Index of Paper Presentations for the Parallel Sessions - Academy of ...

effects of professional development on the role conflict – AC/NC relationships are illustrated in Figure 2below.―Insert Figure 2 about here‖Although not hypothesized, it is worth noting that empowerment and professional developmentalso have a direct, positive on AC and NC (empowerment → AC, st. ß = .30, ρ = .00; empowerment →NC, st. ß = .21, ρ =.01; professional development → AC, st. ß = .52, ρ = .00; professional development →NC, st. ß = .48, ρ = .00).DISCUSSIONSummary and implicationsThe premises of this paper are, first, that role stress has a negative influence on OC and, second,that managerial interventions (empowerment and professional development) have moderating effects onrole stress- OC relationship. As regards the first premise, there is evidence to partially support theproposition that role stress influences OC. Recall that whilst the effect of role ambiguity and role conflicton AC and NC was negative, but non-significant on CC.With regard to the second major premise of this paper, partial support was found for thesupposition that empowerment and professional development moderate the role stress – OC relationships.The results of the moderated regression analyses revealed that there is a lack of moderating effect ofempowerment and professional development on CC. Unexpectedly, the moderating effect ofempowerment and professional development on the relationships between role ambiguity/clarity andAC/NC was not found to be uniform.This study demonstrates that the dysfunctional effect of role ambiguity on AC and NC can bereduced by empowering FLEs. The moderating influence of empowerment on the relationships betweenrole ambiguity and AC and NC suggest that high levels of empowerment is beneficial to the degree of ACand NC employees experience, but only when role ambiguity is low. When role ambiguity and