| Role adaptation for positions is a complex concept that includes a series of processes. When an individual joins in an organization, he plays different roles in different positions, and in order to adapt himself to different roles, the individual has to adjust himself accordingly, to be aware of the expectation of the organization for the role, to be willing to carry out the role and to have the necessary skills, to behavior according to the expectation of the organization, and to maintain the harmony between positional roles.This paper discussed the issue of role adaptation for positions in Bank A, based on the role adaptation theory in sociology and taking advantage of the empirical methods in psychology. Specifically, after literature studying, and through interview, group discussion, and open investigation, we collected some items and organized them into an initial scale, after which, we made some further emendation through pretest and items analysis, and we got the formal scale of employees role adaptation for positions. Exploratory factor analysis, confirmative factor analysis, and analysis of variance were used to analyze the datum, which was based on the investigation we carried out for three times in Bank A, and there were more than 700 people involved. What's more, we tested the reliability and validity of the scale thoroughly, and we established a four-factor-model for Bank A in the background of Chinese culture. At last, the influence of demographics was tested on the four factors.The results are as follows:1. The inner construct of role adaptation for positions is: cognitive role adaptation for positions, technical role adaptation for positions, attitudinal role adaptation for positions, and relationship role adaptation for positions;2. There are significant differences on the four factors of role adaptation for positions among ages, positions, and education; while there is no significant difference among tenures, sex, and marriage variables.
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