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One of the most important role conflicts with which organization members are concerned is when a supervisor does not agree with a direct subordinate about what the latter ought to do. It is therefore surprising that this type of role conflict has seldom been systematically studied. In order to gain insight into and be able to control the role conflict situation, it is important to know which Factors cause the role conflict between supervisor and subordinate and which factors are allowed by the subordinate to determine his role behaviour in such conflict. Empirical data have been collected on both issues, which will be presented after a review of the theoretical basis and the research done.

Findings regarding the relationship between biological sex and job stress remain inconsistent. In the present chapter, we suggest that this is due to the overly simplistic and synonymous treatment of biological sex and gender. Specifically, researchers have operationalized gender as sex, neglecting the inherent complexity of the gender construct. To address this, we take a more nuanced approach and develop a theory around the effects of biological sex and gender on job stress, considering how sex, gender, sex-based prescribed gender roles and work roles interact to create role conflict. We predict that a lack of congruence between any of the aforementioned variables results in various types of role conflict, leading to stress, and requiring coping. Drawing on the literature on role conflict, emotional labor, and facades of conformity, we introduce the concept of gender façades as a coping mechanism. Theoretical and practical implications are discussed.

In recent years, preparations for the transition from the Post-industrial society to Community 5.0 have been continuing at full speed. The change in this process necessitates changes in the roles and structure of the labour force in societies. While work and family living spaces of the individual change the dimensions of his/her interaction, they increase the importance of work–family life balance gradually. The basis of conflicts (imbalances) in roles in work and family life is based on three pillars: time, tension and behaviour. The conflicts in the work and family life spaces take place in two sub-dimensions, namely ‘work-family conflict’ which is directed from work to family and ‘family-work conflict’ which is directed from family to work. The conflict between work and family life leads to individual, organisational and familial consequences. Effective communication with the social support of the organisation and the members of family is of great importance for individuals not to experience a work–family conflict.

This chapter combines quantitative studies of the connections between stressors and performance in accounting settings and identifies the mediators and moderators of stressors–performance relationships. Using meta-analyses and path analyses, this research compiles 72 studies to investigate the relationships of stressors with accountant and auditor performance. As hypothesized, bivariate meta-analyses results indicate that work-related stressors negatively affect performance, and burnout and stress are negatively related to performance, whereas motivation is positively related to performance. Moreover, a meta-analytical structural equation modeling indicates that role stressors have significant direct and indirect effects (through burnout and stress) on job performance. Accumulation of multiple samples through meta-analysis bolsters statistical power compared to single-sample studies and thus reveals the sign of residual direct effects of role stressors on job performance in accounting settings.

In this chapter, we review the literature on the relationship of work–family conflict with health outcomes and well-being. We discuss the meaning of work–family conflict and then present a theoretical model that depicts the psychological process by which work–family conflict affects negative emotions, dissatisfaction with life and its component roles, health-related behavior, and physical health. We conclude with suggestions regarding the development of a future research agenda.

This chapter examines how structural factors related to gender, managerial level, and economic sector could impact the level of experienced person/role conflict in management based on a representative survey conducted among managers in Norway. Person/role conflict appears relevant for understanding emotions in organizations and is linked with emotional dissonance and emotional labor through theoretical and empirical considerations. Our findings reveal that the effect of gender remains significant when controlled for economic sector and managerial level. This indicates that experienced person/role conflict can be partially caused by perceived incongruity between internalized and gender role-related expectations as well as managerial role-related expectations.

The study examines the effects of behavior-based and outcome-based control systems on service-sales ambidexterity, role conflict, emotional exhaustion and job performance in salespeople.

Data are collected from 704 salespeople in Ghana. The proposed hypotheses are tested through the structural equations modeling technique.

The study finds that both behavior-based and outcome-based controls have positive and significant effects on service-sales ambidexterity in salespeople. Similarly, the study discovers that service-sales ambidexterity has a positive and significant impact on both role conflict and emotional exhaustion in salespeople. The study also finds that role conflict and emotional exhaustion both have a negative impact on job performance. Finally, the study finds that salespeople's grit moderates the negative relationship between emotional exhaustion and job performance.

The results imply that while salespeople's service-sales ambidexterity may be beneficial to their individual and firm performance, it may also lead to role conflict and emotional exhaustion.

The current study demonstrates how control mechanisms can lead to service-sales ambidexterity in salespeople and how this can lead to role conflict and emotional exhaustion.

This study examines the contextual variables that can curb the negative effects of role conflict on job satisfaction and enhance the positive effect of job satisfaction on creativity and service performance. More specifically, adopting the job demands-resources theory, the authors explore the interactive effect of frontline employee (FLE) self-monitoring and FLE-manager trust on the relationship between role conflict and job satisfaction. Extending this line of inquiry, the authors adopt social identity theory and analyze the moderating effect of FLE-manager identification on the relationship between job satisfaction and creativity and between job satisfaction and service performance.

Dyadic data utilizing 122 responses from FLEs and their managers were obtained from FLEs working with a major financial services firm in India. Structural equation modeling and PLS were used to assess the hypothesized relationships.

The negative relationship between role conflict and job satisfaction is reduced at higher levels of FLE self-monitoring and FLE-manager trust. Furthermore, FLE manager identification accentuates the effect of job satisfaction on creativity and service performance.

Organizations should invest in developing FLEs' personal and job-related resources to reduce the deleterious effects of role conflicts on FLEs' job outcomes. Specifically, managers should hire FLEs who are high in self-monitoring while enhancing FLE-manager trust and FLE-manager identification.

Role conflict is inevitable in a service job and can have serious negative downstream consequences. Hence, the study explores the important contextual factors that can help an organization develop policies to reduce the negative effects of role conflict.

This paper investigates the potential mediating role of job satisfaction between role stressors, namely role conflict and role ambiguity as sources of stress, on the one hand, and various facets of organizational commitment, namely affective, continuance and normative, on the other. A sample of 361 employees in a number of organizations in the United Arab Emirates was used. Path analysis revealed that role ambiguity directly and negatively influences both affective and normative commitments. Results also revealed that job satisfaction directly and positively influences affective and normative commitments and negatively influences continuance commitment‐low perceived alternatives. Results further suggest that both role conflict and role ambiguity directly and negatively influence job satisfaction. It was also found that job satisfaction mediates the influences of role conflict and role ambiguity on various facets of organizational commitment, except continuance commitment‐high personal sacrifice. Implications, future lines of research and limitations are discussed.

This study aims to investigate the relationship between person-role conflict, psychological capital and emotional exhaustion. Specifically, the research explores how person-role conflict magnified due to daily contact with COVID-19 carriers leads doctors and nurses to experience emotional exhaustion. Moreover, psychological capital function as an explanatory mechanism between stressor strain relationships has also been tested.

The study results are based on three months of lagged data conducted from the sample of 347 frontline physicians and nurses who provide treatment and care to infected people. To test direct, indirect and total effect, the author's used PROCESS Macro.

The results suggested that person-role conflict reduces state-like psychological capital and increases emotional exhaustion through reduced psychological capital. Results aligned with the model's expectations in that psychological capital mediated the relationship between person-role conflict and emotional exhaustion, and the mediation was partial.

This paper is the first one that tested the link between person-role conflict and emotional exhaustion. Moreover, up till now, no study has examined the mediating role of psychological capital in the relationship between person-role conflict and emotional exhaustion. Finally, in the context of the contagion outbreak, this is the preliminary effort that validated the resource loss cycle principle of conservation of resource theory.