Reconceptualization Of Self-Role Distance Case Study
Reconceptualization of Self-Role Distance
SRD results from lack of integration between the role and its role occupant who opts for distancing himself/herself from the role (Pareek, 2002), jeopardizing role effectiveness. SRD is a stress from role-taking (Pareek, 1993) when the role occupant takes on a poorly matched role. Prominence of SRD (Srivastav, 2007) at the individual or organizational level indicates that the organization needs to work on better matching of persons with roles. Though SRD was not recognised as a role stressor until Pareek (1982) included it in YFAYR, Role Distance was identified and discussed even before role stress was identified by Kahn et al. (1964). According to Goffman (1961), role distance represents behaviour …show more content…
All the items of SRD scale except for the item related with working against judgement had unacceptable validity. Items on non-utilization of expertise and on uninteresting work got merged with the factor representing role stagnation. Items on desire to do things differently and on conflict with role occupant’s values got merged with the factor representing role ambiguity. These findings necessitate redesigning of the framework and scale for the measurement of SRD.
SRD in NORS Framework
NORS framework conceived SRD with 2 additional types of person-role conflicts, viz., conflict with role occupant’s needs and conflict with role occupant’s beliefs, while retaining the 5 types of person-role conflicts used for defining ORS version of SRD. NORS version of SRD comprised 7 items as follows.
1. My role demands me to do what is against my judgment;
2. My role provides me opportunities to use my expertise;
3. I would like to do things for the organization which are quite different from what I am doing in my role;
4. Work in my role is related to my interests;
5. Work in my role is conflicting with my values;
6. Work in my role is conflicting with my needs;
7. Work in my role is conflicting with my …show more content…
The scale should appear to measure what it is designed to measure. It is an essential requirement for development and enhancement of measurement scales (Priest, McColl, Thomas & Bond, 1995; Rattray & Jones, 2007). Generation of items for a new scale and review of items for an existing scale (Oppenheim, 1992; Bowling, 1997) is done considering what needs to be measured, views of available experts in the field and possible feedback from respondents used for scale development, making use of wisdom from relevant published literature (Goffman, 1961; Kahn et al. , 1964; Pareek, 1982 & 1983; Stryker & Statham, 1985; Pareek, 1993 & 2002; Driver, 2003; Srivastav, 2007; Srivastav & Pareek, 2008; Srivastav, 2009 &
SRD results from lack of integration between the role and its role occupant who opts for distancing himself/herself from the role (Pareek, 2002), jeopardizing role effectiveness. SRD is a stress from role-taking (Pareek, 1993) when the role occupant takes on a poorly matched role. Prominence of SRD (Srivastav, 2007) at the individual or organizational level indicates that the organization needs to work on better matching of persons with roles. Though SRD was not recognised as a role stressor until Pareek (1982) included it in YFAYR, Role Distance was identified and discussed even before role stress was identified by Kahn et al. (1964). According to Goffman (1961), role distance represents behaviour …show more content…
All the items of SRD scale except for the item related with working against judgement had unacceptable validity. Items on non-utilization of expertise and on uninteresting work got merged with the factor representing role stagnation. Items on desire to do things differently and on conflict with role occupant’s values got merged with the factor representing role ambiguity. These findings necessitate redesigning of the framework and scale for the measurement of SRD.
SRD in NORS Framework
NORS framework conceived SRD with 2 additional types of person-role conflicts, viz., conflict with role occupant’s needs and conflict with role occupant’s beliefs, while retaining the 5 types of person-role conflicts used for defining ORS version of SRD. NORS version of SRD comprised 7 items as follows.
1. My role demands me to do what is against my judgment;
2. My role provides me opportunities to use my expertise;
3. I would like to do things for the organization which are quite different from what I am doing in my role;
4. Work in my role is related to my interests;
5. Work in my role is conflicting with my values;
6. Work in my role is conflicting with my needs;
7. Work in my role is conflicting with my …show more content…
The scale should appear to measure what it is designed to measure. It is an essential requirement for development and enhancement of measurement scales (Priest, McColl, Thomas & Bond, 1995; Rattray & Jones, 2007). Generation of items for a new scale and review of items for an existing scale (Oppenheim, 1992; Bowling, 1997) is done considering what needs to be measured, views of available experts in the field and possible feedback from respondents used for scale development, making use of wisdom from relevant published literature (Goffman, 1961; Kahn et al. , 1964; Pareek, 1982 & 1983; Stryker & Statham, 1985; Pareek, 1993 & 2002; Driver, 2003; Srivastav, 2007; Srivastav & Pareek, 2008; Srivastav, 2009 &