A Confirmatory Factor Analysis of Reilly's Role Overload Scale

Abstract

In 1982, Reilly developed a 13-item scale to measure role overload. This scale has been widely used, but most studies did not assess the unidimensionality of the scale. Given the significance of unidimensionality in scale development, the current study reports a confirmatory factor analysis of the 13-item scale in two samples. Based on the results, a 6-item unidimensional scale is recommended. Scores from this scale correlate in predicted fashion with external criterion variables related to role overload.

Internal Push Factors and External Pull Factors and Their Relationships with Lecturers’ Turnover Intention

“…The scale for role overload was taken from Thiagarajan, Chakrabarty, and Taylor (2006). The authors conducted a confirmatory factor analysis and refined Reilly (1982) role overload scale from a 13 item scale to a six item scale.…”

Predicting Psychological Strain with Job Demands and Organizational Injustice through the Implications of Job Demand-Control Model and Fairness Theory

“…Role overload was measured by employing the role overload scale with 13 items originally developed by Reilly (1982). Prior researchers have used the scale to measure role overload (see Thiagarajan, Chakrabarty, & Taylor, 2006;Morter, 2010). The scale was a 5-point Likert-type scale, with a range of 1, indicating strongly disagree, to 5, indicating strongly agree.…”

“…In Reilly's original study, the value of Cronbach's alpha was computed as .88. Thiagarajan et al (2006) performed a factor analysis of Reilly's scale to determine the unidimensionality of the scale and their study revealed fit indexes exceeding .95 (Thiagarajan et al, 2006). Morter's (2010) study has reported the reliability coefficient of .94.…”

A Mediação da Ambidestria do Vendedor na Relação entre Estresse e Desempenho

“…Devido às múltiplas obrigações, deveres e tarefas, que aumentam o desgaste e a sobrecarga do empregado (Thiagarajan, Chakrabarty, & Taylor, 2006), o impacto positivo do comportamento ambidestro sobre o desempenho tende a ser negativo. Nesse sentido, o estresse de sobrecarga de papéis pode reduzir diretamente o comportamento ambidestro, prejudicando a capacidade mental do colaborador de realizar múltiplas atividades, o que reduz, indiretamente, o desempenho com vendas e a satisfação no trabalho.…”

“…Para mensurar a ambiguidade de papel, foi utilizada uma escala de 6 itens desenvolvida por Rizzo et al (1970). A sobrecarga de papéis representa o volume de exigências inerentes a um dado papel e ocorre quando as expectativas do papel são muito superiores às capacidades e motivações que o indivíduo acredita ter para desempenhá-las, enfrentado múltiplas obrigações, deveres e tarefas, e considerando que não é possível realizá-las em tempo hábil (Thiagarajan et al, 2006). A escala de sobrecarga de papel, composta por 5 itens, foi adaptada de Thiagarajan et al (2006).…”