The Impact of the Organizational Culture of Korean Firms in Viet Nam on the Motivation for Work and Discretion Behaviour: From the Perspective of Social Exchange Theory

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.

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

European Journal of Marketing ◽

10.1108/ejm-02-2019-0174 ◽

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.

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Impact of night markets on residents' quality of life

Social Behavior and Personality An International Journal ◽

10.2224/sbp.8316 ◽

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.

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Influence of Social Exchange Relationships on Affective Commitment and Innovative Behavior: Role of Perceived Organizational Support

Sustainability ◽

10.3390/su10124418 ◽

2018 ◽

Vol 10 (12) ◽

pp. 4418 ◽

Cited By ~ 8

Author(s):

Sajjad Nazir ◽

Wang Qun ◽

Li Hui ◽

Amina Shafi

Keyword(s):

Organizational Culture ◽

Social Exchange ◽

Organizational Support ◽

Structural Equation ◽

Social Exchange Theory ◽

Affective Commitment ◽

Perceived Organizational Support ◽

Exchange Theory ◽

Equation Modeling ◽

Tie Strength

The current study objective is to investigate how and when leader member exchange (LMX), tie strength, and innovative organizational culture influences employee innovative behavior. In particular, this study uses the social exchange theory to analyze that nurses who demonstrate high affective commitment exhibit a higher level of creativity in the workplace. Based on social exchange theory and perceived organizational support (POS) literature, the current study aims to reveal how perceived organizational support (POS) serves as an imperative mediating process between LMX, tie strength, innovative organizational culture, and employee IB. A questionnaire survey was utilized to collect the data from nurses working in public sector hospitals in Jiangsu province China. A total sample size consists of 325 nurses. Structural equation modeling through AMOS 20 was utilized to analyze the survey data. Results from the structural equation modeling (SEM) analysis indicated that LMX, tie strength, and POS are significantly related to affective commitment and employees’ IB. However, innovative organizational culture has a significant influence on POS and IB, but has no impact on affective commitment. This study covers only public sector hospitals and is limited to Jiangsu province, China. The research could be reproduced in other designated areas in different organizational setups with a bigger sample size to further enhance the understanding of the topic. The key understanding of social exchange theory (SET) is that social relationships can be used appropriately to foster an employee’s IB. It also expands research in the area of LMX, tie strength, innovative organizational culture, and POS as antecedents of affective commitment and IB. This study is a remarkable analysis of LMX, POS, organization culture, commitment, and IB in the Chinese organizational context.

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The Impact of E-HRM Usage on HRM Effectiveness

Journal of Global Information Management ◽

10.4018/jgim.2021030107 ◽

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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Peer abusive supervision and third-party employee creativity from a social exchange theory perspective

Social Behavior and Personality An International Journal ◽

10.2224/sbp.9641 ◽

2021 ◽

Vol 49 (5) ◽

pp. 1-12

Author(s):

Liang Tan ◽

Zhuang Ma ◽

Jun Huang ◽

Gengxuan Guo

Keyword(s):

Social Exchange ◽

Organizational Support ◽

Social Exchange Theory ◽

Negative Impact ◽

Management Practice ◽

Abusive Supervision ◽

Exchange Theory ◽

Third Party ◽

Employee Creativity ◽

The Impact

We used social exchange theory to construct a theoretical framework of peer abusive supervision, third-party perception of organizational support, third-party employee creativity, and third-party perception of supervisory organizational embodiment. We then empirically tested the theoretical model with 367 supervisor–employee paired dyads from five large real estate companies in China. The results show that peer abusive supervision had a negative impact on third-party employee creativity, and third-party perception of organizational support played a mediating role in this relationship. Further, third-party perception of supervisory organizational embodiment positively moderated the impact of peer abusive supervision on third-party perception of organizational support. Our results, which show the spillover effect and boundary conditions of abusive supervision on third-party employee creativity, are significant for the enhancement of employee creativity in corporate management practice.

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The Impact of Non-Financial Rewards on Organizational Attractiveness

Asian Journal of Empirical Research ◽

10.18488/journal.1007/2019.9.6/1007.6.157.165 ◽

2019 ◽

Vol 9 (6) ◽

pp. 157-165

Author(s):

Perera K.E.P ◽

Karunarathne R.A.I.C

Keyword(s):

Social Exchange ◽

Undergraduate Students ◽

Quantitative Research ◽

Social Exchange Theory ◽

Exchange Theory ◽

Research Approach ◽

Organizational Attractiveness ◽

The Social ◽

The Impact

The main objective of this study was to examine the impact of nonfinancial rewards on organizational attractiveness. Drawing on the social exchange theory we develop and empirically test a model to explain the role of nonfinancial rewards, i.e. work-life balance, learning opportunities, and career advancement on organizational attractiveness. Following the quantitative research approach we collected data from 88 undergraduate students from 3 main universities in management in Sri Lanka. To test the model we developed one hypothesis. The results of simple linear regression suggested that nonfinancial rewards had statistically significant effect on generation Y candidates’ organizational attractiveness. This study mainly contributes to enhancing our understanding of the social exchange theory.

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The Impact of Social Media Marketing on Zimbabwean Commercial Bank Customers Behaviour

Restaurant Business ◽

10.26643/rb.v118i10.9332 ◽

2019 ◽

Vol 118 (10) ◽

pp. 373-390

Author(s):

C D Mudondo ◽

K K Govender

Keyword(s):

Social Media ◽

Commercial Bank ◽

Social Exchange ◽

Social Exchange Theory ◽

Exchange Theory ◽

Social Media Marketing ◽

Customer Engagement ◽

Perceived Fairness ◽

Customer Behaviour ◽

The Impact

While research has underscored the benefits of social media marketing, organizations including banks, still fail to justify their continued investment on social media marketing, mainly because its impact on customer behaviour remains unclear. Thus, this study aimsto establish the impact of social media marketing (SMM) on Zimbabwean commercial bank customers’ behaviour, from a Social Exchange Theory (SET) perspective. The objectives included determining the influence of the SET determinants inherent in SMM on commercial bank customers’ satisfaction; loyalty and repurchase intentions. A quantitative research approach was used to survey 384 bank customers in Harare and Bulawayo, Zimbabwe, using a structured questionnaire. Descriptive and inferential statistical analyses were conducted using the Statistical Package for Social Sciences program. Structural Equation Modellingrevealed a positive and significant relationship between the perceived social, informational and monetary benefits inherent in SMM and the bank customers’ satisfaction. There was also a significant positive relationship between social connectedness inherent in SMM and the bank customers’ loyalty. Furthermore, significant positive relationships were found between perceived fairness, customer engagement, perceived reciprocity inherent in SMM and bank customers’ trust, while the strength of community ties inherent in SMM is negatively and significantly related to bank customer loyalty. It is thus recommended that marketers take cognizance of the influence of the social exchange theory determinants inherent in social media marketing on customer behaviour, when developing and implementing social media marketing strategies and policies.

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

International Journal of Engineering & Technology ◽

10.14419/ijet.v7i2.34.14013 ◽

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.

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