Supervisor behaviors, role stressors and uncertainty as predictors of personal outcomes for subordinates
研究美国和新西兰员工发现，角色模糊和冲突、努力绩效不确定性等压力源能预测工作满意度、心理压力和离职意向，而主管行为本身预测力有限。
Abstract Among employees of comparable organizations in the United States and New Zealand, role stressors (ambiguity and conflict), along with effort‐to‐performance uncertainty, performance‐to‐outcome uncertainty and doubt about acceptance by one's supervisor, generally predicted job satisfaction, psychological strain and turnover intentions. Path analyses of three alternative theoretical models highlighted the importance of job satisfaction as a mediator of the effects of role stressors and uncertainty on strain and turnover intentions. Role stressors contributed separately and via uncertainty to all three outcome measures, but subordinate perceptions of supervisor behaviors added little independent predictive power, once the role stressors and uncertainty were accounted for. These findings support the hypothesis that supervisors can influence the degree of role stress and uncertainty which their subordinates experience, which in turn may affect levels of satisfaction, strain and turnover intentions.