scholarly journals Impact of the Price of Gifts From Patients on Physicians’ Service Quality in Online Consultations: Empirical Study Based on Social Exchange Theory

10.2196/15685 ◽  
2020 ◽  
Vol 22 (5) ◽  
pp. e15685
Author(s):  
Yanan Wang ◽  
Hong Wu ◽  
Chenxi Xia ◽  
Naiji Lu
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Positive Impact ◽  
Exchange Theory ◽  
Information Support ◽  
Consultation Service ◽  
Online Consultation ◽  
The Gift ◽  
The Impact

Background Gift giving from patients to physicians, which is prohibited in traditional clinical settings in China, has been found to occur in online health communities. However, there is debate on the validity of online gifts since physicians gain an economic benefit. Moreover, the potential impact of these gifts, particularly with respect to the financial value of the gift, on the online consultation service quality remains unexplored. Objective The aim of this study was to explore the impact of gift price on the quality of physicians’ online consultation service. Insight into this impact is expected to help resolve existing debate on the appropriateness of the gift-giving practice in online consultations. Methods A dataset of 141 physicians and 4249 physician-patient interactions was collected from the Good Physician Online website, which is the largest online consultation platform in China. Based on social exchange theory, we investigated how gift price affects the quality of physicians’ online consultation service and how this impact changes according to the physician’s service price and number of all gifts received. Manual annotation was used to identify the information support paragraphs and emotional support paragraphs in the answers of physicians. The quality of the information support paragraphs, rather than the complete answer, was used to test the robustness of our model. Results Gift price had a positive impact on the quality of physicians’ online consultation service (β=4.941, P<.01). This impact was negatively mediated by both the physician’s service price (β=–9.245, P<.001) and the total number of gifts they received (β=–5.080, P<.001). Conclusions Gift price has a positive impact on physicians’ online behavior, although the impact varies among physicians.

scholarly journals Impact of the Price of Gifts From Patients on Physicians’ Service Quality in Online Consultations: Empirical Study Based on Social Exchange Theory (Preprint)

2019 ◽  
Author(s):  
Yanan Wang ◽  
Hong Wu ◽  
Chenxi Xia ◽  
Naiji Lu
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Positive Impact ◽  
Exchange Theory ◽  
Information Support ◽  
Consultation Service ◽  
Online Consultation ◽  
The Gift ◽  
The Impact

BACKGROUND Gift giving from patients to physicians, which is prohibited in traditional clinical settings in China, has been found to occur in online health communities. However, there is debate on the validity of online gifts since physicians gain an economic benefit. Moreover, the potential impact of these gifts, particularly with respect to the financial value of the gift, on the online consultation service quality remains unexplored. OBJECTIVE The aim of this study was to explore the impact of gift price on the quality of physicians’ online consultation service. Insight into this impact is expected to help resolve existing debate on the appropriateness of the gift-giving practice in online consultations. METHODS A dataset of 141 physicians and 4249 physician-patient interactions was collected from the Good Physician Online website, which is the largest online consultation platform in China. Based on social exchange theory, we investigated how gift price affects the quality of physicians’ online consultation service and how this impact changes according to the physician’s service price and number of all gifts received. Manual annotation was used to identify the information support paragraphs and emotional support paragraphs in the answers of physicians. The quality of the information support paragraphs, rather than the complete answer, was used to test the robustness of our model. RESULTS Gift price had a positive impact on the quality of physicians’ online consultation service (β=4.941, <i>P</i>&lt;.01). This impact was negatively mediated by both the physician’s service price (β=–9.245, <i>P</i>&lt;.001) and the total number of gifts they received (β=–5.080, <i>P</i>&lt;.001). CONCLUSIONS Gift price has a positive impact on physicians’ online behavior, although the impact varies among physicians.

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.

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.

What are the best HRM practices for retaining experts? A longitudinal study in the Canadian information technology sector

2015 ◽  
Vol 36 (3) ◽  
pp. 416-432 ◽  
Author(s):  
Stéphane Renaud ◽  
Lucie Morin ◽  
Jean-Yves Saulquin ◽  
Jocelyne Abraham
Keyword(s):  
Information Technology ◽  
Longitudinal Data ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Positive Impact ◽  
Cross Sectional ◽  
Content Type ◽  
Hrm Practices ◽  
Expert Status ◽  
The Impact

Purpose – The purpose of this paper is to answer the following two questions: What are the HRM practices that have a significant impact on employees’ functional retention?, and Does the impact of these HRM practices on functional retention differ based on the employee’s status as an expert or a non-expert? Our theoretical foundation rests on human capital theory and social exchange theory. Design/methodology/approach – This study uses longitudinal data that come from multiple surveys conducted on new employees within a Canadian subsidiary of an international information technology (IT) firm. Findings – Results show that four out of five HRM practices under study have a significant and positive impact on functional retention of employees regardless of their expert status: satisfaction with a respectful and stimulating work environment, satisfaction with training and development, satisfaction with innovative benefits and satisfaction with incentive compensation significantly increase functional retention of employees. Functional retention was found to be higher for experts than for their non-expert counterparts. Last, results show that expert/non-expert status play a moderating role between HRM practices and functional retention. Originality/value – In short, this study offers five main contributions to the literature: first, it focuses on retention rather than turnover; second, it goes further by examining functional retention as the dependant variable; third, it distinguishes between two categories of employees: experts and non-experts; fourth, it extends the limited literature on IT workers, HRM practices and retention; and fifth, it is based on longitudinal data whereas the overwhelming majority of published studies have been based on cross-sectional data.

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.

The effect of workers’ justice perception on continuance participation intention in the crowdsourcing market

2019 ◽  
Vol 29 (6) ◽  
pp. 1485-1508 ◽  
Author(s):  
Ying Liu ◽  
Yongmei Liu
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Positive Impact ◽  
Interpersonal Justice ◽  
Content Type ◽  
Informational Justice ◽  
Justice Perception ◽  
The Social ◽  
The Impact ◽  
Practical Implications

Purpose The purpose of this paper is to examine the impact mechanism of workers’ perceived justice, trust and job satisfaction (JS) on their continuance participation intention in the crowdsourcing market. Design/methodology/approach An e-questionnaire was posted as an online task on Zhubajie, and data from 304 valid questionnaires were analyzed using SmartPLS 3 software. Findings Results show that crowdsourcing workers’ distributive and interpersonal justice have a significant impact on their trust in the task requester, while procedural and informational justice significantly affect their trust in intermediary management. Workers’ trust in the task requester and in intermediary management positively affects JS, which ultimately affects their continuance participation intention in the crowdsourcing market. Research limitations/implications Based on the social exchange theory, this study examines the positive impact of workers’ justice perception on their continuance participation intention. It dissects the inherent mechanism of workers’ justice perception about their continuance participation intention using three variables of trust in the task requester, trust in intermediary management and JS. Practical implications Given the positive relationship between workers’ justice perception and continuance participation intention, crowdsourcing intermediary website managers should adopt effective measures to enhance workers’ justice perception to strengthen their continuance participation intention. Originality/value This study explores factors that influence workers’ continuance participation intention and their inherent mechanism in the crowdsourcing market based on justice and social exchange theories. It is an extension of research on continuous participation behavior in the crowdsourcing field.

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.

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

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.

The Impact of Non-Financial Rewards on Organizational Attractiveness

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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