Aim/Purpose
The study aims to critically examine the commonly held belief that role conflict always hampers administrative performance. It seeks to uncover how role conflict can, under certain conditions, enhance efficiency and foster organizational adaptability.

Background
Traditional management theories portray role conflict as a negative force causing stress and inefficiency. However, recent empirical research suggests that role conflict can stimulate growth, innovation, and better decision-making when well-managed.

Methodology
The paper systematically reviews multiple theoretical frameworks, including Role Theory, Person-Environment Fit Theory, Organizational Theory, and the JD-R model. By synthesizing these perspectives, it deconstructs simplistic assumptions about the negative impacts of role conflict.

Contribution
This study offers a nuanced understanding of the relationship between administrative performance and role conflict, moving beyond outdated views. It provides evidence-based insights into how role conflict can be harnessed positively within organizations.

Findings
The research finds that role conflict does not inherently reduce performance and can enhance administrative efficiency under the right circumstances. Administrators who effectively navigate conflicting responsibilities can drive innovation and adaptability within their organizations.

Recommendations for Practitioners
Practitioners should shift from avoiding role conflict to learning how to manage and leverage it for organizational improvement. They are encouraged to create environments that support adaptive leadership and embrace role complexity.

Recommendations for Researchers
Future research should explore the specific conditions and organizational contexts where role conflict becomes a constructive force. Researchers are also advised to develop models and tools that help quantify the positive impacts of managed role conflict.

Impact on Society
By reframing role conflict as a potential strength, this study supports more resilient and innovative organizations, ultimately benefiting societal governance and service delivery. It encourages a cultural shift toward embracing complexity in leadership, which can enhance institutional adaptability in the face of change.

Future Research
Future research should empirically test when role conflict improves administrative performance across various contexts. It should also develop practical tools or frameworks to help organizations manage role conflict effectively for positive outcomes.