Problems commonly encountered in role performance often give rise to stress, depending on the coping skills and resources of the role occupant. The paper explains the concept, framework, types and measurement of role stress. It brings out that each role stressor is the result of specific problems faced by the role occupant and the identification of prominent role stressor(s) has important implications for the individuals and the organization. The paper demonstrates how the knowledge about the prominent role stressor(s) at the individual and organizational levels can be used to promote human well-being, while achieving enhanced individual and organizational performance and effectiveness.

Outcomes of major events that influence us are often beyond our control. Things do not work as we plan. Unexpected changes also take place in the environment. Uncertainties face us in our lives. People do not behave as we expect. Stress is, therefore, unavoidable in our everyday life (Pestonjee, 1999, pp. 15-34). Stress results from a lack of fit between a person and his environment when he/she cannot cope with the constraints or demands encountered (Harrison, 1976). Stress arises from an opportunity, demand, constraint, threat or challenge if the outcome of the event or episode is uncertain and important (Robbins and Sanghi, 2006, p. 542).

It is important to note that a problem is a potential stressor but not a real stressor. A potential stressor manifests as a real stressor when coping is ineffective. Coping starts with individual's perception about the potential stressor and his/her reaction thereto. A potential stressor is aborted when coping is effective. Coping ends if the potential stressor gets sublimated. It continues if the potential stressor becomes a real stressor.

The individual keeps on managing or fighting the real stressor until it gets eliminated or he/she gets exhausted. An individual may adopt a functional or dysfunctional strategy for coping with stress. Coping strategy is functional when the underlying problems are confronted. It is dysfunctional when these underlying problems are avoided and coping is emotion-focused. For coping to be effective, the individual must have adequate coping skills and coping resources (Srivastav, 2006a).

Management Research Journal, Organizational Roles, Organizational Levels, Organizational Role Stress, HR planning, Information Technology, IT, Project Management, Role Expectation Conflict, Role Stress Audit, Organizational Strategies, R&D Management, Human Resource Management, Organizational Behaviour.