ation may be seen in organizations that use a matrix reporting structure. Kahn (1979-1992) defines "Role Underload" as "a chronic under-use of intelligence, knowledge or manual skills". In the work force, this may mean that an individual is not suited for the task because the job does not challenge their intellectual or physical capabilities. This lack of challenge may leave too much time for individuals to ponder other personal problems that they may be experiencing. This may also contribute to an individual developing poor self-esteem, which in turn may precipitate a poor mental outlook. It seems like a strange point, if a person is over challenged they may feel stress and as in this case if they are under challenged they may feel stress. Balance of stressors may be the key. "Role Ambiguity" as seen in Kahn (1979) is "the changing status of time or information that a person has and the amount that is required to perform the role adequately". Role Ambiguity may involve a mismatch of a persons intellectual skills and knowledge. For example, a technically gifted engineer for purposes of career development is assigned to work as a production supervisor for an assembly operation. Instead of dealing with design enhancements and process improvements, he is dealing with production deadlines and Union Representatives. In engineering, the individual is within their environment are capable of handling day to day happenings however, dealing with unions and production deadlines would be the job of a manager of business. In the ever-changing world of production supervision, they would be at odds with their environment. This scenario could be defined as a conflicting Person-Environment interface. Jobs with multiple tasks or the responsibility without control over the environment. Causes of Occupational StressAccording to Sauter, Hurrell, Ruder and Deddens (1999), stress results from the interaction of the worker and the conditions of work. Views dif...
