Role Ambiguity, Role Conflict, and Performance: Empirical Evidence of an Inverted‑U Relationship

By V. Onyemah. 2008

162 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/8295b080e0ef6ddcc85575e7c63da03b3b59fcb7

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. Olusegun A. Olugbade
2. Osman M. Karatepe
3. Seokhwa Yun
4. Soojin Lee
5. J. Caillier
6. Abhishek Srivastava
7. A. Grobelna
8. Xinyuan Zhao

Citations in the corpus

• Stressors, work engagement and their effects on hotel employee outcomes (2018, background): “It appears that moderate levels of stressors can be beneficial to hotel customer-contact employees (cf. Onyemah, 2008).”
• Does Public Service Motivation Mediate the Relationship between Goal Clarity and both Organizational Commitment and Extra-Role Behaviours? (2016, background): “…to work effectively (Eatough et al. 2011), thus creating work-related tension and stress in the dyadic relationship between managers and subordinates, as it results in workers spending more time trying to figure out what is expected of them than actually performing their tasks (Onyemah 2008).”
• Evidence for a curvilinear relationship between abusive supervision and creativity in South Korea (2013, background): “Onyemah (2008) demonstrated an inverted U-relationship between role stressors and performance.”