To Venture and Confirm Determinants Responsible For Role Conflict: A Critical Review

This research analysis deals with Role Conflict along with determinants influencing it. Researchers of management are keen interested in subject of conflicts along with prime reason of its impact on mental health and organizational consequences. Emergence of Role Conflict is never new-fangled as it refers the Stress, strain and burnout an individual encounter while facing conflicting demands with numerous collective Roles. This research paper tries to decisively evaluated obtained literature about the construct field and classify the gaps for systematic empirical research analysis to substantiate scope for further knowledge. Moreover this research paper is written in the direction of scrutinizing which fragments of Role Conflict need to revise yet and what type of work can be done by future studies.


INTRODUCTION
In rapid changing economy industrialization has changed into globalization as the result world is shifting from virtual to digital era of growth and development, which has given rise to new problems of the global world. People in this technocratic era are juggling behind fame and success being unaware about adverse consequences they are facing through their work. Although it"s needed to maintain equilibrium in work life balances to avoid stirring intellectual disability. Thus researchers and psychologist had identified those risening problems as Stress, Work overload, Role Strain Burnout, Role ambiguity etc which are factors of Role Conflict that is adversely disturbing every sectors of economy.
Conflict is never a new arisen term but one of the oldest existing one, showing its existence from ancient mythological era to the period of Mahabharata, Ramayana and Zeus war connecting with mugal period and Britishers colonial rule to our present day. And one thing which always remained the same in rising epoch was this inevitable form of conflict. Before jumping to the cryptic prompt conflict which is widely spreaded to every sectors and levels of currently prevailing world. The multifarious conflict neither requires proper channel nor valid causes to shake out in the society. Our entire research analysis is based on the most common form of individual conflict known as "Role Conflict". A person is faced with conflicting role expectations in this circumstance. One of the major concerns of our contemporary human race Role Conflict, as people to earn more wealth additionally follows moonlight concept. Abegins doing many Jobs at once. Role Conflict is further emphasized as the expectations of a person's employment or organizational position that are irreconcilable. It refers to the degree to which demands that occur in one Role Conflict with those that emerge in another (Kopelman et al., 1983). Regarding the civil service, it may include the Stress of working for the government or the pressure from peer groups (Guimaraes et al., 2017). Role Conflict is essentially a discrepancy or gap between the role that workers are allocated and how well they execute in that function. This study reviews instances of Role Conflict and carefully examines their causes and effects in order to identify any gaps in the corpus of role knowledge that have yet to be filled. A conceptual framework is the study's ultimate objectivethat will allow for extensive pragmatic learning in the future.

THEORETICAL OVERVIEW
Role Conflict is highly prejudiced by some factors elucidate underneath:

Stress:
Stress is a person's reaction to the apprehensive tension consequences of the workplace. In modern environment, a variety of Stress theories with various points of view are prevalent. Consistently, Stress is shown to be associated with organizations; it often results from both high work demands and increased staff management expectations. The management gives a worker several tasks and expects a successful outcome under pressure. An employee may experience Stress due to this chaotic circumstance since it may sometimes be difficult for him to do the work given his knowledge and skills.
One of the first Stress researchers, Hans Selye (1955), discovered via study that Stress in normal organizational situations is helpful for the employee since it helps them learn more and better in certain situations, which helps them make more informed judgments. (1987; Beehr and Franz) A person's psychological or physiological reaction to external factors that puts them through physical and mental pressure is referred to as Stress. Wilton (2011) Low levels of autonomy and control over individual actions, choices, and work processes are associated with Stress and poor Job quality. It is impossible to ignore or evade the strain at work at any moment. Thus, Stress has become a crucial element of the corporate environment that must be managed for everyone's health and to create a productive workplace where our drive for achievement may grow.

Work life balance:
Due to increased awareness of the consequences of studies within challenging work environments, life balance issues have been addressed in today's competitive world (Omar et al. 2015).For people who are concerned in the Work-life balance are long been concerns about the quality of working life and how it relates to overall quality of life. (Guest, 2002).Even while work is seen as a basic human need for both being productive, personally and professionally, according to Murthy and Shastri (2015), work-life balance refers to how one prioritizes their Job and lifestyle. For the majority of things in life, balance is the key. Work-life balance is defined as the minimal amount of Role Conflict and self-perceived acceptable integration of personal leisure, family care, and work (Clark, 2000;Ungerson &Yeandle, 2005). Both physical and mental health, as well as family and Role Conflict and Stress may have a detrimental influence on a worker's performance connected to balancing work needs and personal obligations.

Role Ambiguity:
Role ambiguity is a common occurrence in all workplace environments and is mostly recognized as the result of misunderstandings between individuals and organizations. When organizational expectations for a work differ from those of customers and other external parties, such as when employees deal with varying wants and demands from consumers and store top management, role ambiguity results ( Babin & Boles, 1996).may also be seen as the case where an employee is unaware of their

Work Load:
One of the most prevalent causes of Job-related Stress and pressure is work expectations. Although employees can need tough assignments to keep their interest and drive Workload is the amount of labour a person puts in must do in a certain amount of time (Chen et al., 1992); Jex, 1998). According to several academics, the extremely excessive Workloads of today lead to a rise in workplace Stress (Belal, 2009 Elloy and Smith (2003), work overload happens when there are more demands than resources. Even may have been quantitative or qualitative. When tasks are allocated, it is said to be qualitatively overloaded. By contrast, quantitative overload occurs when there are many tasks that must be accomplished by one person alone.

Role Strain:
Sociological research explains serving as the expected behavior of a person who is occupying a position or status. Let"s take an easy example, the role of parents, supervisor, employees, and so on. The hard core definition of role strain is said as the strain felt by peoples while facing trouble in meeting their social role expectation demands. Erving Goffman, a famous sociologist, expressed that every person plays Roles in their lives and compares these Roles to an actor playing different Roles in a play. As an example of role strain, if a team is not cooperating with its team leader, the Stress is felt by the leader which adversely affects their performance. Sometimes, strain can also come from achieving, or not being able to achieve, a certain status, known as status strain. Therefore, the role strain sociology can be given as the strain or Stress felt by a specific individual under a specific role. Role strain has become a common occurrence in today's society. Role expectations contain both actions and qualities. For example, consider a scenario where a group leader's work is to lead the team and get the work done efficiently on time. For performing their duties, they are supposed to have leadership qualities and be empathetic, hardworking, and motivating. Another term of Role Conflict that is usually taken into literature account is Role Strain (Wendling et al., 2018). Function Strain is described as the Stress human perceived while facing with competing expectations for a particular function and find it challenging to carry out their duties assigned (Jamil et al., 2021)

Research Significance
There has always been debate that contributing to good work life balance is the indicator of quality life. Though numerous of researches and studies conducted have challenged these dichotomies and came to the facts that Role Conflict is influenced by various determinants. The moving circadian and long term changes have touched every organization whether public or private, by examining the severe "the effects of Role Conflict on Job overload", Stress, the working environment, and role ambiguity, this research advances the literature. Apart from the dark side of Stress it has shown some positive sign also. As researches had revealed that if work pressure given by the authorizes and being received by subordinates, it can also leads to motivation, and may fill enthusiasm towards their work depending on the available resources in the organization, and inhere tent features they acquire (Schmidt,Roesler, Kusserow,& Rau,2014).However, if the pressure given to them is extreme it becomes unmanageable and may cause Stress. This will surely affect the Subordinates personal and professional lives. Different pressures that cause workplace discontent result in work-life balance, which is often also referred to as work-family conflict (James et al., 2003). Age, income, gender, and marital status are among the demographic parameters that might affect and family size, have an impact on workers' performance and their ability to combine work and life.
Additional research showed that, for instance, providing family-friendly programs like flexible work hours is adversely associated to work-life balance and favorably related to various employee work attitude such as significance because the problem of low performance is getting day to day stronger and stronger with the passage of time and reason could be incompatible Job demands, excessive work Stress and improper work life balance. The importance of this study is also because it provides a broad and depth analysis of the reason what influence performance the most in every running organization.

RESEARCH OBJECTIVES
 To study the effects of Role Conflict in organization.
 To examine the factors influencing Role Conflict in an organization.  To identify relationship between Role Conflict and its determinant.

METHODOLOGY
For summarizing literature around the construct, literature review method was adopted as it is an accepted strategy to review a concept or a phenomenon. Based on the purpose of the study, only scholarly and relevant data sources were identified for the review. The studies selected for review and analysis were chosen by searching specifically for the keyword "Role Conflict". Those articles were selected where the term Role Conflict featured either in the title or in the abstract. A total of 111 articles were found which contained the search word Role Conflict. In the next step, abstract of these articles were reviewed and they were sorted by relevance. Out of the total 111 articles, only 42 articles were found to be precisely associated with Role Conflict". These articles were then read to ascertain their relevance in making a contribution to the concept, antecedents, and outcomes of Role Conflict. Presided analysis was included which assessed factual facts of Role Conflict. This entire Research Article is paying attention on act of Role Conflict unrelated to its determinants and impact on Role Conflict assisting strong factors itself was not investigated through in previous studies.

DISCUSSION AND CONCLUSION"
The research study's main focus is on whether or if a work environment with a balanced work-life schedule, low levels of Stress, and few Role Conflicts has any direct effects on employees' performance and how much such effects may be strengthened. This research paper highlights the gaps in direct -indirect relationships of factors affecting Role Conflict. According to the study's findings, Job Stress is more closely "related to role ambiguity", Workload, and Role Conflict. This study only examines the connection between" Job overload, work Stress, role strain, and Role Conflict. Hence this article, therefore, contributes to the general body of knowledge on components contributing to Role Conflict and provides directions for future academic research on the construct