Applying Social Exchange Theory to Police Deviance: Exploring Self-Protective Behaviors Among Police Officers

2018 ◽  
Vol 44 (2) ◽  
pp. 183-203
Author(s):  
Richard C. Helfers ◽  
Paul D. Reynolds ◽  
Jon Maskály
Keyword(s):  
Social Exchange ◽  
Organizational Support ◽  
Police Officers ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Policy Implications ◽  
Protective Behaviors ◽  
Process Data ◽  
The Social ◽  
Police Deviance

Social exchange theory is one of the prominent paradigms used to explain the processes linking organizational treatment of employees to their job performance. However, the theoretical link between perceived organizational treatment and police deviance has not been fully explored. This research addresses this gap by analyzing the relationship between perceptions of organizational justice and the use of police self-protective behaviors (SPBs) using organizational support and organizational indifference as ad hoc indicators of the social exchange process. Data were collected using an online self-report survey distributed to police officers in a southern state who are members of a police officer association ( n = 1,861). Consistent with previous social exchange research, the findings generally support the idea that fairness is related to SPBs, but largely to the extent that it enhances the social exchange in terms of increasing perceptions of organizational support and reducing perceptions of organizational indifference, which both directly affect an officer’s use of SPBs, and are a type of police deviance. Specific findings, relevant policy implications, and directions for future research are discussed.

scholarly journals Leader-Member Quality Relationship, Perceived Organizational Support and Employee Voice Behavior: Moderating Role of Core Self-Evaluation

2017 ◽  
Vol 3 (2) ◽  
pp. 16
Author(s):  
Qura-Tul-Aain Khair
Keyword(s):  
Social Exchange ◽  
Personality Trait ◽  
Organizational Support ◽  
Social Exchange Theory ◽  
Perceived Organizational Support ◽  
Exchange Theory ◽  
Employee Voice ◽  
Self Evaluation ◽  
Core Self ◽  
Quality Relationships

Abstract— The purpose of this research is to investigate the impact of relational exchange and individual differences on the employee voice. In the light of social exchange theory, the present study proposed the relationship between Leader-member quality relationships and employee voice. This study explains ‘how’ this relationship establishes and ‘why’ this relationship keeps carrying on. It has been proposed that perception of organizational support mediates the association between leader-member quality relationships and employees’ promotive and prohibitive voice behaviors. Moreover, personality trait is another important factor which is inseparable from developing perceptions and behaviors. The perceptions about organizational support and the strength of raising voice can be highly predictable by individual’s personality traits. So, this study has undertaken core self-evaluation as personality trait and explores people having different core self-evaluation (CSE) shows different strengths for promotive and prohibitive voicing based on leader-member quality relationships (LMQR) and perceived organizational support (POS).    Index Terms-- Leader-member relationship, perceived organizational support, employee voice, core self-evaluation and social exchange theory

The influencing outcomes of job engagement: an interpretation from the social exchange theory

2018 ◽  
Vol 67 (5) ◽  
pp. 873-889 ◽  
Author(s):  
Nan Yin
Keyword(s):  
Task Performance ◽  
Social Exchange ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Citizenship Behavior ◽  
Job Engagement ◽  
Content Type ◽  
The Social

Purpose Job engagement is a positive, fulfilling, work-related state of an individual, the perfect link between individual characteristics, job factors and job performance and the important path of an organization creating competitive advantages. Based on the viewpoint of the social exchange theory, the study assumes that employees will generate different influencing outcomes, which are, in order, task performance, organizational citizenship behavior, job burnout and counter-productive work behavior (CWB), according to the degree to which they psychologically expect that job engagement could receive organizational rewards, and discusses the relationships between job engagement and task performance, organizational citizenship behavior and other variables. The paper aims to discuss these issues. Design/methodology/approach Data were collected from the employees working as the salesmen from 48 computer and computer parts sales companies. The questionnaires of the study were the paired questionnaires. In total, 150 supervisor questionnaires and 633 employee questionnaires have been distributed. Under every sales head, there were some employees. In total, 501 valid paired questionnaires were collected. AMOS 23.0 was employed to process the data in the structural equation modeling and the causal relationships among all the factors were explored. Findings The results revealed that employee job engagement had positive influence on task performance and organizational citizenship behavior and had negative influence on job burnout and counter-productive work behavior; among all the moderating variables, organizational justice just significantly and negatively moderates job engagement and CWB. Originality/value Job engagement is an actively and fully absorbing state of an individual in the work, the perfect link among individual characteristics, job factors and job engagement and the important path of an organization creating competitive advantages. Most of the past studies have explored the positive effects of job engagement. This study tries to explore the positive and negative effects of employee’s job engagement based on the social exchange theory.

Structural equation modeling of residents' attitudes and tourism development: a SET based - study of the Kashmir region in India

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aasif Ali Bhat ◽  
Kakali Majumdar
Keyword(s):  
Structural Equation Modeling ◽  
Social Exchange ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Tourism Development ◽  
Exchange Theory ◽  
Primary Data ◽  
Equation Modeling ◽  
Content Type ◽  
The Social

PurposeThe present study tries to develop a model that assesses the factors that determine support for tourism development by residents of the Kashmir region.Design/methodology/approachPrimary data have been collected (n = 650) from the residents of the top five tourist destinations through a pre-tested questionnaire by a multistage convenient sampling method. A model has been drafted and tested through the technique of structural equation modeling by applying the social exchange theory as a theoretical framework.FindingsThe results revealed that residents who perceived more benefits were more expected to support tourism development, and residents who perceive more costs were less expected to support tourism development, thus supporting the social exchange theory.Originality/valueThe results of this study are extremely useful for the local government and tourism institutions in the future planning of tourism development and also fill the vast gap in the tourism literature with a theoretical base.

Using the social exchange theory to explore the employee-organization relationship in the hospitality industry

2021 ◽  
Vol 33 (2) ◽  
pp. 670-692
Author(s):  
Jessica Vieira de Souza Meira ◽  
Murat Hancer
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Social Exchange Theory ◽  
Psychological Empowerment ◽  
Citizenship Behavior ◽  
Content Type ◽  
The Social ◽  
Service Oriented

Purpose This research developed a conceptual model for the hospitality industry based on the employee-organization relationship using the social exchange theory as the theoretical framework. This study aims to consider perceived organizational support as the psychological empowerment antecedent, while work engagement and service-oriented organizational citizenship behavior were considered as its outcome. This study also tested psychological empowerment as a mediator of these relationships. Design/methodology/approach Data were gathered from a sample of frontline hotel employees and analyzed through partial least squares structural equation modeling. A total of 242 completed and validated questionnaires were used for the analysis. Findings Perceived organizational support had a significant relationship with psychological empowerment (through meaning, competence, self-determination and impact), which also had a significant relationship with work engagement (through meaning and impact) and service-oriented organizational citizenship behavior (through meaning, self-determination and impact). Psychological empowerment partially mediated the relationship between perceived organizational support with work engagement and service-oriented organizational citizenship behavior. Originality/value Although psychological empowerment is receiving further empirical attention in the hospitality field, little is known about its antecedents and outcomes. Hence, this research extends previous studies using the social exchange theory to fill these literature gaps and create a conceptual model for the hospitality industry based on the employee-organization relationship.

Give and Take: Needed Updates to Social Exchange Theory

2018 ◽  
Vol 11 (3) ◽  
pp. 493-498 ◽  
Author(s):  
Helena D. Cooper-Thomas ◽  
Rachel L. Morrison
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Organizational Support ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Workplace Relationships ◽  
Citizenship Behaviors ◽  
Member Exchange

In their focal article, Chernyak-Hai and Rabenu (2018) argue that social exchange theory (SET) needs an update, and in this they are aligned with Cropanzano, Anthony, Daniels, and Hall's (2017) recent critical review of SET. Drawing on Chernyak-Hai and Rabenu's research, we explore two issues in more depth: first, that work relationships are becoming more complex than can be represented by simple dyadic reciprocity; and second, that the context of work is changing rapidly, with implications for workplace relationships. In exploring the ideas put forward by Chernyak-Hai and Rabenu, we draw on Cropanzano et al.’s two-dimensional model of social exchange, with the first dimension being desirable (positive) resources contrasted with undesirable (negative) ones, and the additional dimension being active (exhibit) behavior versus passive (withdraw) behavior. The first valence-oriented dimension fits clearly with the four foci of Chernyak-Hai and Rabenu's research, which cover both positive constructs, namely leader–member exchange (LMX), perceived organizational support and loyalty, and organizational citizenship behaviors (OCB), as well as negative constructs of perceived organizational politics and counterproductive work behaviors (CWB). The second, behavioral dimension proposed by Cropanzano et al. adds useful theoretical specificity that may address Chernyak-Hai and Rabenu's contention that SET needs updating to account for changes in how employees work and how organizations function.

A simplified approach to understanding customer support and help during self-service encounters

2020 ◽  
Vol 37 (4) ◽  
pp. 609-634
Author(s):  
Estelle van Tonder ◽  
Stephen G. Saunders ◽  
Leon T. de Beer
Keyword(s):  
Service Quality ◽  
Knowledge Sharing ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Service Encounters ◽  
Content Type ◽  
Customer Support ◽  
The Social ◽  
Self Service

PurposeIn the absence of direct employee involvement, customers sharing knowledge and know-how with other customers during self-service encounters is key for promoting service quality. This study assessed the extent to which customer support and help during self-service encounters could simply be explained by multiple motivations of the social exchange theory.Design/methodology/approachA survey approach was followed. The model was tested among 258 electronic banking customers in South Africa and later cross-validated among 253 electronic banking customers in Australia. Multi-group confirmatory factor analysis with country as the grouping variable, latent variable modelling and indirect tests were performed to assess interrelationships among diverse factors that may contribute to customer support and help during self-service encounters, as accounted for by motivations of the social exchange theory.FindingsAdequate model fit was obtained for the combined structural model, which was based on the invariant model. Value contribution and competence affirmation, pleasure derived from helping, reciprocity and reputation enhancement are relevant motivations of the social exchange theory that may impact customer support and help through knowledge sharing.Research implicationsThe study provides a simplified and more cohesive explanation of customers' motivations for engaging in customer support and helping behaviours during self-service encounters.Practical implicationsService providers seeking guidance on knowledge sharing among customers, which may lead to greater service quality, should benefit from this research.Originality/valueThe findings contribute to greater understanding of social exchanges by customers who provide support and help to other customers during self-service encounters, and that ultimately may affect service quality.

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.

scholarly journals Dilemmas around the Energy Transition in the Perspective of Peter Blau’s Social Exchange Theory

Energies ◽  
2021 ◽  
Vol 14 (24) ◽  
pp. 8211
Author(s):  
Joanna Wyleżałek
Keyword(s):  
Developing Country ◽  
Social Exchange ◽  
Carbon Dioxide Emissions ◽  
Social Exchange Theory ◽  
Energy Transition ◽  
Exchange Theory ◽  
Energy Transformation ◽  
Playing Field ◽  
The Social ◽  
Reduce Carbon Dioxide

The aim of the article is to present the complexity of social mechanisms related to the systemic energy transformation from the perspective of the classical social exchange theory. Considering the direction of actions taken to reduce carbon dioxide emissions into the atmosphere as obvious, the author of the article analyses the issue through the prism of social and economic dilemmas of the process, focusing on the mechanisms of energy transition in relation to Peter Blau’s exchange theory. The dilemmas of the systemic energy transition are presented in relation to the diverse games of interest that mark the social playing field around the analysed issue. The article outlines the social playing field of energy transition using the example of an economically strong country seeking to strengthen its position and a developing country interested in gaining energy independence. The analysis of the systemic conditions and the political activities carried out made it possible to define possible strategies of action for both countries with reference to the constitutive conditions of power defined by Peter Blau. Contrary to programme declarations of a “just transition”, the analysis made it possible to define the privileged position of economically powerful players and to point to the mechanisms blocking the implementation of the strategy of a developing country. Reference to the classical exchange theory, on the other hand, made it possible to identify the mechanisms indicating the presence in the energy transformation project of both overt and covert projects related to the pursuit of advantage in influencing the shape of the global energy economy.

scholarly journals GROUP ENGAGEMENT BASED ON SOCIAL EXCHANGE THEORY: ANTECEDENTS AND CONSEQUENCES

2021 ◽  
Vol 3 (1) ◽  
Author(s):  
Danang Sunyoto ◽  
Heru Kurnianto Tjahjono ◽  
Zaenal Mustafa El Qodric ◽  
Wisnu Prajogo ◽  
Syamsul Hadi
Keyword(s):  
Distributive Justice ◽  
Social Exchange ◽  
Organizational Support ◽  
Social Exchange Theory ◽  
Group Performance ◽  
Exchange Theory ◽  
Group Data ◽  
Study Programs ◽  
Group Attachment ◽  
Group Engagement

Objectives - In recent years studies on organizational engagement have increasingly been carried out to find out further, and more broadly, both antecedent variables and consequent variables, specifically involving individuals as research objects, and there are only a few studies involving groups as research objects. Therefore, this study aims to examine the antecedent model and the consequences of group attachment based on Social Exchange Theory. Design/Methodology/Approach - The population of this research is 113 social sciences study programs in private universities and college, and there are 105 study programs qualify as data. While the object of group research consists of heads and secretaries of the department. The research model uses a census model. Antecedents include perceptions of organizational support, distributive justice, and the consequences of group engagement, namely group performance. Findings - The results show that the perception of organizational support directly predicted group engagement and group performance, the distributive justice predicted group engagement but not group performance, and the group engagement predicted group performance. Indirectly, it was found that group attachment was significant as a mediator of the effect of perceived organizational support on group performance, and the effect of distributive justice on group performance. Originality - There are still a few studies on group engagement as a mediator and predictor of antecedents and their consequences using group data objects. Therefore, this study offers not only using group data but also providing a wider range of antecedent variables and their consequences based on social exchange theory.

scholarly journals TEORI PERTUKARAN SOSIAL TENTANG FENOMENA DAKWAH DI EKS LOKALISASI DADAPAN

2022 ◽  
Vol 21 (02) ◽  
pp. 292-314
Author(s):  
Muhammad Syahrul Ulum ◽  
Alfa Warda ◽  
Zuris Dwi Elina ◽  
Ilmi Sephia Ardiana
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Religious Studies ◽  
Social Conditions ◽  
Exchange Theory ◽  
The People ◽  
The Social ◽  
The Relationship

This study aims to find out how the role of the preacher in bringing changes to the social conditions of the people who used to work in the Dadapan prostitution localization, Kediri City. Da'i plays an important role as a propagator of religion to protect the community. Thus, the relationship between the preacher and his community must be close regardless of the background or social conditions of the community. This research uses a qualitative approach with a case study method and is equipped with George Homans' social exchange theory, namely as an analytical tool to understand and seek clarity of cases so that researchers know more clearly about the phenomenon of da'wah in the ex-Dadapan localization community. The results of this study conclude that the da'wah process that occurs in Dadapan Village in social exchange theory explains that they are willing to interact when the interaction produces benefits for themselves. Therefore, in the dynamics of increasing religious understanding in the ex-Dadapan localization, it is necessary to have a reward given so that people want to interact in discussing religious studies.

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