A social exchange theory framework for understanding the job characteristics–job outcomes relationship: the mediating role of psychological contract fulfillment

2015 ◽  
Vol 27 (11) ◽  
pp. 1217-1236 ◽  
Author(s):  
Thomas A. Birtch ◽  
Flora F.T. Chiang ◽  
Emmy Van Esch
Keyword(s):  
Social Exchange ◽  
Psychological Contract ◽  
Social Exchange Theory ◽  
Job Characteristics ◽  
Exchange Theory ◽  
Job Outcomes ◽  
Mediating Role ◽  
Psychological Contract Fulfillment ◽  
Theory Framework

Am I treated better than my co-worker? A moderated mediation analysis of psychological contract fulfillment, organizational identification, and voice

2018 ◽  
Vol 47 (5) ◽  
pp. 1133-1151 ◽  
Author(s):  
Ghulam Ali Arain ◽  
Sehrish Bukhari ◽  
Imran Hameed ◽  
Delphine M. Lacaze ◽  
Zahara Bukhari
Keyword(s):  
Social Exchange ◽  
Psychological Contract ◽  
Organizational Identification ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Content Type ◽  
The Social ◽  
Psychological Contract Fulfillment ◽  
Group Value Model ◽  
Value Model

Purpose The purpose of this paper is to examine the direct and conditional indirect effects of employees’ perception of psychological contract fulfillment on their positive voice, i.e., promotive voice and prohibitive voice, through the integrated framework of the social exchange theory and the group value model. Design/methodology/approach Using a two-source data collection from the employee and supervisor, cross-sectional data were collected from 234 participants working in one of the leading non-profit organizations in Pakistan. After initial data screening, a confirmatory factor analysis was conducted to test for the factorial validity of the employed measures with AMOS. The hypothesized relationships were tested in regression analysis with Statistical Package for the Social Sciences. Findings The results of this study supported the integration of the social exchange theory with the group value model in explaining the direct and indirect positive effects of employees’ perception of psychological contract fulfillment on their promotive and prohibitive voices through the mediation of organizational identification (OID). Furthermore, it was also recorded that the indirect effect was conditional on the employees’ perception of the relative psychological contract fulfillment which significantly moderated the direct relationship between psychological contract fulfillment and OID. However, no such effect was recorded for the moderating effect of power distance orientation between OID and the both voices. Originality/value In addressing the recently published research calls, this study broadens the horizon of existing research on psychological contract and employee positive voice by investigating the mediating and the moderating factors that influence this relationship.

The Effect of Value Congruence Between Founder and Successor on Successor’s Willingness: The Mediating Role of the Founder–Successor Relationship

2019 ◽  
Vol 32 (3) ◽  
pp. 259-276 ◽  
Author(s):  
Jean S. K. Lee ◽  
Guozhen Zhao ◽  
Feifei Lu
Keyword(s):  
Relationship Quality ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Polynomial Regression ◽  
Value Congruence ◽  
Exchange Theory ◽  
Mediating Role ◽  
The Relationship ◽  
Is Value

Drawing from social exchange theory, this article explores the founder–successor relationship quality as a mediated pathway in examining the effects of founder–successor value congruence on successor’s willingness to take over the business. Based on survey data from 102 founder–successor dyads, polynomial regression analysis shows that when both a founder and a successor have high value congruence in family prosperity, the relationship quality will be enhanced, which leads to higher successor’s willingness. When there is value incongruence between a founder and a successor, the successor’s family prosperity value has a more important impact on the founder–successor relationship and successor’s willingness.

Transformational Leadership and Employees' Feedback Seeking: The Mediating Role of Trust In Leader

2016 ◽  
Vol 44 (7) ◽  
pp. 1201-1208 ◽  
Author(s):  
Bin Wang ◽  
Jing Qian ◽  
Ruili Ou ◽  
Chuying Huang ◽  
Bei Xu ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
High Technology ◽  
Exchange Theory ◽  
Feedback Seeking ◽  
Mediating Role ◽  
Practical Implications ◽  
Trust In Leader

Drawing on social exchange theory, we examined the role of transformational leadership in promoting employees' feedback seeking within the dynamics of leader–follower relationships. We used data from a survey of 205 supervisor–subordinate dyads in a high-technology communications company in China. Results showed that transformational leadership was positively related to employees' feedback seeking. In addition, trust in leader mediated this relationship. Theoretical and practical implications for leadership are discussed.

scholarly journals The mediating role of boreout in the effects of mobbing on service innovation performance

2020 ◽  
Vol 14 (2) ◽  
pp. 203-213
Author(s):  
Fahri Özsungur
Keyword(s):  
Social Exchange ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Service Innovation ◽  
Innovation Performance ◽  
Equation Modeling ◽  
Manufacturing Companies ◽  
Content Type ◽  
Mediating Role

Purpose The purpose of this paper is to examine the association between mobbing and service innovation performance. In this context, the mediating role of boreout, a new concept in the literature, was examined. Design/methodology/approach This study was conducted with 240 participants recruited in manufacturing companies affiliated with Adana Chamber of Industry in the province of Adana Turkey in November 2019. The research was analyzed by the structural equation modeling method with the social exchange theory basis. Findings Findings revealed that boreout and mobbing were negatively associated with service innovation performance. Mobbing was positively associated with boreout and job boredom. According to the finding of this study, boreout partially mediated the effect of the mobbing on service innovation performance. Originality/value This study reveals the association among mobbing, boreout and service innovation performances of employees of companies operating in manufacturing sector. The findings of this study provide important practical knowledge to businesses and academics regarding the field of management, entrepreneurship and innovation.

Linking supervisor developmental feedback to in-role performance: The role of job control and perceived rapport with supervisors

2020 ◽  
pp. 1-16
Author(s):  
Zhenduo Zhang ◽  
Li Zhang ◽  
Honglei Wang ◽  
Junwei Zheng
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Linear Regression Analysis ◽  
Underlying Mechanism ◽  
Job Control ◽  
Role Performance ◽  
Mediating Role ◽  
Developmental Feedback ◽  
Positive Effect

Abstract This paper investigates the underlying mechanism and boundary condition of the relationship between day-level supervisor developmental feedback (SDF) and day-level in-role performance (IRP) based on the framework of social exchange theory. The current study collects 290 matched surveys nested in 58 Chinese employees for five consecutive days, employing experience sampling method. Using hierarchical linear regression analysis, this paper examines the mediating role of perceived rapport with supervisors (PRS) and the moderating role of job control. Results show SDF has a positive effect on PRS and consequently enhances employee IRP. This indirect effect is moderated by employee job control. When job control is high, SDF helps supervisors develop a high-quality rapport with employees and is conducive to employees improving their IRP. However, when job control is low, the positive effect of SDF on IRP through PRS is not significant.

Experiencing workplace ostracism with loss of engagement

2020 ◽  
Vol 35 (7/8) ◽  
pp. 617-630
Author(s):  
Xiaofeng Xu ◽  
Ho Kwong Kwan ◽  
Miaomiao Li
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Negative Relationship ◽  
Job Engagement ◽  
Cultural Perspective ◽  
Content Type ◽  
Mediating Role ◽  
Workplace Ostracism ◽  
The Relationship

PurposeDrawing on social exchange theory and a cultural perspective, this study examines the relationship between workplace ostracism and job engagement by focusing on the mediating role of felt obligation and the moderating role of collectivism.Design/methodology/approachA two-wave survey was conducted over four months in a private service business in China. The participants comprised 108 Chinese employees.FindingsThe results indicate that workplace ostracism has a negative relationship with job engagement through a reduced sense of felt obligation. Collectivism strengthens the main effect of workplace ostracism on felt obligation and its indirect effect on job engagement via felt obligation.Research limitations/implicationsThis study contributes to understanding of the internal mechanism of the workplace ostracism–job engagement model by identifying the mediating role of felt obligation. It also emphasizes that collectivist cultures can enhance the effects of workplace ostracism. However, the generalizability of our findings may be limited due to this cultural factor.Practical implicationsOur findings show that workplace ostracism plays a significant role in reducing job engagement. Therefore, it is essential to reduce the incidence of ostracism in the workplace.Originality/valueBy addressing the previously unexplored mechanism that mediates the relationship between workplace ostracism and job engagement, this study provides new directions for research on workplace ostracism and job engagement.

Understanding Attrition in Female Competitive Gymnastics: Applying Social Exchange Theory

1990 ◽  
Vol 7 (2) ◽  
pp. 154-171 ◽  
Author(s):  
David P. Johns ◽  
Koenraad J. Lindner ◽  
Karen Wolko
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Leisure Activities ◽  
Exchange Theory ◽  
Sociological Analysis ◽  
Positive Perception ◽  
Theoretical Concepts ◽  
Semistructured Interviews ◽  
Frequent Reason

Two components of Gould’s (1987) model for attrition in youth sport appear to lend themselves to sociological analysis and were adopted as theoretical concepts of social exchange theory (Homans, 1961). The constructs were tested and the role of injury was assessed through a questionnaire completed by 76 former female competitive club gymnasts and through semistructured interviews with 10 of these dropouts. Three major findings resulted, with only partial support for the model. The former gymnasts appeared to have a positive perception of their competence as athletes and indicated that the withdrawal had provided them with the desired time for the pursuit of other leisure activities such as hobbies, being with friends and, for the older dropouts, shopping. Injury, even though it was the second most frequent reason for withdrawal, was not seen as a primary cause. The subsumation of achievement and competence as components of social exchange theory provided a plausible framework for the interpretation of the data which demonstrated that the attraction of alternative status cultures was the strongest factor underlying withdrawal.

scholarly journals Effect of Gig Workers’ Psychological Contract Fulfillment on Their Task Performance in a Sharing Economy—A Perspective from the Mediation of Organizational Identification and the Moderation of Length of Service

2020 ◽  
Vol 17 (7) ◽  
pp. 2208
Author(s):  
Wenlong Liu ◽  
Changqing He ◽  
Yi Jiang ◽  
Rongrong Ji ◽  
Xuesong Zhai
Keyword(s):  
Task Performance ◽  
Social Exchange ◽  
Psychological Contract ◽  
Organizational Identification ◽  
Work Performance ◽  
Social Exchange Theory ◽  
Sharing Economy ◽  
Length Of Service ◽  
Psychological Contract Fulfillment ◽  
The Relationship

Workers’ isolation may occur in gig employment in the sharing economy, which generates a weak perception of the organization and unpredictable work performance. Drawing on social exchange theory, this paper proposes a framework to explore the effect of psychological contract fulfillment on gig workers’ task performance from the perspective of the mediation of organizational identification and the moderation of the length of service. A total of 223 samples were recruited from Didi (a ride-hailing company in China) drivers. The results show that both transactional and relational psychological contract fulfillment can directly affect gig workers’ task performance and also indirectly affect it via organizational identification. When the length of service for the current company is taken into consideration, transactional contract fulfillment, as the representation of a company’s recognition of gig workers’ effort, has a stronger effect on the organizational identification of gig workers who have been working for the company for less than a year compared with those who have been working for a longer period. The results show no difference in the relationship between relational psychological contract and organizational identification between the two groups. Transactional psychological contract fulfillment exhibits the same significant effect on gig workers’ task performance in both groups. By contrast, relational psychological contract fulfillment has a stronger effect on long-serving Didi drivers than on those who joined the company within the year. These findings generate certain theoretical and practical implications for gig employment management in the sharing economy.

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