| Abstract: | Proposed a causal model that describes the effect of participation in decision making on perceived influence, role conflict, role ambiguity, personal and job-related communications, social support, emotional strain, overall job satisfaction, absenteeism, and turnover intention. The model was tested using a Solomon 4-group design and modified to include 2 posttests; it was conducted in a hospital outpatient facility with 95 nursing and clerical employees who were randomly assigned to an increased-participation or a control condition and to a pretest or no-pretest condition. Outcomes were assessed after 3 and 6 mo. Analysis provided support for a somewhat revised model. After 6 mo, participation was shown to have a significant, negative effect on role conflict and role ambiguity and a positive effect on perceived influence. Role conflict and ambiguity were, in turn, positively related to emotional strain and negatively related to job satisfaction. Emotional strain was positively related to absence frequency and turnover intention. Perceived influence was positively related to job satisfaction and positively related to turnover intention. Participation in decision making appeared to be an important causal determinant of role strains, which were, in turn, important precursors of both individual and organizational outcomes. (46 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved) |
