เปรียบเทียบวิธี

	Role Conflict and Ambiguity Scale	แบบวัดความต้องการและทรัพยากรในการทำงาน (Job Demands-Resources Scale)
สาขาวิชา	พฤติกรรมองค์การ	พฤติกรรมองค์การ
ตระกูล	Latent structure	Process / pipeline
ปีกำเนิด	1970	2001
ผู้ริเริ่ม	John Rizzo, Robert House & Sidney Lirtzman; Robert Kahn et al.	Evangelia Demerouti and Arnold B. Bakker
ประเภท	Role-stress measurement scale	Self-report questionnaire
แหล่งต้นตำรับ	Rizzo, J. R., House, R. J., & Lirtzman, S. I. (1970). Role conflict and ambiguity in complex organizations. Administrative Science Quarterly, 15(2), 150-163.	Bakker, A. B., & Demerouti, E. (2007). The Job Demands-Resources model: state of the art. Journal of Managerial Psychology, 22(3), 309-328.
ชื่อเรียกอื่น	Rizzo-House-Lirtzman Scale, RCA Scale, Role Stress Scale, Role Conflict Role Ambiguity Measure	JDRS, JD-R Questionnaire
ที่เกี่ยวข้อง	3	5
สรุป	The Role Conflict and Ambiguity Scale measures two of the most studied sources of stress at work: receiving incompatible demands (role conflict) and not knowing clearly what is expected of you (role ambiguity). The theoretical foundation comes from Kahn, Wolfe, Quinn, Snoek, and Rosenthal's 1964 landmark study Organizational Stress, which framed the workplace as a system of role senders whose expectations shape the focal person's experience. Rizzo, House, and Lirtzman turned this theory into a practical instrument in their 1970 Administrative Science Quarterly paper, developing self-report scales for role conflict and role ambiguity that became the field's standard measure. The two constructs are kept distinct: conflict is about contradictory expectations, ambiguity about missing or unclear ones. The scales link role stress to tension, dissatisfaction, and impaired performance, and remain central to occupational-stress and role-theory research.	The Job Demands-Resources Scale (JDRS) is a multidimensional assessment instrument based on the Job Demands-Resources (JD-R) model, developed by Demerouti and Bakker in 2001. It measures the balance between job demands (workload, time pressure, emotional demands) and resources (autonomy, support, opportunities for growth) that shape employee well-being, engagement, and burnout risk. The JDRS has become central to occupational health research and practice.