Social support, autonomy, and hierarchical level as moderators of the role characteristics‐outcome relationship
研究检验了社会支持、工作自主性和组织层级对角色冲突、模糊和超载与工作满意度及求职意向关系的调节作用，发现调节效应几乎为零，但角色特征和调节变量对结果有直接影响。
Abstract Although previous theory suggests that social support, job autonomy, and hierarchical level moderate role characteristics‐employee outcome relationships, the strength of these moderating effects among 2046 bank employees was practically zero. These theoretical moderators and three role characteristics (conflict, ambiguity, and overload) did have direct relationships with the outcomes (job satisfaction and job search intent), as summarized by canonical correlation. Recommendations for future research are offered.