Goal and process clarity: Specification of multiple constructs of role ambiguity and a structural equation model of their antecedents and consequences.

Measures of 2 constructs of role ambiguity (process and goal clarity) were developed. Mental health workers (N = 402) from 2 organizations provided evidence that a confirmatory 2-factor model fit the data better than a 1 -factor model. A path model including antecedents (autonomy, job feedback, agent feedback, recognition) and consequences (job satisfaction, job search behavior, turnover) of process and goal clarity was proposed based on the model of role ambiguity developed by Bedeian and Armenakis (1981) and modified in light of evidence on role ambiguity reviewed by Fisher and Gitelson (1983) and Jackson and Schuler (1985). A structural equation model confirmed the fit of the hypothesized model and a slightly more restricted model. Job tenure, need for clarity, and job classification were investigated as moderators but did not moderate the structural paths of the model. In this article, I present a reconceptualiz ation of the role ambiguity construct that includes multiple constructs. The specific constructs are (a) the extent to which the individual's work goals and responsibilities are clearly communicated and (b) the degree to which the individual understands the processes required to achieve those goals. New measures of these two constructs are proposed, along with empirical evidence to support them. A nomological network of constructs, found by previous researchers to function as antecedents and consequences of role ambiguity, is proposed and tested in a structural equation model using the measures of goal and process clarity developed in this research. Finally, three variables proposed by previous researchers to be moderators of the ambiguity-satisfaction relationship are tested within the context of the structural model. Kahn, Wolfe, Quinn, Snoek, and Rosenthal (1964) summarized much of the research on role conflict and ambiguity and elaborated a theory of role dynamics that included their roleepisode model. To adequately perform his or her role, a person