Organizational Behaviour Comportement Organisationnel

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ConclusionThis research has made several contributions to the literature. The analyses demonstratedpositive links between contextual climates and individual motivations. Forms of OCB hadunique effects on the dependent variables suggesting that future research should continue toinvestigate the independent influences of these forms. Also, feedback seeking played animportant role in mediating the link between the altruistic citizenship climate and performanceintentions. These results indicate that motivational processes are shaped or influenced by climateperceptions and that the feedback-seeking processes are an integral with the cognitivemotivationalintentions that govern and regulate effort expenditure.72
Table 1Descriptive Statistics: Scale ItemsN M SD Alpha________________________________________________________________________________________________________________________________Reward ClimatePersist with enthusiasm and extra effort to complete their task activities successfully (rewc1) 184 5.02 1.57Volunteer to carry out task activities that are not formally part of their own job (rewc2) 184 4.58 1.53Help and cooperate with others (rewc3) 184 4.83 1.53Follow organizational rules and procedures (rewc4) 184 4.64 1.36Endorse, support, and defend organizational objectives (rewc5) 184 4.83 1.38Scale (5 items) 184 4.78 1.21 .88Altruism ClimateAssist the supervisor with his or her work (altc1) 183 4.89 1.62Help others with heavy work loads (altc2) 183 4.62 1.64Make innovative suggestions to improve the department (altc3) 183 4.79 1.45Help orient new people (altc4) 183 4.93 1.49Help others with problems (altc5) 183 5.38 1.15Help others who have been absent (altc6) 183 4.49 1.52Scale (6 items) 183 4.85 1.09 .83Compliance ClimateSpend a great deal of time with personal phone calls (R) (comc1) 184 5.17 1.55Coast toward the end of the day (R) (comc2) 184 4.54 1.69Have work attendance that is above the norm (comc3) 183 5.17 1.37Take undeserved work breaks (R) (comc4) 183 5.15 1.56Complain about insignificant things at work (R) (comc5) 182 3.93 1.72Do not take unnecessary time off work (comc6) 184 4.67 1.69Scale (6 items) 182 4.77 1.19 .84Feedback Seeking <strong>Behaviour</strong>I ask members of my work group for information concerning my performance (fsb1) 183 2.88 1.12I seek information from colleagues to understand how they perceive my work performance (fsb2) 183 3.59 1.06Scale (2 items) 183 3.24 0.92 .59Performance Intentions73
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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
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 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
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ASAC 2003Halifax, Nova ScotiaAnn Fr
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individual level, polychronicity is
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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
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Extension and test of a three-compo
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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
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ASAC 2003Halifax, Nova ScotiaNina D
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Organizational Behaviour Comportement Organisationnel

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