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Role ambiguity
1
Steve M. Jex, (1998), Stress and Job Performance: Theory, Research and Implication for Managerial Practice, Sage
Publications page 10.
1
contribute to the role ambiguity. To brief, it is indicate that role ambiguity is one of factor that
contribute to the occupational stress.
Role conflict
Situation when role-related information provided by one member of a role set may
conflict with the information provided by another member is knows as role conflict. This is also
because demand from different source is incompatible, conflict between different tasks or
projects and conflict between organizational demand and one’s own value (Frank J.Lady &
Jeffery M.Conte, 2004). Rizzo, House, & Lirtzman (1970) define role conflict as the
incompatibility of requirements and expectations from the role, where compatibility is judged
based on a set of conditions that impact role performance.
Causes of role conflict are (1) due to the poor communication and coordination among
role senders for example in many organizations, information flow is poorly coordinated and as a
result, an employee may receive conflicting information from member of his or her role set,
(2) environmental changes; when organizational role become more complex, the role conflict
also increase, and lastly (3) characteristics inherent in a particular role. 2
Based on research ‘Role Conflict, Role Ambiguity, and Intention to Quit the
Organization: The Case of Law Enforcement Officers’ it showed that factors role ambiguity
among law enforcement officers because of the pressures of being a public servant (i.e., the
pressures from the community) versus the pressures from the local government (i.e. political
pressures) being at odds with each other. In addition, research also found that the effect of role
ambiguity causes employee want to quit him or her job. 3
2
Steve M. Jex. (1998). Stress and Job Performance: Theory, Research and Implication for Managerial Practice,
Sage Publications page 13
3
Michael Glissmeyer, James W. Bishop & R. David Fass. Role Conflict, Role Ambiguity, and Intention to Quit the
Organization: The Case of Law Enforcement Officers.
2
Role overload
Role overload is defined as a stressor that occurs when an employer may demand more
of an employee than he or she can reasonably accomplish in a given time or simply the
employee perceives the demands of works as excessive (Jones, Flynn & Kelloway, (1995). Role
overload can causes people work a long hours, increasing stress and subsequent strains. Some
workers complain that they are stressed from working 24/7 that is 24 hours a day, seven days a
week (Frank J.Lady & Jeffery M.Conte, 2004).
In 1991, 42% of employed Canadians reported high levels of role overload. This had
increased to 56% by 2001 (www.hrsdc.gc.ca, 2004). What causes of role overload? It had
found that it mainly because of emotional or physical fatigue and having too much to do for
time available. Some respondent give that “time is so tight. It seems wherever I am I should
really be somewhere else. Everything is such a rush”. Based on the situation many employee
face of role overload that cause of occupational stress.
4
Steve M. Jex. (1998). Stress and Job Performance: Theory, Research and Implication for Managerial Practice, Sage
Publications page 14-15.
3
Effect Role Stressor to the Job Performance
Research has found that relationship between stress and job performance is u-shaped
relationship (see figure 1). This hypothesis suggests that individual performance on a given
task will be lower at high and low levels of stress and optimal at moderate levels of stress. At
moderate levels of stress, performance is likely to be improved by the presence of enough
stimulation to keep the individual vigilant and alert, but not enough to divert or absorb his
energy and focus. At low levels of stress, in contrast, activation and alertness may be too low to
foster effective performance, while at high levels of stress; arousal is too high to be conducive
to task performance.5 In other words, when the level of stress is low, the individual not been
alert and unchallengeable and therefore job performance cannot be accomplish at maximum
point. When stress is increasing, it will be stimulate individual and improve reaction ability and
consequence that the individual will be passionate to carry out his responsibility. However, job
performance decreases when it has reached the limit and this is area when employee job
performance is negative.
5
Jennifer Kavanagh, (2005), Stress and Performance: A review Literature &Its Applicability to the Military, RAND
Corporation page 14.
4
Based on ‘Impact of Job Stress on Manager’s Performance’ by Salami, A.O, Ojukuku,
R.M, & Ilesanmi, O.A had found that effect job performance on managerial performance in
Nigerian Organization is agreed that stress agreed effect their job performance. Survey had
been conduct by author and the result shows that stress give highest impact to job
performance apart from job dissatisfaction and high rate absenteeism and turnover. 6
6
Salani, A.O, Ojukuku, R.M, Ilesanmi, O.A, (2010), Impact of Job Stress on Manager’s Performance, European
Jurnal of Scientific Research Vol.45 no.2 pp 249-260 page 252-256.