Work and Eldercare: Reciprocity Between Older Mothers and Their Employed Daughters

2002 ◽  
Vol 21 (2) ◽  
pp. 229-241 ◽  
Author(s):  
Janice M. Keefe ◽  
Pamela J. Fancey
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Life Course Perspective ◽  
Care Recipient ◽  
Negative Consequences ◽  
Mothers And Daughters ◽  
Older Mothers ◽  
Care Recipients ◽  
The Impact ◽  
The Relationship

ABSTRACTThis research broadens the understanding of the relationship between paid work and caregiving by including the contribution of the older “care recipient”. Using selected aspects of social exchange theory and a life course perspective, the importance of giving and receiving for caregivers and care recipients is explored through analyses of focus groups with employed women and interviews with their older mothers. The mothers and daughters focus on the time when they are most indebted to each other. The daughter's employment affects the type and value of contributions from care recipients. The mother's past assistance with housework and caring for children is greatly valued by the daughters. For care recipients, however, being reliant on a busy employee for their care has negative consequences. The mothers emphasize the current situation and under-estimate their past helping. Further research should consider the care recipient's perspective to obtain a broader understanding of the impact of the caregiver's employment in caregiving relationships.

“Too much of a good thing?”: exploring the dark side of empowering leadership by linking it with unethical pro-organizational behavior

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xue Zhang ◽  
Guyang Tian ◽  
Chao Ma ◽  
Yezhuang Tian ◽  
Zhongqiu Li ◽  
...  
Keyword(s):  
Organizational Behavior ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Survey Study ◽  
Dark Side ◽  
Empowering Leadership ◽  
Content Type ◽  
Indirect Relationship ◽  
The Impact ◽  
The Relationship

PurposeGrounded in social exchange theory (SET), the purpose of this paper is to examine the relationship between empowering leadership and unethical pro-organizational behavior (UPB), as mediated by duty orientation (including duty to members, duty to mission and duty to codes). Further, this study proposes that perceived leader expediency moderates indirectly between empowering leadership and UPB.Design/methodology/approachThis paper tests this social exchange model across a survey study using time-lagged data collections from 215 employees of a service company in China.FindingsThe results show that duty orientation mediates the relationship between empowering leadership and UPB. In addition, perceived leader expediency moderates the indirect relationship between empowering leadership and UPB through duty orientation (i.e. duty to members and duty to missions).Originality/valueThis research aids in understanding the impact of empowering leadership on follower outcomes by investigating the dark side of empowering leadership and examining the relationships between empowering leadership, duty orientation and UPB. The present study also challenges the notion that the phrase “the greater the empowerment, the better the outcomes” suggests that organizations should offer a conditional approach to the empowerment of followers by their leaders.

scholarly journals The Role of Perceived Stress as a Moderator on the Relationship between Organizational Trust and Work Engagement in Palestinian Ministries: An Empirical Approach

2021 ◽  
Vol 11 (2) ◽  
pp. 1
Author(s):  
Tariq T. Jarrar ◽  
Hazril Izwar Ibrahim
Keyword(s):  
Social Exchange ◽  
Perceived Stress ◽  
Work Engagement ◽  
Social Exchange Theory ◽  
Organizational Trust ◽  
Positive Outcome ◽  
Primary Data ◽  
The Impact ◽  
The Relationship

The purpose of this paper is to employ Social Exchange Theory to examine the relationship between organizational trust and work engagement and the role of perceived stress as a moderator in Palestinian ministries. For this purpose, the study utilizes a sample of 178 respondents of executive-level employees in which primary data collection is conducted using survey instrument and PLS-SEM for data analysis. The study proposes that perceived stress moderates the impact of organizational trust on vigor, dedication and absorption, and that perceived stress plays an important role in moderating the relationship between organizational trust and employees' work engagement. The study concludes that implementation of organizational trust is important in Palestinian ministries to support employees’ engagement and to create positive outcome in the workplace.

When and how abusive supervision leads to knowledge hiding behaviors

2018 ◽  
Vol 39 (6) ◽  
pp. 794-806 ◽  
Author(s):  
Maria Khalid ◽  
Sajid Bashir ◽  
Abdul Karim Khan ◽  
Nida Abbas
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Abusive Supervision ◽  
Time Lags ◽  
Interpersonal Justice ◽  
Content Type ◽  
Values And Beliefs ◽  
Knowledge Hiding ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to examine the association between abusive supervision and knowledge hiding behaviors. The authors further investigate how abusive supervision is linked with knowledge hiding behaviors, and why some subordinates, unlike others, tend to engage in more knowledge hiding behaviors in response to abusive supervision. The authors propose that interpersonal justice mediates the relationship between abusive supervision and knowledge hiding behaviors, and that Islamic work ethics (IWE) weaken the hypothesized relationship between abusive supervision and knowledge hiding behaviors. Design/methodology/approach The data were gathered in three time lags from 224 respondents working in the hospitality industry of Pakistan. Findings The results reveal that the abusive supervision is positively associated with a knowledge hiding behaviors. This relationship is mediated by perceptions of interpersonal justice, but the IWE moderated this relationship such that in the presence of high levels of IWE, the impact of abusive supervision on knowledge hiding behaviors is weak. Practical implications Employees’ values and beliefs can serve as a safeguard against reactions to abusive supervision. The impact of abusive supervision on employees’ behaviors may be minimized by building their ethical values around Islamic principles. Originality/value To the best of the knowledge, this is the first study to examine the relationship between abusive supervision and knowledge hiding behaviors. The authors integrate displaced aggression and social exchange theory with the IWE literature to offer new insights in-to the mechanisms and boundary conditions associated with the relationship between abusive supervision and knowledge hiding behaviors.

scholarly journals How to Make a Sustainable Manufacturing Process: A High-Commitment HRM System

2019 ◽  
Vol 11 (8) ◽  
pp. 2309 ◽  
Author(s):  
Jihye Park ◽  
Dawoon Jung ◽  
Pyoungsoo Lee
Keyword(s):  
Social Exchange ◽  
Process Improvement ◽  
Social Exchange Theory ◽  
Process Management ◽  
Empirical Investigation ◽  
Sustainable Manufacturing ◽  
Manufacturing Flexibility ◽  
Manufacturing Enterprises ◽  
The Impact ◽  
The Relationship

The primary purpose of this study is to investigate the relationship between high-commitment human resource management (HCHRM) practices and process improvement activities (i.e., manufacturing flexibility) by utilizing the theory of social exchange. We conducted an empirical study to discover the links between social exchange theory and process management from an HRM perspective. For the empirical investigation, we used data from 601 manufacturing enterprises provided by the Ministry of Trade, Industry, and Energy in South Korea. The research is conducted based on employees’ capabilities for process management as a mediator in the analysis of the impact of the HCHRM system on manufacturing flexibility (i.e., internally-driven and externally-driven flexibility). The results of the study show that the HCHRM system ultimately explains manufacturing flexibility through enhancement of employees’ capabilities.

scholarly journals Care Recipient Diagnosis Moderates the Relationship Between Caregiver Worry and Vigilance

2021 ◽  
Vol 5 (Supplement_1) ◽  
pp. 971-971
Author(s):  
Katherine Craig ◽  
Shirit Kamil-Rosenberg ◽  
J Kaci Fairchild
Keyword(s):  
Care Recipient ◽  
Similar Relationship ◽  
Care Recipients ◽  
Penn State Worry Questionnaire ◽  
People With Dementia ◽  
Penn State ◽  
State Worry ◽  
The Impact ◽  
The Relationship ◽  
Linear Regressions

Abstract Family members of persons diagnosed with dementia or a traumatic brain injury (TBI) are often relied upon to provide daily support to their care recipients. However, research on the differing experiences of caregivers based on care recipient diagnosis is limited. The aim of this study was to examine the impact of worry and feelings of vigilance among caregivers of people with cognitive impairment due to either TBI or dementia. This sample included 61 caregivers (88.5% female, mean age 57.3±15.5) of persons with either a TBI (n = 32) or dementia (n = 29). Worry was assessed with the Penn State Worry Questionnaire and Vigilance was assessed with the Caregiver Vigilance Scale. Linear regressions revealed that after controlling for age, care recipient diagnosis moderated the relationship between worry and caregiver vigilance. Specifically, worry was significantly associated with caregiver vigilance in those caring for someone with dementia; however, a similar relationship was not seen in those caring for someone with a TBI. This suggests caregivers of people with TBIs have a different experience of worry and vigilance than caregivers of people with dementia. These findings demonstrate the need for more research on the unique needs of caregivers of people with TBIs. Additionally, this research suggests interventions targeting worry may be particularly effective in supporting caregivers of people with TBIs.

scholarly journals Vietnamese Families' Strength and Resilience and Healthcare Professionals’ Role During the Pandemic

2021 ◽  
Vol 5 (Supplement_1) ◽  
pp. 358-359
Author(s):  
Christina Miyawaki ◽  
Minhui Liu ◽  
Kyriakos Markides
Keyword(s):  
Social Exchange ◽  
Low Socioeconomic Status ◽  
Life Stress ◽  
Social Exchange Theory ◽  
Healthcare Professionals ◽  
Care Recipient ◽  
Logistic Regression Models ◽  
Care Recipients ◽  
Positive Caregiving ◽  
The U.S

Abstract Traumatic escape from Vietnam in 1975 brought 1.3 million Vietnamese refugees to the U.S. Today, Vietnamese are the largest Asian subethnic group in Houston, Texas (81,000+), making Houston the 3rd largest Vietnamese-populated city in the U.S. Despite these numbers, health research on Vietnamese population is limited. To address this gap, we developed the Vietnamese Aging and Care Survey and collected data on Vietnamese older adults (≥65 years) and their caregivers (N=199). The purpose of this study was to examine the association between caregivers’ caregiving characteristics and care recipients’ mental health (N=58 dyads). Descriptive statistics and logistic regression models were used. Caregivers were on average 53 years-old, Vietnam-born (97%), and working (66%). The majority (84%) lived with their care recipients and provided care for 20+ hours/week (69%) in good/excellent health (76%). Care recipients were on average 75 years-old, Vietnam-born (100%) in fair/poor health (81%). Regression results showed stressed caregivers with more-depressed care recipients (OR=1.47, 95%CI:1.02, 2.13) but positive caregiving experiences (OR=0.85, 95%CI:0.74, 0.97) and burdened caregivers (OR=0.79, 95%CI:0.65, 0.96) with less-depressed care recipients. We found the association between stressed caregivers and depressed care recipients (Life Stress Paradigm), but care recipients becoming a “helpful company” reduces caregiver burden and care recipients’ depression (Social Exchange Theory). Vietnamese families live in multigenerational households within ethnic enclaves and remain a tightly-knit family unit showing resilience to their low socioeconomic status (≤25K, 91%). Leveraging a family as their strength, healthcare professionals should take a caregiver-care recipient dyad approach when planning COVID-19 pandemic interventions in Vietnamese communities.

scholarly journals Connection between Relationship Quality and Megaproject Success: Moderating Role of Contractual Functions

2019 ◽  
Vol 2019 ◽  
pp. 1-13 ◽  
Author(s):  
Dedong Wang ◽  
Yongqiang Lu ◽  
Shaoze Fang
Keyword(s):  
Relationship Quality ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Project Success ◽  
Control Function ◽  
Negative Influence ◽  
Relational Governance ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

Relational governance is critical to project success. The present study on relational governance fails to elaborate on the relation between relationship quality and project success. In line with social exchange theory, this paper presents an empirical research of Chinese megaprojects to explore the effect of social exchange factors on relationship quality. Particularly, this research investigated how mianzi (face) as a factor variable affects relationship quality in megaprojects. This work also divided contract functions into control, coordination, and adaptation to investigate the impact of these functions on the relationship between social exchange factors and mianzi (face) with relationship quality. Results corroborate the following points: (1) relationship quality has a significant effect on project success; (2) relationship quality is also significantly influenced by trust, reciprocity, commitment, and mianzi; and (3) regarding the moderating effects of contractual functions, the contractual control function has a positive influence on the relationship between trust, commitment, and relationship quality and has a negative influence on the relationship between mianzi and relationship quality. However, contractual control has no apparent effect on the relationship between reciprocity and relationship quality. The contractual coordination function has a positive effect on the relationship between trust, commitment, and relationship quality. The contractual adaptation function has a significant positive effect on the relationship between trust and relationship quality. These findings provide new insights into relationship governance, and suggestions for contractual function design are provided.

EXAMINING THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE, JOB SATISFACTION AND THE INNOVATIVE BEHAVIOUR OF NURSING EMPLOYEES

2014 ◽  
Vol 18 (01) ◽  
pp. 1450004 ◽  
Author(s):  
MATTHEW J. XERRI
Keyword(s):  
Job Satisfaction ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Interactional Justice ◽  
Organisational Justice ◽  
Innovative Behaviour ◽  
The Individual ◽  
Organisational Factors ◽  
The Impact ◽  
The Relationship

This research examines the impact of three organisational factors on the innovative behaviour of nurses. Social exchange theory is used as a framework to develop an understanding about a path from organisational justice, to the job satisfaction and innovative behaviour of nursing employees. This study uses a quantitative approach, surveying 210 nurses. The findings confirm that the procedural justice and job satisfaction of nursing employees are positively and significantly related to their innovative behaviour. In addition, the findings also outline that interactional justice directly effects job satisfaction and indirectly effects innovative behaviour through job satisfaction. This research adds to the current body of literature by providing insight into the impact of organisational justice and job satisfaction on the individual innovativeness of nurses. This research, therefore, provides implications for management who are aiming to develop positive perceptions amongst nursing employees, improve job satisfaction and in-turn foster innovative behaviour in the workplace.

scholarly journals When and How Does Sustainable HRM Improve Customer Orientation of Frontline Employees? Satisfaction, Empowerment, and Communication

2021 ◽  
Vol 13 (7) ◽  
pp. 3693
Author(s):  
Youngsam Cho ◽  
Yongduk Choi
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Customer Orientation ◽  
Frontline Employees ◽  
Hrm Practices ◽  
Employees Satisfaction ◽  
Organizational Empowerment ◽  
Research Findings ◽  
Comprehensive Framework ◽  
The Relationship

This study investigated the relationship between sustainable human resource management (HRM) practices, employee satisfaction, and customer orientation of frontline employees (FLEs) in the hotel industry from the perspective of internal marketing. Specifically, the study focused on three facets of sustainable HRM practices (i.e., training, reward, and benefit) as well as organizational empowerment and communication as FLE-supportive contexts. Although some studies have examined the relationship between HRM practices and customer orientation, they overlooked the importance of service context in facilitating FLE customer orientation. Thus, this study developed a comprehensive framework based on social exchange theory and self-determination theory. The results show that all three facets of the sustainable HRM practices were positively related to FLEs’ satisfaction. FLEs’ satisfaction was also positively related to their customer orientation. Furthermore, both organizational empowerment and communication moderated the relationship between FLEs’ satisfaction and customer orientation, which showed a positive relationship only when FLEs perceived high organizational empowerment or communication. The research findings provide beneficial theoretical and practical implications.

Team Networks and Team Identification: The Role of Leader-Member Exchange

2013 ◽  
Vol 41 (7) ◽  
pp. 1115-1123 ◽  
Author(s):  
KeXin Guan ◽  
ZhengXue Luo ◽  
JiaXi Peng ◽  
Zhen Wang ◽  
HaiTing Sun ◽  
...  
Keyword(s):  
Social Exchange ◽  
Social Identity Theory ◽  
Social Exchange Theory ◽  
Team Identification ◽  
Leader Member Exchange ◽  
Exchange Relationships ◽  
Member Exchange ◽  
The Mean ◽  
The Relationship

We examined the relationship among team networks, leader-member exchange (LMX), and team identification in the workplace. Social network theory, social exchange theory, and social identity theory served as references for our theoretical propositions and analyses. We collected data from a sample of 223 teams of military personnel, serving in the artillery in West China. We found that the team networks had a significant effect on team identification. Further, the variance and the mean for LMX in teams interacted in influencing team identification (β =-.893, p < .01). Our findings indicated that creating productive networks in teams would be useful to enhance team identification, the effect of which may be carried on through to building exchange relationships between leader and follower.

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