Relationship Between Perceptions of Role Stress and Individual, Organizational, and Environmental Variables

摘要

The present study investigated the relationships between various individual and organizational variables and perceptions of role stress. Role stress can be of two types: (1) role conflict, which results when an individual has incompatible demands made upon him; and (2) role ambiguity, which exists when an individual is uncertain of what is expected of him. Questionnaires designed to measure role stress, organizational climate, job characteristics, values, managerial practices, and organizational effectiveness were administered to a sample of 1607 employees drawn from all hierarchical levels at four Public Works Centers (PWCs) in the U.S. (including Pearl Harbor), the PWC in Yokosuka, Japan; and the PWC at Subic Bay, Philippines. Results revealed that (1) workers perceived more role ambiguity than supervisory personnel; (2) perceptions of role stress differed across cultures, but differences were not related to specific cultural values; (3) role stress was related to organizational climate, job characteristics, and managerial and supervisory practices; (4) role ambiguity was more strongly related to organizational climate and general job characteristics, whereas the role conflict was more strongly related to specific job characteristics; (5) role ambiguity, unlike role conflict, was a substantial contributor in predicting intrinsic satisfaction; and (6) role ambiguity was related to workers' perceptions of work center performance. (Author)