Analysis

The Job Role Ambiguity Scale (JRAS) assesses uncertainty related to an employee’s role, including responsibilities, tasks, and expectations. Role ambiguity occurs when employees lack clarity about their duties, leading to confusion, stress, and reduced performance.

Objective

The goal of the JRAS is to measure the degree of uncertainty an employee experiences regarding their role. Understanding role ambiguity helps organizations: Identify issues with role clarity, Improve communication and leadership guidance, Reduce work-related stress.

Calibration

The scale includes Likert-scale questions evaluating: Clarity of responsibilities, Repetitive uncertainty in tasks, Communication effectiveness with management. Participants rate their experiences on a Likert scale (e.g., 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. Wiley.
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 Performance, 36(1), 16-78.
Burke, R. J., & Litwin, G. H. (1992). Workplace Stress and Job Satisfaction: A Review and Critique of the Literature. Journal of Organizational Behavior, 13(1), 5-26.
Beehr, T. A., & Glaser, K. (2005). Organizational Role Stress. In R. A. Guzzo, E. Salas, & M. S. I. (Eds.), Team Effectiveness and Team Performance (pp. 93-122). Jossey-Bass.