Organizational Behaviour Comportement Organisationnel

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interests.We speculate the null effects of rank heterogeneity to be due to range restriction in oursample. Rank was chosen because it indexed other variables such as tenure. Sample descriptivestatistics reveal that 90% of respondents were tenured, 60% were at the full professor rank, whileonly 9% were at the assistant professor rank. However, this null association may also bereflective of the field of demographic diversity, where findings from a recent meta-analysissuggest that demographic indicators of diversity may be unrelated to intragroup conflict (Webber& Donahue, 2001) because they fail to capture deeper-level differences in attitudes or informationwithin a group (Jehn, et. al., 1999).Of the individual-level antecedents examined in this study, role conflict was the onlysignificant contributor to departmental conflict and politics. This finding is consistent withliterature that describes role conflict in terms of its interpersonal nature. As Nicholson and Goh(1983) explained, role conflict is concerned with incompatible requests from people, and hencedirectly involves interaction with others. Similarly, those experiencing role stress tend to engagein coping tactics oriented towards the focal source (Fried & Tiegs, 1995). The non-significanceof role ambiguity, which stems from uncertainty about work procedures and demands, may haveto do with potential moderating influences of formalization, which has been found to benegatively related to role ambiguity (Fisher & Gitelson, 1983) and politics (Ferris et. al., 1996).In contrast to the current research focus on micro- and single-level examinations ofpolitics, this study addresses some of the gaps in OP research. In exploring politics as a grouplevelconstruct and in integrating literature on intra-group conflict, we now have a betterunderstanding of the nature and influence of conflict on political climates. However, futurereplication of this finding, using other measures of multidimensional conflict (e.g., Jehn, 1995)and politics (e.g., Kacmar & Ferris, 1991) would be useful. Our cross-level examination of multilevelantecedents points to the need to pay close attention to the level at which these variables areexamined, and to the extent to which they are likely to influence outcomes of interest. Bychoosing the particular sample in our study, we address Bess’s (1985) concern about the paucityof examination of OB theories in university settings. In addition, elements (i.e., paradigmdevelopment) deemed to be important in early research in such settings may have to be carefullyreconsidered in light of the issues raised in our discussion.46
Appendix A. Evidence for discriminant validity of self-report measuresItems Factor 1 Factor 2 Factor 3 Factor 4C1 .10 .16 .80 .03C2 -.05 -.03 .73 -.17C3 .16 .12 .66 .15C4 .04 .00 .80 -.13C5 .17 .20 .68 .13C6 -.02 -.16 .61 -.17C7 .14 .13 .67 -.04P1 .48 -.03 .11 -.13P2 .79 .00 -.13 -.11P3 .64 -.05 .11 .04P4 .70 -.04 -.07 -.14P5 .79 .06 0.07 .21P6 .62 .03 .10 -.13P7 .77 .10 -.01 .11P8 .63 .08 .03 .07P9 .54 -.08 .02 -.14P10 .76 .08 .11 .14P11 .71 -.02 .01 -.08P12 .67 -.03 .17 .00P13 .76 -.05 -.08 -.11RC1 -.03 .22 -.03 -.54RC2 .08 .19 .02 -.52RC3 .07 .10 .07 -.66RC4 .02 .00 .26 -.56RC5 -.02 -.09 .11 -.59RC6 .20 .01 -.04 -.65RC7 .09 .09 .09 -.67RC8 .18 .10 -.02 -.59RA1 .00 .49 .10 -.05RA2 -.04 .70 .18 .02RA3 .07 .82 -.04 -.05RA4 .06 .80 -.04 .02RA5 .02 .69 .05 -.06RA6 -.07 .44 -.15 -.28C = conflict items, P = politics items, RC = role conflict items, RA = role ambiguity itemsExtraction method: Oblimin with Kaiser normalizationReferencesAmason, A.C., and Schweiger, D.C., “Resolving the paradox of conflict, strategic decisionmaking, and organizational performance,” International Journal of Conflict Management, 5(1994), 239-253.Anderson, C.A., “Creating measures of dysfunctional office and organizational politics: The47
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 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
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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
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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
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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
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ASAC 2003Halifax, Nova ScotiaAnn Fr
Page 130 and 131:
individual level, polychronicity is
Page 132 and 133:
construct.Drawing on computer-media
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Consequence: Impact on Work Overloa
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Conversation complexity may also mo
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Implications for practiceFuture res
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ReferencesAncona, D.G., Goodman, P.
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no. 3 (1994): 381-391.Macan, T.H.,
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ASAC 2003Halifax, Nova ScotiaIan R.
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Assessing Measures: Affective Commi
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implications of psychological contr
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commitment, affective commitment, c
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Motivational Process Variables. Amo
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DiscussionThe main purpose of this
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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
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Table 3Standardized Factor Loadings
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Table 5Hierarchical Regression Anal
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ASAC 2003Halifax, Nova ScotiaJoan F
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ASAC 2003Halifax, Nova ScotiaArla D
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ASAC 2003Halifax, Nova ScotiaIvy Ky
Page 174:
ASAC 2003Halifax, Nova ScotiaNina D
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Organizational Behaviour Comportement Organisationnel

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