Role Conflict and Role Ambiguity Scales 角色冲突和角色模糊量表（Rizzo，1970）

简介

角色冲突（Role Conflic）反映了一种关于角色不符合预期的情况，角色组件的不相容或不一致会导致各种冲突。角色模糊量表反映了对结果或某人行为反应的可预测性，以及行为要求的存在或明确性。

信度与效度

研究者对公司的中央办公室、主厂以及研究和工程部门的工薪管理和技术人员进行调查，分为两个样本（A与B），样本总数为290人。对角色问卷的因子分析提取出了角色冲突和角色模糊两个因子，解释了56%的方差，各题项的载荷都在0.30以上。角色冲突在样本A、B中的可靠性系数分别为0.816、0.820，角色模糊在样本A、B中的系数分别为0.780、0.808。

量表

1. I have enough time to complete my work.
2. I feel certain about how much authority I have.
3. I perform tasks that are too easy or boring.
4. Clear, planned goals and objectives for my job.
5. I have to do things that should be done differently.
6. Lack of policies and guidelines to help me.
7. I am able to act the same regardless of the group I am with.
8. I am corrected or rewarded when I really don't expect it.
9. I work under incompatible policies and guidelines.
10. I know that I have divided my time properly.
11. I receive an assignment without the manpower to complete it.
12. I know what my responsibilities are.
13. I have to buck a rule or policy in order to carry out an assignment.
14. I have to "feel my way" in performing my duties.
15. I receive assignments that are within my training and capability.
16. I feel certain how I will be evaluated for a raise or promotion.
17. I have just the right amount of work to do.
18. I know that I have divided my time properly.
19. I work with two or more groups who operate quite differently.
20. I know exactly what is expected of me.
21. I receive incompatible requests from two or more people.
22. I am uncertain as to how my job is linked.
23. I do things that are apt to be accepted by one person and not accepted by others.
24. I am told how well I am doing my job.
25. I receive an assignment without adequate resources and materials to execute it.
26. Explanation is clear of what has to be done.
27. I work on unnecessary things.
28. I have to work under vague directives or orders.
29. I perform work that suits my values.
30. I do not know if my work will be acceptable to my boss.
Items 10 and 18 on this administration were identical, owing to a clerical error.

计分方法

Rizzo（1970）制定的角色冲突量表包括以下4个层面的内容：
1.焦点人（the focal people）的内部标准或价值观，与定义的角色行为之间的冲突（项目3,5,27,29）。
2.焦点人的时间、资源或能力，与定义的角色行为之间的冲突（项目1，11，15，17，25）。
3.焦点人物内部的冲突，表现为需要同时采取不同或不相容的行为，以适应情况的变化，即角色过载（项目7和19）。
4.以不相容政策的形式表现出的期望和组织要求的冲突（项目9和13）。
角色模糊量表包括两方面的内容：
1.结果或对某人的行为的反应的可预测性（项目8,16,24,30）。
2.行为要求的存在或明确性，通常来自于环境的输入，这将有助于引导行为，并为行为提供适当的知识（剩余的偶数项目）。
量表要求受访者对每个题项进行评价，对其状况存在的程度是从“非常不符合”到“非常符合”进行评分，采用里克特七点计分法。

量表出处

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

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