Role ambiguity and self-efficacy: The moderating effects of goal orientation and procedural justice

The present study investigated variables that moderated the relationship between role ambiguity and self-efficacy. Results of a field study found support for the moderating role of learning goal orientation, such that the relationship between role ambiguity and self-efficacy was weaker when learning goal orientation was high. In addition, we found that procedural justice moderated the role ambiguity—self-efficacy relationship, such that the relationship was stronger when procedural justice was high. However, contrary to our prediction, avoiding goal orientation did not interact with role ambiguity to predict self-efficacy. Implications of these findings for theory and practice are discussed.     

Clergy Role Stress: Interactive Effects of Role Ambiguity and Role Conflict on Intrinsic Job Satisfaction

The present study examined relationships between role conflict, role ambiguity, and three facets of clergy job satisfaction: Relationships and Support, Denominational Involvement, and Intrinsic Aspects. Web survey data from 179 United Methodist clergy indicated that role ambiguity and role conflict had negative relationships with each of the three facets of job satisfaction, as well as with overall job satisfaction. Interactions between role conflict and ambiguity were not significant for overall job satisfaction or for two of the three facets, suggesting that the effects of role conflict and role ambiguity on these aspects of job satisfaction were linear and cumulative. However, the effects of role ambiguity and role conflict considered together were nonlinear and interactive for the Intrinsic Aspects facet of job satisfaction, indicating that when role ambiguity was low, the relationship between role conflict and intrinsic job satisfaction was not significant, whereas when role ambiguity was high, there was a significant negative relationship between role conflict and intrinsic job satisfaction.     

Role ambiguity and self-efficacy: The moderating effects of goal orientation and procedural justice

The present study investigated variables that moderated the relationship between role ambiguity and self-efficacy. Results of a field study found support for the moderating role of learning goal orientation, such that the relationship between role ambiguity and self-efficacy was weaker when learning goal orientation was high. In addition, we found that procedural justice moderated the role ambiguity—self-efficacy relationship, such that the relationship was stronger when procedural justice was high. However, contrary to our prediction, avoiding goal orientation did not interact with role ambiguity to predict self-efficacy. Implications of these findings for theory and practice are discussed.     

Perceived justice in the division of domestic labor: Actor and partner effects

This study analyzed the division of domestic labor as a relational phenomenon. Using structural equation modeling with data of dual‐earner couples from Austria, Germany, and Switzerland (N = 389), actor and partner effects of perceived distributive and procedural justice in the division on relationship satisfaction were investigated. Experience of relationship conflict was considered as possible mediator between perceived justice and relationship satisfaction. Results with actor effects indicate that perceived justice is relevant only to wives' but not to husbands' relationship satisfaction. Results with partner effects, however, show that wives' perceived justice is associated with husbands' relationship satisfaction through the relationship conflict experienced by husbands. Altogether, this study illustrates the importance of considering the relational character of the division of domestic labor.     

团队权力分布差异对团队冲突的影响：程序公平和合法性的作用

近年来团队权力分布差异与团队冲突间关系受到了学界较大关注, 但相关研究结果仍存在分歧。通过对70个工作团队的调查, 探讨了团队权力分布差异对团队冲突(任务冲突、关系冲突)作用的边界条件。结果发现, 程序公平调节了两者间关系：当程序公平较高时, 团队权力分布差异与任务冲突、关系冲突负相关; 当程序公平较低时, 团队权力分布差异与任务冲突、关系冲突正相关。此外, 被中介的调节模型分析显示, 团队合法性感知中介了程序公平的上述调节作用。     

Clergy Role Stress and Satisfaction: Role Ambiguity Isn’t Always Bad

This study examined relationships between role conflict and role ambiguity and clergy satisfaction with their church appointment. Questionnaire data obtained from 293 United Methodist clergy suggested that role conflict and role ambiguity each have a negative relationship with appointment satisfaction. However, when considered together, they displayed a more complex relationship with appointment satisfaction. Contrary to conventional wisdom, results indicated that although these stressors operate together to influence appointment satisfaction, their combined effect is not simply cumulative. That is, when role conflict is low, clergy report the most satisfaction when role ambiguity is high. However, when role conflict and role ambiguity are both high, appointment satisfaction is low. These findings are interpreted in light of clergy influence strategies. And, recommendations for remedying clergy role stress are offered. Furthermore, it is suggested that interactive models of role stressors could lead to more in-depth understanding of organizational stress as well as advances in role stress theory.     

变革型领导对员工绩效和满意度的影响：心理资本的中介作用及程序公平的调节作用

通过对国内一家企业共785位员工及其直接主管的问卷调查, 考察了下属心理资本在变革型领导与下属工作绩效及满意度之间关系的中介作用以及程序公平对该关系的调节作用。研究结果显示：1)下属的心理资本与其工作绩效和满意度正向相关; 2)下属的心理资本部分中介了变革型领导对下属工作绩效及满意度的正向关系; 3) 下属的程序公平调节了变革型领导对下属心理资本的影响。具体而言, 下属的程序公平感越高, 变革型领导与下属心理资本的正向关系越强, 反之越弱; 4) 进一步地, 程序公平调节了下属心理资本对变革型领导－工作绩效和满意度的中介作用, 即：程序公平感越高, 变革型领导通过心理资本对下属的工作绩效和满意度所产生的作用就越强, 反之越弱。最后讨论了该研究的理论意义和应用价值。     

The Moderating Effects of Justice on the Relationship Between Organizational Politics and Workplace Attitudes

Research suggests that perceptions of organizational politics consistently result in negative outcomes for individuals. In the current study, distributive and procedural justice are explored for their effects on the relationships between perceptions of organizational politics and turnover intentions and job satisfaction. We tested these relationships in a sample of 311 employees of a water management district. Results indicated the politics––turnover intentions and politics––job satisfaction relationships were weaker when perceptions of both forms of justice are high. Further, and potentially more interestingly, politics mattered the most when the distribution of outcomes was unfair (distributive justice) as opposed to when procedures were unfair (procedural justice). Implications for future research and management practice are discussed.     

Organizational justice and stress: the mediating role of work-family conflict

This study examined the relationship between organizational justice and stress and whether work-family conflict was a mediator of the relationship. Distributive, procedural, interpersonal, and informational injustice were cast as stressors to explore their relationships with the stress levels of 174 faculty members employed at 23 U.S. universities. The results revealed that procedural and interpersonal justice had the strongest relationships with stress, and that these effects were mediated by work-family conflict. The presence of justice seemed to allow participants to better manage the interface of their work and family lives, which was associated with lower stress levels. These results were observed even when controlling for job satisfaction and the presence of organizational work-family policies.     

La Justice Procédurale comme Variable Prévisionnelle de la Motivation Intrinsèque au Travail

Although the importance of intrinsic motivation at work is already known, the relationship between organizational justice and employees’ motivation remains unexplored. Consequently, the purpose of the present study was to examine the predictive role of organizational justice on intrinsic motivation and the mediation effect of fundamental needs satisfaction in the study of organizational justice and employees’ intrinsic motivation. Key variables have been measured with a sample of 273 workers coming from numerous fields of work. Correlational analyses and multiples regression analyses have been conducted and have shown a significant positive relationship between the variables as well as a partial mediation effect of the basic psychological needs’ satisfaction in the relationship between procedural justice and intrinsic motivation. Results show significant positive relations between the three variables of interest and a partial mediation of the basic needs in the relation existing between procedural justice and intrinsic motivation. The role of justice for the development of intrinsic motivation at work is discussed.     

Role Conflict and Role Ambiguity of Employment Counselors

The relationship of role conflict and role ambiguity to job satisfaction and other variables was examined in a national sample of 506 employment counselors. A survey was mailed to USES counselors in ten states. Regression analysis showed that the 11 personal and organizational variables included in the study accounted for only a small amount of the variance in role conflict or role ambiguity. On the other hand, role conflict and role ambiguity were negatively and significantly related to job satisfaction of the counselors. These stress variables were related positively and significantly to counselors' propensity to leave the agency. Privacy of counseling facilities and time spent in counseling activities were two variables contributing most to explaining variance in role stress. Both related negatively and significantly to role conflict and role ambiguity.     

The relationships between justice perceptions, trust, and employee attitudes in a downsized organization

The authors examined perceptions of distributive justice, procedural justice, trust, organizational commitment, organizational satisfaction, and turnover intentions among survivors in an organization that had recently completed an organizational downsizing. Results suggested that trust partially mediated the relationship between distributive justice and both organizational satisfaction and affective commitment. Additionally, the relationship between procedural justice and turnover intentions was mediated by trust perceptions.     

LMX and Subordinate Performance: The Moderating Effects of Task Characteristics

Role conflict, role ambiguity, and intrinsic task satisfaction are found to moderate the relationship between leader–member exchange (LMX) and subordinate performance. Data from a field study of 146 supervisor–subordinate dyads indicate low conflict, high ambiguity, and high intrinsic satisfaction enhance the link between LMX and performance. Neutralizing effects are found when ambiguity and intrinsic satisfaction are low. High conflict appears to have a constraining effect, whereby the connection between LMX and performance is reduced but not neutralized. Results from the study call attention to the theoretical and practical benefits of examining the LMX/performance link from a contingency perspective, and offer a viable, albeit tentative, explanation for inconsistent findings reported in earlier studies.     

Exchange fairness and employee performance: An examination of the relationship between organizational politics and procedural justice

Data obtained from a manufacturing firm and a newspaper firm in India were used to examine the relationship between organizational politics and procedural justice in three separate studies. Study 1 constructively replicated research on the distinctiveness of the two constructs. Confirmatory factor analyses in which data from the manufacturing firm served as the development sample and data from the newspaper firm served as the validation sample demonstrated the distinctiveness of organizational politics and procedural justice. Study 2 examined the antecedents of the two constructs using data from the manufacturing firm. Structural equation modeling (SEM) results revealed formalization and participation in decision making to be positively related to procedural justice but negatively related to organizational politics. Further, authority hierarchy and spatial distance were positively related to organizational politics but unrelated to procedural justice. Study 3 examined the consequences of the two constructs in terms of task and contextual performance using data from the newspaper firm. Results of SEM analysis revealed procedural justice but not organizational politics to be related to task performance and the contextual performance dimensions of interpersonal facilitation and job dedication.     

Re-examining Citizenship: How the Control of Measurement Artifacts Affects Observed Relationships of Organizational Citizenship Behavior and Organizational Variables

We examined the impact that measurement artifacts (antithetical items that overlap counterproductive work behavior (CWB), agreement response, halo in supervisor ratings) in organizational citizenship behavior (OCB) measures has on observed relationships between OCB and 15 predictors. Respondents were 146 employees and their supervisors who completed surveys that included OCB measures with and without artifacts. Predictors (conscientiousness, emotional stability, empathy, distributive justice, procedural justice, role ambiguity, role conflict, leader–member exchange, affective organizational commitment, job satisfaction, negative and positive emotion, turnover intention, CWB, and task performance) were chosen that related to OCB in prior meta-analyses. Results with the OCB scale with artifacts were consistent with meta-analyses, whereas results with the artifact-controlled OCB scale were not, suggesting that accepted conclusions about OCB’s relationships with many other variables should be reexamined.     

The determinants of employee absenteeism: An empirical test of a causal model*

LISREL estimates of the parameters of a causal model of absenteeism are reported for a sample of 425 full-time employees of a 327-bed medical centre. The model modifies and extends the conceptual framework of Steers & Rhodes (1978) and includes routinization, centralization, pay, distributive justice, work involvement, role ambiguity, conflict and overload, kinship responsibility, organizational permissiveness, job satisfaction, job involvement, organizational commitment, health status and alcohol involvement as the determinants of absenteeism. Based on self-report measures of absence frequency, significant positive direct effects of kinship responsibility, organizational permissiveness, role ambiguity and alcohol involvement, and negative direct effects of centralization, pay and job satisfaction yielded an R² for absenteeism of 21.6. Job satisfaction completely mediated the effects of routinization and work involvement, and partially mediated the effects of centralization and role ambiguity.     

Satisfaction with Initial Work Assignment and Organizational Commitment1

The present study examined the moderating effects of role stressors on the relationship between initial work assignment satisfaction and organizational commitment. Moderated multiple regression analyses on data collected from 76 employees of an American military Research and Development (R&D) laboratory indicated that initial work assignment satisfaction accounted for little variance in commitment among workers low in role conflict but considerable variance among workers high in role conflict. However, role ambiguity had no moderating effect on the initial work assignment satisfaction-commitment relationship.     

Understanding Employee Job Satisfaction: The Importance of Procedural and Distributive Justice

The importance of perceived fair treatment and its effect on employee job satisfaction cannot be overlooked. Hierarchical regression analyses revealed that structural procedural justice, interpersonal procedural justice, and distributive justice each accounted for significant unique variance in employee job satisfaction. In addition, when job satisfaction was regressed on all three types of organizational justice, all three justice perceptions significantly predicted job satisfaction. However, interpersonal procedural justice and distributive justice were more strongly related to job satisfaction with distributive justice having the strongest relationship of the three fairness perceptions.     

Career stage as a moderator of performance relationships with facets of job satisfaction and role perceptions

The relationship between performance indices and facets of job satisfaction, role ambiguity, and role conflict was studied among 102 full-time faculty members across three career stages. Results indicate that an individual's career stage within a profession has an important moderating effect on facets of job satisfaction and role perception relationships with role-related performance.     

Moderating effects of perceived control and need for clarity on the relationship between role stressors and employee affective reactions

The authors examined the salience of perceived control and need for clarity as "buffers" of the adverse consequences of role stressors by using hierarchical regressions on role ambiguity and role conflict, with job satisfaction and psychological strain as the criterion variables. In a sample of U.S. and New Zealand employees, perceived control was directly associated with higher satisfaction and reduced strain but displayed no moderating effect on stressor-outcome relationships. Need for clarity, on the other hand, was a significant moderator of the relationship of role ambiguity and conflict to both satisfaction and strain; that finding suggests that researchers could give more attention to dispositional variables in examining the correlates of role stressors.