Which Relational Benefits Really Matter to Multi-Channel Agencies?

Our study provides guidelines on how to build long-term customer relationship in the non-contract mechanism context. More specifically, the findings show that special, social, and core benefits influence calculative commitment, and operational and special benefits influence affective commitment. This study also supports that calculative and affective commitment play a crucial role in understanding multi-channel agencies’ loyalty. In sum, this study revealed that calculative and affective commitment can be considered as partial or full mediators in the relationship between RBs (relational benefits) and loyalty. This study not only contributed to the existing SET (social exchange theory) and RBs paradigm but also provided practical implications for food distribution management.

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.

The opportunity model of organizational commitment

International Journal of Manpower ◽

10.1108/ijm-06-2015-0086 ◽

2017 ◽

Vol 38 (2) ◽

pp. 259-273 ◽

Cited By ~ 2

Author(s):

Elif Cicekli ◽

Hayat Kabasakal

Keyword(s):

Organizational Commitment ◽

Social Exchange ◽

Social Exchange Theory ◽

Exchange Theory ◽

Multiple Sources ◽

Content Type ◽

Job Opportunities ◽

Using Data ◽

The Relationship ◽

Purpose The purpose of this paper is to determine the relationships between promotion, development, and recognition opportunities at work and organizational commitment, and whether these relationships are moderated by the job opportunities employees have in other organizations. Design/methodology/approach An opportunity model of organizational commitment is developed based on social exchange theory and several streams of opportunity research. Factor analyses and hierarchical multiple regression analyses are carried out to test the hypotheses using data from 550 white-collar employees. Findings The results of the analyses show that opportunities for development and recognition are predictors of organizational commitment, that job opportunities employees have in other organizations negatively moderate the relationship between recognition opportunity at work and organizational commitment, and that promotion opportunity does not predict organizational commitment. Research limitations/implications Future researchers could study the issue in the context of other cultures using data from multiple sources. Practical implications Employers who seek to increase their employees’ organizational commitment are advised to divert their energies from struggling to create promotion opportunities for their employees to creating opportunities for development and recognition. Originality/value The study explores the under-researched concept of opportunity at work and connects several streams of opportunity research by drawing on social exchange theory as a theoretical framework. The model is the first to address the effects of opportunity and alternative opportunities on organizational commitment.

BENEFICENCE, COMPANIONSHIP AND FINANCES AS MOTIVATORS FOR PARTICIPATION IN INTERGENERATIONAL HOME SHARING

Innovation in Aging ◽

10.1093/geroni/igz038.3489 ◽

2019 ◽

Vol 3 (Supplement_1) ◽

pp. S962-S962

Author(s):

Cary Sweeney ◽

Rachel K Bell

Keyword(s):

Social Exchange ◽

Affordable Housing ◽

Social Exchange Theory ◽

Financial Burden ◽

Relationship Development ◽

Housing Cost ◽

Motivating Factors ◽

Meaningful Relationships ◽

Abstract In January 2019, the UC Berkeley Retirement Center began piloting Berkeley Home Match (BHM), a program that matches graduate students who need affordable housing with retirees who live near campus and have an extra room. BHM seeks to address affordable housing challenges for retirees and students while creating meaningful relationships. While some data exists for home sharing programs, less is known about the motivators and outcomes of retirees and students participating in these programs. In addition to decreasing the financial burden of housing, Social Exchange Theory suggests the built-in reciprocity of intergenerational home sharing may facilitate meaningful relationships. The purpose of this program evaluation was to understand the motivating factors for participation in a University-based home sharing program. Applicants (N=35) rated factors that influenced their decision to participate using a 7-point scale (1=“Not Influential”, 7=“Very Influential”). On average, homeowners (N=6) rated “helping a student” 5.2, “income” 5.2, and “companionship” 3.6, while home seekers (N=29) rated “helping an older adult” 5.03, “rent price” 6.1, and “companionship” 4.76. Surprisingly, ratings for “helping a student” and “helping a senior” were the same or close to ratings for “income” and “rent prices,” suggesting beneficence could be a key motivator and interdependence a mechanism for relationship development. Additionally, students’ rating for “companionship” was higher than expected, indicating an openness to the relationship. These findings as well as other factors impacting home matching will be discussed, including participant demographics, reduced housing cost, housing characteristics, and long-term program feasibility.

Impact of training perception on affective commitment and the mediating role of work engagement: Evidence from hospitality sector of Pakistan

Human Systems Management ◽

10.3233/hsm-211189 ◽

2021 ◽

pp. 1-18

Author(s):

Rukhman Solangi ◽

Gul Afshan ◽

Saeed Siyal ◽

Samar Batool Shah

Keyword(s):

Social Exchange ◽

Work Engagement ◽

Social Exchange Theory ◽

Hospitality Industry ◽

Affective Commitment ◽

Organizational Outcomes ◽

Mediating Effect ◽

Human Resource Managers ◽

Supervisory Support ◽

BACKGROUND: Given the importance and issues about the hospitality industry, commitment has remained a significant concern for human resource managers and researchers. This paper aims to develop the insights by assessing perceptions of training and work engagement as predictors of commitment among hospitality employees in Pakistan. OBJECTIVE: Following social exchange theory, this study investigated the relationship between five training perceptions: perceived access to training (PAT), motivation to learn (MLT), perceived benefits (PBT), perceived supervisory support (PSST), and coworker support (PCST) and the affective commitment via work engagement. METHOD: Employing survey-based data, this study analyzed 239 responses from the front-line employees in Pakistan’s hospitality industry. RESULTS: Smart-PLS results reveal that only PAT and PCST significantly predicted affective commitment out of five training perceptions. Similarly, work engagement was found to mediate the relationship between training perception and affective commitment except for MLT. The study also found that work engagement had the most substantial mediating effect between PSST and affective commitment. CONCLUSION: Organizations invest a lot of money in training and developing their employees to derive desired organizational outcomes. Therefore, it is important to consider perceptions of training while designing and delivering training. For organizational commitment, it is important that employees feel motivated to contribute to the organization and reciprocate with engagement and commitment with the organization.

The link between export relationship quality, performance and expectation of continuing the relationship

International Journal of Emerging Markets ◽

10.1108/ijoem-04-2012-0036 ◽

2015 ◽

Vol 10 (1) ◽

pp. 16-31 ◽

Cited By ~ 11

Author(s):

A.F.M. Jalal Ahamed ◽

Kåre Skallerud

Keyword(s):

Relationship Quality ◽

Social Exchange ◽

Significant Relationship ◽

Social Exchange Theory ◽

Emerging Market ◽

Export Performance ◽

Convenience Sample ◽

Content Type ◽

The Relationship ◽

Purpose – The purpose of this study is threefold: to investigate how relationship quality affects export performance; to see if and to what extent export performance affects exporter satisfaction; and to determine whether exporter satisfaction ultimately affects the expectation of continuing the export-import relationship in an emerging market. Design/methodology/approach – The paper reports the findings of a survey of 185 respondents from the ready-made garments industry in Bangladesh chosen from a convenience sample. The responding exporters were located in Dhaka city or nearby areas. The data were analyzed using the partial least squares technique. Findings – The results support four out of five hypotheses, indicating that there is a significant relationship between exporter relationship quality and financial and strategic export performance. Additionally, a positive relationship between financial export performance and exporter satisfaction and between exporter satisfaction and the expectation of continuing the relationship are shown. No significant relationship between strategic export performance and exporter satisfaction is found. Practical implications – The findings have practical implications for managers and policy-makers interested in developing effective strategies for building and maintaining high quality export-import relationships, especially in the context of an emerging market. Originality/value – In order to accomplish the research goal, the main constructs from two influential streams of literature – social exchange theory and the disconfirmation of expectation theory – are utilized. This is new in the context of an emerging economy perspective.

Psychological meaningfulness and availability mediate the high potential program–affective commitment relationship

Social Behavior and Personality An International Journal ◽

10.2224/sbp.6867 ◽

2018 ◽

Vol 46 (1) ◽

pp. 79-89 ◽

Cited By ~ 1

Author(s):

Tingting Liu ◽

Erhua Zhou

Keyword(s):

Social Exchange ◽

Social Exchange Theory ◽

Affective Commitment ◽

High Potential ◽

Exchange Theory ◽

Full Time ◽

Chinese Enterprises ◽

Psychological Conditions ◽

Psychological Meaningfulness ◽

The content and process of administering high potential (HiPo) programs have been found to contribute to employees' attitudes toward the organizations that employ them. Drawing on social exchange theory, we examined the influence of consensus on the use of HiPo programs on employees' affective commitment through the mediators of psychological meaningfulness and psychological availability. Using a 2-wave survey, we collected data from 186 full-time employees of Chinese enterprises. We found that both psychological meaningfulness and psychological availability partially mediated the relationship between consensus on the use of HiPo programs and followers' affective commitment. These findings highlight the importance of managers reaching an agreement about how to use HiPo programs to promote employees' emotional bond to their organization through the key psychological conditions of meaningfulness and availability.

Building long-term partnerships by certificate implementation: a social exchange theory perspective

Journal of Business and Industrial Marketing ◽

10.1108/jbim-08-2013-0190 ◽

2015 ◽

Vol 30 (7) ◽

pp. 867-879 ◽

Cited By ~ 22

Author(s):

Hsin Hsin Chang ◽

Yao-Chuan Tsai ◽

Shu-Hui Chen ◽

Guei-Hua Huang ◽

Ya Hui Tseng

Keyword(s):

Relationship Quality ◽

Social Exchange ◽

Social Exchange Theory ◽

Negative Influence ◽

Exchange Theory ◽

Content Type ◽

The Cost ◽

Purpose – This purpose of this study is to apply social exchange theory (SET) to explain how social exchange behaviors, such as the exchange of knowledge, information and respect between firms, would increase the likelihood of certification implementation and strengthen the relationships among partners. The main purposes of this study are to examine the significant connections between partner interactions and long-term orientation and to examine the links among long-term orientation, certifications and relationship quality. Design/methodology/approach – To test the research hypotheses, structural equation modeling was conducted to analyze the data collected from 136 respondents who are top managers of manufacturing enterprises in Taiwan National Science Park. Findings – Many enterprises in Taiwan regard conflict as a method to express more detailed information about collaboration in business and see conflict as a minus in making the quality of partnership healthier than before. It was affirmed that owning international certifications has an impact on long-term collaborative partnership. Conflicts within a partnership do not completely have a negative influence on relationship quality. Because enterprises want to keep stable partnerships and get long-term competitive advantages, they should continue creating smooth and efficient trading behaviors and should also consider relationship quality as an important factor with regard to their investment in some relationship-specific assets. Research limitations/implications – This study was intended to explore the connection between conflict and relationship quality; however, this relation suggested that conflict may be a negative influence but without any significant proof of the connection. Therefore, future researchers could examine this relation again in the context of Taiwanese enterprises. Practical implications – This study had some implications for enterprises in Taiwan, especially in regard to maintaining a long-term partnership and deciding whether to acquire a specific certification. When firms decide to invest in a relationship-specific asset, they should consider the interaction with the partners and the quality of the partnership. It is suggested that firms should evaluate not only the immediate benefits and drawbacks but also the implications with regard to partner relationships. Meeting the requirements of partners is thus an effective approach to gain trust and commitment. Social implications – As the interactions with partners are executed progressively more smoothly, the relationship quality will become increasingly better. The possibility of having a long-term collaborative relationship becomes higher as the relationship quality improves. Therefore, as the relationship duration becomes increasingly longer, the cost of having an international certification will offer a return on the investment or even result in a profit. Originality/value – A good relationship quality will lead to specific investments from partners, such as the one involving the implementation of specific certifications. The enterprises in Taiwan would prefer to develop a long-term partnership when their demands for a specific investment could be fulfilled. Consequently, enterprises can use the degree of relationship quality to assess the cost and benefits of implementing a certification and can, furthermore help in making the decision.

Does Anyone Care About Support Inside the University? The Mediating Role of Perceived Organisational Support

International Journal of Business and Society ◽

10.33736/ijbs.3296.2020 ◽

2020 ◽

Vol 21 (2) ◽

pp. 824-836

Author(s):

Luen-Peng Tan ◽

Yuen-Onn Choong ◽

Kum-Lung Choe

Keyword(s):

Organizational Justice ◽

Social Exchange ◽

Social Exchange Theory ◽

Affective Commitment ◽

Exchange Theory ◽

Mediating Effect ◽

Supervisory Support ◽

Mediating Role ◽

Perceived Organisational Support ◽

Social exchange theory evokes the maximization of one’s personal interests or benefits when one is engaging in a relationship. The central tenant of social exchange theory focuses on the notion of reciprocity. Perceived organizational support (POS) should elicit the norm of reciprocity and employees would feel they are obligated to help organizations to achieve goals. The main objective of this study is to examine the mediating effect of POS between organizational justice and supervisory support with affective commitment. More precisely, five hypotheses were tested using a sample of 207 academics of Malaysian private universities. Partial least squares path modeling was utilised to assess the measurement and structural model. In this study, organizational justice is envisaged as a multi-dimensional construct which comprises distinct variables namely - procedural justice, distributive justice and interactional justice. Supervisory support and affective commitment are unidimensional constructs. POS was found to be a mediator for the relationship between organizational justice and supervisory support with affective commitment. The findings of this study were expected to shed light on the scant literature of POS especially its mediating role for the relationship between organizational justice, supervisory support, and affective commitment.

Effect of Network Embeddedness on Brand-Related Behavior Intentions: Mediating Effects of Psychological Ownership

Social Behavior and Personality An International Journal ◽

10.2224/sbp.2014.42.5.721 ◽

2014 ◽

Vol 42 (5) ◽

pp. 721-730 ◽

Cited By ~ 4

Author(s):

Jing-Yu Zhang ◽

Ming Nie ◽

Bing-Sheng Yan ◽

Xing-Dong Wang

Keyword(s):

Social Exchange ◽

Social Exchange Theory ◽

Psychological Ownership ◽

Mediating Effects ◽

Community Members ◽

Network Embeddedness ◽

Behavior Intentions ◽

Relational Embeddedness ◽

The Relationship ◽

Based on social exchange theory, we examined the relationship between network embeddedness and the brand-related behavior intentions of community members from the perspective of psychological ownership. The results indicated that network embeddedness (structural and relational embeddedness) positively impacts psychological ownership, while psychological ownership positively impacts brand-related behavior intentions (protecting relevant brands and repelling competitive brands) and mediates the effects of network embeddedness on such intentions. Theoretical and practical implications in this study are discussed.

Testing mediation effects of social and economic exchange in linking organizational training investment to employee outcomes

Personnel Review ◽

10.1108/pr-06-2017-0174 ◽

2019 ◽

Vol 48 (2) ◽

pp. 306-323 ◽

Cited By ~ 4

Author(s):

Yuhee Jung ◽

Norihiko Takeuchi

Keyword(s):

Job Satisfaction ◽

Social Exchange ◽

Social Exchange Theory ◽

Affective Commitment ◽

Exchange Theory ◽

Economic Exchange ◽

Organizational Training ◽

Content Type ◽

Purpose Although social exchange theory has long been used to explain employees’ positive work attitudes in response to perceived investment in employee development (PIED), few studies have examined this theoretical mechanism by introducing a direct measure of social exchange between employees and their personified organization. Furthermore, most studies have focused solely on one type of exchange (i.e. social exchange) and have ignored another type of exchange characterized as economic exchange. The purpose of this paper is therefore to uncover the process by which PIED affects employees’ attitudes, including affective organizational commitment and job satisfaction, by examining the mediating roles of both social and economic exchanges. Design/methodology/approach To test the hypothesized mediating model, this study conducted a three-phase, time-lagged questionnaire survey and collected data from 545 full-time employees. The model was tested based on structural equation modeling with a bootstrap test of indirect effects. Findings In line with social exchange theory, the findings showed that social exchange perceptions positively mediated the relationships between PIED and affective commitment/job satisfaction, whereas economic exchange perceptions negatively mediated them. Additionally, social and economic exchange perceptions were found to partially mediate the relationship between PIED and affective commitment but fully mediate the relationship between PIED and job satisfaction. Practical implications These results suggest that employers would benefit from investing in employee development, provided workers see the training investment as the employer’s side of social exchange, which in turn leads to increased affective commitment and job satisfaction. When employers do not achieve the expected returns from the training investment, they should check not only hard data (e.g. training attendance rate, hours of training, etc.) but also soft data (e.g. employees’ perceptions of training investment, social exchange, etc.) by conducting employee surveys and communicating with line managers. Originality/value The main contribution of this study is that it provides important empirical support for social exchange theory in the context of organizational training investment and employees’ attitudinal outcomes, by directly testing the positive mediating role of social exchange and the negative role of economic exchange.