PERCEPTIONS OF ROLE CONFLICT AND ROLE AMBIGUITY AMONG FRATERNITY AND SORORITY ADVISING PROFESSIONALS

Campus-based professionals in the area of Fraternity and Sorority Advising Programs (FSAP) have a known and documented high rate of attrition; more than half departing within the first five years of employment. Two recognized role stressors that are associated with high rates of turnover are role conflict and role ambiguity. Studies by Gold & Roth, 2013; Khan, Yusoff, Khan, Yasir, & Khan, 2014; Rizzo, House & Lirtzman, 1970; and Wolverton, Wolverton & Gmelch, 1999 have demonstrated that role conflict and role ambiguity are contributing factors in employee attrition across an array of industries and position types, including nurses, teachers, academic deans, and others in the United States and internationally. A quantitative study with one qualitative question was conducted to better understand and interpret the perceptions held among FSAs with respect to role conflict and role ambiguity. The study was primarily performed utilizing the Role Conflict and Ambiguity Questionnaire (RCAQ) first developed by Rizzo, House, and Lirtzman (1970). Answers to supplemental questions regarding levels of satisfaction, and organizational commitment were also collected. The findings from this study suggest that role stressors such as role conflict and role ambiguity play a factor in overall satisfaction and organizational commitment. Study results indicate a statistically significant correlation between role conflict, ambiguity, and satisfaction. Grounded in research and best practices, this dissertation presents a tripartite approach to reducing role conflict and role ambiguity. As described in Manuscript III of this dissertation, is designed to decrease role stressors, amplify organizational commitment, and increase the self-efficacy of FSAs thereby reducing attrition rates