Impact of CSR perceptions on workers' innovative behaviour: exploring the social exchange process and the role of perceived external prestige

Perceived risk in employment and organizational trust were integrated into the development of organizational commitment, based on key factors in the social exchange process. The results show that perceived risk in employment correlated negatively with organizational trust and organizational commitment, and that organizational trust correlated positively with organizational commitment. Moreover, organizational trust acted as a partial mediator between perceived risk in employment and organizational commitment.

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Employability and Temporary Workers’ Affective Commitment: the Moderating Role of Voluntariness

The Spanish Journal of Psychology ◽

10.1017/sjp.2013.108 ◽

2013 ◽

Vol 16 ◽

Cited By ~ 2

Author(s):

Mafalda Espada ◽

Maria José Chambel

Keyword(s):

Social Exchange ◽

Social Exchange Theory ◽

Affective Commitment ◽

Temporary Workers ◽

Positive Attitudes ◽

The Social ◽

The Relationship ◽

Moderating Role ◽

Temporary Agency Workers

AbstractThe development of either internal or external employability of temporary workers has been considered a mechanism of protection since it ensures that employment can be maintained. According to the social exchange theory and the norm of reciprocity, when temporary workers perceive that the training promoted by the organization furthers employability, they are inclined to feel obligated to reciprocate with positive attitudes toward the organization. With a sample of temporary agency workers from three distinct industry organizations (N = 279), the current study investigated the relationship between training that promotes both internal and external employability and affective commitment as well as the role of voluntariness as a moderator of these relationships. The hypotheses were tested by using regression analysis. The results indicated that the perception held by temporary workers that the training they received is a promoter of their internal employability is positively correlated with their affective commitment towards the organization. Furthermore, the data revealed that this relationship is weaker for the group of temporary workers with high voluntariness. On the other hand, there was not a significant relationship between the training that promotes external employability and the affective commitment of temporary workers. Likewise, voluntariness did not moderate this relationship.

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Interactional justice and willingness to share tacit knowledge: perceived cost as a mediator, and respectful engagement as moderator

Personnel Review ◽

10.1108/pr-08-2019-0436 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Bindu Gupta ◽

Karen Yuan Wang ◽

Wenjuan Cai

Keyword(s):

Tacit Knowledge ◽

Social Exchange ◽

Negative Relationship ◽

Interactional Justice ◽

Content Type ◽

Work Related ◽

The Social ◽

Tacit Knowledge Sharing ◽

Practical Implications

PurposeManaging tacit knowledge effectively and efficiently is a huge challenge for organizations. Based on the social exchange and self-determination theories, this study aims to explore the role of social interactions in motivating employees' willingness to share tacit knowledge (WSTK).Design/methodology/approachThe study used a survey approach and collected data from 228 employees in service and manufacturing organizations.FindingsInteractional justice and respectful engagement are positively related to WSTK. The perceived cost of tacit knowledge sharing (CostTKS) partially mediates the relationship between interactional justice and WSTK. Respectful engagement moderates the negative relationship between interactional justice and the perceived CostTKS.Research limitations/implicationsThe study advances the understanding of the role of social interaction in facilitating employee WSTK by integrating the direct and intermediate relationships involving the effect of supervisor's interactional justice and peers' respectful engagement and employee perceived CostTKS on WSTK.Practical implicationsThe findings have important practical implications for organizations as these suggest how organizations can help tacit knowledge holders experience less negative and more supportive behaviors when they engage in voluntary TKS.Originality/valueThis study examines the effect of both vertical and horizontal work-related interactions on perceived CostTKS and sequentially on WSTK, thereby extending existing literature.

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Servant leadership and employee innovative behaviour: exploring psychological pathways

Leadership & Organization Development Journal ◽

10.1108/lodj-11-2019-0474 ◽

2020 ◽

Vol 41 (6) ◽

pp. 813-827 ◽

Cited By ~ 3

Author(s):

Amjad Iqbal ◽

Khawaja Fawad Latif ◽

Muhammad Shakil Ahmad

Keyword(s):

Servant Leadership ◽

Social Exchange ◽

Structural Equation ◽

Psychological Safety ◽

High Rate ◽

Equation Modeling ◽

Design Data ◽

Content Type ◽

Innovative Behaviour

PurposeDrawing on social exchange theory (SET) and conservation of resource (COR) theory, the purpose of this research is to examine the relationship between servant leadership and employees' innovative behaviour and explore the neglected mediating role of psychological safety and thriving.Design/methodology/approachFollowing cross-sectional research design, data was collected from 347 employees of large size information technology (IT) companies in Pakistan. Partial least squares structural equation modeling (PLS-SEM) technique was used for data analysis.FindingsThe results reveal that servant leadership has direct and positive relationship with employees' innovative behaviour. Moreover, psychological safety and thriving partially mediate this relationship.Practical implicationsThis research reinforces the role of servant leadership in organizations striving for a high rate of innovation. Findings of this study suggest managers to practice servant leadership behaviours which enhance employees psychological resources: psychological safety and thriving and prompt them to engage in innovative behaviour.Originality/valueThis research makes novel contribution to the incipient literature by providing first empirical evidence on the simultaneous role of psychological safety and thriving in translating the influence of servant leadership on employees' innovative behaviour.

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Revisiting the “give and take” in LMX

Personnel Review ◽

10.1108/pr-05-2017-0152 ◽

2018 ◽

Vol 47 (2) ◽

pp. 555-571 ◽

Cited By ~ 6

Author(s):

Yu Han ◽

Greg Sears ◽

Haiyan Zhang

Keyword(s):

Social Exchange ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Equity Theory ◽

Equity Sensitivity ◽

Citizenship Behavior ◽

Content Type ◽

The Social ◽

Member Exchange

Purpose Drawing on principles of social exchange and equity theory, the purpose of this paper is to examine the relationship between employee reports of leader-member exchange (LMX) and two types of organizational citizenship behavior (OCB): affiliative and change-oriented OCB. Further, equity sensitivity, a dispositional variable reflecting one’s tendency to “give” or “take” in their interpersonal interactions, was tested as a moderator of these effects. Design/methodology/approach Data were collected from a sample of 240 manufacturing employees in China and their respective supervisors. Multilevel analyses were conducted to test the hypothesized effects. Findings LMX was found to be positively associated with affiliative, but not change-oriented OCB. Equity sensitivity moderated these relationships, such that LMX was positively associated with both types of OCB when employees are benevolent, but not when they are entitled. Research limitations/implications Given the different pattern of relationships that were observed between LMX and affiliative vs change-oriented OCB, the results suggest that LMX may differentially influence these two types of OCB. Future studies should continue to explore the role of dispositional traits in moderating the effects of LMX, including less desirable (“negative”) traits. Originality/value Very few studies have examined the role of dispositional variables in moderating the effects of LMX. Consistent with principles of the social exchange and equity theory, the results suggest that LMX will only be associated with OCB when employees are benevolent (i.e. they are “givers”), and not when they are entitled (i.e. they are “getters”).

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Understanding the Double-Level Influence of Guanxi on Construction Innovation in China: The Mediating Role of Interpersonal Knowledge Sharing and the Cross-Level Moderating Role of Inter-Organizational Relationships

Sustainability ◽

10.3390/su11061657 ◽

2019 ◽

Vol 11 (6) ◽

pp. 1657 ◽

Cited By ~ 2

Author(s):

Yingmiao Qian ◽

Mengjun Wang ◽

Yang Zou ◽

Ruoyu Jin ◽

Ruijia Yuan ◽

...

Keyword(s):

Knowledge Sharing ◽

Social Exchange ◽

Personal Relationships ◽

Organizational Level ◽

Mediating Effects ◽

Organizational Relationships ◽

Innovative Behaviour ◽

The Cross ◽

Specific Construction

Guanxi, a Chinese term that defines social networks of power and benefits, can be divided into inter-personal and inter-organizational relationships. Guanxi significantly influences construction innovation in China. Many studies have examined the relationship between guanxi and construction innovation at the project or organizational level. However, few of these studies explain how guanxi might affect an individual’s innovative behaviour from a double-level perspective. This paper builds on social capital theory and social exchange theory to examine guanxi’s role in motivating innovative behaviour in a China-specific construction context. It investigates the main effects of inter-personal relationships on innovative behaviour, the mediating effects of knowledge sharing, and the cross-level moderating effects of inter-organizational relationships. These elements were tested using a survey that received 178 responses from 35 different organizations. The results were analysed using Hierarchical Linear Modelling (HLM) and revealed that inter-personal relationships have positive influences on innovative behaviour, thus highlighting the partial mediating effects of knowledge sharing. In addition, the analyses showed that inter-organizational relationships augment inter-personal relationships and knowledge sharing on innovative behaviour by cross-level interaction. The research findings enhance an understanding of guanxi and innovative behaviour in China-specific construction project settings, as well as verifying the significance of guanxi in stimulating innovative behaviour.

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Task-Individual-Social Software Fit in Knowledge Creation Performance

International Journal of Knowledge Management ◽

10.4018/ijkm.2019040103 ◽

2019 ◽

Vol 15 (2) ◽

pp. 36-54

Author(s):

Didi Sundiman ◽

Chien Hsing Wu ◽

Andi Mursidi ◽

I-Hsien Ting

Keyword(s):

Social Exchange ◽

Knowledge Creation ◽

Service Industries ◽

Mediation Effect ◽

Social Software ◽

Research Model ◽

Research Institutes ◽

The Social ◽

Individual Cognition

The present article aims to disclose the role of task–individual–social software fit (TISF) in knowledge creation in the context of the manufacturing and service industries and research institutes. The methodology used is an empirical study that proposes and examines the proposed research model. The mediation effect of structural social exchange is also explored. Results of the data analysis of 279 valid samples reveal the following findings. First, the effect of TISF is confirmed. Second, structural exchanges do not mediate the role of TISF toward creation performance. Third, TISF is significantly associated with the social software, creation task, and individual cognition variables. Lastly, goal-free and goal-frame creation modes and analytical and intuitive cognition styles significantly influence the fit of features of creation task, individual cognition, and social software. The article provides domain scholars and practitioners with value of the task–individual–social software fit in the context of knowledge creation. Discussion and implications are also presented in this article.

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Deliberative Exchange, Truth, and Cognitive Division of Labour: A Low-Resolution Modeling Approach

Episteme ◽

10.3366/e1742360009000604 ◽

2009 ◽

Vol 6 (2) ◽

pp. 130-144 ◽

Cited By ~ 10

Author(s):

Rainer Hegselmann ◽

Ulrich Krause

Keyword(s):

Social Exchange ◽

Exchange Process ◽

Social Process ◽

Division Of Labour ◽

Low Resolution ◽

Modeling Approach ◽

Formal Framework ◽

The Social ◽

Analytical Result ◽

Small Capacity

ABSTRACTThis paper develops a formal framework to model a process in which the formation of individual opinions is embedded in a deliberative exchange with others. The paper opts for a low-resolution modeling approach and abstracts away from most of the details of the social-epistemic process. Taking a bird's eye view allows us to analyze the chances for the truth to be found and broadly accepted under conditions of cognitive division of labour combined with a social exchange process. Cognitive division of labour means that only some individuals are active truth seekers, possibly with different capacities. Both mathematical tools and computer simulations are used to investigate the model. As an analytical result, the Funnel Theorem states that under rather weak conditions on the social process, a consensus on the truth will be reached if all individuals possess an arbitrarily small capacity to go for the truth. The Leading the pack Theorem states that under certain conditions even a single truth seeker may lead all individuals to the truth. Systematic simulations analyze how close agents can get to the truth depending upon the frequency of truth seekers, their capacities as truth seekers, the position of the truth (more to the extreme or more in the centre of an opinion space), and the willingness to take into account the opinions of others when exchanging and updating opinions.

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TEORI PERTUKARAN SOSIAL TENTANG FENOMENA DAKWAH DI EKS LOKALISASI DADAPAN

Dinamika Penelitian: Media Komunikasi Penelitian Sosial Keagamaan ◽

10.21274/dinamika.2021.21.02.292-314 ◽

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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