Effects of supervisor's developmental feedback on employee loyalty: A moderated mediation model

2020 ◽  
Vol 48 (1) ◽  
pp. 1-14
Author(s):  
Yun Guo ◽  
Guobao Xiong ◽  
Zeyu Zhang ◽  
Jianrong Tao ◽  
Chuanjun Deng
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Linear Regression Analysis ◽  
Interactional Justice ◽  
Employee Loyalty ◽  
Employee Trust ◽  
Moderated Mediation Model ◽  
Developmental Feedback ◽  
Managerial Implications ◽  
Supervisor Trust

We utilized social exchange theory to examine the effects that supervisor developmental feedback has on employee loyalty toward the supervisor. The 337 participants for our study were recruited from a large manufacturing enterprise in Hunan, China. Using hierarchical linear regression analysis, we found that supervisor developmental feedback was positively related to both trust in, and employee loyalty toward, the supervisor. Trust was not only positively associated with employee loyalty toward the supervisor but also partially mediated the relationship between supervisor developmental feedback and employee loyalty toward the supervisor. Further, interactional justice moderated the positive relationship between supervisor developmental feedback and employee trust of the supervisor, such that the strength of this relationship was enhanced as interactional justice increased. Managerial implications and directions for further research are discussed.

Linking supervisor developmental feedback to in-role performance: The role of job control and perceived rapport with supervisors

2020 ◽  
pp. 1-16
Author(s):  
Zhenduo Zhang ◽  
Li Zhang ◽  
Honglei Wang ◽  
Junwei Zheng
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Linear Regression Analysis ◽  
Underlying Mechanism ◽  
Job Control ◽  
Role Performance ◽  
Mediating Role ◽  
Developmental Feedback ◽  
Positive Effect

Abstract This paper investigates the underlying mechanism and boundary condition of the relationship between day-level supervisor developmental feedback (SDF) and day-level in-role performance (IRP) based on the framework of social exchange theory. The current study collects 290 matched surveys nested in 58 Chinese employees for five consecutive days, employing experience sampling method. Using hierarchical linear regression analysis, this paper examines the mediating role of perceived rapport with supervisors (PRS) and the moderating role of job control. Results show SDF has a positive effect on PRS and consequently enhances employee IRP. This indirect effect is moderated by employee job control. When job control is high, SDF helps supervisors develop a high-quality rapport with employees and is conducive to employees improving their IRP. However, when job control is low, the positive effect of SDF on IRP through PRS is not significant.

scholarly journals The impact of transformational leadership and interactional justice on follower performance and organizational commitment in a business context

2021 ◽  
Vol 46 (4) ◽  
pp. 274-283
Author(s):  
Geir Thompson ◽  
Robert Buch ◽  
Per-Magnus Moe Thompson ◽  
Lars Glasø
Keyword(s):  
Transformational Leadership ◽  
Social Exchange ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Leadership Behavior ◽  
Interactional Justice ◽  
Equation Modeling ◽  
Business Context ◽  
Direct Reports ◽  
The Impact

The relationships between transformational leaders and several follower outcomes have been well investigated, but the mechanism through which these leadership behaviors relate to such outcomes is relatively unexplored. By investigating the mediating role of interactional justice, using structural equation modeling analyses, and data collected from supervisors and direct reports at various organizational levels, the present study provides insight into the psychological processes underlying transformational leadership and its effectiveness on follower outcomes. In line with social exchange theory, the main takeaway from the present study is suggesting that leaders, who display transformational leadership behavior in a manner perceived by followers as respectful, fair, and consistent with moral and ethical standards, may expect greater follower organizational attachment as an appropriate response to interactional justice.

Too much is not always good: the inverted U-shaped link between green customer integration and opportunistic behavior

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Haiqing Shi ◽  
Taiwen Feng ◽  
Zhiyi Li
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Transaction Cost Economics ◽  
Hierarchical Regression ◽  
Opportunistic Behavior ◽  
Moderating Effects ◽  
Customer Integration ◽  
Content Type ◽  
Relational Norms ◽  
Managerial Implications

PurposeThe purpose of this study is to explore the inverted U-shaped relationship between green customer integration (GCI) and opportunistic behavior, as well as the moderating effects of contractual control and relational norms.Design/methodology/approachThe authors conducted hierarchical regression analysis using two-waved data from 206 Chinese manufacturing firms to test hypotheses.FindingsThe authors found that GCI has an inverted U-shaped effect on opportunistic behavior. Furthermore, both contractual control and relational norms negatively moderate the inverted U-shaped relationship between GCI and opportunistic behavior.Originality/valueThis study uncovers an inverted U-shaped link between GCI and opportunistic behavior by combining transaction cost economics and social exchange theory. Furthermore, this study reveals contractual control and relational norms can be deemed as two boundary conditions affecting the inverted U-shaped GCI–opportunistic behavior relationship. This study also offers managerial implications for firms curbing opportunistic behavior that may result from GCI.

Does Positive Contact Between Residents and Tourists Stimulate Tourists’ Environmentally Responsible Behavior? The Role of Gratitude and Boundary Conditions

2021 ◽  
pp. 004728752110489
Author(s):  
HongWei Tu ◽  
JianFeng Ma
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Environmentally Responsible Behavior ◽  
Moderated Mediation Model ◽  
Responsible Behavior ◽  
Environmentally Responsible ◽  
Positive Contact ◽  
Indirect Relationship ◽  
The Relationship

This study explored how and when positive contact between residents and tourists stimulates tourists’ environmentally responsible behavior. Drawing on social exchange theory, we verified a moderated mediation model in which gratitude mediated the link between positive contact and tourists’ environmentally responsible behavior, while agreeableness moderated the relationship between positive contact and gratitude. Data were collected from 691 visitors to Mount Wuyi. The findings revealed that positive contact directly affected tourists’ environmentally responsible behavior and that this link was mediated by gratitude. Furthermore, agreeableness significantly moderated the effects of positive contact on gratitude. In particular, the effect of positive contact on gratitude was stronger for tourists with high agreeableness. Additionally, agreeableness also strengthened the indirect relationship between positive contact and tourists’ environmentally responsible behavior through gratitude—which was, again, stronger for highly agreeable tourists.

Residents' Perception and Their Support for Tourism Development

2020 ◽  
pp. 140-165
Author(s):  
Manuel Alector Ribeiro ◽  
Yo Han Kim ◽  
Kyle Maurice Woosnam
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Tourism Development ◽  
Sampling Strategy ◽  
Economic Benefits ◽  
Community Attachment ◽  
Development Data ◽  
Managerial Implications ◽  
Social Media Platforms ◽  
Negative Impacts

The purpose of this study is to examine residents' support for tourism development in South Korea by the lens of social exchange theory and theory of reasoned. Random sampling strategy was used to collect South Koreans residents' opinions about the perceived impacts of tourism and their level of support for tourism development. Data were collected online using a questionnaire a link was sent to residents in South Korean through several social media platforms, and 693 respondents answered the questionnaire. By using regression analysis, the findings showed that residents who perceive positive impacts of tourism more than negative impacts are more likely to support tourism, while those who perceive more negative impacts of tourism are less likely to support tourism. Both personal economic benefits and community attachment were found to be important determinants of residents' perception and support toward tourism. Both theoretical and managerial implications are discussed, as well as the limitations and recommendations for future studies.

The effects of ethical leadership on work engagement, intrapreneurship, and service innovation behavior: sample of chambers of commerce and industry

2020 ◽  
Vol 16 (2) ◽  
pp. 199-216
Author(s):  
Fahri Özsungur
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Ethical Leadership ◽  
Social Exchange Theory ◽  
Service Innovation ◽  
Theoretical Background ◽  
Content Type ◽  
Chambers Of Commerce ◽  
Managerial Implications ◽  
Innovation Behavior

PurposeThe main purpose of this study is to reveal the effects of ethical leadership on work engagement, intrapreneurship and service innovation behavior with a qualitative method based on social exchange theory. Thus, it is possible to obtain knowledge on the cultural structure of the chambers of commerce and industry.Design/methodology/approachThe sample of the study consisted of 568 employees in chambers of commerce and industry affiliated to the Union of Chambers and Commodity Exchanges of Turkey operating in Turkey. A phenomenological research method was adopted in this research. Four open-ended questions were asked to the participants. A coding process (conceptualization, classification, component analysis) was used in data analysis.FindingsAccording to the qualitative analysis results, findings showed the association between ethical leadership, work engagement, intrapreneurship and service innovation behavior. The common theme proposed by the participants was management, ethical leadership and human resources. The study reveals the importance of ethical leadership in chambers of commerce and industry.Originality/valueThis is the first study that reveals the effects of ethical leadership on work engagement, intrapreneurship and service innovation behavior of the chambers of commerce and industry. Theoretical background, discussion, managerial implications, limitations and recommendations for future studies are discussed.

scholarly journals Team Dynamics, Leadership, and Employee Proactivity of Vietnamese Firms

2019 ◽  
Vol 5 (1) ◽  
pp. 16 ◽  
Author(s):  
Tan Huynh ◽  
Minh Duong ◽  
Thuy Phan ◽  
Tu Do ◽  
Truc Do ◽  
...  
Keyword(s):  
Social Exchange ◽  
Leadership Style ◽  
Social Exchange Theory ◽  
Future Research ◽  
Proactive Behavior ◽  
Full Time ◽  
Managerial Implications ◽  
Taking Charge ◽  
Future Research Directions

Integrating the relational approach and social exchange theory, the authors conceptualize the quality of leader‒member and team member exchanges as mediators for understanding the role of transformational leadership in employee proactive behaviors (e.g., voice, taking charge, and innovative behaviors). The results based on data collected from 352 full-time employees working in pharmaceutical companies in Vietnam largely support the proposed theoretical framework and shed light on the mechanism through which leadership style influences employee proactivity in a manufacturing context. Using the results, the authors discuss research limitation and, managerial implications, and suggest future research directions for the relationship between leadership style and employee proactive behavior.

The Psychological Foundations of Supervisor–Subordinate Information Asymmetry

2017 ◽  
Vol 38 (10) ◽  
pp. 1445-1466 ◽  
Author(s):  
Subodh Kulkarni ◽  
Nagarajan Ramamoorthy
Keyword(s):  
Information Asymmetry ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Interactional Justice ◽  
Exchange Theory ◽  
Employment Relationship ◽  
Organization Studies ◽  
Psychological Variables ◽  
Social Attraction ◽  
Self Interest

Information asymmetry in an employment relationship is much researched in the organization studies literature because of its consequences for employment contracts, compensation, and rent appropriation by the involved parties. However, its psychological antecedents have not been adequately addressed so far. We conceptually investigate the psychological drivers of supervisor–subordinate information asymmetry by primarily invoking social exchange theory. Whereas agency theory examines how information distribution is driven by self-interest seeking, social exchange theory emphasizes how individuals may be motivated to fulfill social obligations and not by exclusive self-interest seeking. This paper advances several propositions regarding the influence of a subordinate’s and supervisor’s psychological variables, such as relational identification, disposition for relational trust, assumed similarity, and the shaping techniques used by a supervisor on information asymmetry. In doing so, it highlights the underlying social exchange (social attraction and reciprocity), and the cognitive, affective, and behavioral processes. The influence of the psychological variables on information asymmetry may be moderated by contextual factors, such as interactional justice climate in teams, agency costs, and the type of employment relationship.

From employee creativity to leader empowering behaviors: the roles of supervisor–subordinate guanxi and supervisor–subordinate similarity

2021 ◽  
pp. 1-15
Author(s):  
Wenjun Cai ◽  
Jun Song ◽  
Changqing He ◽  
Dongdong Wang ◽  
Xuanjin Yang
Keyword(s):  
Boundary Condition ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Underlying Mechanism ◽  
Mediation Model ◽  
Employee Creativity ◽  
Moderated Mediation Model ◽  
Similarity Attraction ◽  
Time Lagged ◽  
The Relationship

Abstract Although employee creativity has been identified to promote organizational competitiveness, its effect on leader empowering behaviors remains underexplored. This study investigated the underlying mechanism and boundary condition under which employee creativity influences leader empowering behaviors. Drawn on social exchange theory and similarity-attraction theory, this study developed a moderated-mediation model in which supervisor–subordinate guanxi serves as the intervening mechanism and supervisor–subordinate similarity serves as a boundary condition influencing this relationship. Using three-wave, time-lagged survey data collected from 309 supervisor–subordinate dyads, this study found that supervisor–subordinate guanxi mediates the relationship between employee creativity and leader empowering behaviors, and that this relationship is stronger when supervisor–subordinate similarity is high rather than low. Finally, theoretical and practical implications were discussed.

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