Table 1 Some relevant role theory concepts and terminologies in the literature

Role differentiation

When we classify given category of individuals with given tasks for the duration of a role system [26]

Distinguishing members of a role set along lines of occupational specialisation (e.g. different specialisation amongst team members in a DCST) or hierarchy (i.e. supervisor and worker line, depending on personal attributes (skills and experience) [26].

Role expectation

What others in the organisation think an individual is responsible for and how the individual should carry out those responsibilities [15, 49].

The role senders’ understanding of the focal person’s job (or vice versa) – based on expected outputs of this person’s role [50]. This may be derived from a work contract, communication by leadership, or policy directives or experiences.

Role behaviour

What an individual actually does in carrying out the job [15, 49].

Both role senders and focal persons exhibit behavior patterns that describe their occupation and reflect the norms and values of the organisation [50].

Role ambiguity

A condition in which expectations or knowledge are insufficient or incomplete to guide behaviour [15].

Due to multiple expectations in an uncertain or complex environment, a focal person may express lack of clarity about how to fulfil demands of the role senders [31].

Role conflict

When there is concurrent appearance of two or more mismatched expectations for the behaviour of a person [15]

Focal persons, whose role spreads across different categories of job interactions, may experience conflicting demands from managers, health professionals or peers [31].

Role consensus

Denotes agreement among expectations that are held by various individuals about a particular role [50]

Ideally, as part of an employment contract, focal persons and role senders are made aware of expected behaviour and rules of enforcement and compliance are agreed upon [50].

Role adaptation/accommodation

A process through which the shared conception and execution of role performance involves flexible combinations of adopted belief, value, coercion and absence of obvious options [28]

Through a change process, a chain reaction results in adjustments to role through a process of diffusion where role begins with a few innovators (focal persons). The process unfurls with more early acceptors, and then an early majority and a late majority, and finally the few laggards. Then diffusion reaches a stage when no more people change to the new role conception [28].