Organizational Behaviour Comportement Organisationnel

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Table 2Overall Goodness-of-Fit Indices for Structural Equation Models of BurnoutAbsolute Fit Indices Incremental Fit Indices Parsimonious Fix IndicesX 2 d.f. P GFI RMSR TLI NFI NCS AGFI PNFI AICBaseModel45.79 6 .000 .946 .146 n/a n/a n/a .865 n/a 55.79Model 1 37.54 3 .000 .956 .134 .736 .180 12.51 .778 .50 47.54Model 2 2.24 2 .327 .997 .023 .994 .990 1.12 .980 .91 12.24Note: GFI = Goodness-of-fit index; RMSR = Root Mean Square Residual; TLI = Tucker Lewis index; NFI = Normed Fit Index; AGFI =Adjusted Goodness-of-fit Index; NCS = Normed chi-square; PFI = Parsimonious Normed Fit Index; AIC = Akaike Information Criterion;n/a=not applicable.32
ζ 4β 4,3 (-)PersonalAccomplishment(Self)η 4ζ 3Depersonalizationη 3β 5,4 (+)β 4,1 (-)β 2,4 (-)ζ 1β 5,3 (-)ζ 4EmotionalExhaustion(PsychologicalStrain)η 1PersonalAccomplishment(Others)η 5β 1,5 (-)β 1,2 (+)β 2,5 (+)ζ 2EmotionalExhaustion(Somatic Strain)η 2Figure 1Path Model of Structural Equation Model 1 for Burnout(Based on Golembiewski and Munzenrider, 1988)33
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 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 166 and 167:
Table 5Hierarchical Regression Anal
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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