scholarly journals A Conceptual Framework Explaining the Impact of Perceived Career Growth and Organisational Justice on Intention to Stay Among City Traffic Police Lahore

2018 ◽  
Vol 7 (2.34) ◽  
pp. 22
Author(s):  
Sultan Adal Mehmood ◽  
Devika Nadarajah ◽  
Muhammad Saood Akhtar ◽  
Noor Ahmed Brohi ◽  
Mansoor Ahmed Khuhro
Keyword(s):  
Conceptual Framework ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Intention To Stay ◽  
Traffic Police ◽  
Organisational Justice ◽  
Career Growth ◽  
Conceptual Paper ◽  
The Impact

This paper presents the conceptual framework of intention to stay among City Traffic Police, Lahore.  The high turnover rate among city traffic police officers in Lahore has drawn the attention of the Government as well as academicians. It is believed that city traffic police in Lahore may feel there is limited prospects of career growth and may have negative perceptions on organisational justice. Nevertheless, this has yet to be examined in greater detail. Therefore, this conceptual paper offers a research opportunity to study the impact of perceived organisational justice and career growth on officer’s intention to remain in the organisation. Social exchange theory is applied to this framework. Following this conceptual paper, a full study will be carried out using quantitative research methods. It is hoped that the findings will benefit the City Traffic in Lahore and contribute to the body of knowledge on social exchange theory.  

Explaining the Impact of Perceived Career Growth and Organisational Justice on Intention to Stay

2018 ◽  
Vol 1 (2) ◽  
pp. 139-151
Author(s):  
Sultan Adal Mehmood ◽  
Devika Nadarajah ◽  
Muhammad Saood Akhtar
Keyword(s):  
Police Officers ◽  
Research Approach ◽  
Contributing Factors ◽  
High Turnover ◽  
Intention To Stay ◽  
Traffic Police ◽  
Organisational Justice ◽  
Career Growth ◽  
The Impact ◽  
The City

This study aimed to investigate intention to stay among officers in the City Traffic Police Lahore in relation to their perceptions of organisational justice and career growth. Using a quantitative research approach, a sample of 224 traffic wardens working in 30 sectors in the city of Lahore were selected through stratified random sampling. Data were gathered using a questionnaire containing Likert-type scales relating to all variable of interest. Apart from procedural justice and professional ability development, all dimensions of organisational justice and perceived career growth were found to significantly influence traffic officers’ intention to stay. Moreover, promotional speed emerged as the strongest predictor of the intent to stay. The findings of this study may guide police authorities in dealing with issues on turnover by initiating policies which can strengthen employee retention intention. Additionally, it provides empirical insights on the contributing factors of high turnover in the City Traffic Police Lahore. This paper enhances understanding of turnover issues by investigating retention intention of traffic police officers in an Eastern culture. Specifically, this research contributes to literature by examining the predictive role of organisational inducement factors (organisational justice and career growth) on attitude (intention to stay). Additionally, both the exogenous constructs of interest are used at the dimensional levels.  

scholarly journals The Jungle of Support: What Do We Really Mean When We Say “Residents’ Support”?

2020 ◽  
Vol 12 (18) ◽  
pp. 7795
Author(s):  
María Ángeles Plaza-Mejía ◽  
Nuria Porras-Bueno ◽  
David Flores-Ruiz
Keyword(s):  
Conceptual Framework ◽  
Social Exchange ◽  
Longitudinal Analysis ◽  
Social Exchange Theory ◽  
Reasoned Action ◽  
Exchange Theory ◽  
Three Dimensions ◽  
Generic Term ◽  
Proposed Model ◽  
Tourism Studies

The aim of this research is to provide a conceptual framework to facilitate the standardization of the concept of “residents’ support” in tourism studies. The model is designed to prevent ambiguity and confusion that may arise in the use of the generic term “residents’ support.” Social Exchange Theory and the Theory of Reasoned Action will be incorporated for the purposes of contextualizing the term “residents’ support” with respect to three dimensions: attitudinal, intentional, or behavioral. A longitudinal analysis of the term “residents’ support” will be conducted on the basis of the proposed model. Fifty-four articles published between 2004 and the first quarter of 2020 have been studied to classify the items used to create the construct of “residents’ support” in tourism studies and to draw conclusions about the work of scholars and tourism agents.

SET: Still a Relevant Theory for the Future of Work

2018 ◽  
Vol 11 (3) ◽  
pp. 482-486
Author(s):  
James N. Kurtessis ◽  
Lindsay Northon ◽  
Valerie N. Streets
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Relevant Theory ◽  
Future Of Work ◽  
Slow Change ◽  
Sufficient Cause ◽  
Short Period ◽  
To Come ◽  
The Impact

Few would argue that the workplace has changed tremendously over a short period of time and will continue to evolve in the years to come. Regardless of whether change is major or minor, lightning fast or painfully slow, change in and of itself may not be sufficient cause for substantial revision of existing theories, such as social exchange theory (SET); the formulation of entirely new theories; or the creation of new constructs. This is for two reasons: (a) the possibility that we overestimate the impact of change on the workplace, and (b) change can be readily incorporated into our existing theories. We expand on each of these points below and describe several possible macrolevel trends that may impact SET in the years to come.

Defending the frontier: examining the impact of internal salesperson evasive knowledge hiding on perceptions of external customer outcomes

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nawar N. Chaker ◽  
Edward L. Nowlin ◽  
Doug Walker ◽  
Nwamaka A. Anaza
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Customer Relationships ◽  
Exchange Theory ◽  
Environmental Dynamism ◽  
Content Type ◽  
External Customer ◽  
Knowledge Hiding ◽  
The Impact ◽  
Customer Outcomes

Purpose Salespeople frequently face the predicament of wanting to protect their market knowledge from coworkers while not appearing recalcitrant. Considering the choice of disclosing information or refusing to disclose, they may choose a third option: appearing to share knowledge while concealing substantive information, which this study calls evasive knowledge hiding. This study surmises that the consequences of these choices impact perceptions of customer outcomes. Using social exchange theory, the purpose of this article is to examine the internal relational antecedents and perceptions of external customer outcomes of evasive knowledge hiding, as well as the moderating effects of pushover manager and environmental dynamism. Design/methodology/approach A moderated mediation model was used to analyze survey data from 234 business-to-business salespeople. Findings Internal competition and coworkers’ past opportunistic behavior increase evasive knowledge hiding. These effects are attenuated if the manager is not a pushover. Evasive knowledge hiding decreases perceptions of external customer outcomes, particularly at low levels of environmental dynamism. Research limitations/implications Data was collected from salespeople, which presents a look from perpetrators themselves. While directly observing salespeople was the goal, sourcing and matching customer and manager data would only strengthen the results. Practical implications Salespeople evasively hide their knowledge if it is in their best interest, which may unwittingly hurt perceptions of customer outcomes. Originality/value This study formally introduces salesperson evasive knowledge hiding into the marketing and sales literature. The research highlights the dark side of social exchange theory by demonstrating how internal coworker relationships affect perceptions of external customer relationships via evasive knowledge hiding. This study also introduces pushover manager as an enabling moderating variable.

Explaining the Impact of Perceived Career Growth and Organisational Justice on Intention to Stay

2018 ◽  
Vol 1 (01) ◽  
pp. 139-151
Author(s):  
Sultan Adal Mehmood ◽  
◽  
Devika Nadarajah ◽  
Muhammad Saood Akhtar ◽  
◽  
...  
Keyword(s):  
Intention To Stay ◽  
Organisational Justice ◽  
Career Growth ◽  
The Impact

Impact of night markets on residents' quality of life

2020 ◽  
Vol 48 (8) ◽  
pp. 1-12
Author(s):  
Hao-Kai Hung ◽  
Chang-Che Wu
Keyword(s):  
Quality Of Life ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Future Research ◽  
Q Method ◽  
The Impact ◽  
Night Markets

There is a lack of discussion on the impact of night tourism activities on the quality of life of residents in the area where these activities are held. We adopted the Q method to explore the effect of the night market in Taiwan on residents in the area from the perspective of 4 groups: Long-term neighbors who love the prosperity of the night market, residents who live in the area where the night market is held, residents who dislike tourists but do not mind the vendors, and residents who have integrated the night market into their own life. We discuss and address the conflicts between the perspectives of these groups using social disruption theory, social exchange theory, and empathy. Implications of the findings are described along with directions for future research.

A framework of satisfaction for continually delivered business services

2016 ◽  
Vol 31 (1) ◽  
pp. 112-122 ◽  
Author(s):  
Elten Briggs ◽  
Timothy D. Landry ◽  
Patricia J. Daugherty
Keyword(s):  
Conceptual Framework ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Service Satisfaction ◽  
Exchange Relationship ◽  
Business Services ◽  
Content Type ◽  
Economic Satisfaction ◽  
Expectancy Disconfirmation

Purpose – The aim of this paper is to present a new framework for the evaluation of satisfaction in continually delivered business services (CDBS) contexts based on applicable theoretical perspectives and extant empirical research. Design/methodology/approach – The paper first describes and justifies the importance of the CDBS context. Then, a literature review of CDBS satisfaction research over the past ten years is presented and utilized in conjunction with theoretical insights from expectancy disconfirmation theory and social exchange theory to develop conceptual definitions, a general conceptual framework, and research propositions. Findings – The resulting conceptual framework focuses on global CDBS provider satisfaction as the outcome of three more specific satisfaction assessments: service satisfaction (driven by the actual performance of the service), economic satisfaction (driven by the customers’ economic outcomes from the exchange relationship) and social satisfaction (driven by the customers’ social outcomes and interactions in the exchange relationship). Originality/value – The study is the first to develop a framework of satisfaction for the CDBS context and presents propositions to guide future satisfaction research. The conceptual framework leverages insights from two existing models of satisfaction formation: expectancy disconfirmation (which provides deeper insight on service satisfaction) and social exchange theory (which provides deeper insights on social and economic satisfaction). The integration of these two models results in a more comprehensive view of satisfaction formation in the CDBS context than by using either model separately.

scholarly journals The Impact of E-HRM Usage on HRM Effectiveness

2021 ◽  
Vol 29 (2) ◽  
pp. 118-147
Author(s):  
Yaser M. Al-Harazneh ◽  
Ismail Sila
Keyword(s):  
Social Exchange ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Behavioural Intention ◽  
Intention To Use ◽  
Management Support ◽  
Line Managers ◽  
Actual Usage ◽  
The Impact

This study investigated the impact of electronic human resource management (e-HRM) implementation on the effectiveness of the HRM system. The framework of this study was guided by three theories: unified theory of acceptance and use of technology, the social exchange theory, and the leader-member exchange theory. Covariance-based structural equation modelling was used to test the proposed model and hypotheses. The sample consisted of 282 responses from the employees of two telecommunications companies in Jordan. The research findings suggest that performance expectancy had a significant positive effect on behavioural intention to use an e-HRM system, whereas effort expectancy did not. Facilitating conditions had a positive significant impact on e-HRM system usage. Top management support and the HRM role of line managers positively affected behavioural intention to use e-HRM and actual usage of e-HRM, whereas the effect of HR professionals on e-HRM usage was negative. Finally, the actual usage of e-HRM had a significant impact on HRM system effectiveness.

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