1
|
Ahmad R, Nawaz MR, Ishaq MI, Khan MM, Ashraf HA. Social exchange theory: Systematic review and future directions. Front Psychol 2023; 13:1015921. [PMID: 36710813 PMCID: PMC9878386 DOI: 10.3389/fpsyg.2022.1015921] [Citation(s) in RCA: 8] [Impact Index Per Article: 8.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/10/2022] [Accepted: 12/22/2022] [Indexed: 01/13/2023] Open
Abstract
Social exchange theory (SET) is one of the most influential theories in social sciences, which has implications across various fields. Despite its usefulness being a typical social transaction, there is a need to look at it from the lens of psychological transactions to further its evolution and to identify future directions. After generally reviewing 3,649 articles from the Social Science Citation Index and Scopus, a total of 46 articles were selected for final review using a comprehensive systematic review approach. We have highlighted the need for further research in psychological transactions, reciprocity principles, exchange relations, and the impact of various factors on the exchange process. Among other exchange rules (social, economic, and psychological) and transactions (social, economic, and psychological), this research provides an elevation platform for the less explored exchange rules in psychological transactions. Among other theories in the social sciences, social exchange theory is a theory that shadows many other theories under its umbrella.
Collapse
Affiliation(s)
- Rehan Ahmad
- Imperial College of Business Studies, Lahore, Pakistan,*Correspondence: Rehan Ahmad,
| | | | | | | | - Hafiz Ahmad Ashraf
- Management Sciences, University of Central Punjab, Lahore, Punjab, Pakistan
| |
Collapse
|
2
|
Alfandari R, Enosh G, Tzafrir SS, Regehr C. Understanding health outcomes following workplace aggression: A social exchange perspective. HEALTH & SOCIAL CARE IN THE COMMUNITY 2022; 30:e3995-e4005. [PMID: 35285997 DOI: 10.1111/hsc.13793] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 09/02/2021] [Revised: 02/16/2022] [Accepted: 03/04/2022] [Indexed: 06/14/2023]
Abstract
This study explored health outcomes following workplace aggression among social workers in Israel. Grounded in the social exchange theory, a relationship-based perspective was used to explain the mechanism through which exposure to workplace aggression results in employee outcomes. Reports of employees and managers were analysed with respect to the impact of varied forms of aggressive behaviours perpetrated by clients and co-workers on posttraumatic stress and somatic symptoms. The intervening effects on symptoms of two forms of perceived organisational support, organisational procedural support and interpersonal co-worker support operationalised as team trust were examined. Overall, 548 employees and 89 managers in 31 social services departments completed self-report questionnaires. Results revealed positive associations between exposure to both co-worker and client aggression, and posttraumatic stress and somatic symptoms. Importantly, while perceived organisational support is often equated with social support, this study found that two elements, organisational procedural support and team trust, had differing impacts on somatic and posttraumatic stress symptoms following WPA. Specifically, team trust was negatively associated with symptoms, while organisational procedural support showed no effect. This study has important implications for timely prevention measures to deal with workplace aggressions and valuable directions for future studies.
Collapse
Affiliation(s)
- Ravit Alfandari
- School of Business Administration, University of Haifa, Haifa, Israel
| | - Guy Enosh
- School of Social Work, University of Haifa, Israel
| | - Shay S Tzafrir
- School of Business Administration, University of Haifa, Haifa, Israel
| | | |
Collapse
|
3
|
Xie S, Meng X, Li C. The Insubordination Scale Among Full-Time Chinese Employees: A Cross-Cultural Validation Study. JOURNAL OF CAREER ASSESSMENT 2022. [DOI: 10.1177/10690727221125132] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
The present study aimed to translate the insubordination scale into the Chinese version (ISBD-C) and to test its reliability and validity among 994 full-time Chinese employees. In Study 1 ( N = 551), the insubordination scale was translated, and exploratory factor analysis (EFA) was conducted, which revealed a single factor structure of insubordination. In Study 2 ( N = 443), the scale’s convergent validity and discriminant validity were supported by confirmatory factor analyses (CFA). Further, measurement invariance was tested and indicated that the ISBD-C was equivalent across gender, age, education level and job position. Finally, the scale’s concurrent validity was demonstrated by positive correlations with general counterproductive workplace behavior and procrastination, and negative correlations with workplace well-being, work engagement, and affective commitment. These findings provide strong evidence that ISBD-C is a useful measure in the Chinese context.
Collapse
Affiliation(s)
- Songke Xie
- School of Public Administration and Policy, Renmin University of China, Beijing, China
| | - Xue Meng
- School of Public Administration and Policy, Renmin University of China, Beijing, China
| | - Chaoping Li
- School of Public Administration and Policy, Renmin University of China, Beijing, China
| |
Collapse
|
4
|
Huilian Z, Waqas M, Yahya F, Ahmad Qadri U, Zahid F. I Have Had Enough: When and How Customer Mistreatment Leads to Coworker Undermining. Front Psychol 2022; 13:629901. [PMID: 35615183 PMCID: PMC9126084 DOI: 10.3389/fpsyg.2022.629901] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/16/2020] [Accepted: 03/04/2022] [Indexed: 11/13/2022] Open
Abstract
Service workers are more prone to experience customer mistreatment because of their frequent interactions with them. Hence, it compels them to the level where their performance is compromised. Employees who face customer mistreatment feel ill-treated and develop the desire for revenge. Based on the social exchange and displaced revenge perspective, this study examined the relationship between customer mistreatment and coworker undermining, and individual-level resource-based moderator service rule commitment (SRC) for this relationship. An analysis of time-lagged, dyadic data (81 supervisors and 410 subordinates) from the Chinese service industry confirmed that customer mistreatment significantly predicted coworker undermining. In addition, in support of the resource perspective, employees' SRC effectively restricts an effect of customer mistreatment on coworker undermining. Finally, this study contributes to the customer mistreatment and coworker undermining literature by highlighting their relationship. This study also shows the importance of SRC in restraining the adverse effects of customer mistreatment.
Collapse
Affiliation(s)
- Zhou Huilian
- School of Management, Jiangsu University, Zhenjiang, China
| | - Muhammad Waqas
- Department of Business Administration, Institute of Southern Punjab, Multan, Pakistan
| | - Farzan Yahya
- Department of Business Administration, Institute of Southern Punjab, Multan, Pakistan
| | - Usman Ahmad Qadri
- Department of Business Administration, Institute of Southern Punjab, Multan, Pakistan
- Faculty of Business and Management, Universiti Sultan Zainal Abidin, Kuala Terengganu, Malaysia
| | - Fatima Zahid
- Department of Business Administration, Institute of Southern Punjab, Multan, Pakistan
| |
Collapse
|
5
|
Carson JE, Mackey JD, McAllister CP, Walker HJ. Source-Target Misalignment in Employees’ Destructive Voice Responses to Perceived Organizational and Supervisor Unfairness. GROUP & ORGANIZATION MANAGEMENT 2022. [DOI: 10.1177/10596011221074155] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Working people differentiate between their relationships with their organizations and their relationships with their supervisors. To better understand how these simultaneous relationships influence each other, we examined the effects of organizational unfairness on subordinates’ supervisor-directed destructive voice behaviors, as well as the effects of supervisor unfairness on subordinates’ organization-directed destructive voice behaviors. We examined supervisor organizational embodiment as a boundary condition and perceived obstruction as a mediating mechanism within these relationships. We tested the hypothesized model with an online survey study and an experimental vignette study. Study 1 indicated that organizational unfairness was positively and indirectly related to supervisor-directed destructive voice through perceived supervisor obstruction when supervisor organizational embodiment was higher rather than lower. Study 2 indicated that supervisor unfairness was positively and indirectly related to organization-directed destructive voice through perceived organizational obstruction when supervisor organizational embodiment was higher rather than lower. Although study results differed in the observed significance of organization-to-supervisor and supervisor-to-organization effects, together they demonstrate the importance of controlling for source-target aligned relationships when examining source-target misaligned effects, and extend source-target misalignment research by examining the effect of supervisor organizational embodiment as a moderator of misaligned supervisor- and organization-directed workplace unfairness perceptions and destructive voice behaviors.
Collapse
Affiliation(s)
- Jack E. Carson
- Department of Management, Walker College of Business, Appalachian State University, Boone, NC, USA
| | - Jeremy D. Mackey
- Department of Management, Harbert College of Business, Auburn University, Auburn, AL, USA
| | - Charn P. McAllister
- Department of Management, W.A. Franke College of Business, Northern Arizona University, Flagstaff, AZ, USA
| | - H. Jack Walker
- Department of Management, Harbert College of Business, Auburn University, Auburn, AL, USA
| |
Collapse
|
6
|
Li Y, Kleshinski CE, Wilson KS, Zhang K. Age differences in affective responses to inclusion experience: A daily diary study. PERSONNEL PSYCHOLOGY 2021. [DOI: 10.1111/peps.12484] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Yixuan Li
- Warrington College of Business University of Florida Gainesville Florida USA
| | | | | | - Kaili Zhang
- School of Business East China University of Science and Technology Shanghai China
| |
Collapse
|
7
|
Mao JY, Li Y, Guo L, Shi Y, Wang J. Diminished Relational Energy: How and When Co-Worker Incompetence Accusations Hinder Employee Creativity. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2021. [DOI: 10.1080/1359432x.2021.1979963] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Jih-Yu Mao
- School of Business Administration, Faculty of Business Administration, Southwestern University of Finance and Economics, Chengdu, China
| | - Ye Li
- School of Management, Nanjing University, Nanjing, China
| | - Li Guo
- School of Business, University of International Business and Economics, Beijing, China
| | - Yujie Shi
- School of Business Administration, Faculty of Business Administration, Southwestern University of Finance and Economics, Chengdu, China
| | - Jiang Wang
- Postal Savings Bank of China, Beijing, China
| |
Collapse
|
8
|
Interpersonal citizenship behaviors: the role of passion for work in helping behaviors towards coworkers. CURRENT PSYCHOLOGY 2021. [DOI: 10.1007/s12144-021-02230-4] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
|
9
|
Lyubykh Z, Dupré KE, Barling J, Turner N. Retaliating against abusive supervision with aggression and violence: The moderating role of organizational intolerance of aggression. WORK AND STRESS 2021. [DOI: 10.1080/02678373.2021.1969478] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Zhanna Lyubykh
- Haskayne School of Business, University of Calgary, Calgary, Canada
| | | | - Julian Barling
- Smith School of Business, Queen’s University, Kingston, Canada
| | - Nick Turner
- Haskayne School of Business, University of Calgary, Calgary, Canada
| |
Collapse
|
10
|
Malik A, Sinha S, Goel S. A Qualitative Review of 18 Years of Research on Workplace Deviance: New Vectors and Future Research Directions. HUMAN PERFORMANCE 2021. [DOI: 10.1080/08959285.2021.1948548] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
| | | | - Sanjay Goel
- University at Albany, New York State University
| |
Collapse
|
11
|
Tang Y, Lam CK, Ouyang K, Huang X, Tse HHM. Comparisons draw us close: The influence of leader‐member exchange dyadic comparison on coworker exchange. PERSONNEL PSYCHOLOGY 2021. [DOI: 10.1111/peps.12465] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Yipeng Tang
- School of Business Administration Zhongnan University of Economics and Law Wuhan China
| | - Catherine K. Lam
- Lazaridis School of Business & Economics, Wilfrid Laurier University University Avenue West Waterloo Ontario Canada
| | - Kan Ouyang
- College of Business Shanghai University of Finance and Economics Shanghai China
| | - Xu Huang
- School of Business Hong Kong Baptist University Kowloon Tong Hong Kong
| | - Herman H. M. Tse
- Monash Business School Monash University Caulfield East Victoria Australia
| |
Collapse
|
12
|
Liu J, Lee A, Li X, Li CR. The Role of Change in the Relationships Between Leader-Member Exchange/Coworker Exchange and Newcomer Performance: A Latent Growth Modeling Approach. Front Psychol 2021; 12:600712. [PMID: 34054635 PMCID: PMC8155730 DOI: 10.3389/fpsyg.2021.600712] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/30/2020] [Accepted: 04/22/2021] [Indexed: 11/29/2022] Open
Abstract
This study examines whether and how the qualities of newcomers’ interpersonal relationships [i.e., leader-member exchange (LMX) and coworker exchange (CWX)] relate to their initial performance and how changes in the qualities of these relationships relate to the changes in performance. To test a latent growth model, we collected data from 230 newcomers at six time points over a 6-week period. The results showed that LMX quality is positively related to initial newcomer performance; however, changes in LMX quality are not statistically significantly related to changes in newcomer performance. In contrast, an increase in CWX quality is positively related to newcomer performance improvement, but the initial quality of CWX does not predict newcomer performance. Furthermore, newcomers’ psychological entitlement moderates the relationship between LMX quality and newcomer performance; newcomers’ conscientiousness moderates the relationship between increases in CWX quality and improvements in newcomer performance. The findings increase our understanding of the newcomer exchange relationship-performance link over time and suggest that future newcomer socialization research explore the initial level of and the changes in these relationships simultaneously.
Collapse
Affiliation(s)
- Jing Liu
- School of Management, Jilin University, Changchun, China
| | - Allan Lee
- Exeter Business School, University of Exeter, Exeter, United Kingdom
| | - Xueling Li
- School of Management, Jilin University, Changchun, China
| | - Ci-Rong Li
- School of Management, Jilin University, Changchun, China
| |
Collapse
|
13
|
Gur A. Customer trust and perceived service quality in the healthcare sector: Customer aggressive behaviour as a mediator. JOURNAL OF TRUST RESEARCH 2021. [DOI: 10.1080/21515581.2021.1927063] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
- Amit Gur
- The Max Stern Yezreel Valley College, Health Care Systems Management, The Max Stern Academic College of Yezreel Valley
| |
Collapse
|
14
|
When support is unwanted: The role of psychological contract type and perceived organizational support in predicting bridge employment intentions. JOURNAL OF VOCATIONAL BEHAVIOR 2021. [DOI: 10.1016/j.jvb.2020.103525] [Citation(s) in RCA: 9] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
|
15
|
Osei HV, Asiedu-Appiah F, Anyimaduah Amoah PA. The fish rots from the head down: a test of the trickle-down model of abusive supervision. ORGANIZATION MANAGEMENT JOURNAL 2020. [DOI: 10.1108/omj-11-2018-0635] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
A major paradigm shift focusing on the dark side of leadership has generated lots of concern for organizations as leadership has cascading effects on employees’ behaviour. This study aims to understand negative behaviours in the organization as a system of interrelated interaction initiated from the top which trickles down to employees.
Design/methodology/approach
Drawing on the theories of social exchange and norms of reciprocity, social learning and displaced aggression, this study models how and when abusive supervision relates to employees’ task performance. The model is empirically tested and extended to cover mediation and moderation processes. Drawing data from 218 bank supervisors and employees, this study uses the structural equation modelling to analyse a trickle-down model of abusive supervision.
Findings
Results from multi-waved, multi-sourced data indicated a mediating effect on the abusive supervision–performance relationships and provided support for employees’ guilt proneness and emotional dissonance as moderators. Overall, the results provided support for a moderated mediation relationship in the trickle-down model.
Originality/value
This study provides new knowledge into the potential boundary conditions of employees’ guilt proneness and emotional dissonance in affecting the relationship between abusive supervision, counterproductive work behaviour and task performance.
Collapse
|
16
|
Mohanty SK, P A. Identification of drivers of employee engagement in Indian power companies. INTERNATIONAL JOURNAL OF PRODUCTIVITY AND PERFORMANCE MANAGEMENT 2020. [DOI: 10.1108/ijppm-08-2019-0414] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of this paper is to extend the scope of social exchange theory (SET) to explore employee engagement and test its application in the context of Indian power companies. The study also attempts to explore the antecedents of employee engagement. This study includes organizational culture and three trusts, that is co-worker trust, supervisor trust and organizational trust whose presence in the organization influences employee engagement.Design/methodology/approachThe study includes a sample of 812 executives who represent three major functions of the Indian power sector, that is power generation, power transmission and power distribution. The relationships between constructs are evaluated using structural equation modeling.FindingsThe findings of this study indicate that four resources in the organization influence employee engagement in different ways. Three constructs representing co-worker trust, supervisor trust and organizational trust partially mediate the relation between organizational culture and employee engagement. This study also compares the engagement levels of the employees from three power companies.Research limitations/implicationsThis study is focused on companies operating in only the government sector.Practical implicationsEnsuring engagement from employees for the critical power sector is expected to support the development of the HR practices in this sector. Identification of sector-specific resources is expected to aid both employees and policymakers from the organization.Social implicationsThis study assists the policy makers in the organization by showcasing the importance of organizational culture, interpersonal and organizational trusts and their impact on employee engagement.Originality/valueResource theory explains why certain resources in the workplace are exchanged for employee engagement. This study extends theories of engagement as well as SET and examines their application as employee engagement in the context of executives from Indian power companies. This understanding will aid the practitioners and researchers to further their understanding of employee engagement.
Collapse
|
17
|
Deng Y, Wang CS, Aime F, Wang L, Sivanathan N, Kim YCK. Culture and Patterns of Reciprocity: The Role of Exchange Type, Regulatory Focus, and Emotions. PERSONALITY AND SOCIAL PSYCHOLOGY BULLETIN 2020; 47:20-41. [PMID: 32321362 DOI: 10.1177/0146167220913694] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
Reciprocity is a fundamental mechanism for sustained social relationships. Escalation-based theories suggest that reciprocity intensifies over time. In contrast, equity-based theories propose that people reciprocate behaviors in kind. We reconcile these conflicting perspectives by examining social exchanges across different cultural contexts. Using three complementary experiments, we investigate when, how, and why individuals in East Asian settings and those in North American settings differentially reciprocate positive versus negative behaviors over time. Study 1 demonstrated that in positively framed exchanges (i.e., giving) Americans escalated their reciprocity, but Singaporeans reciprocated in kind. However, in negatively framed exchanges (i.e., taking), Singaporeans escalated their reciprocity, but Americans reciprocated in kind. Study 2 replicated the results using Hong Kongers and showed that cultural differences in regulatory focus were associated with specific emotions (i.e., anxiety and happiness), which then escalated reciprocity. To establish causality, Study 3 manipulated regulatory focus within one culture and replicated the pattern of results.
Collapse
Affiliation(s)
| | | | | | - Long Wang
- City University of Hong Kong, Kowloon, Hong Kong
| | | | | |
Collapse
|
18
|
Lavee E, Pindek S. The Costs of Customer Service Citizenship Behaviors: A Qualitative Study. Front Psychol 2020; 11:460. [PMID: 32256434 PMCID: PMC7092698 DOI: 10.3389/fpsyg.2020.00460] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/18/2019] [Accepted: 02/27/2020] [Indexed: 11/13/2022] Open
Abstract
Organizational citizenship behaviors (OCBs) – behaviors not formally required or rewarded by the organization, but which promote its effectiveness – can be directed at coworkers, the organization itself or other stakeholders. OCBs directed at customers (customer-oriented citizenship behavior or OCBC) have received surprisingly little attention. Preliminary studies examined the unique contribution that OCBCs make in terms of perceived service quality and customer loyalty. In the current study, OCBCs were conceptualized in terms of supplying informal resources, which are– resources provided outside the worker’s formal role or the organization’s formal goals, or formal resources offered in informal ways (after hours, off duty). Applying a qualitative design, we uncovered types of informal resources and their associated costs. We also examined differences in informal resource provision and costs between occupational groups. Participants were 214 Israeli professionals who offer customer service in the education, health and welfare domains. All participants reported investing informal resources in their customers. Data demonstrated a remarkable range of types of informal resources, including emotional, instrumental and material resources. The most prevalent associated costs were interference with workers’ family life, followed by such personal costs as loss of free time, physical and emotional exhaustion, and material expenditures. Professional costs, which were rarely reported, included time taken from other customers and reduced in-role performance. No differences were detected in the pattern of informal resources between occupational groups: all employees reported high informal investment aimed at increasing customers’ well-being. Some of the implications discussed include the potential organizational costs associated with OCBCs. While such behaviors can improve service quality ratings, they can also lead to depleted employee resources and higher strain, negatively impacting productivity in the long term.
Collapse
Affiliation(s)
- Einat Lavee
- Department of Human Services, University of Haifa, Haifa, Israel
| | - Shani Pindek
- Department of Human Services, University of Haifa, Haifa, Israel
| |
Collapse
|
19
|
Pauksztat B, Salin D. Targets' Social Relationships as Antecedents and Consequences of Workplace Bullying: A Social Network Perspective. Front Psychol 2020; 10:3077. [PMID: 32082211 PMCID: PMC7005667 DOI: 10.3389/fpsyg.2019.03077] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/19/2019] [Accepted: 12/28/2019] [Indexed: 11/17/2022] Open
Abstract
Research on workplace bullying has largely focused on individual and organizational factors that place individuals in a vulnerable position. Although theorists have highlighted social aspects of workplace bullying and its antecedents, the role of individuals' social relations with other members of their organization has rarely been examined empirically. Drawing on insights from social network research and research on social rejection, the purpose of this study was to examine the relationship between exposure to bullying and employees' informal social relationships (here: friendships; negative relationships) with other members of their organization. Data from two waves of surveys among 249 employees in eight organizations in Finland were analyzed using stochastic actor-oriented modeling. We found that employees' centrality (i.e., the number of their relationships) had no effect on exposure to bullying. However, exposure to bullying affected targets' perceptions of their relationships with colleagues: employees who had experienced bullying subsequently reported significantly more friendship relationships, but not significantly more negative relationships, suggesting that aggressive or antisocial responses may be more muted in field settings than in experimental settings. Our study contributes to research on workplace bullying by providing a more detailed understanding of the relationship between workplace bullying and employees' social relations, and by offering insights about the consequences of workplace bullying for targets' social relations.
Collapse
Affiliation(s)
- Birgit Pauksztat
- Department of Business Studies, Uppsala University, Uppsala, Sweden
| | - Denise Salin
- Department of Management & Organization, Hanken School of Economics, Helsinki, Finland
| |
Collapse
|
20
|
A Cooperative Interdisciplinary Task Intervention with Undergraduate Nursing and Computer Engineering Students. SUSTAINABILITY 2019. [DOI: 10.3390/su11226325] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/20/2022]
Abstract
: This study proposed a collaborative methodology among university students in different grades in order to find sustainable strategies that are an added value for students, teachers, and society. In daily professional practice, different professionals must develop skills to collaborate and understand each other. For that reality to be sustainable, we believe that experiences must begin in the context of higher education. Social network analysis offers a new perspective on optimizing relationships between university students. The main goal of this study was to analyze students’ behavior in their networks following an educational intervention and the association with academic performance, resilience and engagement. This was a descriptive quasi-experimental study with pre–post measures of a cooperative interdisciplinary intervention. Participants comprised 50 nursing and computer engineering students. We measured help, friendship, and negative network centrality, engagement, resilience, and academic performance. No significant differences were observed between pre–post-intervention centrality measures in the negative network. However, the help and friendship networks presented statistically significant differences between inDegreeN, OutDegreeN and EigenvectorN on the one hand, and resilience and engagement—but not academic performance—on the other. Academic performance was solely associated with the team to which participants belonged. Cooperative interdisciplinary learning increased the number of ties and levels of prestige and influence among classmates. Further research is required in order to determine the influence of engagement and resilience on academic performance and the role of negative networks in network formation in education. This study provides important information for proposals on sustainable assessments in the field of higher education.
Collapse
|
21
|
The role of reciprocity in the internationalization of social enterprises. CROSS CULTURAL & STRATEGIC MANAGEMENT 2019. [DOI: 10.1108/ccsm-08-2018-0131] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The paper enhances our understanding of how small businesses with a strong social mission undergo international expansion. Building on the theoretical arguments on social exchange theory (SET), specifically on the literature on reciprocity, the purpose of this paper is to investigate the applicability of the Uppsala Internationalization Model to the context of a social enterprise (SE). The propositions argue that the strong social orientation of SEs encourages a reciprocal exchange with the stakeholders of the host country that limits the number of obstacles they may face during the internationalizing process.
Design/methodology/approach
The conceptual development bridges SET with bodies of knowledge on SE, Uppsala Internationalization Model and organizational embeddedness.
Findings
The theoretical arguments provide evidence of how the socially oriented mission of a small business aids it with overcoming obstacles presented by internationalization. Specifically, the authors show that socially oriented enterprises are uniquely equipped to conquer the lack of adequate information about a foreign market and a lack of adequate public support in a host country. A social mission, which ignites positive reciprocity with the local stakeholders, serves as a valuable asset in the process of internationalization. Moreover, since the propositions recognize that the norms of reciprocity differ from one national culture to another, they unfold how reciprocal exchanges may be altered because of the nuances of national culture.
Originality/value
This work makes three important contributions. First, it extends our understanding of why SEs can potentially internationalize more rapidly than organizations without a strongly pronounced social mission. Second, the investigation on the applicability of the U-Model to the context of SE answers scholars’ recent call for continuous work on advancing the U-Model. Third, the authors equip practitioners with a thorough understanding of how they can capitalize on the social aspect of a SE in the unique setting of a specific national culture.
Collapse
|
22
|
Sundiman D, Wu CH, Mursidi A, Ting IH. Task-Individual-Social Software Fit in Knowledge Creation Performance. INTERNATIONAL JOURNAL OF KNOWLEDGE MANAGEMENT 2019. [DOI: 10.4018/ijkm.2019040103] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
Abstract
The present article aims to disclose the role of task–individual–social software fit (TISF) in knowledge creation in the context of the manufacturing and service industries and research institutes. The methodology used is an empirical study that proposes and examines the proposed research model. The mediation effect of structural social exchange is also explored. Results of the data analysis of 279 valid samples reveal the following findings. First, the effect of TISF is confirmed. Second, structural exchanges do not mediate the role of TISF toward creation performance. Third, TISF is significantly associated with the social software, creation task, and individual cognition variables. Lastly, goal-free and goal-frame creation modes and analytical and intuitive cognition styles significantly influence the fit of features of creation task, individual cognition, and social software. The article provides domain scholars and practitioners with value of the task–individual–social software fit in the context of knowledge creation. Discussion and implications are also presented in this article.
Collapse
Affiliation(s)
| | | | - Andi Mursidi
- STKIP Singkawang (Sekolah Tinggi Keguruan dan Ilmu Pendidikan Singkawang), Indonesia
| | - I-Hsien Ting
- National University of Kaohsiung, Kaohsiung, Taiwan
| |
Collapse
|
23
|
Wellman N, Newton DW, Wang D, Wei W, Waldman DA, LePine JA. Meeting the need or falling in line? The effect of laissez-faire formal leaders on informal leadership. PERSONNEL PSYCHOLOGY 2018. [DOI: 10.1111/peps.12308] [Citation(s) in RCA: 13] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Ned Wellman
- Department of Management and Entrepreneurship; Arizona State University; Tempe Arizona
| | - Daniel W. Newton
- Department of Management; University of Missouri; Columbia Missouri
| | - Danni Wang
- Management and Global Business; Rutgers University; New Brunswick New Jersey
| | - Wu Wei
- Economics and Management School; Wuhan University; Hubei China
| | - David A. Waldman
- Department of Management and Entrepreneurship; Arizona State University; Tempe Arizona
| | - Jeffery A. LePine
- Department of Management and Entrepreneurship; Arizona State University; Tempe Arizona
| |
Collapse
|
24
|
Gabriel AS, Podsakoff NP, Beal DJ, Scott BA, Sonnentag S, Trougakos JP, Butts MM. Experience Sampling Methods: A Discussion of Critical Trends and Considerations for Scholarly Advancement. ORGANIZATIONAL RESEARCH METHODS 2018. [DOI: 10.1177/1094428118802626] [Citation(s) in RCA: 166] [Impact Index Per Article: 27.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
In the organizational sciences, scholars are increasingly using experience sampling methods (ESM) to answer questions tied to intraindividual, dynamic phenomenon. However, employing this method to answer organizational research questions comes with a number of complex—and often difficult—decisions surrounding: (1) how the implementation of ESM can advance or elucidate prior between-person theorizing at the within-person level of analysis, (2) how scholars should effectively and efficiently assess within-person constructs, and (3) analytic concerns regarding the proper modeling of interdependent assessments and trends while controlling for potentially confounding factors. The current paper addresses these challenges via a panel of seven researchers who are familiar not only with implementing this methodology but also related theoretical and analytic challenges in this domain. The current paper provides timely, actionable insights aimed toward addressing several complex issues that scholars often face when implementing ESM in their research.
Collapse
Affiliation(s)
| | | | - Daniel J. Beal
- Virginia Polytechnic Institute and State University, Blacksburg, VA, USA
| | | | | | | | | |
Collapse
|
25
|
Give and Take: Needed Updates to Social Exchange Theory. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2018. [DOI: 10.1017/iop.2018.101] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
In their focal article, Chernyak-Hai and Rabenu (2018) argue that social exchange theory (SET) needs an update, and in this they are aligned with Cropanzano, Anthony, Daniels, and Hall's (2017) recent critical review of SET. Drawing on Chernyak-Hai and Rabenu's research, we explore two issues in more depth: first, that work relationships are becoming more complex than can be represented by simple dyadic reciprocity; and second, that the context of work is changing rapidly, with implications for workplace relationships. In exploring the ideas put forward by Chernyak-Hai and Rabenu, we draw on Cropanzano et al.’s two-dimensional model of social exchange, with the first dimension being desirable (positive) resources contrasted with undesirable (negative) ones, and the additional dimension being active (exhibit) behavior versus passive (withdraw) behavior. The first valence-oriented dimension fits clearly with the four foci of Chernyak-Hai and Rabenu's research, which cover both positive constructs, namely leader–member exchange (LMX), perceived organizational support and loyalty, and organizational citizenship behaviors (OCB), as well as negative constructs of perceived organizational politics and counterproductive work behaviors (CWB). The second, behavioral dimension proposed by Cropanzano et al. adds useful theoretical specificity that may address Chernyak-Hai and Rabenu's contention that SET needs updating to account for changes in how employees work and how organizations function.
Collapse
|
26
|
The embedding forces of network commitment: An examination of the psychological processes linking advice centrality and susceptibility to social influence. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2018. [DOI: 10.1016/j.obhdp.2018.07.002] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
|
27
|
The differential value of resources in predicting employee engagement. JOURNAL OF MANAGERIAL PSYCHOLOGY 2018. [DOI: 10.1108/jmp-12-2017-0449] [Citation(s) in RCA: 15] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
|
28
|
Abstract
Purpose
Drawing on the social exchange theory, the purpose of this paper is to examine the relationship between despotic leadership and employee’s organizational deviance. Specifically, the authors take a relational approach by introducing employee’s organizational identification as the mediator. The moderating role of value congruence in the relationship between despotic leadership and organizational deviance is also considered.
Design/methodology/approach
Data were collected from 15 universities in Turkey. The sample included 1,219 randomly chosen faculty members along with their department chairs. Hierarchical multiple regression analysis was conducted to test the proposed model.
Findings
The results of this study supported the positive effect of despotic leadership on employee’s organizational deviance as well as the mediating effect of employee’s organizational identification. Moreover, when the level of value congruence is high, the relationship between organizational identification and organizational deviance is strong, whereas the effect is weak when the level of value congruence is low.
Practical implications
The findings of this study suggest that educational administrators in the higher education should be sensitive in treating their subordinates, as it will lead to positive interpersonal relationship, which, in turn, will reduce organizational deviance. Moreover, they should pay more attention to the buffering role of value congruence for those subordinates with high distrust and showing organizational deviance.
Originality/value
This study contributes to the literature on workplace deviance by revealing the relational mechanism between despotic leadership and employee organizational deviance. The paper also offers a practical assistance to employees in the higher education and their leaders interested in building trust, increasing leader-employee relationship and reducing organizational deviance.
Collapse
|
29
|
Carter MZ, Mossholder KW, Harris JN. Congruence effects of contingent reward leadership intended and experienced on team effectiveness: The mediating role of distributive justice climate. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2018. [DOI: 10.1111/joop.12210] [Citation(s) in RCA: 15] [Impact Index Per Article: 2.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Min Z. Carter
- Department of Management; College of Business; Southern Illinois University; Carbondale Illinois USA
| | - Kevin W. Mossholder
- Department of Management; Harbert College of Business; Auburn University; Alabama USA
| | - John N. Harris
- Department of Management; College of Business Administration; Georgia Southern University; Statesboro Georgia USA
| |
Collapse
|
30
|
Griep Y, Vantilborgh T. Reciprocal effects of psychological contract breach on counterproductive and organizational citizenship behaviors: The role of time. JOURNAL OF VOCATIONAL BEHAVIOR 2018. [DOI: 10.1016/j.jvb.2017.10.013] [Citation(s) in RCA: 54] [Impact Index Per Article: 9.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
|
31
|
Offer S, Fischer CS. Difficult People: Who Is Perceived to Be Demanding in Personal Networks and Why Are They There? AMERICAN SOCIOLOGICAL REVIEW 2018; 83:111-142. [PMID: 29749973 PMCID: PMC5937537 DOI: 10.1177/0003122417737951] [Citation(s) in RCA: 34] [Impact Index Per Article: 5.7] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/01/2023]
Abstract
Why do people maintain ties with individuals whom they find difficult? Standard network theories imply that such alters are avoided or dropped. Drawing on a survey of over 1,100 diverse respondents who described over 12,000 relationships, we examined which among those ties respondents nominated as a person whom they "sometimes find demanding or difficult." Those so listed composed about 15 percent of all alters in the network. After holding ego and alter traits constant, close kin, especially women relatives and aging parents, were especially likely to be named as difficult alters. Non-kin described as friends were less, and those described as co-workers more, likely to be listed only as difficult alters. These results suggest that normative and institutional constraints may force people to retain difficult and demanding alters in their networks. We also found that providing support to alters, but not receiving support from those alters, was a major source of difficulty in these relationships. Furthermore, the felt burden of providing support was not attenuated by receiving assistance, suggesting that alters involved in reciprocated exchanges were not less often labeled difficult than were those in unreciprocated ones. This study underlines the importance of constraints in personal networks.
Collapse
|
32
|
Gabriel AS, Koopman J, Rosen CC, Johnson RE. Helping others or helping oneself? An episodic examination of the behavioral consequences of helping at work. PERSONNEL PSYCHOLOGY 2017. [DOI: 10.1111/peps.12229] [Citation(s) in RCA: 72] [Impact Index Per Article: 10.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
|
33
|
Horng JJ, Liao KY, Wang SY. Using social network theory to analyze the effectiveness of environment, safety and health management for two petrochemical companies. PROCESS SAFETY PROGRESS 2017. [DOI: 10.1002/prs.11865] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/11/2022]
Affiliation(s)
- Jao-Jia Horng
- Department of Safety; Health, and Environmental Engineering, National Yunlin University of Science and Technology Douliou; Yunlin Taiwan
| | - Kuang-Yu Liao
- Department of Safety; Health, and Environmental Engineering, National Yunlin University of Science and Technology Douliou; Yunlin Taiwan
| | - Shun-Yeng Wang
- Department of Safety; Health, and Environmental Engineering, National Yunlin University of Science and Technology Douliou; Yunlin Taiwan
| |
Collapse
|
34
|
Li PC, Chen YC. Exploring interaction-based antecedents of marketing-R&D collaboration: evidence from the Taiwan’s semiconductor industry. INNOVATION-ORGANIZATION & MANAGEMENT 2016. [DOI: 10.1080/14479338.2016.1219618] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
|
35
|
Kanfer R, Chen G. Motivation in organizational behavior: History, advances and prospects. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2016. [DOI: 10.1016/j.obhdp.2016.06.002] [Citation(s) in RCA: 53] [Impact Index Per Article: 6.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
|
36
|
Brosi P, Spörrle M, Welpe IM, Shaw JD. Two facets of pride and helping. JOURNAL OF MANAGERIAL PSYCHOLOGY 2016. [DOI: 10.1108/jmp-05-2015-0186] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– The purpose of this paper is to demonstrate the influence of two different facets of pride – authentic and hubristic – on helping.
Design/methodology/approach
– Hypotheses were tested combining an experimental vignette study (n=75) with correlational field research (n=184).
Findings
– Results reveal that hubristic pride is associated with lower levels of intended helping compared with authentic pride when experimentally induced; further, trait hubristic pride is negatively related with helping, whereas trait authentic pride is positively related to helping, while controlling for alternative affective and cognitive explanations.
Research limitations/implications
– The use of vignettes and self-reports limits the ecological validity of the results. But when considered in combination, results provide important indications on how helping can be fostered in organizations: by emphasizing successes and the efforts that were necessary to achieve them.
Originality/value
– The results highlight the differential effects of discrete emotions in organizations.
Collapse
|
37
|
Ng TW, Lam SS, Feldman DC. Organizational citizenship behavior and counterproductive work behavior: Do males and females differ? JOURNAL OF VOCATIONAL BEHAVIOR 2016. [DOI: 10.1016/j.jvb.2015.12.005] [Citation(s) in RCA: 56] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
|
38
|
Bhardwaj A, Qureshi I, Konrad AM, Lee SH(M. A Two-Wave Study of Self-Monitoring Personality, Social Network Churn, and In-Degree Centrality in Close Friendship and General Socializing Networks. GROUP & ORGANIZATION MANAGEMENT 2015. [DOI: 10.1177/1059601115608027] [Citation(s) in RCA: 17] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
We examine the role of self-monitoring personality in shaping network change in two important types of social relationships. In a two-wave social network study, we find that individuals with higher levels of self-monitoring derive persistent personality-linked in-degree centrality benefits in the general socializing network but have fading benefits over time in the close friendship network. Simultaneous examination of the formation and dissolution of relationships over time (network churn) reveals that this pattern of network change is shaped by differential reactions of relationship partners to individuals based upon level of self-monitoring in the two network types. Overall, by incorporating the dynamic reactions of relationship partners, the findings contribute to the understanding of the complex relationship between personality and social network development.
Collapse
|
39
|
Boh WF, Wong SS. Managers versus co-workers as referents: Comparing social influence effects on within- and outside-subsidiary knowledge sharing. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2015. [DOI: 10.1016/j.obhdp.2014.09.008] [Citation(s) in RCA: 23] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
|
40
|
Negative Ties in Organizational Networks. CONTEMPORARY PERSPECTIVES ON ORGANIZATIONAL SOCIAL NETWORKS 2014. [DOI: 10.1108/s0733-558x(2014)0000040012] [Citation(s) in RCA: 34] [Impact Index Per Article: 3.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/23/2022]
|
41
|
Scott BA. A conceptual framework for the study of popularity in the workplace. ORGANIZATIONAL PSYCHOLOGY REVIEW 2012. [DOI: 10.1177/2041386612464092] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Although popularity is a salient social phenomenon influencing individuals during their school-age years, little research has considered popularity as a factor affecting employee attitudes and behaviors in organizational settings. To address this void, and to stimulate and guide research on employee popularity, I develop a model of popularity relevant to the workplace. I discuss the concept of popularity and differentiate it from other organizational concepts. Drawing from theories of self-categorization and social capital, I propose workplace antecedents and outcomes of popularity, along with boundary conditions of the proposed relationships. Finally, I discuss theoretical and empirical implications of examining popularity in the workplace. In doing so, I demonstrate how the consideration of popularity can extend theory and research on behavior in organizations.
Collapse
|