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Personal and social stress sources include lack of autonomy, home-work balance and ambiguity in personal roles, conflicts in personal values, and insufficient support [ 48- 51].
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- Management of role clarity and role conflicts.
Horizontally, there were changes that removed role conflicts or goal conflicts between the sub-units in the organization.
These findings do not support the "role conflict" hypothesis of Zickar and colleagues (2004)—according to which if the primary and secondary jobs are very dissimilar, an employee is more likely to face role conflicts.
Users are also encouraged to consider wider operational requirements including cost, staff capacity and avoiding role conflicts.
With limited resources, managers may try to enhance work flexibility, so that the role conflicts between employee work and life could be most effectively reduced.
In particular, Zickar and colleagues (2004) reported the "role conflict" hypothesis, according to which if the primary and secondary jobs are very dissimilar, an employee is more likely to face role conflicts and feel less satisfaction, since more effort is required to shift among the different roles and to adapt roles and behaviours to the different jobs' demands.
Exposure to role conflicts predicted psychological distress.
We measured role responsibilities, role conflicts, and social cohesion.
To determine role conflicts, participants were asked whether their daily activities made conflicting demands on them.
These associations were somewhat strengthened when specific work factors at baseline (role conflicts etc).
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CEO of Professional Science Editing for Scientists @ prosciediting.com