So sánh phương pháp

	Role Conflict and Ambiguity Scale	Thang đo Yêu cầu-Nguồn lực Công việc
Lĩnh vực	Hành vi tổ chức	Hành vi tổ chức
Họ	Latent structure	Process / pipeline
Năm ra đời	1970	2001
Người khởi xướng	John Rizzo, Robert House & Sidney Lirtzman; Robert Kahn et al.	Evangelia Demerouti and Arnold B. Bakker
Loại	Role-stress measurement scale	Self-report questionnaire
Công trình gốc	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.
Tên gọi khác	Rizzo-House-Lirtzman Scale, RCA Scale, Role Stress Scale, Role Conflict Role Ambiguity Measure	JDRS, JD-R Questionnaire
Liên quan	3	5
Tóm tắt	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.