Organizational Behaviour Comportement Organisationnel

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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
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Volume 24, No. 5, 2003Edited by/Éd
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Pursey HeugensGreg IrvingRoderick I
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TABLE OF CONTENTS - TABLE DES MATI
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study of power displays in mixed-ge
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on expectations and behaviour (Berg
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TaskThis study required the use of
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Task-Gender (male-stereotyped or fe
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It is important to understand the s
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Crown, C.L. & Cummins, D.A. (1998).
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Smith-Lovin, L., & Brody, C. (1989)
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Table 2Summary of Descriptive Stati
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Table 4Summary of Interaction of Ge
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ASAC 2003Halifax, Nova ScotiaIain L
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the interrelationships among the MB
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studies (Friedman and Sarros, 1989;
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This study demonstrated that emotio
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Anxiety, Stress and Coping, in pres
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Washington, DC: Taylor and Francis,
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Table 2Overall Goodness-of-Fit Indi
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ζ 3Depersonalizationη 3β 3,1 (+)
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ASAC 2003Halifax, Nova ScotiaWendy
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views independently, gave rise to S
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track assistant, associate, and ful
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ole conflict are positively related
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Table 3. Regression of climate and
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interests.We speculate the null eff
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DOOP and short for DOOP scales,”
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Pelled, L. H., “Demographic diver
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esulting increase in discretion ove
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al., 1995). However, the distinctio
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ise to strong pressures for conform
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presented with a complete list of a
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Table 3QAP Regression Coefficients
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ConclusionResearchers of social inf
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suggestions for further research.
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performing on the job.” Presumabl
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positively related to performance i
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proposed hypotheses were supported.
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ConclusionThis research has made se
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Be more enthusiastic and exert extr
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Table 2Correlations Among the Laten
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performance expectations on feedbac
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changements qui s’opèrent dans l
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structures, politiques, systèmes,
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comportements liés à la communica
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Tableau 2Échelles de mesure de la
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prédiction des compétences clés
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organisation n’est pas uniforme e
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complètement ce construit. Ces cha
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Wagner, R.K. and Sternberg, R.J. (1
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What is a toxin handler?In two arti
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potentially limited scope and conte
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work role demands. In this survey,
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The three factors in this rotated f
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and service orientation, the abilit
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ASAC 2003Halifax, Nova ScotiaLisa M
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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
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Organizational Behaviour Comportement Organisationnel

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