Social support, autonomy, and hierarchical level as moderators of the role characteristics‐outcome relationship

Although previous theory suggests that social support, job autonomy, and hierarchical level moderate role characteristics‐employee outcome relationships, the strength of these moderating effects among 2046 bank employees was practically zero. These theoretical moderators and three role characteristics (conflict, ambiguity, and overload) did have direct relationships with the outcomes (job satisfaction and job search intent), as summarized by canonical correlation. Recommendations for future research are offered.