scholarly journals Beyond quid pro quo: good soldiers and characteristics of their helping behaviours

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Joanna Maria Szulc
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Work Motivation ◽  
Citizenship Behaviors ◽  
Content Type ◽  
Helping Behaviours ◽  
Concern For Others ◽  
Individual Self ◽  
Practical Implications

PurposeGood soldiers are people who engage in citizenship behaviors “to do good” instead of “to look good”. The purpose of this article is to explore the motivations behind and the specific characteristics of behaviours of the good soldiers in the context of work using social exchange theory (SET) as a theoretical framework.Design/methodology/approach A total of 47 dyadic interviews with 94 individuals from three organisations where good soldiers are most likely to be observed were conducted.FindingsData analysis revealed that good soldiers are driven by concern for others and generalised reciprocity, but not by expectations of self-benefits. Their actions were further found to be discretionary, reactive and proactive and associated with different levels of self-sacrifice.Practical implicationsThe findings of this study point human resources (HR) practitioners' attention towards qualitatively unique acts of good soldiers. An assumption is made that awareness of such behaviours can help organisations to stimulate individual self-motivation, so that the quality of helping behaviours could be improved.Originality/valueArguing for a fundamental rethink of the psychological foundations underpinning helpful behaviours, this paper departs from predominantly individualistic view on work motivation and reinforces the other-oriented, altruistic dimension of SET. In doing so, it addresses the lack of conceptual and theoretical clarity on differently motivated helping and extends the existing limited research evidence in this area. It further addresses a need for a comprehensive understanding of other-oriented behaviours and accounts for vital – yet neglected – features of such acts.

Gender differences in career planning and success

2016 ◽  
Vol 31 (2) ◽  
pp. 603-623 ◽  
Author(s):  
Yuhee Jung ◽  
Norihiko Takeuchi
Keyword(s):  
Gender Differences ◽  
Social Exchange ◽  
Career Success ◽  
Social Exchange Theory ◽  
Career Planning ◽  
Interactive Effects ◽  
Content Type ◽  
Subjective Career Success ◽  
Practical Implications

Purpose – The purpose of this paper is twofold. First, it attempts to examine how employees’ career planning (CP) interacts with the quality of leader-member exchange (LMX) to explain subjective career success. Second, the authors investigate how the pattern of such interactions differs between male and female employees. Design/methodology/approach – To increase the generalizability, the study tested hypotheses in two studies whose data were collected in different national settings. Study 1 was designed to analyze 144 Korean employees and Study 2 investigated 140 Japanese employees. Both groups of employees worked for privately owned firms. Findings – The authors found a three-way interaction effect between gender, CP, and LMX quality in predicting subjective career success. As hypothesized, the positive relationship between quality of LMX and subjective career success was stronger for males with high CP, whereas for females such a stronger relationship was found for women with low CP. Research limitations/implications – This study contributes to the literature in two ways. First, it extends career research by considering the interactive effects of individual and interpersonal factors on employees’ subjective career success. Second, it combines the research streams of social exchange theory (LMX), career theory (the boundaryless career), and gender theory (agentic and communal personality traits). This suggests that the ideas of the three theories could serve together as a useful framework for explaining gender differences in subjective career success through setting career goals and building relationships with supervisors. Practical implications – The findings have important practical implications for managers and leaders, who generally seek to motivate their employees toward career achievement. Originality/value – This study is one of the first to provide a new perspective for understanding the process by which men and women perceive their subjective career success differently with regard to social exchange relations with their supervisors and CP.

Consequences of corporate social responsibility on employees

2019 ◽  
Vol 49 (1) ◽  
pp. 231-249
Author(s):  
Evans Asante Boadi ◽  
Zheng He ◽  
Eric Kofi Boadi ◽  
Josephine Bosompem ◽  
Philip Avornyo
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Social Exchange ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Banking Sector ◽  
Work Motivation ◽  
Content Type ◽  
Time Lagged ◽  
Corporate Social

Purpose The purpose of this paper is to draw on affect social exchange theory and related literature to develop and test a research model linking employees’ perception of corporate social responsibility (CSR) to their outcomes [performance and organisational pride (ORP)] with moderating variables: perceived work motivation patterns (autonomous and controlled motivation) to sustain firm’s operations through their employees. Design/methodology/approach The authors used Ghana as a case for this study due to recent turbulences in the banking sector of Ghana. A sample data of 244 subordinate/supervisor dyads from rural and community banks was collected with a time-lagged technique and analysed through a structural equation modelling for this study. Findings These employee’s perceptions of CSR positively related to their performance and ORP. Autonomous motivated employees had a stronger positive moderated impact on perceived CSR-Performance link whereas controlled motivated employees recorded a stronger impact on perceived CSR-ORP link. Practical implications Based on these results, managers and human resource (HR) professionals can aim at acquiring favourable employees’ perception of their firms’ CSR initiatives. In that, it can help firms to remain in business particularly in difficult times. Also, autonomous and controlled motivators may seem inversely related, however, they are not contradictory to each other. Both can coexist within a firm and it is crucial that HR professionals and managers endeavour to balance them discreetly to attain organisational goals. Originality/value Despite the growing interest in CSR across continents, CSR outcomes on employees among small and medium scale firms especially in Africa has fairly been toned-down by respective management of firms, governments and researchers.

Emerging themes and theories in the sharing economy: a critical note for hospitality and tourism

2019 ◽  
Vol 31 (1) ◽  
pp. 180-193 ◽  
Author(s):  
Levent Altinay ◽  
Babak Taheri
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Relevant Literature ◽  
Sharing Economy ◽  
Disruptive Behaviour ◽  
Content Type ◽  
Tourism Studies ◽  
Emerging Themes ◽  
Hospitality And Tourism ◽  
Practical Implications

PurposeThe purpose of this study is to review and synthesise recent studies in the sharing economy literature and identify the knowledge gap and future opportunities for hospitality and tourism researchers.Design/methodology/approachThe study commences by introducing sharing economy models and strategic frameworks for profitable service enabler performance. Following this, it identifies emerging overarching theories (e.g. complexity theory, social exchange theory, norm activation model, and value co-creation) and some emerging themes (i.e. trust and reputation, disruptive behaviour, choice and segmentation, pricing strategies, socially excluded consumers, personality and satisfaction) in current hospitality and tourism studies from top-tier journals.FindingsThe findings of the study suggest new paths for advancing theoretical and practical implications for hospitality and tourism studies.Practical implicationsThe themes, models and overarching theories reviewed in this study are relevant and insightful across the fulcrum of hospitality and tourism research. It offers several useful guides for practitioners and academics to trace relevant literature on different aspects of sharing economy and perceptibly highlight the gaps in existing studies.Originality/valueThe paper provides new directions to broaden interdisciplinary and multidisciplinary approaches undertaken by scholars within both the field of hospitality and tourism management and beyond.

The opportunity model of organizational commitment

2017 ◽  
Vol 38 (2) ◽  
pp. 259-273 ◽  
Author(s):  
Elif Cicekli ◽  
Hayat Kabasakal
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Multiple Sources ◽  
Content Type ◽  
Job Opportunities ◽  
Using Data ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to determine the relationships between promotion, development, and recognition opportunities at work and organizational commitment, and whether these relationships are moderated by the job opportunities employees have in other organizations. Design/methodology/approach An opportunity model of organizational commitment is developed based on social exchange theory and several streams of opportunity research. Factor analyses and hierarchical multiple regression analyses are carried out to test the hypotheses using data from 550 white-collar employees. Findings The results of the analyses show that opportunities for development and recognition are predictors of organizational commitment, that job opportunities employees have in other organizations negatively moderate the relationship between recognition opportunity at work and organizational commitment, and that promotion opportunity does not predict organizational commitment. Research limitations/implications Future researchers could study the issue in the context of other cultures using data from multiple sources. Practical implications Employers who seek to increase their employees’ organizational commitment are advised to divert their energies from struggling to create promotion opportunities for their employees to creating opportunities for development and recognition. Originality/value The study explores the under-researched concept of opportunity at work and connects several streams of opportunity research by drawing on social exchange theory as a theoretical framework. The model is the first to address the effects of opportunity and alternative opportunities on organizational commitment.

The effect of workers’ justice perception on continuance participation intention in the crowdsourcing market

2019 ◽  
Vol 29 (6) ◽  
pp. 1485-1508 ◽  
Author(s):  
Ying Liu ◽  
Yongmei Liu
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Positive Impact ◽  
Interpersonal Justice ◽  
Content Type ◽  
Informational Justice ◽  
Justice Perception ◽  
The Social ◽  
The Impact ◽  
Practical Implications

Purpose The purpose of this paper is to examine the impact mechanism of workers’ perceived justice, trust and job satisfaction (JS) on their continuance participation intention in the crowdsourcing market. Design/methodology/approach An e-questionnaire was posted as an online task on Zhubajie, and data from 304 valid questionnaires were analyzed using SmartPLS 3 software. Findings Results show that crowdsourcing workers’ distributive and interpersonal justice have a significant impact on their trust in the task requester, while procedural and informational justice significantly affect their trust in intermediary management. Workers’ trust in the task requester and in intermediary management positively affects JS, which ultimately affects their continuance participation intention in the crowdsourcing market. Research limitations/implications Based on the social exchange theory, this study examines the positive impact of workers’ justice perception on their continuance participation intention. It dissects the inherent mechanism of workers’ justice perception about their continuance participation intention using three variables of trust in the task requester, trust in intermediary management and JS. Practical implications Given the positive relationship between workers’ justice perception and continuance participation intention, crowdsourcing intermediary website managers should adopt effective measures to enhance workers’ justice perception to strengthen their continuance participation intention. Originality/value This study explores factors that influence workers’ continuance participation intention and their inherent mechanism in the crowdsourcing market based on justice and social exchange theories. It is an extension of research on continuous participation behavior in the crowdsourcing field.

The link between export relationship quality, performance and expectation of continuing the relationship

2015 ◽  
Vol 10 (1) ◽  
pp. 16-31 ◽  
Author(s):  
A.F.M. Jalal Ahamed ◽  
Kåre Skallerud
Keyword(s):  
Relationship Quality ◽  
Social Exchange ◽  
Significant Relationship ◽  
Social Exchange Theory ◽  
Emerging Market ◽  
Export Performance ◽  
Convenience Sample ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

Purpose – The purpose of this study is threefold: to investigate how relationship quality affects export performance; to see if and to what extent export performance affects exporter satisfaction; and to determine whether exporter satisfaction ultimately affects the expectation of continuing the export-import relationship in an emerging market. Design/methodology/approach – The paper reports the findings of a survey of 185 respondents from the ready-made garments industry in Bangladesh chosen from a convenience sample. The responding exporters were located in Dhaka city or nearby areas. The data were analyzed using the partial least squares technique. Findings – The results support four out of five hypotheses, indicating that there is a significant relationship between exporter relationship quality and financial and strategic export performance. Additionally, a positive relationship between financial export performance and exporter satisfaction and between exporter satisfaction and the expectation of continuing the relationship are shown. No significant relationship between strategic export performance and exporter satisfaction is found. Practical implications – The findings have practical implications for managers and policy-makers interested in developing effective strategies for building and maintaining high quality export-import relationships, especially in the context of an emerging market. Originality/value – In order to accomplish the research goal, the main constructs from two influential streams of literature – social exchange theory and the disconfirmation of expectation theory – are utilized. This is new in the context of an emerging economy perspective.

Towards an exchange view of trade fairs

2015 ◽  
Vol 30 (7) ◽  
pp. 795-804 ◽  
Author(s):  
Wondwesen Tafesse ◽  
Kåre Skallerud
Keyword(s):  
Social Exchange ◽  
Economic Geography ◽  
Design Methodology ◽  
Social Exchange Theory ◽  
Organizational Outcomes ◽  
Conceptual Foundation ◽  
Content Type ◽  
Practical Guidelines ◽  
Practical Implications ◽  
Large Corpus

Purpose – The purpose of this study is to integrate divergent discussions located within the marketing, economic geography and economic sociology literature about trade fairs and their functions, around an exchange-based view of trade fairs. Design/methodology/approach – Following an integrative review approach and drawing on thematic discussions found in social exchange theory, a large corpus of research articles on trade fairs was systematically reviewed and integrated. Findings – Trade fairs facilitate five major exchange functions: transactional, informational, social, symbolic and cultural. Each of these functions is characterized by a distinctive combination of exchange structures, exchange rules, exchange resources and organizational outcomes. Practical implications – The study offers practical guidelines regarding how exhibitors, visitors and organizers can develop and benefit from an exchange-based view of trade fairs. Originality/value – The current study integrates three divergent literature streams into an exchange-based view of trade fairs. In so doing, the study offers a common conceptual foundation upon which future trade fair research can intersect and cross-fertilize.

Building long-term partnerships by certificate implementation: a social exchange theory perspective

2015 ◽  
Vol 30 (7) ◽  
pp. 867-879 ◽  
Author(s):  
Hsin Hsin Chang ◽  
Yao-Chuan Tsai ◽  
Shu-Hui Chen ◽  
Guei-Hua Huang ◽  
Ya Hui Tseng
Keyword(s):  
Relationship Quality ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Negative Influence ◽  
Exchange Theory ◽  
Content Type ◽  
The Cost ◽  
The Relationship

Purpose – This purpose of this study is to apply social exchange theory (SET) to explain how social exchange behaviors, such as the exchange of knowledge, information and respect between firms, would increase the likelihood of certification implementation and strengthen the relationships among partners. The main purposes of this study are to examine the significant connections between partner interactions and long-term orientation and to examine the links among long-term orientation, certifications and relationship quality. Design/methodology/approach – To test the research hypotheses, structural equation modeling was conducted to analyze the data collected from 136 respondents who are top managers of manufacturing enterprises in Taiwan National Science Park. Findings – Many enterprises in Taiwan regard conflict as a method to express more detailed information about collaboration in business and see conflict as a minus in making the quality of partnership healthier than before. It was affirmed that owning international certifications has an impact on long-term collaborative partnership. Conflicts within a partnership do not completely have a negative influence on relationship quality. Because enterprises want to keep stable partnerships and get long-term competitive advantages, they should continue creating smooth and efficient trading behaviors and should also consider relationship quality as an important factor with regard to their investment in some relationship-specific assets. Research limitations/implications – This study was intended to explore the connection between conflict and relationship quality; however, this relation suggested that conflict may be a negative influence but without any significant proof of the connection. Therefore, future researchers could examine this relation again in the context of Taiwanese enterprises. Practical implications – This study had some implications for enterprises in Taiwan, especially in regard to maintaining a long-term partnership and deciding whether to acquire a specific certification. When firms decide to invest in a relationship-specific asset, they should consider the interaction with the partners and the quality of the partnership. It is suggested that firms should evaluate not only the immediate benefits and drawbacks but also the implications with regard to partner relationships. Meeting the requirements of partners is thus an effective approach to gain trust and commitment. Social implications – As the interactions with partners are executed progressively more smoothly, the relationship quality will become increasingly better. The possibility of having a long-term collaborative relationship becomes higher as the relationship quality improves. Therefore, as the relationship duration becomes increasingly longer, the cost of having an international certification will offer a return on the investment or even result in a profit. Originality/value – A good relationship quality will lead to specific investments from partners, such as the one involving the implementation of specific certifications. The enterprises in Taiwan would prefer to develop a long-term partnership when their demands for a specific investment could be fulfilled. Consequently, enterprises can use the degree of relationship quality to assess the cost and benefits of implementing a certification and can, furthermore help in making the decision.

A social exchange perspective for achieving safety culture in healthcare organizations

2019 ◽  
Vol 32 (2) ◽  
pp. 142-156 ◽  
Author(s):  
Elisabetta Trinchero ◽  
Ben Farr-Wharton ◽  
Yvonne Brunetto
Keyword(s):  
Social Exchange ◽  
Safety Culture ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Acute Care Hospital ◽  
Causal Chain ◽  
Care Hospital ◽  
Comprehensive Model ◽  
Content Type

PurposeUsing social exchange theory (SET) and Cooper’s (2000) model, the purpose of this paper is to operationalise a comprehensive model of safety culture and tests whether SET factors (supervisor-employee relationships and engagement) predict safety culture in a causal chain.Design/methodology/approachThe model was tested using surveys from 648 healthcare staff in an Italian acute care hospital and analysed using structural equation modelling.FindingsSafety behaviours of clinical staff can be explained by the quality of the supervisor-employee relationship, their engagement, their feelings about safety and the quality of organisational support.Practical implicationsThe model provides a roadmap for strategically embedding effective safe behaviours. Management needs to improve healthcare staff’s workplace relationships to enhance engagement and to shape beliefs about safety practices.Originality/valueThe contribution of this paper is that it has empirically developed and tested a comprehensive model of safety culture that identifies a causal chain for healthcare managers to follow so as to embed an effective safety culture.

scholarly journals Attracting and recruiting quality talent: firm perspectives

2020 ◽  
Vol 14 (2) ◽  
pp. 107-120
Author(s):  
Oluyemi Theophilus Adeosun ◽  
Adeku Salihu OHIANI
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Brand Name ◽  
Content Type ◽  
Matching Efficiency ◽  
Use Of Social Media ◽  
Firm Recruitment ◽  
Structured Questionnaire

Purpose Understanding matching patterns and determinants of attracting quality talents is an under-researched area, especially from a firm perspective. Firm’s recruitment strategies have an impact on the sorting patterns in the labour market which remains undetermined. This paper aims to explore the drivers of attracting and recruiting quality talents. Also, the role of policies including the national labour laws, industry norms and localised firm policies have on hiring practices and drivers in a developing country. Design/methodology/approach This study is underpinned by network theory, equity theory, social exchange theory and resource-based theory. The authors leveraged on a mixed methodology that is a structured questionnaire administered to 200 firm representatives in Lagos and interviews with key informants from the demand side for labour. Findings The study revealed that firms can leverage on salary, brand name, referral, job security as core factors in attracting and recruiting quality talents. Also, digitisation is a key strategy leveraged on attracting and recruiting quality talents. Techniques such as the use of social media, traditional media, online interviews, physical interviews have proven to help in selecting quality talents. Originality/value Specifically, the paper throws light on how firms use different recruitment channels for hiring workers, and how the use of these channels affects the quality of matches. Furthermore, the role of social networks, wages and benefits for firm recruitment and matching efficiency was well highlighted.

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