The term work overload is described as unsuitability among the necessities, time constraints and resources related to work available to fulfill requirements required to do work by Rizzo (1970). Past researches focuses only on time dimension as a key base for work overload as described by Newton Keenan (1987). In past workload had been described as a part of the role conflict. Conley and Woosley(2000) describes that competency and resources and time constraints were all enclosed under the many definitions of role conflict, compromising between job’s quantity and quality and time put into the job. But nowadays work overload is a different term from role conflict.
Work overload is isolated loosing self-confidence, attention to job burnout, disturbance, frustration, depression, anxiety, number of sick days, concentration problems and last but not least work accident kahn and byosiere, (1992). Polletier, 1992: Rahim, 1992: Jamal, 1990 reported that an employee can feel work overload as a threaten factor and can increase extraction behavior patterns from the firm in which he/she doing work and due to work overload work effectiveness can also be decreased to a great extent. So due to work overload there may be striking, absenteeism, leaving, early retirement and more. Highly efficient job which means jobs of those workers which requires high demands and skills (related to work overload) but actually they have minor or small control are mostly suffered from stress problems which is highly related to work overload (the more the work load on a job the more the employee will suffer from stress problems) described by classic-job-demand-control model. However this model provide appropriate and strong factors must be examined for a clear picture of those relationships between work overload and its dimensions.
Eby et al., (2000) in a work domain work overload is one of the foremost predictor of work-family conflict. Work overload is to the one’s perception that how much work he/she can do (leiter and schaufeli 1996). Aryee et al., (2005) describes that work overload to the extent which a person can handle more than that can create fatigue, and over tiredness and it may diversely effect an employee’s motivation to do work effectively and efficiently and effects to control other domains of work. Rout, (1999) says that in most of the jobs work overload is created from constantly working under time pressure, working long hours and having to handle great demands of job which is doing. So all of the above discussion it is reported that work overload is strongly and positively related to work-family conflicts.
