods: This study applies the contextual model of family stress to examine financial boundary ambiguity and its association with marital quality in the post‐deployment stage. This article presents a theory‐driven exploration of financial boundary ambiguity using the actor–partner interdependence model and structural equation modeling. Results: Study findings indicate that role flexibility, as well as clear and open communication, are related to less financial boundary ambiguity. This, in turn, is related to higher marital quality, although there are differences in the actor and partner effects between financial boundary ambiguity and marital relations. Conclusion: To more fully understand coping and resilience among military couples, the authors applied the contextual model of family stress focused on financial elements to clarify the significance of how the couples navigated their roles and interactions. Implications: Programs focused on financial and relational health should focus on fostering communication around financial roles during periods of transition, such as the deployment cycle. In particular, programs should be oriented around strategies for reducing the stress that surrounds financial uncertainties and strain, in addition to teaching effective financial management. [ABSTRACT FROM AUTHOR]

The present study tested a theoretical model of the correlates of role ambiguity of major sport event volunteers. The sample consisted of 328 volunteers involved with the 2012 Ontario Summer Games. Participants completed an online questionnaire post-Games that included measures of role ambiguity, role difficulty, training, supervision, effort, performance, role satisfaction, overall satisfaction with the Games, and future volunteer intentions. The findings provide support for a multidimensional model of role ambiguity, consisting of performance outcome ambiguity and means-ends/scope ambiguity in this context. A final model indicated that perceived effective supervision was inversely associated with both dimensions of ambiguity, and they differentially predicted role effort, performance, and role satisfaction. Role performance and role satisfaction predicted overall satisfaction with the Games experience, which was significantly associated with future intentions to volunteer. Implications for sport event volunteer management and suggestions for future research are discussed. [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]

The aim of this study is to determine the effect of cooperation between the police and private security tried to carry out in Turkey on the role ambiguity and role conflict perception of private security officers. The research was designed as "random pattern with pretestposttest control group" which is one of the experimental research methods. The full count sample was used in the study conducted with the participation of private security officers working in Kütahya. The questionnaire form including role conflict and role ambiguity scale developed by Rizzo, House and Lirtzman (1970) was used as a data collection tool in the study. As a result of the analysis of the research data collected in three stages, it was determined that there was no difference occurred in the role ambiguity and role conflict levels of the private security officers working in the scope of the Project. [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]

Previous research suggests high school counselors are not living up to their potential as social/emotional, academic, and postsecondary counselors. This article addresses this concern by studying how schools and districts utilize counselors. Through interviews and observations of high school counselors, administrators, and counselor educators in an urban midwestern community, I find that counselors suffer from role ambiguity and role conflict due to lack of a clear job description, overlap with similar professions, supervision by noncounseling administrators, inadequate forms of performance evaluation, and conflict between their roles as counselors and educators. This conflict leads to poor boundaries at work, with counselors receiving an overwhelming amount of noncounseling duties that reduce their time with students. High school counselors have the potential to improve student social and academic outcomes, but these obstacles of role ambiguity and role conflict reduce them to school managers rather than master's-level trained educators with a mental health background. [ABSTRACT FROM AUTHOR]

In worklife, organizational based self esteem levels of individuals affect their productivity significantly. The purpose of this study is to examine the effect of organizational based self esteem concept on the concepts of role ambiguity and job performance. In this study the data collected by the method of questionnaire from white-colar employees working in corporate companies using organizational based self esteem, role ambiguity and job performance scales. It is identified that higher levels of organizational self esteem leads to lower ambiguity of roles and higher job performance. [ABSTRACT FROM AUTHOR]

The present study replicated and extended research on the influence of team assignment methods on task performance and fairness perceptions. This study examined the influence of team assignment methods, goal commitment, and partner status on team member performance and fairness perceptions in a laboratory setting. The assignment conditions were comprised of three variables: assignment method (random, self-decision, and ability), performer status (assigned or unassigned), and partner status (unassigned team member stayed or left during task performance). A significant interaction was found between assignment method and performer status when the unassigned team member left during task performance, but not when the unassigned team member stayed. Random and self-decision assignment methods resulted in higher levels of goal commitment and task performance than did ability-based assignment conditions. Lastly, goal commitment was found to mediate the relationship between assignment method and task performance. The implications of these findings for the task performance and organizational justice literatures, as well as for managers in general, are discussed. [ABSTRACT FROM AUTHOR]

In this special issue, the editors and each team of contributing authors offer examples of how a combined identity as educator–counselor can affect the various roles and responsibilities associated with school counseling. The suggestion that school counselor identity is always both educator and counselor is neither trivial nor a semantic distinction. Reshaping the narrative to suggest that school counselors are situated as educators who are oriented by counseling has the potential to mitigate much of the role ambiguity that has persisted in the profession for decades and, more important, has the potential to sharpen practice and contribute to greater student and schoolwide outcomes. [ABSTRACT FROM AUTHOR]

This study investigated the mediating and moderating effects of role ambiguity (RA) on the relationship between leader- member exchange (LMX) and organisational citizenship behaviour (OCB). Participants were 426 nurses recruited from 12 public hospitals in China (female = 99.1%; mean age = 36.19 years, SD = 7.25 years). They were asked to complete three self-report scales, including the Leader-Member Exchange Scale, the Role Ambiguity Scale, and the Organisational Citizenship Behaviour Scale. Structural equation modelling and hierarchical multiple regression analysis were conducted to test the hypotheses. The results showed that higher LMX was associated with lower RA and higher OCB. RA mediated and moderated the relationship between LMX and OCB such that higher RA made for higher OCB with higher LMX than with lower LMX. In conclusion, employee' role clarity perceptions may be influenced by LMX with higher, rather than lower, OCB. [ABSTRACT FROM AUTHOR]

Workplace victimization has been an important phenomenon because it effects organizational performance (ex: employee absenteeism, increasing employee turnover) and personal performance (ex: appearance of workplace violence, stress) negatively. "Role conflict" appears when chain of command principle and unity of command principle are violated in an organization. When the employee doesn't know how he/she will perform his/her duties according to his/her position and what should be done in that position, "role ambiguity" appears. These are the problems which can arise about employee's role in the organization. Negative affect can be defined as one's having negative mood and it can effect personel and organizational performance negatively. Although there are researches which investigate reasons or resources of workplace victimization in literature, a research which focuses on the relationship of "role conflict and ambiguity" and "workplace victimization"and searches the moderating role of "negative affect" on the effect of "role conflict and ambiguity" on "workplace victimization" couldn't be reached which can be characterized as the importance of this research. The aim of this study is to examine the effect of role ambiguity and role conflict on workplace victimization and determine the moderating role of negative affect on this effect. For this purpose a research is made on 137 bank employee which were chosen by convenience sampling. Data is collected by questionnaires and according to the aim of the study hierarchical regression analysis is done. It is found that negative affect has an independent variable and partial moderating variable role on the effect of role conflict and role ambiguity on workplace victimization. This finding can show that "role conflict and ambiguity" may not be one of the reasons of "workplace victimization" whereas "negative affect"as an independent variable may be. This finding (negative affect is one of the reasons of workplace victimization) runs in with the emprical researches in the present literature by struggling them. Also this study can be a start point for evaluating the moderating role of negative affect on the effect of role ambiguity and role conflict on workplace victimization in larger samples by demonstrating a finding which has a theoretical background by this study. [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]

Social support for relationships is an important predictor of relationship well-being, duration, and mental and physical health. But does the source of the support matter? This article examines whether there is potential moderation by the ingroup versus outgroup status of the person offering the support. Specifically, in a sample of 407 individuals in mixed-sex versus same-sex relationships, we assessed how much social support individuals perceived for their relationship from members of their social network who were queer versus straight. Those in same-sex relationships had significantly more queer members within their social networks than those in mixed-sex relationships (38.6% vs. 8.1%). We found that although those in both types of relationships perceived more support for their relationships from ingroup network members, only those in mixed-sex relationships demonstrated a stronger association between ingroup (straight) support and relationship well-being. Those in same-sex relationships showed relatively weak associations between network members' support for the relationship and their relationship well-being, regardless of source. Results are interpreted in light of the social identity perspective, and we also discuss the potential for attributional ambiguity and discounting of others' opinions about their relationships within the context of same-sex relationships. [ABSTRACT FROM AUTHOR]

Based on uncertainty management theory (Lind & Van den Bos, 2002; Van den Bos & Lind, 2002), we explored whether uncertainty in the workplace (role ambiguity) as well as off the workplace (economic hardship) moderates the relationship between abusive supervision and subordinates' job burnout. Using survey method, we obtained 458 valid responses from employees in a transportation company in Taiwan. The results of moderated hierarchical regression showed that both role ambiguity and economic hardship induce the positive relationship between abusive supervision and subordinates' job burnout. Abusive supervision related more strongly to job burnout when subordinates perceived higher role ambiguity (higher uncertainty) or higher economic hardship (higher uncertainty). As predicted, high uncertainty increases subordinates' attentions to the injustice from abusive supervision and thus strengthens the negative psychological consequences of abusive supervision, regardless of whether the source of uncertainty corresponds to the source of (in)justice perception. [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]

The purpose of this study was to examine the relationship between athletes' perceptions of role ambiguity and two theoretically derived dimensions of coaching competency (i.e., game strategy and technique competencies). A total of 243 players from 26 teams representing various interdependent sports completed French versions of the Role Ambiguity Scale and the Coaching Competency Scale. Multilevel analyses supported the existence of relationships between the four dimensions of role ambiguity and the two dimensions of coaching competency at both individual and team levels. When the levels were considered jointly, athletes perceiving greater ambiguity in their role in both offensive and defensive contexts were more critical of their coach's capacities to lead their team during competitions and to diagnose or formulate instructions during training sessions. The results also indicated that the dimension of scope of responsibilities was the main contributor to the relationship with coaching competency at an individual level, whereas role evaluation was the main contributor to this relationship at a group level. Findings are discussed in relation to the role episode model, the role ambiguity dimensions involved in the relationships according to the level of analysis considered, and the salience of ambiguity perceptions in the offensive context. [ABSTRACT FROM AUTHOR]