Analysis

Role conflict and role ambiguity are two important concepts in organizational behavior that affect job satisfaction, performance, and employee well-being. Role conflict refers to a situation where an individual faces conflicting demands from different roles they occupy, while role ambiguity concerns the lack of clear information about role expectations and responsibilities.

Objective

The aim of understanding and managing role conflict and ambiguity is to improve employee job satisfaction and performance. Reducing role conflict and ambiguity can help minimize stress, increase organizational commitment, and enhance overall employee well-being.

Scoring

Role conflict and ambiguity are typically measured through questionnaires containing statements to which participants respond using a Likert scale, ranging from “1 = Strongly Disagree” to “5 = Strongly Agree.”

References

Rizzo, J. R., House, R. J., & Lirtzman, S. I. (1970). Role conflict and ambiguity in complex organizations. Administrative Science Quarterly, 15(2), 150–163.

Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D., & Rosenthal, R. A. (1964). Organizational Stress: Studies in Role Conflict and Ambiguity. New York: Wiley.

Schuler, R. S., Aldag, R. J., & Brief, A. P. (1977). Role conflict and ambiguity: A scale analysis. Organizational Behavior and Human Performance, 20(1), 111–128.

Jackson, S. E., & Schuler, R. S. (1985). A meta-analysis and conceptual critique of research on role ambiguity and role conflict in work settings. Organizational Behavior and Human Decision Processes, 36(1), 16–78.

Beehr, T. A., & Glazer, S. (2005). Organizational Role Stress. In J. Barling, E. K. Kelloway, & M. R. Frone (Eds.), Handbook of Work Stress (pp. 7–33). Thousand Oaks, CA: Sage Publications.CA in the workplace.