Managerial Role Conflict Scale Test

Understand how role conflict affects your leadership stress in about 8 minutes. With 39 items, it pinpoints the biggest pressure points to guide coaching and reduce burnout.

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Questions: 398 minutes

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08:30

October 2, 2025

October 2, 2025
Material has been updated

October 2, 2025
Material has been published

29848 views

1972 completions

1591 likes

Scale Explorer

How the Scales are Structured

example score

13/30

Scale C (SC)

Scale C measures the degree to which a manager experiences conflict between incompatible expectations tied to their different roles.

Low role conflict

Moderate role conflict

High role conflict

6 – 13: Low role conflict | 14 – 22: Moderate role conflict | 23 – 30: High role conflict

A score of 13 falls in the Low role conflict range, suggesting relatively limited tension from needing to reconcile incompatible role demands.

example score

37/55

D (D)

Scale D measures the degree of internal conflict between a manager’s personal values and standards and the demands of their leadership role.

Low internal conflict

Moderate internal conflict

High internal conflict

11 – 25: Low internal conflict | 26 – 40: Moderate internal conflict | 41 – 55: High internal conflict

A score of 37 falls in the Moderate internal conflict range, suggesting noticeable tension between personal standards and role demands, especially around responsibility and maintaining control.

example score

51/55

Scale B (SB)

Assesses the degree to which external work conditions (e.g., resources, deadlines) create conflict with the role demands placed on a manager.

Low conflict

Moderate conflict

High conflict

11 – 25: Low conflict | 26 – 40: Moderate conflict | 41 – 55: High conflict

A score of 51 indicates high role conflict, suggesting that external constraints are strongly interfering with your ability to meet expected managerial role norms.

example score

30/55

Scale A (SA)

Scale A measures how strongly a manager experiences conflicting expectations from different stakeholder groups.

Low

Moderate

High

11 – 25: Low | 26 – 40: Moderate | 41 – 55: High

A score of 30 falls in the Moderate range, suggesting a noticeable but manageable level of pressure from differing expectations across groups.

example score

114/195

Role Conflict Severity (RCS)

Measures the degree of tension a manager experiences from conflicting and overlapping role expectations and demands.

Low

Moderate

High

39 – 85: Low | 86 – 133: Moderate | 134 – 195: High

A score of 114 indicates a moderate level of role conflict, suggesting noticeable but generally manageable tension from competing role demands.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

Middle managers under pressure

41%OF USERS

Department and team leads take it to pinpoint where conflicting demands from executives, peers, and staff are creating the most stress.

Newly promoted leaders

34%OF USERS

First-time managers use it to understand early-role tension and clarify expectations while they adjust to supervising others.

HR and leadership coaches

25%OF USERS

People supporting managers take it with participants to identify role-conflict hotspots and plan targeted development or stress reduction.

BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.

RESULTS YOU CAN ACTUALLY USE

What You’ll See After You Finish the Test

Scale Results
— Explained Clearly

Your scores across each test scale, translated into plain, usable insights. Not just numbers, but what they actually mean for your daily life, emotional state, and overall well-being.

AI-Powered
Interpretation

A structured, clinically grounded explanation. Our AI analyzes patterns and relationships between scales to provide a coherent interpretation — without alarmist language.

Statistical
Comparison

See how you compare to others. Your scores are placed in a statistical context, showing percentiles and trends based on anonymized platform data to help you understand what`s typical.

Practical
Recommendations

Actionable guidance tailored to your profile. Receive clear, realistic suggestions you can apply immediately — focused on coping, self-regulation, and realistic next steps.

AI-Detected
Insights

Key patterns you might not notice on your own. Surfacing subtle connections in your responses that help you better understand what may be driving your current results.

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an AI Psychologist

Clarify, reflect, and explore right away. Talk through your outcomes, ask questions, and explore meanings in a calm, non-diagnostic dialogue environment.

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Used in 52+ countries

Benchmarking

See How You Compare

Once you finish the test, your results will be compared with real-world data from people in your country.
Below is a preview of the benchmarks we use to place your score in context.

C (C)

Average

18.6

Normal range

15.3 — 22

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

D (D)

Average

36.9

Normal range

31.2 — 42.6

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

B (B)

Average

30.4

Normal range

22.5 — 38.4

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

A (A)

Average

37.8

Normal range

30.2 — 45.4

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Intensity of Role Conflict (IoRC)

Average

114.3

Normal range

93.3 — 135.2

min.

max.

195

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

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CLEAR ANSWERS TO COMMON QUESTIONS

Frequently Asked Questions

Any questions left?

What does this questionnaire measure?

It measures the level of role conflict experienced in managerial work. It identifies which sources of conflicting expectations create the most strain.

Who is this questionnaire intended for?

It is intended for people who supervise others and are responsible for planning, decisions, and performance outcomes. It may also be used for candidates being evaluated for such roles.

How long does it take to complete and how many items are included?

Completion typically takes about 8 minutes. It contains 39 statements to rate.

How should responses be selected?

Select the option that best matches typical experience rather than a single recent event. Answer all items and avoid leaving any item blank.

How should results be interpreted?

Higher scores indicate more frequent or stronger conflict between role expectations and work demands. Subscale patterns can help locate whether pressure comes mainly from organizational demands, team interactions, or internal value conflicts.

WHAT THE TEST MEASURES

About This Assessment

Role Conflict Scale in Managerial Activity Test

Managerial Role Conflict Scale Test

management role conflict

The Managerial Role Conflict Scale is a self-report measure used to assess perceived role conflict in managerial work settings. It is intended to characterize the extent to which managers experience incompatible or competing expectations associated with their role.

Developed by K. R. Rizzo, R. J. House, and S. I. Lirtzman, the instrument consists of 39 items and typically requires about 8 minutes to complete. Responses are used to summarize the degree of role-related tension and to identify areas in which job demands, organizational pressures, or internal standards may be experienced as inconsistent.

The Managerial Role Conflict Scale may be used in organizational assessment, coaching, and occupational stress evaluation to support case formulation and to guide targeted intervention planning.

Author: K. R. Rizzo, R. J. House, S. I. Lirtzman

Literature: Jehn, K. A. A multimethod examination of the benefits and detriments of intragroup conflict. Administrative Science Quarterly. 1995.

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