Kunte Monica, Gupta Priya, Bhattacharya Sonali, Neelam Netra
Faculty of Management, Symbiosis Centre for Management and Human Resource Development, Symbiosis International University, Hinjavadi, Pune, Maharashtra, India.
Indian J Psychol Med. 2017 Sep-Oct;39(5):590-599. doi: 10.4103/0253-7176.217022.
This study examined the relationship of the organizational role stress: Role overload, role self-distance, and role stagnation with job satisfaction and turnover intention with a sample of banking employees in India.
In this research, we used the RODS scale developed by Prohit and Pareek (2010) for measuring occupational role scale. The reliability of the scale came out to be 0.71.
The majority of employees of all ranks, in both private and public sector banks, suffer from high role stress of all types. It was found that role overload and role stagnation are inversely associated with banking employees' job satisfaction. Private sector bank employees have more role stress and more unsatisfied than employees of public sector banks. Employees Turnover intention was found to be positively impacted by job satisfaction, contrary to many other studies. Possible reasons have been suggested. Job satisfaction was found to play a partial mediating role in the relationship between role overload and turnover intention with 40% mediation. Further, employees with longer tenure (work experience) have less role stress and are more satisfied.
This study is unique in the sense there is hardly any study linking role stress to job satisfaction and turnover intention, specially in Indian context.
本研究以印度银行员工为样本，考察了组织角色压力（角色过载、角色自我距离和角色停滞）与工作满意度及离职意向之间的关系。
在本研究中，我们使用了普罗希特和帕雷克（2010年）开发的RODS量表来测量职业角色量表。该量表的信度为0.71。
在私营和公共部门银行中，各职级的大多数员工都承受着各种类型的高角色压力。研究发现，角色过载和角色停滞与银行员工的工作满意度呈负相关。私营部门银行员工比公共部门银行员工承受更多的角色压力，满意度也更低。与许多其他研究相反，研究发现员工离职意向受到工作满意度的正向影响。文中提出了可能的原因。研究发现工作满意度在角色过载与离职意向之间的关系中起到部分中介作用，中介效应为40%。此外，任期较长（工作经验丰富）的员工角色压力较小，满意度较高。
本研究具有独特性，因为几乎没有任何研究将角色压力与工作满意度及离职意向联系起来，特别是在印度背景下。
