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Clergy Role Stress: Interactive Effects of Role Ambiguity and Role Conflict on Intrinsic Job Satisfaction

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Abstract

The present study examined relationships between role conflict, role ambiguity, and three facets of clergy job satisfaction: Relationships and Support, Denominational Involvement, and Intrinsic Aspects. Web survey data from 179 United Methodist clergy indicated that role ambiguity and role conflict had negative relationships with each of the three facets of job satisfaction, as well as with overall job satisfaction. Interactions between role conflict and ambiguity were not significant for overall job satisfaction or for two of the three facets, suggesting that the effects of role conflict and role ambiguity on these aspects of job satisfaction were linear and cumulative. However, the effects of role ambiguity and role conflict considered together were nonlinear and interactive for the Intrinsic Aspects facet of job satisfaction, indicating that when role ambiguity was low, the relationship between role conflict and intrinsic job satisfaction was not significant, whereas when role ambiguity was high, there was a significant negative relationship between role conflict and intrinsic job satisfaction.

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Acknowledgments

The authors of this paper wish to thank the Arkansas Conference of the United Methodist Church for supporting this research. We are particularly indebted to Reverend Roy Smith for his assistance in administering the survey. This research was made possible through financial support provided by the Marie Wilson Howells Endowment to the University of Arkansas at Little Rock Department of Psychology.

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Authors and Affiliations

  1. Department of Psychology, University of Arkansas at Little Rock, 2801 South University, Little Rock, AR, 72204, USA

    John M. Faucett, Robert F. Corwyn & Tom H. Poling

Authors
  1. John M. Faucett
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  2. Robert F. Corwyn
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  3. Tom H. Poling
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Corresponding author

Correspondence to John M. Faucett.

Appendix: survey items

Appendix: survey items

Ministerial job satisfaction

  1. 1.

    The congregation understands the problems I have in the job.

  2. 2.

    I am satisfied that my job utilizes my training and capabilities.

  3. 3.

    I feel the church provides the necessary personnel (voluntary and employed) for adequately carrying out its ministry.*

  4. 4.

    The types of community functions I have to attend as a minister are not the kinds of activities I would choose to participate in.

  5. 5.

    I find meaning and purpose in my work.

  6. 6.

    I feel that my wife really would like for me to be in another job.

  7. 7.

    I can depend upon the support of my immediate superior in times of conflict.

  8. 8.

    I am satisfied with the advancement I have made in the denomination up to now.

  9. 9.

    I feel that my denominational supervisor values my ministry.

  10. 10.

    I feel that I can be myself in my work.

  11. 11.

    I feel my fellow ministers respect and appreciate my vocational efforts.

  12. 12.

    The denominational hierarchy is supportive of efforts on my part to work with other denominations.

  13. 13.

    I am satisfied with the denomination’s promotional policies.

  14. 14.

    I can trust my superior to keep confidences.

  15. 15.

    I am pleased with the importance my congregation attaches to the time I set aside for study.*

  16. 16.

    My supervisor recognizes good work and rewards it.

  17. 17.

    I feel confident that I will be considered for any church for which I am qualified.

  18. 18.

    I believe that my supervisor will make any reasonable effort to advance my career and professional standing.

  19. 19.

    I am pleased with the way in which our church’s program meets the needs of the community.

  20. 20.

    I feel I am doing the work God wants me to do.

  21. 21.

    I feel that I receive adequate recognition for the work I do.

  22. 22.

    I wish I were in some other vocation.

  23. 23.

    As a minister I feel that I will always have a place to work.

  24. 24.

    The job requirements asked by the congregation utilize my training and capabilities very well.

  25. 25.

    Most days I am glad that I am a minister.

Relationships and Support = items 1, 6, 7, 9, 11, 14, 16, 18, 21, 23, 24

Denominational Involvement = items 8, 13, 17 Intrinsic Aspects = items 2, 5, 10, 20, 22, 25

Community Involvement = items 4, 19 Ecumenical Involvement = item 12

*Contributes to overall job satisfaction, but does not contribute to any of the facets of satisfaction studied

Role conflict

  1. 1.

    I work under incompatible theology with my annual conference.

  2. 2.

    I have to do things that should be done differently.

  3. 3.

    I work under incompatible policies and guidelines.

  4. 4.

    I receive an assignment without the personnel to complete it.

  5. 5.

    I have to break a rule or a policy in order to carry out an assignment.

  6. 6.

    I receive incompatible requests from two or more people.

  7. 7.

    I work under incompatible theology with my local church.

  8. 8.

    I work with two or more groups that operate quite differently.

  9. 9.

    I do things that are apt to be accepted by one person and not by others.

Role ambiguity

  1. 1.

    I feel certain about how much authority I have.

  2. 2.

    There are clear, planned goals and objectives for my appointment.

  3. 3.

    I know that I have divided my time properly.

  4. 4.

    I know what my responsibilities are.

  5. 5.

    I know what is expected of me.

  6. 6.

    Explanation is clear of what has to be done.

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Faucett, J.M., Corwyn, R.F. & Poling, T.H. Clergy Role Stress: Interactive Effects of Role Ambiguity and Role Conflict on Intrinsic Job Satisfaction. Pastoral Psychol 62, 291–304 (2013). https://doi.org/10.1007/s11089-012-0490-8

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