Measures
Conflict Management Styles The Rahim Organizational Conflict Inventory (ROCIII)
Form B (Rahim, 1983) was used in this study. The ROCI-II, which measures the
five styles of managing interpersonal conflict, consists of 28 items. The items were
modified to measure subordinates’ perception of their immediate supervisors’ styles
of handling disagreements with them. Employees were instructed to indicate the
extent to which they agreed that each item described the way in which their
immediate supervisor handled interpersonal conflicts with them on a 5-point Likerttype
scale, ranging from strongly disagree (1) to strongly agree (5).
Trust in Supervisor McAllister’s (1995) five items that measure affect-based trust
and six items that measure cognition-based trust were used to assess the
subordinate’s level of trust in his or her supervisor. “This individual” and “This
person” were replaced with “My supervisor.” Responses to these 11 items were
measured on a 5-point Likert-type scale, ranging from strongly disagree (1) to
strongly agree (5).
Job Satisfaction The three-item job satisfaction scale was based on a measure
developed by Cammann, Fichman, Jenkins, and Klesh (1983). It was used to assess
overall job satisfaction. The responses were on a 5-point Likert-type scale, ranging
from strongly disagree (1) to strongly agree (5).
Turnover Intention The turnover intention variable was operationalized as a threeitem
scale adapted from Cammann, Fichman, Jenkins, and Klesh (1979) on a 5-point
Likert-type scale, ranging from strongly disagree (1) to strongly agree (5).
MeasuresConflict Management Styles The Rahim Organizational Conflict Inventory (ROCIII)Form B (Rahim, 1983) was used in this study. The ROCI-II, which measures thefive styles of managing interpersonal conflict, consists of 28 items. The items weremodified to measure subordinates’ perception of their immediate supervisors’ stylesof handling disagreements with them. Employees were instructed to indicate theextent to which they agreed that each item described the way in which theirimmediate supervisor handled interpersonal conflicts with them on a 5-point Likerttypescale, ranging from strongly disagree (1) to strongly agree (5).Trust in Supervisor McAllister’s (1995) five items that measure affect-based trustand six items that measure cognition-based trust were used to assess thesubordinate’s level of trust in his or her supervisor. “This individual” and “Thisperson” were replaced with “My supervisor.” Responses to these 11 items weremeasured on a 5-point Likert-type scale, ranging from strongly disagree (1) tostrongly agree (5).Job Satisfaction The three-item job satisfaction scale was based on a measuredeveloped by Cammann, Fichman, Jenkins, and Klesh (1983). It was used to assessoverall job satisfaction. The responses were on a 5-point Likert-type scale, rangingfrom strongly disagree (1) to strongly agree (5).Turnover Intention The turnover intention variable was operationalized as a threeitemscale adapted from Cammann, Fichman, Jenkins, and Klesh (1979) on a 5-pointLikert-type scale, ranging from strongly disagree (1) to strongly agree (5).
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