Role conflict

Orpen, C. (1982). Type A Personality as Moderator for the Effects of Role Conflict, Role Ambiguity and Role Overload on Individual Strain. Journal of Human Stress 8(2), 8-14. 

Role Conflict Exists when there is the simultaneous occurrence of two or more sets of responsibilities or roles such that compliance with one is not compatible with compliance with the other(s). 

Social roles of the tourist How tourists are viewed, what tourists do, distinctive features of being a tourist, implications of travelling to other places Stereotype analysis Social representations Role theory, including role distance, altercasting, role conflict, role prescriptions The outsider and flaneur roles Liminality and liminoid space... 

Several taxonomies of stressors in the work environment can be found (e.g. Cooper and Marshall 1976 Cox 1978 Cox et al. 2000 Fletcher 1988, 1991 Warr 1987) and considerable consensus and overlap in the work stressors identified can be found. Factors such as financial remuneration, poor physical work environment, outdated technology, high workload, excessive responsibility, low social position, lack of autonomy and control, variety in job, external job demands/goals, role conflict and ambiguity, lack of support and poor career prospects have all been identified as sources of stress in the work environment (Fletcher 1988 Warr 1987). 

Greenglass, E. R. (1990). Type A behaviour, career aspirations and role conflict in professional women. Journal of Social Behaviour and Personality 5 307-22. 

Women generally report more musculoskeletal problems than men. The reason for this is not quite elear, but there are several possible erqrlanations (a) Women have less physical strength than men and gender diffeienees in terms of muscle fiber composition may be of importance (b) compared to men, women are overrepresented in jobs with a high incidence of muscular problems (e.g., repetitive assembly work) and they tend to stay longer in these jobs and (c) employed women are often exposed to more work overload and role conflicts than men, due to the combined load from paid and unpaid duties. As a consequenee, women have fewer opportunities than men for off-work relaxation and their muscles may therefore remain activated too long without rest and restitution. 

Embedded lead users are likely to be unique in terms of their motivations. At the same time, their dual embeddedness may germinate role conflicts, dual loyalties and goal conflicts (Chan and Husted 2010]. 

With respect to organizational citizenship behavior and external representation behavior, role conflict and associated job stress may become more salient in embedded lead users. E.g. internal and external expectations may be conflicting in external representation behavior. Representing and praising the firm towards peer users, when embedded lead users know, that competitor product hold more use value, will lead to role conflict For these behaviors, growing lead userness may be associated with growing role conflict Thus, the effect of lead userness on these behaviors may be folly mediated and evened out by role conflict Further research is needed on these two countervailing forces and their impact on embedded lead user s behavior. 

Managers need to be aware that some behaviors are influenced more favorably by employees lead userness than others. Understanding embedded lead users hybrid motivations as well as potential role conflicts is key to determine their optimal deployment in the innovation process. 

Friedman, R. A. and Podolny, J. (1992), "Differentiation of boundary spanning roles labor negotiations and implications for role conflict, Administrative Science Quarterly, 37 (1), 28-47. 

Jackson, S. E. and 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. 

Van Sell, M., Brief, A. P., and Schuler, R. S. (1981), "Role conflict and role ambiguity Integration of the literature and directions for future research," Human Relations, 34 (1), 43-71. 

Essential features of good safety organisation relationship of safety professionals to line management and to the workforce. Potential role conflicts and their resolution. 

On the positive side, they provide a basis on which to assess required skills, and provide training. This helps to avoid people being called upon to do things for which they are not skilled and where they may make errors. The job descriptiorrs can also resolve role conflicts between workers and between workers and supervisors. They also act as a basis for fair periodic assessment of work performance. 

Other work-related factors that can be perceived as stressors and lead to distress and eventual burnout include role conflict or ambiguity imcertainty about one s job responsibilities responsibility for others a crowded, noisy, smelly, or dirty work environment lack of involvement or participation in decision making interpersonal conflict with other employees and insufficient support from coworkers (Maslach, 1982). 

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