Effect of Career Plateau on Ambiguity and Role Conflict with Mediation of Organizational Conflict of Physical Education Teachers

The purpose of this work was to investigate the effect of the career plateau on the ambiguity and role conflict with mediating role of organizational conflict. This work was an applied and correlation research method. By the stratified random sampling method, 229 physical education teachers were selected. In order to collect information, three questionnaires were used: career plateau, ambiguity, and role conflict and organizational conflict. For the data analysis, the Pearson correlation coefficient, factor analysis, and structural equation modeling were used. The results obtained showed that the direct effect of the career plateau on the ambiguity and role conflict and the career plateau on the organizational conflict and the direct effect of the organizational conflict on the ambiguity and role conflict were positive and significant. The indirect effect of the career plateau on the ambiguity and role conflict was also significant with the mediator role of the organizational conflict. Therefore, it can be accepted that the career plateau has a positive effect on the ambiguity and conflict, both directly and indirectly, through the mediation of the organizational conflicts. Introduction In order to be effective, the schools require the teachers to have a good job performance, and the job performance can be affected by a number of factors including the ambiguity and role conflict. The ambiguity and role conflict are important factors in the teacher job stress that cause a lot of stress on the teacher and affect her/his job performance. The role ambiguity occurs when the employee “does not feel that s/he has the necessary information to perform her/his role adequately when s/he is uncertain about what the members of her/his role set expect of her/him. The role conflict is defined as a situation that occurs as a result of the incompatible role demands. The role conflict and role ambiguity cause many individual and organizational deficiencies. Numerous factors such as the organizational conflict and career plateau can affect the role ambiguity and role conflict. The research hypotheses are as follow: 1. The career plateau has a positive and significant effect on the ambiguity and role conflict. 2. The career plateau has a positive and significant effect on the organizational conflict. 3. The organizational conflict has a positive and significant effect on the ambiguity and role conflict. 4. The career plateau has a positive and significant effect on the role ambiguity and conflict with the mediating role of organizational conflict.

This work was an applied and correlation research method based on the structural equation modeling. The statistical population of the work was all the physical education teachers in the city of Zahedan (Sistan and Baluchestan province). By the stratified random sampling method, 229 physical education teachers in Zahedan were selected in the academic year of 2019-2020. In order to collect the information, three questionnaires were used: career plateau (Milliman, 1992), ambiguity and role conflict (House, Schuler & Levanoni, 1983), and organizational conflict (Shirkhani, 2011). For the data analysis, the Pearson correlation coefficient, factor analysis, and structural equation modeling were used by the SPSS and Lisrel software.

Based on the results obtained, the amount of correlation coefficient of career plateau with ambiguity and role conflict (r = 0.532), career plateau with organizational conflict (r = 0.573), and organizational conflict with ambiguity and role conflict (r = 0.559) was significant (p < 0.001). The direct effect of the career plateau on the ambiguity and role conflict (β = 0.44, t = 3.88), career plateau on the organizational conflict (β = 0.73, t = 9.45), and the direct effect of the organizational conflict on the ambiguity and role conflict (β = 0.34, t = 3.09) was positive and significant. The indirect effect of the career plateau on the ambiguity and role conflict was also significant with the mediator role of organizational conflict (β = 0.248, t = 5.20).