Role Conflict

Organizational support to employees is an important because can mitigate the negative effects of role stress. The negative effects of the role stress among which reduce job satisfaction, job performance and high turnover intention. Employees who feel themselves noticed by the company will be comfortable in the work so that the performance becomes better. The aim of this study is to investigate the effect of perceived organizational support (POS) to the role stress (role ambiguity, role conflict and role overload) and job outcomes (job satisfaction, job performance and turnover intention). In addition, this study also want investigates the influence of role stress (role ambiguity, role conflictand role overload) to job outcomes (job satisfaction, job performance and turnover intention). This study used a sample of management accountants and staff managementaccountants at companies in the Surabaya. The number of samples in this study were 111 respondents. Testing the hypothesis in thi...

The purpose of this study was to determine and analyze the effect of role ambiguity, role conflict and auditor competence on auditor independence and internal audit quality as well as the effect of auditor independence and audit planning on internal audit quality. It is also to empirically analyze the mediating effects of auditor independence and audit planning in the relationship between independent variables to dependent variable of internal audit quality. The population of this research is auditor inspectorate in Central Sulawesi Province. Sampling used purposive sampling technique with a total of 202 samples. The data were analyzed using the Structural Equation Model (SEM) technique. The results showed that role ambiguity and role conflict had a significant negative effect on auditor independence, but did not significantly affect the quality of internal audit. Auditor competence has a positive effect on auditor independence and internal audit quality. The findings also pointed out that auditor independence and audit planning have a significant positive effect on internal audit quality. Statistical testing of mediating variables showed that auditor independence mediates the relationship between role ambiguity and role conflict and the quality of internal audit. Likewise, mediating variables of auditor independence and audit planning have empirically proven to strengthen the effect of auditor competence on the quality of internal audit.

Çalışanların rolleriyle ilgili algısı, verilen görevlerin yerine getirilmesi sürecinde oldukça etkili olmaktadır. Bu çalışmada çalışanların yaşadığı rol yüklenmesi, rol belirsizliği ve rol çatışmasının birbirleriyle ve demografik değişkenlerle olan ilişkisinin değerlendirilmesi amaçlanmıştır. Araştırmada İstanbul ilinde bulunan beş kamu hastanesinin klinik ve idari çalışanlarının görüşleri değerlendirilmiştir. Araştırma örneklemi 517 gözlemden oluşmuştur. Katılımcıların en az altı aydan beri kurumda çalışmış olması koşulu aranmıştır. Veri analizinde IBM SPSS 24.0 ve AMOS 24.0 programları kullanılmıştır. Tanımlayıcı istatistikler, keşfedici ve doğrulayıcı faktör analizi, korelasyon, T-testi ve varyans analizi (ANOVA) yapılan istatistiksel analizler arasında yer almaktadır. Rol değişkenlerinin birbirleriyle korelasyon oluşturduğu ve en yüksek korelasyonun da rol yüklenmesi ve çatışması arasında olduğu görülmüştür. Rol değişkenlerinin yaş, meslek, medeni durum ve eğitim değişkenlerine göre farklılaştığı ve elde edilen bulguların genel olarak literatürle uyumlu olduğu görülmektedir.

Institutions . Primary data were used with the aid of Questionnaires for 210 respondents across Nigerian Tertiary Institutions. Descriptive statistics, Likert scale rating and the correlation analysis was used to carry out the objectives of the study. The findings revealed that workload, work-life balance, and interpersonal relationships were identified as the predominant sources of job stress among employees in Nigerian Tertiary Institutions. Further findings also shows that job stress has a detrimental effect on various dimensions of employee productivity, including overall productivity, concentration, task completion, and motivation to work. The most commonly used coping mechanisms among employees were taking breaks during work, talking to colleagues or friends, and engaging in hobbies or leisure activities. Findings of the hypothesis of the study shows that there is a significant negative correlation between job stress experienced by employees and their productivity levels (r = -0.45, p < 0.01). The study recommended that Nigerian Tertiary Institutions , should implement measures to manage workload effectively, promote work-life balance, and foster positive interpersonal relationships in the workplace. Also, Nigerian Tertiary Institutions should implement strategies to minimize job stress and create a conducive work environment that promotes productivity.

Combining role theory with theories on hindrance stressors and intragroup conflict, we develop a model of the attitudinal and behavioral consequences of new employee orientation in hospitality organizations. We test hypotheses about main and mediated effects in this model, using data from a sample of 156 recently hired hospitality interns and applying a longitudinal approach, with data collection shortly after organizational entry and several months later. Results suggest that employee orientation is negatively related to two hindrance stressors: role ambiguity and role conflict. Role ambiguity predicts a range of attitudinal outcomes and the relationship is partially mediated by relationship conflict. In addition, role ambiguity is negatively related to task performance. Role conflict predicts hospitality employees' job attitudes and this relationship is fully mediated by relationship conflict. We discuss important theoretical and practical implications of these findings for human resource management in hospitality firms.

Stress can be found in all aspects of life. Stress is inseparable in every individual life aspect. Stress may have positive effects, but many cause negative effects. One type of stress that can engender negative effects is job stress. Job stress is major threats to modern organization that causes many negative impacts, either for employee or organization. In education organization, especially at higher-education setting, many studies concluded that lecturer, staff or administration personnel reported from middle level to higher level of job stress (Donders et al., 2003; Boscolo et al., 2008; Leung et al., 2000; De Nobile, and McCormick, 2007). This study aims to investigate the relationships between role ambiguity, role conflict, leadership practices to job stress and test the role of religious coping as moderator variable and job insecurity as a mediator variable to job stress in Malaysian academic staff in Pahang, Malaysia and Javanese academic staff in Indonesia's context. Beside, the present study wants to test moderation-mediation model of job stress in cross-cultural study. ANOVA and Path analysis using structural equation model used to test the research hypothesis. This study used mixed method cross cultural approach to test and examined theory and model of moderated-mediated job insecurity-stress among academic staff in two countries. In general it can be concluded that some independent variables have a significant relationship with job stress, but some others have no effect. The result of the mediation model showed that job insecurity significantly mediate the relationship between antecedents with job stress only in Pahang academic staff, not for Jogjakarta academic staff. While, religious coping as a moderator variable shows a variance result in two countries. In Pahang academic staff, religious coping significantly buffer the effect of antecedents to job insecurity, but not significantly buffer relationship between antecedents to job stress. In Jogjakarta academic staff, religious coping just significantly buffer the effect of the antecedents-job stress model, but not significantly moderate the effect of the antecedents-job insecurity model. It could be concluded that the moderated-mediated model in this study showed variant between two countries. Cultural and contextual factors may have influenced the variant result of this study, and this finding need to explore further. Tekanan boleh dijumpai dalam semua aspek kehidupan. Tekanan tidak dapat dipisahkan dalam kehidupan setiap individu. Tekanan mungkin mempunyai kesan positif, tetapi ramai yang menyebabkan kesan-kesan negatif. Satu jenis tekanan yang boleh menimbulkan kesan negatif ialah tekanan kerja. Tekanan kerja adalah ancaman utama kepada organisasi moden yang menyebabkan banyak kesan negatif, sama ada bagi pekerja atau organisasi. Dalam organisasi pendidikan, terutamanya di peringkat pengajian tinggi, banyak kajian membuat kesimpulan bahawa pensyarah atau pentadbiran dilaporkan mengalami tekanan kerja dari peringkat pertengahan ke tahap yang lebih tinggi. Kajian ini bertujuan untuk menyiasat hubungan antara kekaburan peranan, konflik peranan, amalan kepimpinan kepada tekanan kerja dan menguji peranan coping religius sebagai pembolehubahan penyederhana dan ketidakselamatan kerja sebagai pembolehubahan pengantara kepada tekanan kerja dalam staf akademik di Pahang, Malaysia dan staf akademik Jawa di Jogjakarta Indonesia. Selain itu, kajian ini mahu menguji model mediated-moderated tekanan kerja dalam kajian silang budaya. ANOVA dan Path analisis dengan menggunakan model persamaan struktur digunakan untuk menguji hipotesis kajian. Kajian ini menggunakan kaedah pendekatan silang budaya campuran untuk menguji dan mengkaji teori dan model mediated-moderated ketidakselamatan kerja-tekanan kerja di kalangan staf akademik di kedua-dua negara. Secara umum ia boleh disimpulkan bahawa beberapa pembolehubah bebas mempunyai hubungan yang signifikan dengan tekanan kerja, tetapi sesetengah yang lain tidak mempunyai kesan. Hasil kajian model pengantara menunjukkan ketidakselamatan kerja mengantarai hubungan pembolehubahan bebas dengan tekanan kerja hanya di kalangan staf akademik Malaysia di Pahang, dan tidak untuk staf akademik Jawa, di Yogjakarta. Sementara itu, coping religius sebagai pembolehubahan penyederhana menunjukkan hasil berbeza dalam kedua-dua negara. Dari pada staf akademik Pahang, coping religius menunjukkan kesan yang signifikan dalam menyederhanakan hubungan pembolehubahan-ketidakselamatan kerja, tetapi tidak memiliki kesan secara signifikan dalam menyederhanakan hubungan antara pembolehubahan-tekanan kerja. Bagi staf akademik Jogjakarta, coping religius hanya memiliki kesan dalam menyederhanakan hubungan pembolehubahan-tekanan kerja, tetapi tidak signifikan dalam memoderasi hubungan pembolehubahan-ketidakselamatan kerja. ia boleh disimpulkan bahawa model mediated-moderated dalam kajian ini menunjukkan variasi antara kedua-dua negara. Faktor-faktor budaya dan konteks mungkin telah mempengaruhi hasil variasi daripada kajian ini, dan hasil kajian ini memerlukan unntuk dikaji lagi di masa hadapan.

PurposeThe purpose of this study is to develop a theoretical model that posits locomotion-assessment ambidextrous orientation as predictor of salesperson acquisition–retention ambidexterity, which as a consequence increases sales. The authors drawing on regulatory focus theory and self-regulatory for this propose.Design/methodology/approachSalespeople involved in the study represent different firms selling a wide variety of food and household products to a wholesaler, which resells them to supermarket chains. The authors collected data from 231 industrial salespeople.FindingsFirst, salesperson assessment focus amplified locomotion’s effect on acquisition–retention ambidexterity. Second, salespeople increased their performance by implementing an acquisition–retention ambidextrous orientation that balances prospecting for new customers and growing existing customers. Third, findings revealed a mediating effect of ambidextrous orientation on the relationship between regulatory mode and...

Accommodation businesses are stressful workplaces due to their dynamic and demanding work environment. Role ambiguity and role conflict are major stress factors for hotel employees, causing low levels of satisfaction and performance and high levels of turnover. The main purpose of this study was to explore the mediating effect of job satisfaction on the relationship between role conflict, role ambiguity, and job performance. The data was collected through fully structured questionnaires from employees working in 3, 4 and 5 star hotels in Alanya, one of the leading tourism destinations in Turkey. The data was analyzed via structural equation modeling. The results revealed that both role conflict and role ambiguity have direct negative influences on job performance and job satisfaction for hotel employees. Moreover, it was also proved that job satisfaction mediates the effect of role conflict and role ambiguity on job performance. In line with the findings, theoretical and managerial ...

In this paper, the authors aimed to investigate operational stress among Nepali police officers during the COVID-19 pandemic. During the COVID-19 pandemic, the Kathmandu Valley experienced extreme health risks and operational work stress related to the virus. This led to a traumatic impact on psychosocial groups that performed their official duties in contact with the infected and sick, including in the gender aspect. During the COVID-19 pandemic, police officers were heavily involved in anti-epidemic measures to safeguard public safety and order. The study aims to find the operational stress of male and female police personnel. The results showed that frontline workers with a high risk of COVID-19-related illness are six times more likely to experience high levels of operational work stress. Overall, this study offers empirical proof of the detrimental effects on police frontline officers' mental health during the pandemic of COVID-19 health risks and operational work stress. Proactive measures and resilience building through an Annual Mental Health Check-In Retreat and Research-based Mental Health First Aid Course are recommended strategies under the action plan for a Mental Health Program for the PNP in the New Normal. Strategies to improve mental health-seeking behaviors through a functional mental health surveillance system using an innovative mental health app are also recommended.

The paper sets out tindings from research carried out with a variety of construction project managers. The work considers the definitions and functionality of occupational stress and conflict, and relationships which may exist between the two. The perceived sources of stress and conflict within the construction industry, and its attendant groupings, are discussed in the light of a theoretical construct and supporting field data. The resultant effects of stress and conflict are discussed in some detail along with the variety of coping strategies adopted as conflict and stress negators. Consideration is given to the various forms of conflict which may be found within construction projects and the stages present within the conflict events are discussed with respect to contract interfaces and the analysis of interpersonal relationships. The influence of 'personality type' is addressed with respect to the industry, the industry's operational procedures, and socioeconomic influences upon the individual. Management strategies are then proposed which may be considered as reducers or eliminators of stress and conflict at the earlier stages of the project's lifespan.

The study examined e-health (ICT) acceptance on employee performance in Ondo State specialist hospitals. The study investigated the challenges facing acceptance of e-health by employees of state specialist hospitals and also examined the effect of acceptance of e-health on the performance of employees in state specialist hospitals. The purpose was to access how ehealth can help improve service delivery in teaching hospitals in the study area. The work is anchored on the Technology Acceptance Model (TAM) which is an adoption model focusing on users' acceptance of information systems or computer technologies. The aim of this theory is to describe factors that determine technology acceptance and information technology usage behavior. Primary data was used for the study. The questionnaire was used for the collection of data. The number of respondents for the study is 318. Descriptive and inferential statistics were used for data analysis. The research findings using descriptive analysis showed that a lot of challenges exist and affect the degree of acceptance of e-health by the employees in the study area. The result also showed that e-health (ICT) acceptance has a positive significant effect on employee performance in the state specialist hospitals in the study area. The hypothesis stated was tested at a 0.05 level of significance to determine the effect of e-health acceptance on employees' performance using regression analysis and it was rejected because the pvalue was less than 0.05 (Beta=0.208, t=7.149, Sig=0.000, p<0.05). The study, therefore, concludes that there are challenges that affect the acceptance of ehealth (ICT) and that there is a significant positive effect of e-health acceptance and performance of employees in the state specialist hospitals in Ondo State, Nigeria.

The study examines the relationship between workplace stress and job performance. A survey method was employed to gather self-administered questionnaires from executive and non-executive employees of a leading private investment bank in Peninsular Malaysia. The outcomes of SmartPLS path model analysis of the data showed two important findings: firstly, physiological stress was positively and significantly correlated with job performance. Secondly, psychological stress was positively and significantly correlated with job performance. This finding reveals that physiological and psychological stresses act as important predictors of job performance in the studied organization. The paper provides discussion, implications and conclusion.

The liberalization and globalization of financial
services, with their support from the development
of financial technology, have widened and added to
the sophistication of banking activities. This study
explores the impact of operational risk management in
Nepal's banking sector, drawing upon some principles
from operational risk theory. We used structured
questionnaires and probability sampling to gather data
from 213 banking employees in the Kathmandu valley.
The results show that female respondents had
better knowledge of operational risk management
due to their closeness to the subject. Identification,
management, and control of operational risks all
together have a significant effect on the operational risk
management of Nepalese commercial banks. Systems
failure, inability to use new technologies, and lack of
management support are obstacles to doing so. In the
banking industry, effective management of operational
risks is also considered a significant determinant of
employee performance.
These findings indicate that banks'
implementation of operational risk management can
accelerate growth and provide a range of other benefits
to their employees, while also demonstrating the bank's
commitment to reducing operational risk. The report
concludes by recommending the promotion of employee
awareness, training and development programs, and
system management in banking to enhance operational
risk management.
Keywords: Operating Risk Management, Structural Equation Modeling, Credit
Risk, Market Risk, Effective Risk Management.
JEL Classification: D81, G32, E5, E58, G24

PurposeThis study examined how six institutionalized socialization tactics affect a particular occupation of knowledge workers – information technology (IT) professionals&#39; role adjustment (role conflict and role ambiguity) and organizational attachment variables (job satisfaction, affective commitment, continuance commitment and intention to quit).Design/methodology/approachThe research model and hypotheses were tested using path analysis techniques with survey data collected from 187 recently hired IT professionals.FindingsThe results showed that the six socialization tactics affected IT professionals differently. Socialization tactics that recognize employees&#39; values and skills (investiture tactics) and that emphasize the interpersonal and mentoring aspects (serial tactics) had the most significant effects on employees&#39; role adjustment and organizational attachment. The study also revealed complex mediating relationships among socialization tactics, role adjustment and...

This paper is aimed at determining the effect of stress on job performance of employees. It is based on empirical research conducted on 133 employees of private sector’s Universities in Karachi that are providing education in the disciplines of Business Administration, Engineering, Medicine, Textile and Fashion. Pertinent data was collected through questionnaires based on close-ended questions. Multiple Linear Regression technique was used to test the hypothesis. The results obtained from the data revealed that workload and role conflict, and inadequate monitory reward are the prime reasons of causing stress in employees, and this stress reduces their efficiency. Thus it was recommended that employer should minimize stress by lowering the work load, abate the role conflict, pay adequate salary and provide training and counseling to employees in order to improve their job performance and job satisfaction.

As their social responsibility, companies are required to create more effective family−friendly working conditions amidst trends such as declining birthrate and rapid increase in aging. However, companies usually manage their operations on the basis of the principle of optimization to maximize profits. Therefore, they are less willing to launch family−friendly initiatives unless such initiatives yiel d profits, even if they are effective in supporting a harmonious balance between employee job performance and domestic life. In response to this situation, recent studies have been approaching family−friendly measures as part of profitable strategies for human resource management, not as part of a corporate welfare program for facilitating employee amenities. This study examined the effect of utilization measures for female employees and family− friendly policies on corporate performance by matching corporate data in the Japanese pharmaceutical industry surveyed in 1995 and data specifi...

This study aims to identify the extent of the anxiety faced by trainee counselors in the supervision process when undergoing their internship training. In counselor education and training, the supervision process is integral so that trainee counselors are able to improve their competency through supervisor's examination on the level of knowledge and professional skills applied in the real-life settings. Nevertheless, the literature review finds that the majority of trainee counselors will experience the feeling of anxiety when it is linked with supervision. Extremely high anxiety can disturb the attention of the trainee counselors to display the skills mastered, obstructing the development of the trainee counselors and also impede the advantage of trainee counselors learning in supervision. Thus, the aspect of anxiety on trainee counselors has to be given due attention. The study design comprises of the descriptive studies involving 204 trainee counselors at the first degree level, who are undergoing internship training and having an experience of being supervised by the counseling lecturer. All the respondents are from nine public universities all over Malaysia selected through stratified random sampling technique. The study data is gathered using the Anticipatory Supervisee Anxiety Scale (ASAS) to measure the level of anxiety of trainee counselors in the supervision. Next, the data obtained is analysed using the descriptive statistics. Based on the study outcome, se ve r al im p lic at io n s an d su gg e st i o n s a re p u t f o rt h at t h e e n d o f t h e d is cu s sio n .

Gamification is driving widespread application adoption, with a $70.4 billion projected market by 2030. However, the consequences of gamification on sustained use beyond initial adoption remain largely unclear. This study explores how the game layer may induce psychological fatigue and hinder continued use, particularly in learning systems. Drawing on self-determination theory and cognitive load theory, we analyzed the perceptions of 307 Duolingo users. The results reveal mixed impacts of the game layer on postadoption usage, influenced by gaming motivation and perceived learning complexity. This research underscores the nuanced effects of gamification and offers insights for improving gamified learning system design.

The relation between role overload and work performance remains insufficiently understood. Drawing upon conservation of resources theory, we expected role overload to negatively relate to performance through psychological strain and this relation to be buffered by leader-member exchange (LMX). Study 1 (N = 212) examined depression as a severe type of strain that mediates between role overload and in-role performance, job dedication, and voice behavior. Study 2 (N = 191) used generic, perceived strain as a mediator between role overload and in-role performance and reward recommendations. Both studies tested LMX's buffering effect, controlling for role ambiguity and conflict. A supplementary panel study (N = 99) assessed the temporal relationship between role overload and strain. Role overload triggered psychological strain, which undermined performance, and LMX acted as a buffer on role overload, but not on role ambiguity or role conflict. We discuss the implications of these findings for theory and practice.

Job satisfaction and job burnout are two concepts strongly mentioned in the literature, having confirmed a negative correlation between job satisfaction and job burnout. In the banking sector, research shows that job burnout is a frequent occurrence, highlighting the negative correlation between job burnout of bank employees and their job satisfaction. This paper explores the perceptions of bank employees in Greece regarding their level of job satisfaction and job burnout. The possible correlations between these two variables and the possible impact of demographics are also studied. The results are believed to offer significant implications for future research and practice in the Greek banking sector that has received a number of changes such as procedures from acquisitions and mergers and voluntary withdrawals in the human resource area, trying to find a way out of the consequences of the crisis.

The objective of this study is to examine the effect of successful cost accounting implementation on firm success of electronics manufacturing businesses in Thailand. The effects of successful cost accounting implementation on decision making effectiveness, appropriate cost budget setting, financial report timeliness, and corporate competency are investigated. The relationships between corporate competency and firm success by using competitive learning as a moderator are also investigated. Moreover, the internal resources and capabilities including, congruence of support systems, adequacy of resources, top management support, and accountant competency are assumed to become the antecedents of successful cost accounting implementation via the moderating effect of organizational enthusiasm. Electronics manufacturing businesses in Thailand are samples of the study. The results indicate that successful cost accounting implementation have a positive significant effect on firm success. Moreover, successful cost accounting implementation have a positive significant effect on decision making effectiveness, appropriate cost budget setting, financial report timeliness, and corporate competency. Additionally, internal resources and capabilities including, congruence of support systems, top management support, and accountant competency have a positive significant effect on successful cost accounting implementation. Surprisingly, there was no moderating effect of competitive learning on corporate competency-firm success relationships, and no moderating effect of organizational enthusiasm on internal resources and capabilities-successful cost accounting implementation relationships. Theoretical and managerial contributions are explicitly provided. Conclusions, suggestions and directions for future research are also presented.

The present paper is an attempt to examine the effect of work-family pressure on demographic variable namely age and gender in service sector. Methodology: The conceptual framework of this paper was tested in government education sector. The primary data was collected from 220 college teachers of Jammu city, J&K. Reliability was tested through Cronbach alpha. t-test and Anova was used to test research hypothesis. Sample: The present paper intends to study the work-family pressure of Government College teachers working in Jammu city. The selection of colleges was based on simple random sampling. The scale of work-family pressure consists of 52 items were distributed among college teachers. Items of the questionnaire are measured using 5 point Likert scale from 5 = strongly agree to 1 = strongly disagre. The reliability of the scale was tested by Cronbach"s alpha. Cronbach"s alpha score was .820. Findings: The results revealed that there is no significant difference between two groups of gender (male and female) on work-family pressure. Similarly result also depicted that there is no difference in workfamily pressure between three age groups i.e. (25-35 years), (35-45 years), (45 and above) as work-family pressure. Limitations: The study is limited to service sector especially in government service sector. The present paper results were confined to test the role of work family pressure on two demographic characteristics namely age and gender. Further study examines these issues in detail.

Teacher-coach role conflict in school-based physical education in USA: a literature review and suggestions for the future Teaching and coaching are two different occupational roles, and teachers who also coach have stressful work environments common to all educational settings, but each occupational role has specific stress and burnout problems. The responsibilities of physical education (PE) teachers and coaches are distinguishable from one another. These different roles and role conflicts may create stress among PE teachers who also coach. The history of physical education shows that there are contextual factors that promote PE teacher-coach role conflict. The aim of this paper is to analyse these contextual factors via using a literature review analysis and to provide suggestions about teacher-coach role conflict for school-based physical education in USA.

In banking sector the retail banking is an important and generous sector of economy, however, generally it has been observed that job stress is increasing in this sector. Therefore, the study of the specific causes of job stress in the retail banking area should provide greater approach into both theory and managerial practices. Several Studies have been conducted on role ambiguity and job satisfaction. This study explored the relationship between role ambiguity, job stress and job satisfaction. The purpose of the study is to determine the effect of role ambiguity on job satisfaction with job stress as mediator variable. Convenience method was used to collect primary data from employees of banking sector. A total of 350 questionnaires were distributed of which 305 were received back, thus response rate was 87 %. The results of correlation and regression found that role ambiguity, had negative relation with job satisfaction, and job stress was playing a mediating role. It indicates that role ambiguity is playing one of the roles of job stressor which leads to job dissatisfaction among employees of banking sector. The findings of the study suggest that to increase the job satisfaction the role stressors should be controlled. When role stressors will be controlled, job stress will inevitably be decreased.

High-performance work systems (HPWS) are critical for fostering an effective and efficient environment for superior organizational outcomes. HPWS have been positively linked with various outcomes like employee engagement, productivity, organizational performance, job satisfaction, and employee commitment. However, past literature has scant research on mediators that link HPWS with its outcomes. Therefore, this article investigates how HPWS impacts the affective commitment (AC) of employees. By utilizing social exchange theory (SET), we propose that HPWS positively impacts AC through the mediating role of job embeddedness (JE). Further, drawing from organizational support theory, it is also postulated that the relationship between HPWS and AC is mediated by perceived organizational support (POS). We surveyed 332 full-time employees. The analysis utilized structural equation modeling. The findings state that JE and POS mediate the impact of HPWS on employees' AC. The contribution of the study lies in explaining the mechanisms through which HPWS leads to AC among employees. The study gives organizations the valuable knowledge that HPWS is a widely used framework, and organizations should concentrate on its successful implementation. The study offers managers valuable insights into the significance of effectively adopting HPWS.

Advancements in CMOS technologies have led to an era of Internet Of Things (IOT), where the devices have the ability to communicate with each other apart from their computational power. As more and more sensitive data is processed by embedded devices, the trend towards lightweight and efficient cryptographic primitives has gained significant momentum. Achieving a perfect security in silicon is extremely difficult, as the traditional cryptographic implementations are vulnerable to various active and passive attacks. There is also a threat in the form of &quot;hardware Trojans&quot; inserted into the supply chain by the untrusted third-party manufacturers for economic incentives. Apart from the threats in various forms, some of the embedded security applications such as random number generators (RNGs) suffer from the impacts of process variations and noise in nanometer CMOS. Despite their disadvantages, the random and unique nature of process variations can be exploited for generating...

The nature of student-school ccnflict was studied through interviews and discussions with students in several crisis-torn seccndary schools across the ccuntry. Complaints were widely repeated that high school curriculum was not geared to the needs of the noncollege-bcund student. Grievances were also expressed over the traditional character of classroom instruction that included exacting control over a student's behavior. Overt and subtle racism in seccndary schools has also led to disruptive incidents. The schools' apparent disregard for other social problems including the draft, poverty, and political power inequities has also been attacked by students. It is advocated that teachers and administrators give immediate and constant attention to a reformation of the schools that will alter these conditions. One solution proposes a student-faculty government to establish grievance procedures and to stimulate dialogue between the twc groups. If this shared power concept avoids tokenism, the probability of open conflict will be reduced. Instrumental to this effort would be the hiring of competent instructors and the development of public accountability of school systems to the clients they serve. The document includes some role playing exercises that highlight student-school conflict in secondary schools. (LN)

El objetivo de este estudio fue analizar el impacto del estrés de rol (ambigüedad y conflicto) sobre la satisfacción laboral a través del empowerment psicológico en el trabajo. Se obtuvieron datos de una muestra de 314 trabajadores del sur de Portugal (M = 35.59, DE = 10.66). El 69.75% de los participantes fueron mujeres. Los resultados mostraron que el efecto del conflicto de rol fue directo sobre la satisfacción laboral, mientras que el efecto de la ambi güedad fue mediado por las dimensiones autodeterminación y significado del empowerment psicológico. Las intervenciones en las empresas deben centrarse en la prevención del estrés de rol y en el aumento del empowerment psicológico. Palabras clave: ambigüedad de rol, conflicto de rol, empowerment psicológico, satisfacción en el trabajo, path analysis. 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 (M = 35.39, SD =10.66; 69.75% women) age age 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 pro motion of psychological empowerment in the workplace.

This research is devoted to investigate role conflict form the context of work and university domains on working students. This research it is expected to fill research gaps and enrich studies of role conflict topic and its relation to stress and burnout. This study involved 239 active working students from various universities in Makassar as respondents. Determination of the sample was done randomly through a purposive sampling approach. The Statistical Package for the Social Sciences (SPSS) is used in assisting research data analysis includes validity testing, reliability testing, and path analysis. The results showed that the university -work conflict variables and work- university conflict variables had a significant positive effect on stress variables, while the university-work conflict variable had a insignificant negative effect on burnout and work- university conflict variables had a significant positive effect on burnout.

As individuals increasingly interact with algorithms in a work context, it is important to understand these new types of ‘human-algorithm’ relationships. We investigate the human-algorithm interaction between Uber drivers and the Uber driver app in managing customers, routes and fares. This research-in-progress paper reports on initial findings from an ongoing study, from interviews with ten Uber drivers in the United States. Our findings illustrate that Uber drivers experience role ambiguity and role conflict as they attribute different roles to the algorithms embedded in their app. The literature shows that ambiguity and conflict create workplace uncertainty. We expand on it by identifying several new sources of role ambiguity and role conflict that emerge between the driver and the algorithm. Our initial results are positioned within the literature that studies the emerging role of algorithms at work.

In this study I explore the phenomenon of work-family conflict in an "unconventional" way. Most studies on work-family conflict are quantitative studies of individuals, based on Anglo-Saxon samples. The contribution of this study is to use a different method (i.e. in-depth interviews) to focus on a different unit of analysis (i.e. managerial couples) in a different context (i.e. Spain). The study suggests that the field may be overlooking some fundamental variables. Content analysis of the interview transcripts reveals the crucial importance of implicit values and beliefs, immanent or tacit actions such as decision-making and learning, and communication and mutual understanding within the couple. The study contributes to the field by suggesting a different theoretical approach to work-family conflict as a decision-making problem. I propose using social exchange theory to explain work-family conflict as a complex evaluation of the costs and benefits of exchanges between multiple actors on the basis of personal values and beliefs. I invite scholars to develop theory along these lines or suggest alternative theory that incorporates these neglected variables, and call for more qualitative and comparative studies to understand the experience of work-family conflict in different collectives. Future research should test whether decision making is central for the understanding of work-family conflict only in managers or in other collectives as well. I recommend the couple as the best unit of analysis to address issues such as accommodation within couples and complex decision-making in both individuals and couples.

In this study I explore the phenomenon of work-family conflict in an "unconventional" way. Most studies on work-family conflict are quantitative studies of individuals, based on Anglo-Saxon samples. The contribution of this study is to use a different method (i.e. in-depth interviews) to focus on a different unit of analysis (i.e. managerial couples) in a different context (i.e. Spain). The study suggests that the field may be overlooking some fundamental variables. Content analysis of the interview transcripts reveals the crucial importance of implicit values and beliefs, immanent or tacit actions such as decision-making and learning, and communication and mutual understanding within the couple. The study contributes to the field by suggesting a different theoretical approach to work-family conflict as a decision-making problem. I propose using social exchange theory to explain work-family conflict as a complex evaluation of the costs and benefits of exchanges between multiple actors on the basis of personal values and beliefs. I invite scholars to develop theory along these lines or suggest alternative theory that incorporates these neglected variables, and call for more qualitative and comparative studies to understand the experience of work-family conflict in different collectives. Future research should test whether decision making is central for the understanding of work-family conflict only in managers or in other collectives as well. I recommend the couple as the best unit of analysis to address issues such as accommodation within couples and complex decision-making in both individuals and couples.

In this study I explore the phenomenon of work-family conflict in an "unconventional" way. Most studies on work-family conflict are quantitative studies of individuals, based on Anglo-Saxon samples. The contribution of this study is to use a different method (i.e. in-depth interviews) to focus on a different unit of analysis (i.e. managerial couples) in a different context (i.e. Spain). The study suggests that the field may be overlooking some fundamental variables. Content analysis of the interview transcripts reveals the crucial importance of implicit values and beliefs, immanent or tacit actions such as decision-making and learning, and communication and mutual understanding within the couple. The study contributes to the field by suggesting a different theoretical approach to work-family conflict as a decision-making problem. I propose using social exchange theory to explain work-family conflict as a complex evaluation of the costs and benefits of exchanges between multiple actors on the basis of personal values and beliefs. I invite scholars to develop theory along these lines or suggest alternative theory that incorporates these neglected variables, and call for more qualitative and comparative studies to understand the experience of work-family conflict in different collectives. Future research should test whether decision making is central for the understanding of work-family conflict only in managers or in other collectives as well. I recommend the couple as the best unit of analysis to address issues such as accommodation within couples and complex decision-making in both individuals and couples.

This study examined organizational family-responsive policies, perceptions of the organization as family supportive, and supervisor support as issues that may be salient to the experience of conflict between paid employment (work) and family roles. Data were collected from 355 managerial personnel

This study identifies and explains the relationship between workload, work stress, role conflict, and workplace deviant behaviour. This study uses the Affective Events Theory (AET) as a foundation to test a proposed model. All Data were gathered using self-administered questionnaires from a sample of 125 bank employees who work in banks around Faisalabad. Descriptive analysis, correlation analysis, and multiple regression analysis were used in this study. The findings demonstrate a low level of workplace deviant behaviour. The results showed a significant relationship between workload, work stress, role conflict and workplace deviant behavior. The role conflict was the major contributor to workplace deviant behaviour. This study has practical implications where the bank should take initiatives within banks provided.

The purpose of the study was to analyze the effectiveness of academic leadership in schools of Bahawalpur (Pakistan). All the teachers teaching at secondary school level of private sector constituted population of the study. Only 100 school teachers were selected as sample through simple random sampling technique. A self-developed structured questionnaire was used as research instrument for data collection. The quantitative research methodology has been used. Statistical tools i.e., mean, standard deviation and simple percentage were used for the analysis of the data. After analysis of the data, it was concluded that that the academic leadership in schools is not as effective as it should be as per staff perception. Supervisors do not empower their teachers. Teachers are not motivated and not involved in decision making process. Teachers are not rewarded on showing excellent performance. Furthermore, they are not engaged in building ethical ambiance in school.

The paper explores the ways to achieve superior job performance and cooperation among employees. The conceptual study suggests that leadership styles have influence on role conflict and role ambiguity, which in turn impact job performance and cooperation. The research paper builds on the theory of leadership and contributes to the leadership-performance body of work. The importance of role stressors which include role ambiguity and role stressors is considered to be critical since understanding these role stressors enables policymakers and leaders to take necessary measures which can be used to increase the job performance and cooperation among employees. The current research proposes the conceptual framework which can be used to analyse the influence of different types of leaders in response to role stressors, such as role conflict and role ambiguity which are directly related to job performance and cooperation.

The globalization of the higher education has resulted in the rise of private universities in Malaysia. As it is the aim of the country to be an international hub for higher education, the role of lecturers has become pivotal in the success of this industry. Literature has indicated that internal push factors such as role stress factors and attraction to various external factors may have a significant effect on employees’ turnover intention. This study examines the impact of three internal push factors--role overload, role ambiguity, role conflict--and four external pull factors--job opportunity, compensation, working location, and university image--on lecturers’ turnover intention. Data were obtained from 401 lecturers of private universities via self-administered questionnaires and were analyzed using structural equation modeling. The results of this study reveal that internal role overload, role ambiguity, role conflict and external working location have a significant relationshi...

PurposeThis study aims to determine the direct and mediating effects of time pressure, work–family conflict, role ambiguity, work stress and audit quality reduction behavior.Design/methodology/approachThe sample selection in this research is done by purposive sampling method based on the criteria specified by the researcher. In addition, random sample selection does not necessarily produce a sample that can represent auditors at all levels and types of Kantor Akuntan Publik (KAP). This research uses quantitative analysis with approach of structural equation modeling (SEM) method to analyze direct and indirect effect. The main method for data analysis is SEM.FindingsBased on the results of the research note that time pressure, work–family conflict and role ambiguity each have a significant effect on work stress. In testing the direct effect on audit quality reduction behavior, only time pressure influential significant, while work–family conflict and role ambiguity not significant. H...

In the majority of devolved County Governments, there has been an increased focus on employee well-being compared to previous years. However, it is crucial to acknowledge the significant impact of the trauma experienced by employees, as they continue to face exceptional demands in order to meet organizational expectations. Consequently, there has been a corresponding rise in performance expectations placed upon employees. The study focused on investing the relationship between job stressors and employee performance in Kenya. The study was anchored on the following specific objectives; -to explore the influence of workplace conflict stress, work ambiguity stress, time stress and workload stress on employee performance in Kenya. The study adopted Hertzberg Two Factor Theory, Mwelford’s performance and Demand theory, Relational theory and Michigan theory. The study targeted 166 employees from selected County Governments. The unit of observation was chief officers, and selected public s...

Absenteeism and tardiness pose significant challenges in higher
education institutions (HEIs), particularly in rural settings where socio
economic factors and workplace conditions often exacerbate these issues.
This study examined 138 employees in a rural HEI during the 2021–2022
academic year, analyzing personal variables such as age, sex, number of
children, transportation mode, distance to work, and economic status.
Results showed absenteeism was predominantly occasional, with 83.33%
classified as occasional absentees, 12.32% as semi-habitual, and 4.35% as
habitual absentees. Tardiness was more prevalent, with 60.87% occasional,
27.54% semi-habitual, and 11.59% habitual. Significant relationships were
found between absenteeism and family-related factors, including age (p =
0.002), number of children (p = 0.001), and the average age of children (p
= 0.000), highlighting caregiving responsibilities' impact. In contrast,
tardiness showed no significant correlations with personal variables,
suggesting stronger links to organizational factors and work habits.
Tailored interventions, such as flexible work arrangements, childcare
support, and wellness programs, can help alleviate caregiving burdens,
promote punctuality, and improve workplace efficiency, fostering
employee satisfaction and productivity in HEIs.

This paper reports on a study of the components of Political leadership and emphasizes problems of women in attaining Positions of political leadership. The authors use the term political leadership tc describe tte decision-making mechanism within crganizaticnE. First they review their survey of the personnel of a large organization. Respondents were asked how they thought about their organization in terms of issues including politics, satisfaction and loyalty, organizational flexibility, and perceptions of elitism. Responses of men and women were compared. The more women saw the organization as being political, the more likely they were to view it in a negative (elite) rather than positive (flexible) way and the less likely they were to be satisfied and loyal to it. Ben saw the organization as political and were more positive and satisfied at higher levels within it. A review cf literature revealed that Political behavior is predominant at high levels of decision taking within organizations and that informal friendship and information -sharing coalitions are vital tb successful leaders. Women are poorly prepared for high level leadership positions because of their early socialization to be nurturing, role conflicts between masculine and feminine behaviors, and the tendency of male leaders to want to keep their power cliques homogeneous. The authors suggest that women seeking political leadership develop coalitions to generate support, operate opportunistically, disclose positions strategically, always have an option when negotiating, use humor, and be clear on willingness to take risks. (AV)

This study explores the impact of working responsibilities on students' learning engagement, extracurricular activities, school reports, psychological health, and teacher job performance. The research focuses on the 2020-2021 academic year and includes 69 teachers of varying qualifications from a secondary school in the Labuan District under the Department of Education-Zamboanga City Division (ZCD). Only newly hired teachers without an IPCRF rating were considered in this study. Using a quantitative research method with correlational analysis, the findings reveal that working responsibilities significantly influence the psychological health of teachers. However, this psychological health does not affect their job performance. Based on these insights, the study recommends that the Department of Education-National Administration develop policies to enhance teachers' psychological health and wellness. Additionally, it suggests that regional and division administrations reassess teachers' responsibilities to identify and eliminate redundant, irrelevant, and unattainable tasks. This strategic reassessment aims to reduce psychological challenges among teachers and foster interventions to support their mental well-being.

There are two principal questions were addressed in this study: (a) Does an entrepreneurial intensity (i.e. degree and frequency of entrepreneurial actions inside an organization) contribute to an individual's level of job stress? (b) Does role ambiguity mediate the effect of entrepreneurial intensity on an individual's level of job stress? The data for the study have been taken from the top 1.000 industrial organizations of Turkey as of 2015, a typical example of an emerging economy. The findings reveal that entrepreneurial intensity (both degree and frequency of entrepreneurship) consistently contributes to lower role ambiguity and an individual's level of job stress. It also demonstrates that role ambiguity positively affects an individual's level of job stress and partially mediates the relationship between the frequency of entrepreneurship and his/her level of job stress. Based on the results, some managerial implications for practice and useful suggestions for future research are set forth