Job satisfaction is the attitude towards one’s job, and indicates the extent to which the employee is content with his or her job. High levels of job satisfaction means that the employee experiences a pleasurable emotional state resultant from the appraisal of one’s job whereas low job satisfaction means that the employee is displeased or encounters stress with his or her job.
By definition, role conflict is incompatibility of different tasks in the same role, often arising when the priorities of one system come in conflict with the priorities of the other systems. An employee's list of tasks may find one task at odds with another task.
Role conflicts usually come from incompatible demands made by people who have a stake in the role, incompatible pressures arising from the employee’s membership in multiple groups, opposing pressures from different role senders, and a conflict between personal values and prescribed role behavior. For instance, general managers of joint ventures usually experience role conflict because of two or more bosses with two sets of expectations.
Role ambiguity is lack of clarity on one’s job profile. The employee remains confused about his or her role or tasks, caused by lack of required information, lack of communication of available information, or receipt of contradictory messages regarding the role.
The CEOs of joint ventures very often experience role ambiguity as they lack sufficient information regarding the specific expectations of the different policy-makers in each parent firm, different expectations of the different employee groups in the ventures, and divergent expectations from the vastly different stakeholders.
Image Credit: flickr.com/Russel Trow