Abstract
In the past 2 decades, the importance of role ambiguity as an organizational variable has been well established. Recently, researchers has suggested that the lack of an instrument capable of measuring different facets of ambiguity may have impeded both theory development and application of research results. This article presents the development of an instrument capable of tapping 3 distinct aspects of job ambguity (work method, scheduling, and performance criteria). Data relevant to the reliability, validity, and importance of the job ambiguity measures were gathered in a series of 4 studies. The results of serveral statistical analyses suggest that the 3 job ambiguity scales are reliable, valid and meaningful.