Uncertainty In The Workplace

Navigating LinkedIn Role Ambiguity

It is natural for humans to be afraid of the unknown, and in most cases, this emotion serves as an effective defense mechanism. However, there are times when it is the furthest thing from a healthy response.

When situated in the workplace, fear and ambiguity can harm employee productivity and well-being. As a 2019 study found, employees who take on assignments with less ambiguity and know what is expected of them tend to perform better and experience less work-related anxiety.

Despite the obvious fact that clarity brings peace of mind, researchers are still not entirely sure why this is the case. They're curious about what factors contribute to feelings of job ambiguity, and perhaps most importantly, how to avoid it in the first place.

These are the questions Koustuv Saha and his colleagues set out to answer in their study on workplace role ambiguity. Using anonymous LinkedIn data from 267 information workers, they sought to gain insight into two underlying issues: the causes and consequences of role ambiguity.

What Is Role Ambiguity?

Before we can understand role ambiguity for what it is, we must first distinguish it from related concepts such as role conflict and overload. Role ambiguity, as opposed to role conflict and overload, refers to the uncertainties associated with one's job, such as expectations, responsibilities, and tasks.

Role conflict and overload, on the other hand, are caused by overlapping work tasks and unrealistic deadlines. Hence, role ambiguity differs from the other two in that its dynamics continuously change as a result of inevitable workplace changes and technological advancement.

As such, role ambiguity should be considered and measured regularly. Because of its dynamic nature, an accurate and timely measurement is not just beneficial but necessary.

That’s why researchers Koustuv Saha, Manikanta D. Reddy, Stephen M. Mattingly, Edward Moskal, Anusha Sirigiri, and Munmun de Choudhury chose to base their study on data obtained from LinkedIn, the most popular and—more importantly—up-to-date social networking website out there.

Using real-time data, the researchers identified the factors contributing to role ambiguity, personality traits involved, and effects that the experience had on employees. In other words, they were able to determine the causes and effects of role ambiguity.

What Are The Causes and Consequences of Role Ambiguity In The Workplace?

According to a growing body of research, ambiguous roles have a negative impact on employee satisfaction, productivity, and well-being. In the 2019 study, Saha and his colleagues discovered results that were similar to those found in previous studies.

Utilizing LinkedIn data and several physiological measures, the researchers found some alarming yet unsurprising results. In addition to heightened stress levels, role ambiguity was also associated with increased heart rate, increased arousal, and sleep deprivation.

But wait, there's more: According to the researchers, the impact of role ambiguity went beyond mere physiological barriers and permeated the workplace, influencing employee productivity and behavior. Role ambiguity was linked to employee dissatisfaction, turnover, absenteeism, and poor performance.

It all makes sense, though. A person who experiences role ambiguity may suffer from a loss of motivation as well as increased uncertainty. And this lack of enthusiasm can lead to lower levels of job performance and loyalty, as well as a reduced willingness to go above and beyond job requirements.

The fact is that individuals with role ambiguity are clouded by confusion and uncertainty. As time goes on, they might have difficulty setting priorities and following through with them, which sometimes has them avoiding their desks altogether. The entire ordeal has the potential to send people into a downward spiral of poor performance that only worsens over time.

How Can We Minimize The Effects of Role Ambiguity?

The first step is to regain control of our situation. Powerlessness and vulnerability are likely to follow wherever there is confusion and ambiguity.

However, this does not necessarily imply that we have lost all control of our work environment and that we are "doomed." As the findings from the 2019 study show, not everyone who faces role ambiguity suffers from poor performance and disengagement.

As Koustuv Saha and his colleagues discovered, some study participants responded to role ambiguity by taking proactive actions and demonstrating leadership abilities, such as effectively coping with change through questioning. Because of their growth-oriented mindset and self-assessment strategies, they were able to handle ambiguous situations and learn from their mistakes.

In many ways, it appeared that self-reflection benefited more than just the employees. According to the researchers, it was also a critical step in the development of organizations. After all, the most successful businesses in the study were those that conducted routine self-evaluations, identifying areas that could cause employee confusion or introduce certain complexities.

Companies that frequently use trendy and "cool" job titles like "Growth Rockstar" instead of "Sales Associate," for example, may do so to gain visibility, but an internal assessment would reveal that their uniqueness only causes confusion. Similarly, some businesses may use ambiguous titles that provide little to no information about a role. To avoid such inconsistencies, title descriptions should be kept simple and short.

Additionally, platforms and software like LinkedIn could facilitate the process of self-reflection through online learning and employment assessments. As an example, LinkedIn could develop a tool that allows employees to assess their skills, interests, and suitability for a specific job. A feature like this can assist employees in assessing their productivity, well-being, and job satisfaction while identifying information gaps and areas that need clarifying.

Ultimately, we should view role ambiguity as a source of growth. Consider it a barrier that we can overcome to achieve higher levels of satisfaction and productivity. And, whatever method we use to reach this goal, we must never lose sight of the fact that our top priority is to make our employees' lives easier, not harder.

Study Objective & Methods

LibRA: On LinkedIn Based Role Ambiguity and Its Relationship with Well-being and Job Performance

Koustuv Saha, PhD; Manikanta D. Reddy, MSc; Stephen M. Mattingly, PhD; Edward Moskal, Associate Professor; Anusha Sirigiri, Associate Professor; Munmun De Choudhury, PhD

The following study presents a method for assessing role ambiguity based on unobtrusively collected LinkedIn data. Based on data obtained from 267 US-based information workers, researchers found that LinkedIn role ambiguity was linked to depleted well-being, including increased heart rate and arousal, insufficient sleep, increased stress levels, and lower job performance.

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