Supervisor behaviors, role stressors and uncertainty as predictors of personal outcomes for subordinates
Article first published online: 17 SEP 2007
Copyright © 1994 John Wiley & Sons, Ltd.
Journal of Organizational Behavior
Volume 15, Issue 2, pages 141–155, March 1994
How to Cite
O'Driscoll, M. P. and Beehr, T. A. (1994), Supervisor behaviors, role stressors and uncertainty as predictors of personal outcomes for subordinates. J. Organiz. Behav., 15: 141–155. doi: 10.1002/job.4030150204
- Issue published online: 17 SEP 2007
- Article first published online: 17 SEP 2007
- Manuscript Accepted: 15 JUN 1993
- Manuscript Received: 23 MAR 1992
- Faculty Research and Creative Endeavors Committee at Central Michigan University
Among employees of comparable organizations in the United States and New Zealand, role stressors (ambiguity and conflict), along with effort-to-performance uncertainty, performance-to-outcome uncertainty and doubt about acceptance by one's supervisor, generally predicted job satisfaction, psychological strain and turnover intentions. Path analyses of three alternative theoretical models highlighted the importance of job satisfaction as a mediator of the effects of role stressors and uncertainty on strain and turnover intentions. Role stressors contributed separately and via uncertainty to all three outcome measures, but subordinate perceptions of supervisor behaviors added little independent predictive power, once the role stressors and uncertainty were accounted for. These findings support the hypothesis that supervisors can influence the degree of role stress and uncertainty which their subordinates experience, which in turn may affect levels of satisfaction, strain and turnover intentions.