This study examines the impact of perceived organizational support (POS) on the relationship between boundary spanner role stressors (i.e., role conflict and role ambiguity) and both work attitudes (i.e., job satisfaction and intent to remain) and behavior (i.e., task performance). Results indicate that POS has strong effects on role ambiguity and role conflict, as well as job satisfaction and intent to remain. However, POS is not related to task performance in our sample. POS also has moderating effects on several role stress—outcome relations. The paper discusses the implication of these findings for managers, along with recommendations for future research.
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