Organizational Behaviour Comportement Organisationnel

More documents

Recommendations

Info

Table 5Hierarchical Regression Analyses: The Effects of <strong>Organizational</strong> Commitment on Turnover Intention and Perceived NormsContextual Performance TaskPerformanceCriteria: Turnover Intention Attendance Norm Norm NormBeta ∆R 2 Beta ∆R 2 Beta ∆R 2 Beta∆R 2_______________________________________________________________________________________________________________________________Step 1: Demographic andJob Context Variables .048 .009 .007 .012Job Status (FT/PT) -.039 -.003 .036 .015Type of Facility -.065 .015 .069 .096Sex -.101 -.010 -.012 .017Age -.062 -.126 -.033 -.060Tenure -.004 .038 .041 .030Step 2: Perceived Obligations .233 .055 .075 .047Transactional – Narrow .020 -.094 -.058 -.024Transactional – Short Term .199 .096 -.030 -.018Relational – Loyalty .078 .122 .146 .170Relational – Security -.228 .025 -.076 -.055Step 3:<strong>Organizational</strong> Commitment .092 .044 .057 .035Affective Commitment -.206 .249 .257 .239Continuance Commitment -.036 .052 -.044 -.007Normative Commitment -.225 -.025 .047 -.088_______________________________________________________________________________________________________________________________Note. Numbers in bold type are significant (p
ABSTRACTS / RÉSUMÉSASAC 2003Halifax, Nova ScotiaKarl AquinoLerner College of Business & EconomicsUniversity of DelawareKristin Byron (student)Robinson College of BusinessGeorgia State UniversityRESPONSES TO AN INTERPERSONAL OFFENSE AT WORK: THE EFFECTS OFEQUITY SENSITIVITY AND STATUSMost employees will inevitably be offended at some time by another coworker. Thepresent study considers both individual and situational factors to determine howemployees respond to an offense – and whether they forgive, reconcile with, or seekrevenge against the offender.HOSPITAL RESTRUCTURING AND DOWNSIZING PROCESSESAND NURSING STAFF PERCEPTIONS OF HOSPITAL FUNCTIONINGASAC 2003Halifax, Nova ScotiaRonald J. BurkeSchulich School of BusinessYork UniversityThis research reports results of a study of nursing staff perceptions of hospitalfunctioning under conditions of hospital restructuring and downsizing. Stressors derivedfrom restructuring significantly predicted perceptions of hospital functioning, as didworkload and hospital programs for survivors of restructuring. Implications for hospitaladministration are drawn.161
Page 1 and 2:
Volume 24, No. 5, 2003Edited by/Éd
Page 4 and 5:
Pursey HeugensGreg IrvingRoderick I
Page 6 and 7:
TABLE OF CONTENTS - TABLE DES MATI
Page 8 and 9:
study of power displays in mixed-ge
Page 10 and 11:
on expectations and behaviour (Berg
Page 12 and 13:
TaskThis study required the use of
Page 14 and 15:
Task-Gender (male-stereotyped or fe
Page 16 and 17:
It is important to understand the s
Page 18 and 19:
Crown, C.L. & Cummins, D.A. (1998).
Page 20 and 21:
Smith-Lovin, L., & Brody, C. (1989)
Page 22 and 23:
Table 2Summary of Descriptive Stati
Page 24 and 25:
Table 4Summary of Interaction of Ge
Page 26 and 27:
ASAC 2003Halifax, Nova ScotiaIain L
Page 28 and 29:
the interrelationships among the MB
Page 30 and 31:
studies (Friedman and Sarros, 1989;
Page 32 and 33:
This study demonstrated that emotio
Page 34 and 35:
Anxiety, Stress and Coping, in pres
Page 36 and 37:
Washington, DC: Taylor and Francis,
Page 38 and 39:
Table 2Overall Goodness-of-Fit Indi
Page 40 and 41:
ζ 3Depersonalizationη 3β 3,1 (+)
Page 42 and 43:
ASAC 2003Halifax, Nova ScotiaWendy
Page 44 and 45:
views independently, gave rise to S
Page 46 and 47:
track assistant, associate, and ful
Page 48 and 49:
ole conflict are positively related
Page 50 and 51:
Table 3. Regression of climate and
Page 52 and 53:
interests.We speculate the null eff
Page 54 and 55:
DOOP and short for DOOP scales,”
Page 56 and 57:
Pelled, L. H., “Demographic diver
Page 58 and 59:
esulting increase in discretion ove
Page 60 and 61:
al., 1995). However, the distinctio
Page 62 and 63:
ise to strong pressures for conform
Page 64 and 65:
presented with a complete list of a
Page 66 and 67:
Table 3QAP Regression Coefficients
Page 68 and 69:
ConclusionResearchers of social inf
Page 70 and 71:
suggestions for further research.
Page 72 and 73:
performing on the job.” Presumabl
Page 74 and 75:
positively related to performance i
Page 76 and 77:
proposed hypotheses were supported.
Page 78 and 79:
ConclusionThis research has made se
Page 80 and 81:
Be more enthusiastic and exert extr
Page 82 and 83:
Table 2Correlations Among the Laten
Page 84 and 85:
performance expectations on feedbac
Page 86 and 87:
changements qui s’opèrent dans l
Page 88 and 89:
structures, politiques, systèmes,
Page 90 and 91:
comportements liés à la communica
Page 92 and 93:
Tableau 2Échelles de mesure de la
Page 94 and 95:
prédiction des compétences clés
Page 96 and 97:
organisation n’est pas uniforme e
Page 98 and 99:
complètement ce construit. Ces cha
Page 100 and 101:
Wagner, R.K. and Sternberg, R.J. (1
Page 102 and 103:
What is a toxin handler?In two arti
Page 104 and 105:
potentially limited scope and conte
Page 106 and 107:
work role demands. In this survey,
Page 108 and 109:
The three factors in this rotated f
Page 110 and 111:
and service orientation, the abilit
Page 112 and 113:
ASAC 2003Halifax, Nova ScotiaLisa M
Page 114 and 115:
self-appraisal group reacted more n
Page 116 and 117: effect of voice are the value-expre
Page 118 and 119: “Strongly Disagree” to “Stron
Page 120 and 121: esults suggest that incorporating s
Page 122 and 123: Personality and Social Psychology,
Page 124 and 125: Table 1Means, Standard Deviations,
Page 126 and 127: Table 3Test of the Mediating Role o
Page 128 and 129: ASAC 2003Halifax, Nova ScotiaAnn Fr
Page 130 and 131: individual level, polychronicity is
Page 132 and 133: construct.Drawing on computer-media
Page 134 and 135: Consequence: Impact on Work Overloa
Page 136 and 137: Conversation complexity may also mo
Page 138: Implications for practiceFuture res
Page 141 and 142: ReferencesAncona, D.G., Goodman, P.
Page 143 and 144: no. 3 (1994): 381-391.Macan, T.H.,
Page 145 and 146: ASAC 2003Halifax, Nova ScotiaIan R.
Page 147 and 148: Assessing Measures: Affective Commi
Page 149 and 150: implications of psychological contr
Page 151 and 152: commitment, affective commitment, c
Page 153 and 154: Motivational Process Variables. Amo
Page 155 and 156: DiscussionThe main purpose of this
Page 157 and 158: approaches zero. In the present stu
Page 159 and 160: Extension and test of a three-compo
Page 162 and 163: Table 1Descriptive Statistics and Z
Page 164 and 165: Table 3Standardized Factor Loadings
Page 168 and 169: ASAC 2003Halifax, Nova ScotiaJoan F
Page 170 and 171: ASAC 2003Halifax, Nova ScotiaArla D
Page 172 and 173: ASAC 2003Halifax, Nova ScotiaIvy Ky
Page 174: ASAC 2003Halifax, Nova ScotiaNina D
show all

Organizational Behaviour Comportement Organisationnel

Create successful ePaper yourself

Delete template?

Save as template?