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Like role ambiguity, the assessment of role conflict has been primarily through self-report measurement. The scale that has been used most often is t… - Steve M. Jex
" "Like role ambiguity, the assessment of role conflict has been primarily through self-report measurement. The scale that has been used most often is that developed by Rizzo et al. (1970). These items ask respondents whether they experience things such as “incompatible requests” and situations in which their work is “accepted by one group but not accepted by others.” A sample item from this scale is, “I receive incompatible requests from two or more people.” Strong agreement with a statement such as this indicates a high level of role conflict. Like the Rizzo et al. role ambiguity scale, this scale has also been the focus of much criticism and debate in the occupational stress literature (Kelloway & Barling, 1990, Netemeyer et al., 1990; Smith et al., 1993; Tracy & Johnson, 1981). Unfortunately, there have been few attempts to develop alternative measures.
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About Steve M. Jex
Steve M. Jex (born ca. 1960) is an American psychologist and Professor at the Department for Psychology at the . After the and , he received his PhD at the in 1988. He known for his work in the field of and organizational psychology.
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According to Goldstein (1993), many organizations do not train employees adequately. For example, training programs are either poorly designed or designed in a way that does not meet the needs of employees. Either way, employees may be inadequately prepared to meet their role demands. Like the other two role stressors covered in this chapter, role overload is most often assessed through self-report questionnaires. One popular role overload measure is a scale developed by Caplanet al. (1975). As would be expected, these items appropriately reflect the frequency and intensity of role demands (e.g., “How much workload do you have?”). Respondents would typically respond to these items on a scale ranging from “very light” to “extremely heavy. Despite the popularity of this measure, there are undoubtedly other ways to measure role overload that employ non-self-report methods... [such as] some combination of objective and subjective measures.
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In the organizational sciences (e.g., organizational behavior, organizational psychology), one of the more misunderstood terms is “organizational theory.” To some, organizational theory is a field of study; to others, it is the process of using metaphors to describe organizational processes... or it represents an attempt to determine the best way to organize work organizations. The term is used to indicate all of these things, but an “organizational theory” is really just a way of organizing purposeful human action. Given the diversity of purposeful human endeavors, there are numerous ways to organize them, and, hence, a great many organizational theories.
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