Role Stress and Work family Conflict Literature on conflict between work and family roles suggested that work-family conflict exists when : (a) time devoted to the requirements of one role makes it difficult to fulfill requirements of another; (b) strain from anticipation in one role makes it difficult to fulfill requirements of another; and (c) specific behavior required by one role make it difficult to fulfill the requirements of another (Greenhaus && Beutell, 1985).
Boles and Babbin (1996) have tested the hypotheses that role conflict and role ambiguity are positively related to work family conflict. According to Mckayand Tate (1990) higher levels of role conflict and work overload result in higher levels of family conflict. A study by Stoner et al, …show more content…
Similar Sager (1994), found that job stress may influence intention to leave through reduced organizational commitment and tat job satisfaction intervenes between sale people’s role perceptions and job stress Babin and Boles (1998) proposed s a model that predicted effects of role stress and work/non work conflict on customer contact employees’ job performance, job and life satisfaction, and quitting intent. According to Johnston and Parasuraman (1990) Getner and Nollen, (1989), James et al (1982), role ambiguity and job satisfaction are significant contributors to the development of organizational commitment during early employment and on propensity to leave. Mohr and Puch, (2007), found that managers experiencing a high level of role conflict also report lower job satisfaction and higher job stress. Pestonjee and Mishra (1998) in their study concluded that the nature of
Boles and Babbin (1996) have tested the hypotheses that role conflict and role ambiguity are positively related to work family conflict. According to Mckayand Tate (1990) higher levels of role conflict and work overload result in higher levels of family conflict. A study by Stoner et al, …show more content…
Similar Sager (1994), found that job stress may influence intention to leave through reduced organizational commitment and tat job satisfaction intervenes between sale people’s role perceptions and job stress Babin and Boles (1998) proposed s a model that predicted effects of role stress and work/non work conflict on customer contact employees’ job performance, job and life satisfaction, and quitting intent. According to Johnston and Parasuraman (1990) Getner and Nollen, (1989), James et al (1982), role ambiguity and job satisfaction are significant contributors to the development of organizational commitment during early employment and on propensity to leave. Mohr and Puch, (2007), found that managers experiencing a high level of role conflict also report lower job satisfaction and higher job stress. Pestonjee and Mishra (1998) in their study concluded that the nature of