Search

Publisher Copyright: © 2023 The Author(s). Published by Informa UK Limited, trading as Taylor & Francis Group. Although the literature on psychological contracts is rich, researchers have so far paid limited attention to psychological contracts in times of crisis. To investigate how employees assess their psychological contracts during a crisis, we conducted 32 semistructured interviews during the third wave of the COVID-19 pandemic in Europe. The interviewees worked in the airline industry, which the pandemic severely affected. Our qualitative approach allowed us to gain novel insights into the mechanisms by which contracts are managed when the typical parameters of contract assessment are not possible, thereby allowing us to expand psychological contract theory. In addition to illustrating the key employer obligations that employees perceived during a crisis, we introduce two novel theoretical concepts –psychological contract credit and psychological contract inactivation–that explain how employees managed their contracts during the crisis. The practical findings of this study are of relevance to HR managers in managing future crises and addressing the aftermath of the COVID-19 pandemic.

Drawing on social exchange theory and institutional theory, this article extends the literature on sustainable operations by examining the mediating and moderating effects of buyer–supplier relation and institutional context on the relationships among internal green practice, external green practice, and environmental performance. This article analyzes data from 440 firms in three categories of market (the institutional context): industrialized Western, emerging Western, and emerging Asian markets. Both internal green practice and external green practice have positive direct impacts on firms’ environmental performance. More specifically and interestingly, external green practice partially mediates the relationship between internal green practice and environmental performance, and this process is moderated by the quality of the buyer–supplier relation. A higher quality of buyer–supplier relation helps to achieve a better outcome. In addition, the examined relationships vary between the emerging market and developed market: that is, they depend on the institutional context. The findings have implications for both practitioners and policymakers on how to improve environmental performance through leveraging green practice and buyer–supplier relation and what policies on green supply chain management might best be used in different markets.

Tourism has developed in Nevşehir and Antalya, two of the most significant destinations of today’s Turkey, in 1960s. In line with the previous study in the related literature, it is possible to mention that the tourism activities in those regions have been triggered by the visits of the hippies. In this study, it is aimed to reveal the contribution of the hippies to the development of tourism in Cappadocia (Nevşehir), Side and Alanya (Antalya), which have become significant tourism destinations in Turkey. For this purpose, the transcripts of the interviews of the Turkey Tourism History Project, which describes the tourism development and history in these regions, were subjected to document analysis. The impact of hippies on Turkey’s tourism has been explained within the framework of Social Exchange Theory. As a result, it has been determined that all stages of the social exchange theory have been observed between hippies and local people. The local people, who initially approached hippies with prejudice, changed their perspective towards hippies in a positive way with the effect of many externalities.

In this study, we conceptualize the thus far little explored relationship between expatriate and host country as a form of social exchange governed by the norm of reciprocity. Drawing from social exchange theory and our analysis of 451 self-initiated expatriates (SIEs) living and working in the United Arab Emirates, we examine whether the degree of SIEs’ career and community embeddedness explains their host country withdrawal intention via enhanced perceived institutional trust and a more tolerant attitude toward workplace discrimination. Our results provide general support for our theoretical model and most of our hypotheses. In this way, our article makes three contributions. First, it suggests a novel way to conceptualize the relationship between SIEs and host country as a form of social exchange. Second, it differentiates between two dimensions of embeddedness and explicates how the two contribute to SIEs’ intentions to stay in the host country. Finally, the analysis theorizes and empirically tests two previously little explored mechanisms of enhanced institutional trust and a more tolerant attitude toward workplace discrimination through which SIEs’ host country embeddedness influences their host country withdrawal intentions.

In construction companies, employee burnout rates and negative socioemotional behaviors (NSEBs) are severe problems for the management. Work-related problems are then visible in the employee's psychological behaviors and consequent outcomes. The literature on organizational behavior argues that moral leadership can evade burnout and NSEB. Following the arguments, this article attempts to examine the impact of moral leadership on the employee's burnout and NSEB through the mediating variables of job embeddedness, and distributive justice in the construction industry. By using the social exchange theory, this article analyzes the data of 302 employees from construction companies in Hong Kong to assess these relationships. The results showed a negative relationship between moral leadership and the construction employees’ burnout. This article provides construction companies and their managers with useful insights on the way the moral leadership mediate through job embeddedness and distributive justice to curtail the employees' burnout. The results of this article also motivate scholars to investigate the multidimensional role of moral leadership in their future research.

Research on workplace helping suggests that helpers receive positive outcomes in return for their help. We argue that this predominantly positive view of recipient reactions to helpers is because t...

First-year writing pedagogies prioritize encouraging students to forge an academic identity by conceptualizing and intervening in scholarly conversations. Student writers from institutionally underprepared backgrounds often find this process both limiting and empowering because specific practices associated with classroom expectations and the university experience remain unfamiliar to them. In this article, I reveal a need for “how-to” exercises within the first-year writing classroom that aim to dismantle the hidden curriculum—a term that denotes the resources, norms, and values that are inaccessible to students who have not received guidance on these aspects of university academics. These interventions, which range from instruction on modes of classroom participation to methods of preparing for office hours, already complement the standard first-year writing curriculum and promise to promote success among underprepared students by rendering possibilities for class engagement explicit.

We examine how team members respond to the inclusion of new members' physical attractiveness and sex. Drawing on Social Exchange Theory, we argue and show that incumbent team members engage in three behaviors (mimicry, ingratiation, and challenging) in response to the inclusion of more or less attractive male or female members in their team. Using a multilevel experimental design, we show that existing team members mimic newcomers who are higher on physical attractiveness and that the effect is more pronounced when there is a sex match (i.e., existing males mimic new males more). Furthermore, they ingratiate toward the physically attractive newcomers who are also committed to the task. In addition, we find that existing team members challenge physically attractive females who are committed to the task. Our findings suggest that the basic combinations of primary cues of newcomers' characteristics affect intrateam behaviors and produce different outcomes across sexes for attractiveness. By shifting the attention to the effect that newcomers have on team behaviors, the study provides novel insights for scholars that help move the discussion of team membership changes beyond the traditional accounts of new member socialization and team effectiveness. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

A central tenet of the adaptive-memory framework is that memory has not merely evolved to help us relive the past but to prepare us for the future. In reciprocal social exchange, for instance, people must learn from previous experiences to approach cooperators and to avoid cheaters. In this sense, adaptive memory is inherently prospective. The present research is the first to test this central assumption of the adaptive-memory framework. In Experiments 1 and 2, participants played a Prisoner's Dilemma game and encountered cheating, cooperating, and neutral partners. The faces of these partners later reappeared during an event-based prospective-memory task. Participants showed better prospective-memory performance for cooperator and cheater faces than for neutral control faces. Multinomial processing-tree modeling served to separate the prospective component (remembering that an action needs to be performed) from the retrospective component (recognizing the target faces) of prospective memory. Superior prospective-memory performance for cooperator and cheater faces was attributable to a stronger prospective component, whereas the retrospective component remained unaffected. Experiment 3 showed that emotional descriptions of targets were ineffective in increasing prospective memory, suggesting that emotional valence alone cannot account for the prospective-memory advantage found in Experiments 1 and 2. The results suggest that cooperating with someone or being cheated by someone has a strong impact on future-oriented cognition. Enhanced prospective memory for cooperator and cheater faces may have an important function for maintaining reciprocal relationships and for avoiding cheaters. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

External auditors regularly interact with various parties at work such as their accounting firm, engagement team members, and clients. These interactions can help shape the nature of auditors’ social exchange relationships with these entities, which in turn may influence their behavior toward these targets. This installment of Accounting Matters draws from recently published research by Herda et al., (1) to explain how constructive auditor-target connections can develop and lead to beneficial outcomes like reduced auditor burnout and turnover intentions and more citizenship behavior, and (2) to discuss how these upshots might ultimately impact audit quality. This topic is important because audit quality translates into improved financial reporting which aids stakeholders who rely on audited financial statements to make informed business decisions. Specifically, we underscore the key role auditors’ perceptions of fair treatment from a relationship partner play in fostering a strong psychological bond with the target via perceived support. We further consider how auditors’ consequent commitment to the target can result in favorable organizational outcomes, including enhanced audit and financial reporting quality. Practical implications for accounting firms are discussed.

Recently, firms have increasingly approached their own customers for assistance with corporate political activities—a strategy known as constituency building. While constituency building efforts targeting shareholders and employees have been well-studied, relatively little is known about the impact of approaching consumers. Hence, this paper examines why consumers participate in corporate political activities on behalf of a brand, and we present three studies to explore this increasingly popular practice. First, Study 1 utilizes qualitative interviews with actual campaign participants to provide initial insights to develop our theoretical model, which we subsequently test in two experiments. Study 2 finds that brand loyalty is a key driver of consumer activism, with both direct and indirect effects through its impact on issue salience, information seeking behavior, and its interaction with the issue type. Finally, Study 3 finds that consumer activism is associated with increased brand loyalty, indicating that this may be a relationship building activity and an important dimension of the longer process of social exchange between the brand and consumer.

Trust has long been recognized across cultures, industries, and organizations as a key component of social exchange. Yet, in many communities and organizations throughout the world, there is a growing trust deficit. In this paper, we explore what leaders can do to generate trust among the individuals within their organizations to help facilitate better relationships and positive outcomes for both individuals and organizations. More specifically, we present a qualitative study in which semi-structured interviews with employees at an assisted living care facility highlighted two ways that leaders can build trust within their organization: 1) demonstrating humility in their communication, and 2) exhibiting compassion in their behavior. We further highlight two characteristics, authenticity and proactivity, that can help leaders increase the effectiveness of these actions. By making these behaviors part of how they lead, leaders and managers can more successfully generate feelings of trust among the individuals within their organizations and help their organization to maintain and strengthen its competitive advantage.

We present an integrative conceptual review that reconciles the organizational support, social exchange, and social support literatures. In particular, we argue that the prevailing, singular conceptualization of organizational support is misaligned with contemporary perspectives on social exchange-which has served as the bedrock for organizational support theory since organizational support theory's inception-and is inconsistent with the social support literature-which has long recognized that support takes several forms. Thus, we draw on both the social exchange and social support literatures to develop four unique forms of organizational support: Teleological, Personalized, Collectivistic, and Monistic Organizational Support. With this enlarged framework for understanding organizational support in hand, we then detail the various research opportunities that the integration of these literatures affords. Specifically, we explain that this framework warrants future research related to the development of new measures, the differential prediction of outcomes, and the discovery of organizational support profiles. We also invoke the social support literature to highlight the potential opportunities in applying optimal matching theory to organizational support, examining relationships between received and perceived organizational support, and identifying the consequences of excessive organizational support. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

The issue of trust-based personal data disclosure online remains of high importance both in social networking and online purchasing. Additionally, social networking is linked with a controversial factor of conspiracy beliefs that recently received attention because of Covid-19 pandemic. Conspiracy beliefs trigger activities online, but generate hesitations in regards to rational ideas, requests and procedures. Therefore, it is unclear how they impact rational requests of data disclosure in online shopping. The paper analyses how trust and conspiracy beliefs impact willingness to disclose personal data in social networking and in online shopping. The modelling based on the social exchange theory conceptualizes these two online activities as reciprocal and negotiated types of exchange. The findings based on structural equation modelling show some similarities between the impacts of trust and conspiracy believes in case of social networking, but disclose their radical differences in regards to willingness to disclose personal data in online purchasing. First published online 28 February 2022

This paper applies a generalized exchange perspective to examine how and when reintegration in headquarters (HQ) facilitates repatriate knowledge transfer (RKT). Specifically, we theorize how the preparatory stage for repatriation – when expatriates are still abroad – enhances reintegration in HQ upon repatriation and subsequently RKT via interpersonal and career‐related pathways. For the former, we hypothesize that communication frequency with HQ actors before re‐entry enhances RKT via reintegration. We also hypothesize that communication frequency with HQ actors before re‐entry improves trust in HQ actors, which, in turn, strengthens the positive effect of reintegration on RKT. For the second pathway, we hypothesize that career and repatriate support before re‐entry increases RKT via reintegration. We also hypothesize that career and repatriate support before re‐entry enhances career satisfaction upon re‐entry, which, in turn, strengthens the positive effect of reintegration on RKT. Time‐lagged data from 129 assignees and their HQ supervisors support most of our hypotheses.

Hiding knowledge engenders economic losses. Customer knowledge is an external source praised by knowledge management scholars. Multi-sided Internet platforms become knowledge flow vehicles, nurturing customer knowledge. Knowledge hiding is widespread in services contexts impairing knowledge sharing. Firms need to integrate the knowledge-based customer experience to attain performance goals. Using social exchange theory and customer experience theory, we adopt a customer perspective to uncover the type of knowledge hidden and the motivations for customers to hide it on service multi-sided platforms. Combining narrative inquiry and critical incident technique we collected an original dataset of 51 narrative accounts of multi-sided platform users (Uber, Airbnb, and BlaBlaCar). We identify 10 major categories of hidden knowledge building on the identified critical incidents and five motivations to hide knowledge. The findings enrich the literature on knowledge hiding by providing the customer viewpoint. For practitioners, firms need to acknowledge customers’ knowledge hiding behaviors in multi-sided settings.

The phenomenon of malicious behaviors in the sharing economy has been burgeoning in practice but remains understudied in academia. By integrating protection motivation theory and social exchange theory, this study adopted a mixed-methods approach to investigate the appraisal process of deviant sharing behaviors. To produce groundbreaking insights, we employed a sequential design that combined qualitative and quantitative studies. In Phase 1, we performed 30 semi-structured, in-depth interviews to explore the critical factors of benefit appraisals and personal attributes in deviant sharing behaviors. Drawing on the interpretive findings of the qualitative investigation, we built a theoretical model and developed research hypotheses for empirical tests. In Phase 2, we validated our theoretical framework by analyzing survey data from 420 participants. This study is an initial examination to understand the nascent phenomenon of deviant sharing behaviors and has managerial implications for regulating user behavior in the sharing economy.

Bridging the gap between the neurophysiology of C-tactile mediated touch and the psychology of how social touch makes us feel, we present a definition of affective touch as mediated through CT afferents. We clarify how gentle stroking activating the CT system communicates a signal for social exchange. We describe what is already known about the nature of this signal and how it is perceived as a function of multisensory input and individual differences. Reviewing sender-specific and receiver-specific effects, we bring these streams together to outline a hybrid communication model of affective touch. We propose that affective touch should not be operationalized by simply involving CT afferent activation and a narrow range of stimulation modes, but instead should consider the entire communication chain: signal, receiver, sender and the dynamic exchange between interacting agents. Such a complete communication model presents new research directions to disentangle bottom-up and top-down mediated effects on perception.

Supplemental materials for: Kim, Y., Cohen, T. R., & Panter, A. T. (2023). Workplace Mistreatment and Employee Deviance: An Investigation of the Reciprocal Relationship Between Hostile Work Environments and Harmful Work Behaviors. Group & Organization Management, 0(0). https://doi.org/10.1177/10596011231151747

Previously, scholars have studied the need for implementing different human resource (HR) configurations that foster aging employees' outcomes, but there is a lack of evidence at the group level. Using the framework of Social Exchange Theory, coupled with the Selection, Optimization, and Compensation theory, we examine associations between bundles of HR practices, age (measured both as calendar age and proportion of an aging workforce), and performance, at both the individual and group levels. First, the outcomes of our multi-level analysis show that bundles of maintenance-enhancing HR practices are positively related to performance at both levels, whereas bundles of growth-enhancing HR practices associate with performance only at the group level. Second, age relates positively to performance, both at the individual and group levels. At the group level, there is an inverted U-shaped relationship between the proportion of an aging workforce and group performance, such that a group's performance benefits from the participation of older employees up to a maximum proportion of 56%. Finally, age negatively moderates the association between growth-enhancing HR bundles and performance at both the individual and group levels. Results highlight the value of older employees for working organizations, and the importance of adopting HR practices that consider maintenance and growth-related needs across the life-span, while also providing useful theoretical and practical implications for Human Resource Development scholars and professionals.

The Mehrangarh Fort in Jodhpur, India, located at the height of 150 meters above the surrounding sandy plains, is one of the city's most prominent monuments built over the Jodhpur group-Malani-Igneous Suite. The old city, which boasts numerous blue-painted houses, lies adjacent to the Mehrangarh Fort. The residents of the old city play a significant role in keeping the geoheritage and cultural heritage intact. The study investigates the moderating role of residents’ Perception towards support for Geoheritage Tourism and Conservation in and around Mehrangarh Fort. A combination of Weber’s theory of substantive and formal rationality (WTSFR) and Social Exchange Theory (SET) is used to investigate and infer the interposing and moderating role of residents’ perception on the relationship between influencing factors and support for geo-heritage conservation. A PLS evaluation of the SEM reveals a substantial capacity of the residents’ perception to predict support for conservation and tourism development. © 2021 Editura Universitatii din Oradea. All rights reserved.

Purpose This study aims to focus on how informal value transfer networks, Hawala business in particular, used social exchanges in their business dealings. More specifically, the conducted research looked into how social exchange theory was used in Hawala business relationship initiation and management. Design/methodology/approach Twenty-one depth interviews were conducted with Hawala Network members, and Hawala customers, in Qatar, Saudi Arabia and Pakistan. The collected qualitative data were analyzed through content analysis and NVivo 11 software. Findings The study outcome indicated that Social Exchange Theory was a principal relationship driver in Hawala Networks. Especially, trust had a pivotal role in evolvement and nurturing of Hawala Network business and social exchanges. Other relationship variables, namely, reciprocity, religious affiliation, reputation and information sharing had a significant part in relationship building as well. Results supported a prominent influence of time in carefully controlled and rigorously assessed transformation of Hawala relationships. This metamorphosis converted an exchange from short-term into a long-term orientation where limited amount transactions changed into large sum transactions and restricted information exchange moved to elaborate information sharing. In addition, findings revealed that monetary and non-monetary interactions between Hawala Network members took the form of a homogeneous club, with shared social, cultural, religious and ethnic values. In particular, financially constrained and illiterate social groups preferred Hawala services due to ease of servicing in the form of minimal bureaucracy, fast transfers and low service charges. These marginalized fractions of society had limited access to formal banking which made Hawala business their main (and in most cases only) source for sending and receiving financial remittances. Hawala Networks provided an effective alternative to formal banking for disadvantaged communities. Originality/value This study provided unique and useful insights into the nature of social exchanges within Hawala Networks. Especially, it provided clarification on how informal networked businesses used Social Exchange Theory to by-pass the need for legal protection and formal contracts. Furthermore, the study highlighted the role Hawala business played in providing essential banking services (e.g. transfer of money and micro-lending) to educationally and economically deprived individuals.

The consumer entitlement (CE) construct is a key variable in the exchange process in retail environments. The original Consumer Entitlement Inventory (CEI) was developed and applied within Western cultural boundaries. The main contribution of this study is the extension of the original CEI to better fit the Vietnamese context and to demonstrate its applicability in the context of an emerging economy with a Confucian culture. The study also contributes to expanding the range of identified boycott motives in the literature and clarifying their mechanism via social exchange theory. The extended CEI scale was tested using exploratory factor analysis and confirmatory factor analysis, using a sample of 603 respondents. Qualitative and quantitative research results show that the extended CEI has two dimensions, namely intransigence, and demand and distinction, with adequate content, reliability, convergent validity, and discriminant validity. This study also aimed to apply the extended CEI to an exploration of the relationship between CE and willingness to boycott. Research results from another independent study with 450 respondents using a structural equation model confirmed the positive relationship between CE and willingness to boycott. In addition, theoretical implications are discussed.

Zusammenfassung Einleitung Die freie Krankenhauswahl durch Patienten wird gesundheitspolitisch gefördert und soll durch die Qualitätsberichte der Krankenhäuser unterstützt werden. Doch wie entscheiden sich Patienten für ein Krankenhaus? Wie viele können selber entscheiden, wo informieren sie sich und was sind in der konkreten Situation ihre Entscheidungskriterien? Dies soll für stationäre Patienten der Inneren Medizin im Vergleich zu denen anderer Fachgebiete beantwortet werden. Methoden Die Daten entstammen einer Beobachtungsstudie. Die nach Fachgebieten und Krankenhausversorgungsstufen geschichtete Zufallsstichprobe wurde in 46 Fachabteilungen von 17 Krankenhäusern aus 15 Städten und Gemeinden Nordrhein-Westfalens erhoben. Die gewichtete Stichprobe wertet 758 Patienten der Inneren Medizin und 1168 Patienten anderer Fachgebiete deskriptiv und inferenzstatistisch aus. Ergebnisse Internistische Patienten sind älter, häufiger Männer, ohne Migrationshintergrund und chronisch krank, zudem öfter stationär vorbehandelt. Etwa die Hälfte entscheidet selbst über das Krankenhaus, wobei die eigene Kenntnis des Krankenhauses durch einen Voraufenthalt die wichtigste Informationsquelle darstellt und wichtige Entscheidungskriterien die eigene Vorerfahrung, der Ruf des Krankenhauses und die Empfehlung der ambulanten Behandler sind. Der kleine Anteil Patienten mit mehr Zeit vor der Aufnahme wählt das Krankenhaus aktiver. Diskussion In der Inneren Medizin können weniger Patienten selbst über das Krankenhaus bestimmen. Diese entscheiden dann überwiegend aufgrund ihrer Vorerfahrung mit dem Krankenhaus und setzen die erneute Behandlung im ihnen bekannten Krankenhaus, in dem auch sie bekannt sind, fort. Ein kleiner Anteil jüngerer, gebildeterer und weniger krankenhauserfahrener Patienten informiert sich aktiver vor elektiven Eingriffen. Die Behandlungserfahrungen der Patienten sind zentral bei der eigenen Krankenhauswahl und über den sozialen Austausch auch bei der ihrer Angehörigen.

Based on social exchange theory, this study provides a mediation-moderation model to examine how employees’ perception of ethical leadership may inspire employee loyalty through psychologically related resources. A total of 234 hotel employees in Southeast China were recruited as the research respondents. The results show that there is a significantly positive correlation between ethical leadership and employee loyalty. Psychological ownership and organizational justice are two mediating mechanisms in the linkage. Furthermore, power distance orientation moderates the effect of ethical leadership on these psychological processes. The theoretical and practical implications of these findings are discussed accordingly.

In effort to extend supervisor organizational embodiment (SOE) research, we integrate social exchange and psychological contract theories to examine and explain how upper-level management impacts SOE. We propose that when upper-level managers demonstrate ethical leadership, middle-level supervisors are likely to reciprocate positively by acting as organizational agents who embody the key attributes of their organizations. Conversely, when upper-level managers demonstrate abusive management, middle-level supervisors are likely to reciprocate negatively by acting as independent agents who reject the key attributes of their organizations. We also position and find support that supervisor psychological contract fulfillment (PCF) mediates the relationships between (1) upper-level managerial ethical leadership and SOE and (2) upper-level abusive management and SOE. Additionally, high levels of supervisor conscientiousness strengthened these relationships. In summary, results from a multi-source field study support our proposed first-stage moderated-mediation model. Implications, limitations, and future research are noted.

The purpose of this study was to understand the dynamics between customers’ own and perceived brand investment, and the impact of such investment on two relational outcomes, i.e., identification and brand identity fusion. Integrating literature on relationship investment with identification scholarship, and drawing on social exchange theory (Emerson, 1976) and social identity theory (Tajfel & Turner, 1985) this study sought to explicate the linkages between brands’ and customers’ relationship investment and identification and brand identity fusion. The results from an online survey (N = 559) revealed that when customers perceive a brand to make economic and social investment into customer-brand relationships, they tend to reciprocate the efforts with similar types of investment. Furthermore, perceived brand social investment and customer extrinsic investment further engender customers’ brand identification and brand identity fusion. The results of this study make several contributions to relationship investment and identification literature, and practical contributions for managers.

Building on a three-dimensional cultural competence model and treating customer–employee exchange as a vital form of social exchange, this study examines how different dimensions of cultural competence of service providers and their social investment impact event attendees' perceived destination experience and behavioral intentions in cross-cultural service encounters. Using data collected during a major sports event in Australia, the study found that cultural awareness and skills significantly influenced event attendees' perceived social investment and destination experience, while the role of cultural knowledge was not significant. Employees' cultural awareness and cultural skills had a stronger influence on perceived social investment among international tourists than they did on domestic tourists, but social investment had a stronger influence on domestic tourists' destination experience and revisit intention than it did on that of international tourists. The study contributes to an enhanced understanding of how cultural competence can shape customers’ destination experience. In addition, it introduced a cultural perspective to the social exchange process, contributing to the broadening and deepening of social exchange theory.

The main purpose of this study is to examine the effect of charismatic leadership on affective organizational commitment of employees in accommodation establishments and to measure the mediating effect of work engagement in this relationship. A questionnaire was conducted to collect data. Questionnaires were conveyed via e-mail, and 481 applicable questionnaires were gathered. Using the AMOS program, the research hypotheses were tested with structural equation modeling (SEM). As a result of the analysis, it was found that the charismatic leadership style of the managers has a positive and significant effect on the affective organizational commitment of employees; and work engagement has a mediating effect on the relationship between charismatic leadership and affective organizational commitment. No study has been found in the literature investigating the mediating effect of work engagement on the relationship between charismatic leadership and affective organizational commitment.

A wealth of research documents the critical role of trust for social exchange and cooperative behavior. The ability to inspire trust in others can often be elusive, and distrust can have adverse interpersonal and ethical consequences. Drawing from the literature on social hierarchy and interpersonal judgments, the current research explores the predictive role of a structural paradox between high power and low status in identifying the actors most likely to be distrusted and monitored for ethical misconduct. Across four studies and an internal meta-analysis, we found that the structural paradox was associated with distrust-related judgments and behaviors. In Study 1, high power-low status actors were judged as less trustworthy. In Studies 2 and 3, high power-low status actors were sent less money in a trust game, an effect fully mediated by feelings of dislike. Study 4 revealed that high power-low status actors were more likely to be monitored for cheating, an effect partially mediated by trust judgments. These findings contribute to business ethics research by identifying the structural paradox of high power-low status as a salient contextual influence impacting observers’ distrust and monitoring dynamics. Implications for reducing observers’ level of distrust of high power-low status actors are discussed.

PurposeAmong a sample of 281 active-duty Canadian police officers, the current study investigated whether perceived organizational support (POS) would predict officers' organizational cynicism, stress and emotional exhaustion three months later. The moderating influence of officer voice on these relationships was also examined.Design/methodology/approachIn collaboration with a large policing organization, online surveys collecting quantitative data and soliciting open-ended comments were administered to officers, with a three-month lag separating survey administrations.FindingsThe results reveal that POS predicted significant variance in each of the investigated outcomes. It was found that voice moderated the association between POS and organizational cynicism, but in a manner that suggests a suboptimal voice climate within the organization. Officers provided open-ended qualitative comments that supported this interpretation.Practical implicationsThe evidence supports that if organizational leaders wish to prevent disadvantageous outcomes such as organizational cynicism, stress, emotional exhaustion and their consequents, then advancing both organizational support and a positive voice climate is recommended.Originality/valueThe results suggest that voice interacts with POS to influence organizational cynicism among police, highlighting the importance of responsiveness to voice for police management, and thus serving as an important bridge between theory and practice.

Purpose Taking the COVID-19 as the background, this study aims to investigate the direct influencing factors regarding knowledge sharing behavior (KSB) on new media platforms and discuss how the characteristics of the users could enhance the KSB through moderation effect, and provide empirical evidences. Design/methodology/approach Based on the social exchange theory and after the text analysis of the data collected from the Tiktok platform in 2020, this paper uses the quantitative method to evaluate the factors influence KSB on short video social platform during the COVID-19 outbreak. Findings KSB on new media platform could be enhanced by richer knowledge content of the video posted and the attribute of the platform users directly. Platform users could affect the trustworthiness of the knowledge shared, thus influence the knowledge sharing. On the early stage of the COVID-19, the richer content of the knowledge released by users could effectively enhance the KSB. On the early stage of the emergency events, the official users could play a significant role on KS. During the mitigation stage of COVID-19, the KSB of the knowledge shared by unofficial users with richer content could be enhanced and the moderation effect is relatively stronger. Originality/value The research extends the social exchange theory to a disaster management context. The authors provide an effective reference for future governments to effectively cope with the epidemic and spread public knowledge in an emergency response context. By analyzing the influence of knowledge content and influencer characteristics, it could help the social media platform to improve content management and optimize resource allocation.

PurposeThis study aims to use a social exchange perspective to investigate the influence of organizational justice on organizational citizenship behavior (OCB).Design/methodology/approachSurvey and interview data were collected from a sample of insurance firm sales representatives in Taiwan. Structural equation modeling was deployed to explore the relationship between organizational justice, trust, supervisor–subordinate guanxi and OCB.FindingsThe findings offer important theoretical, managerial and social implications for life insurers’ human resource managers.Practical implicationsOrganizational justice is a primary influence on OCB, which is connected with the underlying mediating mechanism of trust (trust in supervisor and trust in subordinate) and supervisor–subordinate guanxi (i.e. off-the-job activities).Social implicationsSubordinates can enhance guanxi with their supervisors to create a more harmonious working environment, creating mutual trust. The results suggest that supervisor–subordinate guanxi is based on long-term social exchange. How to balance fairness and efficiency is an import question for decision-makers.Originality/valueThis study’s examination of the role of trust and supervisor–subordinate guanxi in mediating the relationship between organizational justice and OCB expands the organizational behavior literature into a different industry (life insurance) and cultural context (Taiwan).

This article elucidate the concept of fan citizenship behaviour can be influenced by digital fitness influencers and parasocial interactions. This article uses a systematic literature review approach to clarify the concept fan citizenship behaviour by integrating source credibility theory and social exchange theory. The results provide 39 articles extend an overview of digital fitness influencers in holistic, how fitness influencers build relationships in a parasocial and resiprokal. Digital fitness influencers share content through photos, videos and interact with fan through comments or short messages, and fan form imaginary relationships called parasocial relationships. From the relationships, fan gratify their psychological necessity such as pleasurement, cultivate loyalty and commitment to digital fitness influencers., This article elucidate the concept of fan citizenship behaviour can be influenced by digital fitness influencers and parasocial interactions. This article uses a systematic literature review approach to clarify the concept fan citizenship Behaviour by integrating source credibility theory and social exchange theory. The results provide 16 articles extend an overview of digital fitness influencers in holistic, how fitness influencers build relationships in a parasocial and reciprocal. Digital fitness influencers share content through photos, videos and interact with fans through comments or short messages, and fans form imaginary relationships called parasocial relationships. From the relationships, fans gratify their psychological necessity such as pleasurement, cultivate loyalty and commitment to digital fitness influencers.

Most research on organizational citizenship behavior (OCB) has been conducted in industrial or organizational environments. This paper explores the concept of OCB among undergraduate students in Universiti Sains Malaysia. This paper investigates the link between trust, perceived support, and OCB. The findings indicate that students with high-quality social exchange relationships with their lecturers, classmates, and university are more likely to develop OCB. This indicates that trust and perceived support lead to OCB among undergraduate students. This study provides important insight to university management and academic staff about how trust and perceived support can boost their students’ OCB. The survey was carried out through Google Form. These data were analyzed using SPSS.

The practice of money politics is still a concern in the development of democratization in Indonesia, especially in the province of Banten. This study aims to examine the phenomenon of the mode of practice of money politics in the simultaneous regional elections of 2018 - 2020 in Banten Province. The theory used is the theory of social exchange (social exchange theory). The research method is a qualitative approach, where data collection is through observation, interviews and documentation. The results of the study found that the impetus for the practice of money politics in the 2018 - 2020 simultaneous regional elections in Banten Province, was triggered by the low economic capacity of the community, so that with rational behavior, the pros and cons, citizens as voters consider that the practice of money politics is considered a normal thing which is a natural thing in society. every election contestation, with the conditions of society that require economic sufficiency. Thus, there is little sense of rejection of the practice of money politics by citizens as voters, who are pressured by increasingly difficult and deteriorating economic conditions.

Generalized reciprocity and negative reciprocity have been demonstrated to influence employees' psychological states and outcomes differently. Drawing upon social exchange theory and emotion regulation theory, we develop a model that specifies whether and how generalized reciprocity and negative reciprocity influence employees' task performance. A cross-sectional survey study (N = 584) reveals that generalized reciprocity is positively related to task performance, whereas negative reciprocity is adversely related to task performance, and both of these relationships are mediated by social exchange. Interestingly, the findings also indicate that emotional labor moderates the associations between generalized reciprocity and social exchange and between negative reciprocity and social exchange. Specifically, individuals with high deep acting or low surface acting can experience higher social exchange after perceiving generalized reciprocity, whereas individuals with high surface acting or low deep acting can experience lower social exchange after perceiving negative reciprocity. These results provide significant implications for academic research and managerial practice.

PurposeThis study's main objective is to investigate the influence of flexible working arrangements (FWAs) on employee job performance. In addition, this research studies the mediating role of supervisor's support on the relationship between FWAs and job performance.Design/methodology/approachTo test the hypothesised model, cross-sectional data were collected from 214 employees working in 46 service firms in India. The data were analysed by structural equation modelling.FindingsThe supervisor's support mediated the relationship between FWAs and job performance. The study’s results show that role of supervisors shapes the collective social exchange relationship between the organisation and employees. These findings highlight the importance of shared experiences, values and norms, which reciprocate with change-supportive behaviours and abilities. Moreover, supervisors’ support transmits signals through which employees feel more valued and eventually affect their job performance.Research limitations/implicationsThe research is confined to India's service industries settings only.Practical implicationsService firm management recommended implementing FWAs with appropriate organisation level planning, which directly benefits employees' well-being, improves work–life balance, reduces the rate of employee turnover and leads to increased employee productivity.Originality/valueThe study's result is that supervisor's support has a significant influence on employee uptake of FWAs, and understanding how the service firm's context shapes supervisors’ support is critical to improving FWAs implementation.

Since the onset of the Corona pandemic in early 2020, teaching and learning at universities has changed profoundly due to the measures aimed at contact reduction. The present study aims to evaluate online teaching in political science from a students’ perspective. Based on a quantitative online survey, an evaluation of sub-facets of online teaching compared with classroom teaching has been measured.Moreover, three impact factors on the global evaluation level have been identified and tested. Study constraints are supposed to influence online teaching evaluation negatively. Dialogue with lecturers as well as social exchange with fellow students are assumed to have a favourable effect. A mediating role of academic exhaustion is hypothesised to explain the effect of these factors on teaching evaluations both for online lectures and online seminars.Our data support the assumed negative effect of study constraints on teaching evaluation and a positive effect of social exchange. Dialogue with lecturers has no significant impact. While the relationship between study constraints and evaluation is fully mediated, the impact of social exchange is partly mediated by academic exhaustion. These interrelationships are evident for both online lectures and online seminars. Practical implications for future teaching in political science are discussed.

PurposeThe purpose of this study is to understand the structure and dynamics of minority equity sponsorship agreements and the motivations for organizations to go beyond traditional sponsorships by acquiring minority equity in the sponsored organization.Design/methodology/approachThis paper adopts a qualitative methodology and presents interview data from key actors involved in minority equity sponsorship agreements.FindingsThe findings of the paper include major characteristics of minority equity sponsorship agreements including the motivations, dynamics and resources exchanged by sponsoring firms and clubs in these relationships, based on the experiences of key actors from firms, clubs and other key stakeholders, and a conceptual model for forming and maintaining these relationships.Practical implicationsSponsorships are increasingly evolving into minority equity sponsorship agreements, particularly in the European market. The findings of this study assist sponsoring firms and the executives of clubs in better understanding the dynamics and stakeholder-related consequences of these relations.Originality/valueThe findings of this paper illustrate the differences between minority equity sponsorship agreements and both traditional sponsorships and minority equity alliances. The findings also identify major characteristics of these relationships and the interdependencies among these characteristics.

The trend toward personalized offers in online marketing requires buyers to disclose personal data. Buyers express low willingness to do this while buying online, though many are involved in social networking where sharing personal facts is routine. This study approaches this from the position of Social Exchange Theory (SET), positioning social networking and online buying as the two types of social exchange. They are influenced by trust and distrust, also considering perceptions about legal regulations of privacy and control. Based on a survey of 480 respondents, a structural equation modeling disclosed the impact of involvement in social media on the willingness of consumers to disclose personal data in online purchasing. The interaction was predicted by trust and distrust, with mediation of perceptions about the effectiveness of legal regulations. The study contributes to literature linking social networking and online purchasing in terms of data disclosure and suggesting SET for similar studies.

PurposeThe effect of empowering leadership on knowledge sharing is well defined, but factors that stimulate employees for knowledge sharing are still limited. Therefore, this study aims to address to what extent empowering leadership is desirable to create a trustful and fair environment that is conducive for an employee’s knowledge sharing.Design/methodology/approachThrough integration of social exchange, equity and uncertainty management theories develop a moderating mediating model that links empowering leadership to knowledge sharing. Three-wave data collection from the sample of 375 managers–subordinates’ dyads was done in Pakistan textile industries.FindingsHierarchal regression analysis and bootstrapping method were applied to test the hypotheses. The results indicate that affective trust partially mediates the relationship between empowering leadership and knowledge sharing. More especially, the findings demonstrate that the relationship between empowering leadership and knowledge sharing becomes strong with high level of distributive and procedural justices.Practical implicationsThis research study uses empowering leadership as a proposed motivational pathway for stimulating employee’s knowledge sharing through development of affective trust and buffering effect of distributive and procedural justices.Originality/valueMost of previous research in knowledge sharing just cynosure organizational-level elements like leadership and organizational justices but deteriorate individual factors like trust. Therefore, this study will combine both organizational- and individual-level factors for urging employees for knowledge sharing.

PurposeThis study investigates why and when undermined employees exhibit deviant behavior toward coworkers. Drawing upon social exchange theory, coworker undermining reduces employee organization-based self-esteem (OBSE), which in turn, fosters employee negative reciprocal behavior in the form of interpersonal deviance. In addition, this study examines the moderating role of relational-interdependent self-construal (RISC) in affecting the indirect effect.Design/methodology/approachData were collected from a two-wave survey. Participants were 316 employees of a service company in western China. Ordinary least squares regressions were used to test the hypothesized relationships.FindingsCoworker undermining is positively related to employee interpersonal deviance, mediated by decreased employee OBSE. In addition, this indirect relationship is more salient for employees with a higher than lower RISC.Originality/valueThis study suggests that employee OBSE serves as an explanation for why coworker undermining leads to employees’ antagonistic consequences. Furthermore, this study highlights the boundary-condition role of RISC in the influence process.

PurposeThis study investigated the influence of residents' perceived benefits and costs of hosting an international sporting event (i.e. 2019 Military World Games) on their attitudes and support toward the event.Design/methodology/approachUsing social exchange theory, this study developed a model taking into consideration both benefits and costs in respondents' evaluations of hosting an event, which further influenced their attitude and support. A structural equation model was used to test the developed model with 461 responses from the 2019 Military World Games.FindingsThe results showed that the model has an acceptable fit to the data and supported all three hypotheses: Hypothesis 1 (Individuals' perceived benefits of hosting an event will positively influence their attitude toward the event), Hypothesis 2 (Individuals' perceived costs of hosting an event will negatively influence their attitude toward the event) and Hypothesis 3 (Individuals' attitude toward an event will influence their support for the event).Originality/valueThe developed model intended to provide a more comprehensive picture of individuals' evaluation of hosting an international sporting event by including both benefits and costs of hosting the event. As the support of residents becomes more important in successfully hosting an event, this model helps to understand what factors influence residents' support.

Purpose: The current study sought to establish the influence of organization restructuring on performance of selected media firms in Kenya. The study specifically sought to establish the influence of cost restructuring, governance reformation, downsizing and processes centralization on performance of selected media firms in Kenya. Methodology: The theories that guided the study includes Transaction Cost Theory, Agency Theory, Social Exchange Theory and Planned Change Theory. The study adopted a descriptive research design. The target population of the study comprised of three media firms in Kenya (Nation Media Group, Royal Media Services and Standard Group Limited). A total of 340 employees in the managerial positions of the selected media firms were targeted in the study. The study adopted Yamane (1967) sampling formula in acquiring a sample of 183 respondents. The study used quantitative data that was collected from respondents using 5 point Likert scales questionnaire with closed ended questions. A pilot test was conducted prior data collection to assess the reliability and validity of the questionnaires. Data was analyzed using SPSS. Both descriptive and inferential statistics were used. The study findings were presented in form of tables and figures for easier interpretation. Findings: The study established that Cost Restructuring, Governance Reformation and Downsizing positively and significantly influences performances of media firms and that increase in one indicator increases the levels of performances. Process Centralization was found to positively influence performance levels of media firms but to insignificant levels. Unique Contribution to Theory Practice and Policy: The study provided recommendations to the media firms to enhance their cost restructuring practices since the practice bears positive influence on performance, to capitalize on reforming their respective governance since the practice bears positive influence on performance, to enhance downsizing activity since the practice bears positive influence on performance and to partly focus on enhancing centralization processes since the practice bears positive but insignificant influence on performance.

The paper examines relational capital in form of trust and connectedness as key attributes of social interactions among social actors involved in adaptive governance processes. The research is a lo...

PurposeThis paper aims to examine how the quality of work-life (QWL) factors influence job satisfaction and tests if organization type moderates this relationship.Design/methodology/approachThe study adopts a quantitative cross-sectional research design using survey administration among resident doctors used in the Indian health-care sector. Drawing on the person-environment fit theory, leader-member exchange theory and action learning theory, the authors discuss the results.FindingsResults depicted that in addition to the direct relationship between QWL and job satisfaction, this association is moderated by organization type.Practical implicationsThe study provides critical information for health-care managers to prioritize three QWL attributes, namely, meaningful development, supervision, working conditions to enhance job satisfaction among resident doctors.Originality/valueThe study contributes to the limited empirical scholarly research adding a deeper understanding of pertinent factors influencing resident doctor’s QWL-job satisfaction relationship.

This article discusses the problem of the impact of distance learning on the motivation to learn in students studying arts. Learning arts such as music, dance, and fine arts via distance learning is proving to be a real challenge for students and teachers. The aim of the present study is to determine how distance learning affects the learning motivation of students studying art at the university. Method: a questionnaire for measuring academic motivation and a modified scale for measuring students' engagement in online learning, and a survey. Sample: 109 students from first to fourth-year in university, studying specialties related to music, fine arts and dance Results: The results showed that distance learning did not prove to be a major obstacle in establishing the learning material, but students who are internally motivated to learn prefer traditional learning. The main difficulties in distance learning turned out to be technical - the use of too many and different learning platforms, lack of a good internet connection, organizational - time management difficulties, easy distraction and psychological factors such – overwhelming written information, the high demands of the teachers, and a lack of social exchange. Correlation analysis found that students who prefer traditional education have a high intrinsic motivation to study art-related disciplines. ANOVA did not establish statistically significant differences in the factors, course and specialty.

Employee engagement on social media presents challenges and opportunities for managers as there is limited control over what individual employees post on social media platforms. This research uncov...