Effects of Perceived Organizational Factors on Role Stress-Job Attitude Relationships

The purpose of this study was to examine the impact of two per-ceived organizational indicants-psychological climate and percep-tions of the management control system-on the often-studied rela-tionships of role conflict and ambiguity with job satisfaction and intentions to change jobs. Based on a cross-sectional survey of 423 marketing professionals, it was determined that these two perceived organizationalfactors predominantly accountedfor the shared varia-bility inherent in the relationships considered and in certain instances resulted in a change in the direction of the correlation. In particular, the relationships of role conflict and ambiguity with pay and promo-tion satisfaction and with turnover intentions were the most heavily af-fected ones. The relationships of role ambiguity with overall satisfac-tion and with work itself were also affected. Falsification analyses revealed that the findings hold across various sample segments and that role perceptions and job attitudes are directly tied to perceptions about the broader organization. The implications and research direc-tions of these results for the study of role stress correlates are consid-ered.