Does National Culture Matter? Restaurant Employees’ Workplace Humor and Job Embeddedness

2021 ◽  
pp. 109634802110279
Author(s):  
Han Chen ◽  
Baker Ayoun
Keyword(s):  
National Culture ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Organizational Factors ◽  
The United States ◽  
Workplace Aggression ◽  
Job Embeddedness ◽  
Workplace Fun ◽  
Restaurant Employees ◽  
Aggressive Humor

The ability to retain employees is a tenacious phenomenon in the restaurant workplace. Focusing on job embeddedness (JE) as possible explanatory factor in the application of the broaden-and-build theory and the social exchange theory, this study assesses the relationships among restaurant employees’ workplace humor, perceived workplace fun, perceived workplace aggression, and organizational JE (OJE). It examines to what extent these relationships vary across contexts, depending on national culture. A structural modeling analysis of data from 540 employees in restaurants in the United States and China provides broad support for our hypothesis: Workplace fun is positively associated with restaurant employees’ OJE while only coworker aggression is negatively related to employees’ OJE. Restaurant employees’ use of affiliative humor and aggressive humor is positively related to perceived workplace fun and negatively associated with perceived workplace aggression. Furthermore, national culture moderates the relationships between affiliative humor and perceived workplace aggression, aggressive humor and perceived workplace fun, as well as between workplace fun and OJE. Our findings contribute to clarifying the dynamics between perceptions of certain organizational factors for understanding when employees may develop OJE. The implication is that restaurant companies with international operations can foster OJE by placing various levels of emphasis on types of humor, workplace fun, and workplace aggression, in societies where individuals perceive these variables differently.

Creating an Engaged Workforce

2016 ◽  
Vol 44 (2) ◽  
pp. 225-243 ◽  
Author(s):  
Hua Jiang ◽  
Rita Linjuan Men
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Indirect Effects ◽  
Authentic Leadership ◽  
Social Exchange Theory ◽  
Theoretical Models ◽  
The United States ◽  
Direct And Indirect Effects ◽  
Industrial Sectors ◽  
The Social

Scholars have increasingly recognized the importance of studying factors leading to employee engagement. However, few researchers have created and tested theoretical models that propose mechanisms linking employee engagement to social contextual variables. Based on a random sample of employees ( n = 391) working across different industrial sectors in the United States, we proposed and tested a model (rooted in the Social Exchange Theory and the Job Demands-Resources Model) that examined how authentic leadership, transparent organizational communication, and work-life enrichment are interrelated. A simplified model containing both significant direct and indirect effects fits the data. Theoretical contributions and managerial ramifications of the study were discussed.

The impact of supervisor–subordinate relationships and a trainee characteristic upon police officer work outcomes

2016 ◽  
Vol 23 (3) ◽  
pp. 423-436 ◽  
Author(s):  
Yvonne Brunetto ◽  
Stephen Teo ◽  
Kate Shacklock ◽  
Rod Farr-Wharton ◽  
Art Shriberg
Keyword(s):  
Social Exchange ◽  
Police Officers ◽  
Social Exchange Theory ◽  
Affective Commitment ◽  
The United States ◽  
Self Report ◽  
Leader Member Exchange ◽  
Cross Sectional ◽  
Member Exchange ◽  
The Impact

AbstractThis study used two theoretical lenses (positive organizational behaviour and social exchange theory) to examine the influence of an individual attribute – psychological capital (PsyCap), and an organizational factor – leader–member exchange, upon police officers’ perceptions of learning options (teamwork and training) and affective commitment. A cross-sectional design using a survey-based, self-report strategy was used to collect data from 588 frontline police officers in the United States. The findings indicate that leader–member exchange explained almost a fifth of PsyCap and together leader–member exchange and PsyCap accounted for almost a third of police officers’ satisfaction with training. Further, leader–member exchange, PsyCap, training and teamwork collectively explain almost half of affective commitment. One implication of the findings is that if senior management want police officers to be more committed, they have to improve officers’ relationships with their supervisors, upskill them (especially their supervisors) in PsyCap, and improve teamwork opportunities and processes.

Towards an understanding of the relationship between family-oriented benefits and employee behaviors: Does coworker support matter?

2012 ◽  
Vol 18 (1) ◽  
pp. 64-80 ◽  
Author(s):  
Kristina A Bourne ◽  
Sara Ann McComb ◽  
Melissa S Woodard
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Social Exchange Theory ◽  
The United States ◽  
Reciprocal Relationship ◽  
Work Experiences ◽  
Coworker Support ◽  
Employee Behaviors ◽  
The Relationship

AbstractDrawing on social exchange theory, we explore the reciprocal relationship between the perception of being offered family-oriented benefits (childcare information services and childcare vouchers) and parent–employees' engagement in organizational citizenship behaviors (OCBs). We examine the moderating role of both general and family-oriented social support from coworkers, an often cited, but less frequently studied aspect of parent–employees' work experiences. Based on survey data from parent–employees and their supervisors in the United States, we find that the strength of the relationship between the benefits and OCBs varies when coworker support is high versus low and that the direction of the relationship varies according to the type of coworker support. Specifically, when childcare vouchers are offered, OCBs are related to general support, whereas when childcare information is offered, OCBs are related to family-oriented support.

scholarly journals Perceptions about the usefulness of online social networks in the workplace

2018 ◽  
pp. 149-157
Author(s):  
Lucía Alejandra Rodriguez-Aceves ◽  
Sergio Madero ◽  
Gabriel Valerio-Ureña
Keyword(s):  
Job Satisfaction ◽  
Social Networks ◽  
Social Exchange ◽  
Organizational Support ◽  
Online Social Networks ◽  
Social Exchange Theory ◽  
The United States ◽  
Working Environment ◽  
Manufacturing Companies ◽  
Positive Effect

The use of online social networks in the workplace environment has grown exponentially. Based on social exchange theory, the goal of this research is to identify possible associations between job satisfaction and motivation, perceived organizational support and the perception of employees regarding the use of social networks in the working environment. We used a survey that was applied to 294 employees for manufacturing companies located in the northwest borderline between Mexico and the United States. The findings suggest that the use of online social networks in the workplace has a positive effect regarding job satisfaction becoming useful for the organization.

scholarly journals THE INTERNATIONALIZATION OF BUSINESS SCHOOLS BASED ON FACULTY ACTIVITIES: EXPLANATIONS FROM THE SOCIAL EXCHANGE THEORY

2022 ◽  
Vol 62 (1) ◽  
Author(s):  
Marcello Romani-Dias ◽  
Angela Maria Scroccaro Biasoli ◽  
Jorge Carneiro ◽  
Aline dos Santos Barbosa
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Business Schools ◽  
The United States ◽  
Exchange Theory ◽  
Massachusetts Institute Of Technology ◽  
The Social ◽  
Rational Choices ◽  
Institute Of Technology ◽  
Getulio Vargas

ABSTRACT The internationalization of higher education has gained in theoretical and empirical importance in recent decades. In this context, this article aims to describe and analyze the internationalization of business schools from the activities of their academics and based on the propositions defended by the Social Exchange Theory (SET). To achieve our goal we conducted 39 interviews with academics from business schools in the United States and Brazil, including Massachusetts Institute of Technology (MIT), Harvard, Getulio Vargas Foundation (FGV) and University of Sao Paulo (USP). We found that: (i) there are individual rewards that are not addressed by SET; (ii) there are benefits to third parties not covered by SET; (iii) certain non-rational choices are not provided by SET; and (iv) the condition of equivalence between costs and rewards provided by SET has its weaknesses. With these findings we add theoretical and empirical contributions to our theme.

Becoming an African Hair Salon Entrepreneur in the United States of America

2018 ◽  
pp. 186-206
Author(s):  
Anne Namatsi Lutomia ◽  
Julia Bello Bravo ◽  
Dorothy Owino Rombo ◽  
Fatimata Seck
Keyword(s):  
Service Delivery ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
The United States ◽  
Business Sustainability ◽  
Women’S Entrepreneurship ◽  
Women's Entrepreneurship ◽  
Infrastructural Support ◽  
Business Requirements

African beauty salons are important institutions in African and African American communities and can be found in nearly every city and community where African immigrants live. This study utilizes case study to explore the pathways to African women's entrepreneurship and business sustainability in hair braiding within the care industry. While social exchange theory and standpoint theory help to illuminate the “non-choice” of salon entrepreneurship for educated African immigrant women, Lave and Wenger's (1991) notion of communities of practice further discloses how the salon space becomes dedicated to more than service delivery. In general, the study shows the efforts of one entrepreneur to fit the unique exigencies of hair braiding to local (western) business requirements. The study identifies how more accommodation of those exigencies would less inhibit this form of African women's entrepreneurship in general and thus benefit local communities at large through more sustainable service delivery, increased revenue flow, and infrastructural support for immigrants in general.

Towards an understanding of the relationship between family-oriented benefits and employee behaviors: Does coworker support matter?

2012 ◽  
Vol 18 (1) ◽  
pp. 64-80 ◽  
Author(s):  
Kristina A Bourne ◽  
Sara Ann McComb ◽  
Melissa S Woodard
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Social Exchange Theory ◽  
The United States ◽  
Reciprocal Relationship ◽  
Work Experiences ◽  
Coworker Support ◽  
Employee Behaviors ◽  
The Relationship

AbstractDrawing on social exchange theory, we explore the reciprocal relationship between the perception of being offered family-oriented benefits (childcare information services and childcare vouchers) and parent–employees' engagement in organizational citizenship behaviors (OCBs). We examine the moderating role of both general and family-oriented social support from coworkers, an often cited, but less frequently studied aspect of parent–employees' work experiences. Based on survey data from parent–employees and their supervisors in the United States, we find that the strength of the relationship between the benefits and OCBs varies when coworker support is high versus low and that the direction of the relationship varies according to the type of coworker support. Specifically, when childcare vouchers are offered, OCBs are related to general support, whereas when childcare information is offered, OCBs are related to family-oriented support.

scholarly journals Love and Sexuality in Later Life: What Your Grandparents are not Telling You

2019 ◽  
Vol 67 (2) ◽  
pp. 185-200 ◽  
Author(s):  
Kris A. Bulcroft
Keyword(s):  
Social Exchange ◽  
Family Relationships ◽  
Social Exchange Theory ◽  
Extended Family ◽  
Courtship Behavior ◽  
Theoretical Perspective ◽  
Adult Child ◽  
Intergenerational Relationships ◽  
Later Life ◽  
The United States

Abstract In a study of dating in later life, conducted in the Midwest in the United States, in which a sample of people age 60+ were interviewed regarding their dating behaviors and perceived functions of dating at this stage in the life course, preliminary evidence suggests that middle-generation offspring took on the role of gatekeepers of sexual standards of conduct and cohabitation outside marriage. Concomitantly, the older generation displayed modified attitudes about sexuality outside marriage in keeping with the opportunity structures available to them as part of the dating experience. When this paper was published in 1986 there were few studies of later life intimacy and dating, and the focus was on the older daters rather than on extended family or social network implications of dating in later life. Since my study in the mid-1980’s, research has flourished on later life dating and intimacy, but the focus continues to be on the dyad rather than exploring intergenerational family relationships and changes that result from re-coupling in later life. This paper will explore the adult child-older parent relationship in which the older person is dating and posit research questions based on two conceptual areas and one theoretical perspective – stereotyping of older people, transmission of values across generations, and social exchange theory – on which to build future studies of intergenerational relationships. This review of the literature will assist in understanding the middle generation’s response to an older parent’s dating and courtship behavior as well as consider why conflicts about later life dating between adult children and older parents are more likely under certain family conditions. Exploration of the literature on later life dating that has resulted since our 1986 study, coupled with theoretical underpinnings, is intended to help scholars in this area of study conduct research that will be more generalizable and theory-based.

International Contact, Social Rewards, and Attitudes toward the Country Visited

1974 ◽  
Vol 35 (1) ◽  
pp. 49-50 ◽  
Author(s):  
Charles A. Salter ◽  
Carlota D. Salter
Keyword(s):  
United States ◽  
Social Exchange ◽  
Foreign Students ◽  
Social Exchange Theory ◽  
The United States ◽  
Exchange Theory ◽  
University Of Pennsylvania ◽  
International Contact ◽  
The University ◽  
Social Rewards

33 foreign students at the University of Pennsylvania were asked which kind of experiences most affected their attitudes toward the United States. Although they said that educational considerations were paramount, their satisfaction with entertainment facilities was the main predictor, a finding consistent with social exchange theory.

scholarly journals Factors affecting employees’ job embeddedness in the Egyptian airline industry

2018 ◽  
Vol 73 (4) ◽  
pp. 548-571 ◽  
Author(s):  
Yasser Moustafa Shehawy ◽  
Ahmed Elbaz ◽  
Gomaa M. Agag
Keyword(s):  
Social Exchange ◽  
Airline Industry ◽  
Social Exchange Theory ◽  
Service Industry ◽  
Middle Eastern ◽  
Intention To Leave ◽  
Job Embeddedness ◽  
Exchange Theory ◽  
African Region ◽  
Content Type

Purpose The importance of employees’ job embeddedness perception in the airline companies has not been given the required attention. To recognise the role of frontline employees’ perception regarding job embeddedness, the present research aims to develop and investigate a model that examines the determinants and consequences of employees’ job embeddedness in airline industry. The current study also aims to enrich the literature on human resources in the fields of transportation service management as the lifeblood of tourism industry as a related service industry by providing a comprehensive framework and measurement scale regarding the social exchange theory. Design/methodology/approach The study used a survey among a sample representative of frontline employees operating in Egyptian airline industry across Egypt. In total, 870 questionnaires were collected and analysed using structural equation modelling using WarpPLS 6.0. Findings The results indicate that both supervisors’ support and employees’ advocacy have a significant effect on job embeddedness. In addition, it found out that job embeddedness has a significant effect on organisational commitment and employees’ intention to leave. Research limitations/implications This paper is conceptual in nature regarding the social exchange theory in service related industries such as airlines and tourism. Practical implications The authors intend to use these considerations as a basis for future research implications for tourism small- and medium-sized enterprises in the Middle-Eastern and North-African region. Social implications This paper contributes to the literature on social exchange theory by measuring factors affecting employees’ job embeddedness in the Egyptian airline industry, notably its related human resources as a service industry. Originality/value This study developed and empirically tested a comprehensive model of job embeddedness with its drivers and evaluated its impact on both organisational commitment and intention to leave. Such findings hold important implications for tourism small- and medium-sized enterprises in the Middle-Eastern and North-African region.

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