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1
Porter, Caitlin M. "Long Live Social Exchange Theory." Industrial and Organizational Psychology 11, no. 3 (September 2018): 498–504. http://dx.doi.org/10.1017/iop.2018.102.
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Chernyak-Hai and Rabenu (2018) argue that social exchange theory (SET) should be revised to accommodate work relationships in the “new era” of work, characterized by a more diverse workforce with changing expectations for relationships between themselves and their organizational representatives. To account for the modern workplace, Chernyak-Hai and Rabenu introduce “new” or “modern exchange variables” that capture modern workplace conditions and employee characteristics or preferences, which they expect to indirectly influencewhetherandhowemployees develop high-quality work relationships with organizational representatives.
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Tanskanen, Kari. "Who wins in a complex buyer-supplier relationship? A social exchange theory based dyadic study." International Journal of Operations & Production Management 35, no. 4 (April 2, 2015): 577–603. http://dx.doi.org/10.1108/ijopm-10-2012-0432.
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Purpose – In complex buyer-supplier relationships (BSRs), contracts are always incomplete and many of the exchanges non-contractual. Because they occur over a long period of time and include unspecified obligations, non-contractual exchanges might be asymmetrical. The purpose of this paper is to examine BSRs with the aim of identifying the mechanisms that lead to asymmetry in exchanges. Design/methodology/approach – The author conducts an analysis, based on social exchange theory (SET), of six buyer-supplier dyads using the main SET constructs. From this multiple-case analysis the author develops a set of propositions explaining the exchange asymmetry in complex buyer-supplier relations. Findings – The results indicate that self-awareness of the determinants of attractiveness, use of power-balancing mechanisms, and primacy can explain the exchange asymmetry in BSRs. Research limitations/implications – The analysis is limited on the explanations for exchange asymmetry that are based on SET. Practical implications – The study highlights the importance of firms using the power-balancing mechanism in order to gain value from supply chain partners. The results show that firms can use attractiveness strategically to influence supply chain partners, but the author also observe that firms generally are not well aware of the determinants of their attractiveness in BSRs, which ignorance may pose a major obstacle to using attractiveness strategically. Originality/value – The paper provides the first systematic and comprehensive insight to social exchange mechanism in complex BSR. In this paper the author makes a major effort to clarify the basic assumptions and scope of the useful concepts and theoretical constructs of SET, and through a multiple-case study the author form a piece of substantive theory of SET in BSRs.
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Zoller, Yaron J., and Jeff Muldoon. "Illuminating the principles of social exchange theory with Hawthorne studies." Journal of Management History 25, no. 1 (January 14, 2019): 47–66. http://dx.doi.org/10.1108/jmh-05-2018-0026.
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Purpose The purpose of this paper is to suggest Homans’ social exchange theory (SET), a management theory, as an explanation for some of the findings of some of the Hawthorne experiments (1924-1933), which demonstrated how social situations play an important role in task performance and productivity and how social exchanges can facilitate it. The authors also use SET to investigate Elton Mayo’s inquiry as to what caused spontaneous cooperation in Hawthorne. Design/methodology/approach The authors used a combination of published work by Homans, Roethlisberger and Dickson, Mayo and others, as well as oral histories conducted by Greenwood and Bolton in 1982-1984, to argue that some of the Hawthorne studies illustrate the principles of SET. Homans’ SET brought together concepts from multiple disciplines and offered a framework to explain social behaviors. Findings The relay assembly room and the bank wiring tests of Hawthorne studies can illustrate SET as developed by Homans. With the development of SET, Homans not only provided explanations for the creation of strong feelings of affiliation and trust through interactions and mutual dependence between group members but also provided evidence to Mayo’s concept of spontaneous collaboration. Research limitations/implications The limitations of the paper are that the studies themselves can lend themselves to multiple perspectives due to design flaws. Therefore, our argument is only one interpretation – even if it is something that the researchers would have supported. Originality/value The paper augments the ongoing discussion about the Hawthorne studies in the literature and in the development of management theories such as SET. The authors provide support that it is through the attempts to explain the Hawthorne studies and the post-Second World War controversies over the studies that Homans developed social exchange. Building on previous work, the methods show perspectives beyond the motivations and sentiments of Homans by demonstrating observable behaviors from the Hawthorne studies.
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Cooper-Thomas, Helena D., and Rachel L. Morrison. "Give and Take: Needed Updates to Social Exchange Theory." Industrial and Organizational Psychology 11, no. 3 (September 2018): 493–98. http://dx.doi.org/10.1017/iop.2018.101.
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In their focal article, Chernyak-Hai and Rabenu (2018) argue that social exchange theory (SET) needs an update, and in this they are aligned with Cropanzano, Anthony, Daniels, and Hall's (2017) recent critical review of SET. Drawing on Chernyak-Hai and Rabenu's research, we explore two issues in more depth: first, that work relationships are becoming more complex than can be represented by simple dyadic reciprocity; and second, that the context of work is changing rapidly, with implications for workplace relationships. In exploring the ideas put forward by Chernyak-Hai and Rabenu, we draw on Cropanzano et al.’s two-dimensional model of social exchange, with the first dimension being desirable (positive) resources contrasted with undesirable (negative) ones, and the additional dimension being active (exhibit) behavior versus passive (withdraw) behavior. The first valence-oriented dimension fits clearly with the four foci of Chernyak-Hai and Rabenu's research, which cover both positive constructs, namely leader–member exchange (LMX), perceived organizational support and loyalty, and organizational citizenship behaviors (OCB), as well as negative constructs of perceived organizational politics and counterproductive work behaviors (CWB). The second, behavioral dimension proposed by Cropanzano et al. adds useful theoretical specificity that may address Chernyak-Hai and Rabenu's contention that SET needs updating to account for changes in how employees work and how organizations function.
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Liaquat, Malka, and Khawaja Mehmood. "Organization Citizenship Behavior: Notion of Social Exchange Theory." Journal of Business and Social Review in Emerging Economies 3, no. 2 (December 31, 2017): 209–16. http://dx.doi.org/10.26710/jbsee.v3i2.137.
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Purpose: Employee-organization relationship has been one of the main interesting and debatable constructs in discussion of organizational behavior. This study attempts to propose possible antecedents through which not only this relationship could be enhanced but also provide insights for factors to bring voluntary activities among employees to carry out extra duties for organizational wellbeing. Based on the notion of Social Exchange theory (SET), the paper attempts to highlight the organizational and individuals factors that could act as key mechanisms for leading towards organizational citizenship behavior. Therefore, based on the existing literature, the association among variables has been established along with which a conceptual model is proposed and conclusions stating the possible future directions for testing of the model are presented.
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Chernyak-Hai, Lily, and Edna Rabenu. "The New Era Workplace Relationships: Is Social Exchange Theory Still Relevant?" Industrial and Organizational Psychology 11, no. 3 (June 28, 2018): 456–81. http://dx.doi.org/10.1017/iop.2018.5.
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In this article, we argue that changes in workplace characteristics over the last few decades may affect work relationships and call for adjustments in the traditional theoretical framework used to understand them. Since the last quarter of the 20th century, there have been theories regarding changes in labor relationships following technological, political, globalization, and economical changes. However, we examine the changes in light of psychological theories rather than labor or industrial approaches. We review four main areas where social exchange theory (SET) has been implemented, address recent changes that challenge the traditional SET perspective, and propose alternative models. We refer to these models as “hybrid” as they integrate traditional SET premises with new-era workplace characteristics. First, we describe several changes in workplace characteristics. Next, we review some of the most conventional applications of SET to work relationships. Finally, we critically examine whether this theory meets the requirements of work relationships in the new world of work and conclude by arguing that SET needs to be adjusted to reflect the assumption that frequent changes in employee and organizational characteristics in the new workplaces require similar frequent adjustments in exchange relationships.
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Yang, Tao, and Paresh Mishra. "Positive Interventions: Alternate Routes to Quality Workplace Relationships." Industrial and Organizational Psychology 11, no. 3 (September 2018): 504–10. http://dx.doi.org/10.1017/iop.2018.103.
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Social exchange theory (SET) is an important foundation of social sciences from which many workplace theories have emerged. Chernyak-Hai and Rabenu (2018) contend that social exchange is at the heart of workplace relationships. Although SET is a complex framework, in essence, it views workplace interactions as exchanges of resources broadly construed, ranging from tangible resources such as money, goods, and services to intangible ones such as information, support, and trust (Cropanzano & Mitchell, 2005; Foa & Foa, 1980). Governed by the rule of reciprocity, parties involved in social exchanges use rational deliberation to gauge how much they need to repay for others’ actions. Chernyak-Hai and Rabenu posit that workplace theories rooted in SET should be modified to accommodate the new realities in modern organizations. Although we concur with their observations about new characteristics of work, we are not as optimistic as Chernyak-Hai and Rabenu about SET's capacity to guide our understanding and actions to improve workplace relationships. We argue that positive interventions are important complements to the social exchange process, thereby promoting the quality of work relationships.
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Torro, Osku, Henri Pirkkalainen, and Hongxiu Li. "Media synchronicity in organizational social exchange." Information Technology & People 35, no. 8 (May 9, 2022): 162–80. http://dx.doi.org/10.1108/itp-06-2020-0384.
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PurposeThe purpose of the paper is to examine how media synchronicity facilitates the emergence of social exchange (i.e. trust and reciprocity) in organizations’ information and communication technology (ICT)-mediated interactions. A model of media synchronicity in organizational social exchange (MSiOSE) is proposed.Design/methodology/approachThe paper has a design and review approach. The theoretical analysis is based on social exchange theory (SET) and media synchronicity theory (MST).FindingsThe authors propose that, in general, social exchange benefits from both asynchronous and synchronous communication processes. However, media synchronicity has different boundary conditions (i.e. pros and cons) in relation to the emergence of social exchange, determined in accordance with the mutually interacting patterns of trust and reciprocity predicted by SET. The authors provide testable theoretical propositions to support the analysis.Originality/valueSocial exchange is a critical business factor for organizations due to its well-known positive outcomes, such as the strengthening of social ties. The need for successful social exchange in remote work conditions is particularly emphasized. However, with regard to the communication and behavioral patterns that lead to social exchange via ICT, the theoretical understanding is limited. The study reveals previously unmapped heuristics between social exchange and physical media capabilities. Thus, the study's propositions can be used to study and analyze social exchange in the ever-changing media landscape. As a practical contribution, the study helps organizations to improve their communication strategies and use of ICT.
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Ali, Amanda D., and Laura A. Warner. "Enhancing the Success of Extension Programs with the Social Exchange Theory." EDIS 2017, no. 2 (May 9, 2017): 3. http://dx.doi.org/10.32473/edis-wc280-2017.
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Social Exchange Theory (SET) is based on the principle that human behavior is an exchange of rewards between people. This 3-page fact sheet explains how it can be applied to Extension programming to promote clientele participation in programs and a commitment to changing their behaviors. Written by Amanda D. Ali and Laura A. Warner, and published by the Department of Agricultural Education and Communication, April 2017. AEC618/WC280: Enhancing the Success of Extension Programs with the Social Exchange Theory (ufl.edu)
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Romani-Dias, Marcello, and Jorge Carneiro. "Internationalization in higher education: faculty tradeoffs under the social exchange theory." International Journal of Educational Management 34, no. 3 (November 22, 2019): 461–76. http://dx.doi.org/10.1108/ijem-04-2019-0142.
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Purpose Although faculty members are regarded as one of the main agents of internationalization in higher education (IHE), research has focused on the upper levels of analysis (e.g. country or educational institution) rather than the individual. The purpose of this paper is to draw from social exchange theory (SET) to examine how the perceptions of costs and expected rewards affect faculty members’ choices of international activities. Design/methodology/approach This qualitative study adopted as main methods a review of the literature on IHE and in-depth interviews based on a semi-structured script with an international sample. A sample of 16 researches was selected for interview using the snowball technique of sample selection. Findings The authors verified that faculty may seek internationalization in search of job opportunities, greater social approval, greater autonomy and greater security. On the other hand, temporal, monetary, psychological and physical costs discourage faculty members from seeking international insertion. Based on these tradeoffs, our findings suggest that although the basic tenets of SET do apply, the theory does not explicitly address two issues: the fact that costs and rewards are intricately related, and the apparent mismatch between (short-term) costs and (long-term) expected rewards. Originality/value This study contributes to the IHE literature by highlighting the crucial role of faculty – that is, the level of analysis of the individual – which has been under-researched and by setting out the reasoning that supports the decision of faculty members to seek (higher) international insertion. Furthermore, this study extends SET as a plausible explanation for the self-internationalization decision by scholars.
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Yoshikawa, Katsuhiko, Chia-Huei Wu, and Hyun-Jung Lee. "Generalized Social Exchange and Its Relevance to New Era Workplace Relationships." Industrial and Organizational Psychology 11, no. 3 (September 2018): 486–92. http://dx.doi.org/10.1017/iop.2018.100.
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To critically evaluate the relevance of social exchange theory (SET) to the contemporary workplace, Chernyak-Hai and Rabenu (2018) point out a number of factors that reshape work relationships and suggest how to apply and extend social exchange theory to understand the new era work relationships. However, in their discussion, they focus mainly on reciprocal exchange (RE) in dyadic relationships. The discussion completely overlooks another important form of social exchange, namely, generalized exchange (GE), which is increasingly relevant to contemporary organizations exactly because of the changes indicated by Chernyak-Hai and Rabenu. In this commentary, we briefly review prior investigations into GE across various social science disciplines and then point out its increasing relevance to organizations. Finally, we will discuss implications for future research in the industrial and organizational (I-O) psychology literature.
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Raja, Babar Masood. "The Thin Line Within: Exploring the Interplay of Organizational Citizenship Behavior, Social Exchange, and Unethical Pro-Organizational Behavior." Review of Applied Management and Social Sciences 6, no. 3 (September 30, 2023): 597–618. http://dx.doi.org/10.47067/ramss.v6i3.334.
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The existing body of research on “organizational citizenship behavior” (OCB) predominantly emphasizes its positive outcomes. However, individuals who actively engage in organization-oriented OCB to support the organization's effectiveness may occasionally exhibit “unethical pro-organizational behavior” (UPB) based on strong organizational identification and positive social exchanges. Drawing upon “Social Identity Theory” (SIT) and “Social Exchange Theory” (SET), this study presents a mediated model to deepen our understanding of UPB as a potential negative consequence of OCB, mediated by social exchange (SE). Survey data was collected from 303 managerial-level workforces employed in the Banking Sector of Pakistan. The empirical analysis provides robust evidence supporting the direct link between OCB and UPB, as well as the mediating role of SE between OCB and UPB. Both theoretical as well as managerial implications are comprehensively deliberated in the end.
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Kurtessis, James N., Lindsay Northon, and Valerie N. Streets. "SET: Still a Relevant Theory for the Future of Work." Industrial and Organizational Psychology 11, no. 3 (September 2018): 482–86. http://dx.doi.org/10.1017/iop.2018.99.
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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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Frieder, Rachel E. "The Rules of Social Exchange: Unchanged but More Important Than Ever." Industrial and Organizational Psychology 11, no. 3 (September 2018): 535–41. http://dx.doi.org/10.1017/iop.2018.108.
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Social exchange theory (SET) is one of the most prominent and well-known theories in the organizational sciences literature (Cropanzano & Mitchell, 2005). In the focal article, Chernyak-Hai and Rabenu (2018) asserted that SET needs to be adjusted to account for changes in the nature of work, workers, and workplace characteristics. Specifically, they identify that workplaces are now more volatile, complex, uncertain, and ambiguous (Bennett & Lemoine, 2014), and work itself has become more flexible, virtual, and technology dependent; accordingly, today's workers are sourced from a global talent pool and more frequently occupy nontraditional employment arrangements (e.g., freelancing). It is undisputable that the workplace landscape is vastly different from that of the workplace landscape during which early forms of SET were originally articulated (Gouldner, 1960; Homans, 1958).
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Windzio, Michael. "The “Social Brain,” Reciprocity, and Social Network Segregation along Ethnic Boundaries." Human Nature 31, no. 4 (December 2020): 443–61. http://dx.doi.org/10.1007/s12110-020-09382-5.
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AbstractHow does segregation along ethnic boundaries emerge in social networks? Human evolution resulted in highly social beings, capable of prosociality, mindreading, and self-control, which are important aspects of the “social brain.” Our neurophysiologically “wired” social cognition implies different cognitive goal frames. In line with recent developments in behavioral theory, the present study defines network ties as episodes of social exchange. This dynamic definition can account for shifts in goal frames during an exchange episode: whereas deliberate choice and hedonic or gain goals drive the initiation of a tie, given the opportunity structure, the normative goal frame activates a strong dynamic effect of reciprocity, which limits actors’ choice set and appears as “self-organization” at the network level. Longitudinal analyses of 18 birthday party networks comprising 501 students support the definition of network ties as exchange episodes, as well as the relevance of humans’ inherent tendency to reciprocate. However, reciprocation is much stronger in dyads of the same ethnicity than in dyads of different ethnicities. Network segregation along ethnic boundaries results from deliberate decisions during the initiation of an episode, but also from different commitments to reciprocity during the ongoing exchange process, depending on intra or interethnic dyadic constellations.
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HAUSKEN, KJELL, and JOHN F. MOXNES. "THE DYNAMICS OF MULTILATERAL EXCHANGE." International Journal of Modern Physics C 16, no. 04 (April 2005): 607–31. http://dx.doi.org/10.1142/s0129183105007376.
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The article formulates a dynamic mathematical model where arbitrarily many players produce, consume, exchange, loan, and deposit arbitrarily many goods over time to maximize utility. Consuming goods constitutes a benefit, and producing, exporting, and loaning away goods constitute a cost. Utilities are benefits minus costs, which depend on the exchange ratios and bargaining functions. Three-way exchange occurs when one player acquires, through exchange, one good from another player with the sole purpose of using this good to exchange against the desired good from a third player. Such a triple handshake is not merely a set of double handshakes since the player assigns no interest to the first good in his benefit function. Cognitive and organization costs increase dramatically for higher order exchanges. An exchange theory accounting for media of exchange follows from simple generalization of two-way exchange. The examples of r-way exchange are the triangle trade between Africa, the USA, and England in the 17th and 18th centuries, the hypothetical hypercycle involving RNAs as players and enzymes as goods, and reaction–diffusion processes. The emergence of exchange, and the role of trading agents are discussed. We simulate an example where two-way exchange gives zero production and zero utility, while three-way exchange causes considerable production and positive utility. Maximum utility for each player is reached when exchanges of the same order as the number of players in society are allowed. The article merges micro theory and macro theory within the social, natural, and physical sciences.
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KHAN, NASREEN SOHAIL, and SAMEERA ABDUL REHMAN. "Exploring the Relationship Between Work-Family Enrichment and Constructive Deviance: Applying Social Exchange Theory (SET)." International Review of Management and Business Research 8, no. 2 (June 20, 2019): 219–28. http://dx.doi.org/10.30543/8-2(2019)-9.
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Rather, Raouf Ahmad, and Jyoti Sharma. "Dimensionality and Consequences of Customer Engagement: A Social Exchange Perspective." Vision: The Journal of Business Perspective 23, no. 3 (July 24, 2019): 255–66. http://dx.doi.org/10.1177/0972262919850923.
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Based on social exchange theory (SET), as well as relationship marketing theory (RMT), this study investigates the impact of customer engagement (CE) underlying dimensions, namely, enthusiasm, attention, absorption, interaction and identification on customer loyalty and affective commitment in hospitality industry. This study also validates and confirms the multidimensionality of CE in hospitality industry. Perceptions of 240 hotel customers were used to explore the relationships. Exploratory factor analysis and confirmatory factor analysis followed by multiple regression analysis were employed to examine the data. The empirical results indicate that by contrasting two rival models, five dimensional model provides the solid foundation and accomplishes excellent fit for data. Empirical results suggest that CE dimensions have influential impact on customer loyalty. Similarly, results demonstrate that CE has significant and positive influence on affective commitment. These findings offer insight into dimensionality and consequences of CE for academic research and bring value to service contexts particularly hospitality.
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Liyanaarachchi, Gajendra, Sameer Deshpande, and Scott Weaven. "Online banking and privacy: redesigning sales strategy through social exchange." International Journal of Bank Marketing 39, no. 6 (June 24, 2021): 955–83. http://dx.doi.org/10.1108/ijbm-05-2020-0278.
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PurposeThis paper advocates for banks to understand customers' online privacy concerns, use those insights to segment consumers and design tailored sales strategies to build a mutual relationship through a social exchange that produces a competitive advantage.Design/methodology/approachA qualitative study involving 30 in-depth interviews with Australian and Asian millennials residing in Australia was conducted using a grounded theory approach to explore privacy concerns of online banking and determine the efficacy of their banks' existing sales strategy and practice.FindingsThe study revealed differences in customer perceptions of trust, confidence, responsibility and exchange. Adopting a power-dependency paradigm within a social exchange theoretical framework and power distance belief of national culture theory, the authors identified four consumer segments: exemplar, empiric, elevator and exponent. The authors propose a tailored consumer-centered sales strategy of communication, control, consolidation and collaboration.Originality/valueThe paper contributes to the research in services marketing, sales strategy and banking in three ways: first, the authors demonstrate the importance of the social exchange theory and national culture as a premise to develop a competitive advantage; second, the authors propose an innovative set of consumer segments in regards to online privacy concerns; and, third, the authors introduce four sales strategies tailored to each of the four segments.
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Trinchero, Elisabetta, Ben Farr-Wharton, and Yvonne Brunetto. "A social exchange perspective for achieving safety culture in healthcare organizations." International Journal of Public Sector Management 32, no. 2 (March 4, 2019): 142–56. http://dx.doi.org/10.1108/ijpsm-06-2017-0168.
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PurposeUsing social exchange theory (SET) and Cooper’s (2000) model, the purpose of this paper is to operationalise a comprehensive model of safety culture and tests whether SET factors (supervisor-employee relationships and engagement) predict safety culture in a causal chain.Design/methodology/approachThe model was tested using surveys from 648 healthcare staff in an Italian acute care hospital and analysed using structural equation modelling.FindingsSafety behaviours of clinical staff can be explained by the quality of the supervisor-employee relationship, their engagement, their feelings about safety and the quality of organisational support.Practical implicationsThe model provides a roadmap for strategically embedding effective safe behaviours. Management needs to improve healthcare staff’s workplace relationships to enhance engagement and to shape beliefs about safety practices.Originality/valueThe contribution of this paper is that it has empirically developed and tested a comprehensive model of safety culture that identifies a causal chain for healthcare managers to follow so as to embed an effective safety culture.
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Jung, Yuhee, and Norihiko Takeuchi. "Testing mediation effects of social and economic exchange in linking organizational training investment to employee outcomes." Personnel Review 48, no. 2 (March 4, 2019): 306–23. http://dx.doi.org/10.1108/pr-06-2017-0174.
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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.
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Muldoon, Jeff, Eric W. Liguori, Josh Bendickson, and Antonina Bauman. "Revisiting perspectives on George Homans: correcting misconceptions." Journal of Management History 24, no. 1 (January 8, 2018): 57–75. http://dx.doi.org/10.1108/jmh-06-2017-0027.
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Purpose This paper aims to correct some misconceptions about George Homans. Specifically, it clarifies the relationship between Homans and Malinowski, explains why Homans is rightfully considered the father of social exchange, shows Homans’ perspective on altruism and self-interest and analyses Homans’ place in management’s complex history. Design/methodology/approach This is a conceptual paper which synthesizes both primary and secondary sources on Homans, social exchange theory (SET), Malinowski and other Homans’ contemporaries and theories, which, in aggregate, help dispel some common misconceptions in the literature today. Findings This paper disperses several common misconceptions about Homans and his work. First, the findings show that beliefs that Homans was unaware of Malinowski are not justified, as Homans was not only aware of Malinowski but also significantly influenced by Malinowski’s work. Second, this manuscript clarifies that while Homans, for specific reasons, focussed on self-interest, his work accounted for altruism. Lastly, this paper also further cements Homans’ place in history as the father of social exchange. Originality/value Recent misconceptions have emerged in the literature calling to question not only Homans’ legitimacy as the father of social exchange but also some of his views on the theory itself. By clarifying these misconceptions, this paper enables scholars from a variety of management fields to better understand historical foundations of SET and its impact on current research.
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Wu, Wei-Li, and Yi-Chih Lee. "Empowering group leaders encourages knowledge sharing: integrating the social exchange theory and positive organizational behavior perspective." Journal of Knowledge Management 21, no. 2 (April 3, 2017): 474–91. http://dx.doi.org/10.1108/jkm-08-2016-0318.
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Purpose Knowledge sharing usually happens in a work group context, but it is rarely know how group leaders influence their members’ knowledge-sharing performance. Based on social exchange theory (SET) and the perspective of positive organizational behavior (POB), this study aims to argue that a group leader’s positive leadership (e.g. empowering leadership) can help group members develop positive psychological capital which can increase their knowledge sharing. Design/methodology/approach The authors conduct a multilevel analysis to explore the interrelationship among empowering leadership, psychological capital and knowledge sharing. The sample includes 64 work groups consisting of 537 group members, and empirical testing is carried out by hierarchical linear modeling. Findings The results show that empowering leadership in a work group has a direct cross-level impact on members’ knowledge sharing and that psychological capital partially mediates the relationship between empowering leadership and knowledge sharing. As a result, this study shows that group leaders with positive leadership can help their members develop better positive psychological resources, which should lead to better knowledge sharing. Originality/value Based on the multilevel perspective and SET, this is the first study to explore how group leaders’ empowering leadership influences members’knowledge sharing. Depending on integrating the POB perspective into SET, this study is also the first one that connects two emerging and important research issues – POB and knowledge sharing.
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Chang, Hsin Hsin, Yao-Chuan Tsai, Shu-Hui Chen, Guei-Hua Huang, and Ya Hui Tseng. "Building long-term partnerships by certificate implementation: a social exchange theory perspective." Journal of Business & Industrial Marketing 30, no. 7 (August 3, 2015): 867–79. http://dx.doi.org/10.1108/jbim-08-2013-0190.
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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.
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Golden, Timothy D., and John F. Veiga. "Self-Estrangement’s Toll on Job Performance: The Pivotal Role of Social Exchange Relationships With Coworkers." Journal of Management 44, no. 4 (November 6, 2015): 1573–97. http://dx.doi.org/10.1177/0149206315615400.
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Perhaps because self-estrangement is inherently dysfunctional, empirical research has primarily sought to understand its antecedents but not its consequences. As a result, despite its ubiquity in the workplace, self-estrangement’s insidious effects are not well understood. In this paper, because coworkers frequently bear the brunt of interactions with self-estranged workers, we sought to understand how the behavior of self-estranged workers corrodes their social exchange relationships with coworkers. In particular, we focus on how increasing self-estrangement, through its dysfunctional influence on the quality of social exchange relationships with coworkers, can exact a toll on estranged workers’ job performance. To provide greater insight into their relationships, we extend social exchange theory by specifying three behavioral outcomes that underlie the quality of ongoing, reciprocal exchanges, including the level of trustworthiness, accessibility, and peer citizenship behavior. To test our model, we gathered matching survey data in a large corporation from three sources, including 346 professional employees, a knowledgeable coworker, and their supervisor. Results show that self-estrangement indirectly impacts job performance and damages relationships with coworkers by reducing the estranged workers’ level of trustworthiness, accessibility, and peer citizen behavior. We also found that each of these behavioral outcomes served as a significant intervening mechanism separately, as well as when they were combined as a set, suggesting that coworker social exchange quality should be viewed as multidimensional.
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Lee, Yeunjae. "Bridging employee advocacy in anonymous social media and internal corporate social responsibility (CSR)." Management Decision 59, no. 10 (February 2, 2021): 2473–95. http://dx.doi.org/10.1108/md-01-2020-0101.
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PurposeThis study explores the link between internal corporate social responsibility (CSR) and employee advocacy intention in the anonymous online environment, viewing the positive behavior of employees in anonymous social media as discretionary and altruistic efforts for their organization. Guided by social exchange theory (SET) and relationship management theory, the role of a communal relationship and organizational citizenship behavior (OCB) is likewise explored.Design/methodology/approachAn online survey was conducted with 405 full-time employees in the US.FindingsResults showed that internal CSR positively influences the organization–employee communal relationship as well as OCB. Results further show that the employee-oriented communal relationship plays an important role in increasing OCB, which in turn enhances employee advocacy intention in anonymous social media.Originality/valueThis study is one of the first attempts to conceptualize employees' advocative behaviors in anonymous websites (e.g. Glassdoor) and to explore the antecedents of advocative behaviors, drawing insights from human resources management and internal relations.
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Dixon, John. "Exchange transactions revisited: on the universal applicability of homo economicus." International Journal of Social Economics 44, no. 4 (April 10, 2017): 459–73. http://dx.doi.org/10.1108/ijse-05-2015-0127.
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Purpose The purpose of this paper is to provide a comprehensive classification of quid pro quo exchange transactions, so as to distinguish the different ways that desired exchange outcomes can be determined and that transactional processes can be conducted. This permits reflection on the generality of the theory of the individual embedded in neoclassical (orthodox) economics. Design/methodology/approach The approach adopted is to draw upon the contending dichotomies in epistemology (naturalism or hermeneutics) and ontology (agency or structure) to demarcate and depict a set of Weberian archetypal social actors, so as to explore their cognitions and behaviors in a transactional arena. These archetypal social actors are hypothetical role-playing actors – they do not describe real people. Findings These archetypal social actors, collectively, are suggestive of the profuseness of ways people can engage in exchange transactions. Each archetype’s credibility is contingent upon the veracity of its ontological and epistemological standpoints. Each, indeed, has blindspots that permit the denied standpoints to be ignored without analytical detriment. None can, therefore, claim the status of a general theory of exchange process. Originality/value The paper’s originality is that it explores exchange transactions from a variety of epistemological and ontological perspectives.
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Rose, David. "Sister, shall I tell you?" Interpersonal Meaning 25, no. 1 (August 10, 2018): 97–134. http://dx.doi.org/10.1075/fol.17015.ros.
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Abstract This paper analyses a set of exchanges between members of Australia’s Indigenous Western Desert culture, in the Pitjantjatjara dialect of the Western Desert language. The analyses are designed to illustrate how social relations in the culture are enacted with resources for interpersonal meaning in the language. The paper begins with a brief overview of social and linguistic theory underpinning the analyses. This is followed by a survey of Pitjantjatjara language resources for structuring exchanges, and for realising exchange moves in the grammar of clauses and the tones on which they are spoken. An overview of the Western Desert kinship system is then followed by analyses of five extended exchanges, that show how these resources are deployed to enact various types of kin relations. They illustrate some of the elaborate ways that Western Desert speakers negotiate their relationships and social goals, within the framework of their community’s kinship traditions.
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Giango, Marie Kris, Rodel Hintapan, Michael Suson, Ivy Batican, Looverville Quiño, Ludimie Capuyan, Jose Marie Anoos, et al. "Local Support on Sports Tourism Development: An Integration of Emotional Solidarity and Social Exchange Theory." Sustainability 14, no. 19 (October 10, 2022): 12898. http://dx.doi.org/10.3390/su141912898.
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Globally, sports tourism is considered a vital type of tourism that combines sports and tourism to attract tourists, contribute to the economy, and promote local culture. Despite its straightforward relevance, the current literature finds some drawbacks of the social exchange theory (SET) in modeling local support in tourism development, particularly when dealing with emotional interactions among tourists and locals. Thus, this study integrates the emotional solidarity construct (i.e., welcoming nature, sympathetic understanding, and emotional closeness), residents’ attitudes, and the extension of SET (i.e., support for sports tourism, community contribution, and future support for sports tourism development) to model the residents’ support for future sports tourism development, with personality traits as a moderating variable between emotional solidarity and attitude. This study uses random sampling to obtain the response from 1004 residents in Danao City (Philippines)—an emerging destination for sporting events. Furthermore, partial least squares—structural equation modeling (PLS-SEM) is utilized to examine the direct relationships among the exogenous and endogenous constructs and the moderating effect of personality traits (i.e., Big Five personality traits). The results revealed that all direct relationships were supported, indicating that those emotional interactions among tourists and residents would affect the latter’s view on their support for sports tourism which would consequently translate to support for future development agenda. However, the moderating effect of the personality traits was not supported. Furthermore, a multigroup analysis was conducted to gain more profound implications on the varying attitudes of the residents towards sports tourism. Based on the study’s findings, insights were drawn for governments to design specific measures for developing sports tourism in view of local support.
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Mudondo, C. D., and K K Govender. "The Impact of Social Media Marketing on Zimbabwean Commercial Bank Customers Behaviour." Restaurant Business 118, no. 10 (October 18, 2019): 373–90. http://dx.doi.org/10.26643/rb.v118i10.9332.
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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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Mol, Annemarie, and Ada Jaarsma. "Empirical Philosophy and Eating in Theory." Symposium 27, no. 1 (2023): 189–211. http://dx.doi.org/10.5840/symposium202327110.
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This interview, conducted over email, is an exchange between Annemarie Mol, a philosopher and Professor of Anthropology of the Body at the University of Amsterdam, and Ada Jaarsma, associate editor of Symposium. While the questions reflect Jaarsma’s interests in Mol’s account of “empirical philosophy” and its import for contemporary Continental philosophy, Mol’s responses raise questions, in turn, about how phrases like “Continental philosophy” betray geographical and canonical presumptions. Reflecting on the import of wonder, of reading, of intervening in philosophy’s set tropes, and of decentring the subject, Mol draws readers into an array of ways to reconsider the cultural repertoires and social realities by which philosophical activities take place.
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Mighfar, Shokhibul. "SOCIAL EXCHANGE THEORY : Telaah Konsep George C. Homans Tentang Teori Pertukaran Sosial." LISAN AL-HAL: Jurnal Pengembangan Pemikiran dan Kebudayaan 9, no. 2 (December 9, 2015): 259–82. http://dx.doi.org/10.35316/lisanalhal.v9i2.98.
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Homans said that every human behavior has a basic psychological explanation. Homans also likened between social behavior and individual behavior. Social exchange theory is on a micro-level. Homans developed it more specific. by asking some scientific propositions: the success proposition, the stimulus proposition, the value proposition, the deprivation-satiation proposition, the Aggression-Approval proposition, the Rationality proposition. Many critics from sociologists to Homans: first, it didn’t have the most essential of human, the second view is Man Economies is not realistic to see the world as a system that towards the exchange of balanced, third, Views Distributive Justice in Power and Justice is less precise, slavery, less salary; war can be reduced by social exchange theory?
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Han, Eunyoung, Kyung Kyu Kim, and Ae Ri Lee. "Contributors to exchange structures and their effects on community solidarity in online communities." Internet Research 29, no. 6 (December 2, 2019): 1410–42. http://dx.doi.org/10.1108/intr-02-2018-0072.
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Purpose The purpose of this paper is to investigate which exchange structure, direct or generalized exchange, better promotes community solidarity in online communities (OCs). Furthermore, it examines the moderating effects of activity intensity on the relationship between exchange structure and community solidarity in order to resolve the conflicts in extant literature. Design/methodology/approach The research model is developed based on the social exchange theory (SET). It also accommodates social structures as determinants of exchange structure, such as organizational identity orientation (OIO) and distributive justice norms. Data in this study were collected from 376 OCs through an e-mail survey. Findings Generalized exchange has stronger effects on community solidarity than direct exchange. Furthermore, there was a significant difference in the impact on community solidarity between generalized exchange and direct exchange at high-activity intensity levels, whereas no significant differences were found at low-activity intensity conditions. OIO significantly influences exchange structure. Additionally, equality norm significantly influences generalized exchange, whereas need norm significantly influences direct exchange. Originality/value In information systems research, there have not been any attempts to identify the determinants of exchange structure in OCs. Furthermore, only a couple of studies have empirically investigated the relationship between exchange structure and OC solidarity, and yet they found conflicting results. This research makes contributions to an enhancement of theoretical precision of the SET in two ways: by empirically examining the determinants of exchange structure, and by introducing a third variable, activity intensity, as a moderator of the relationship between exchange structure and OC solidarity.
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Fomin, Fedor, Daniel Lokshtanov, Venkatesh Raman, and Saket Saurabh. "Fast Local Search Algorithm for Weighted Feedback Arc Set in Tournaments." Proceedings of the AAAI Conference on Artificial Intelligence 24, no. 1 (July 3, 2010): 65–70. http://dx.doi.org/10.1609/aaai.v24i1.7557.
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We present a fast local search algorithm that finds an improved solution (if there is any) in the k-exchange neighborhood of the given solutionto an instance of Weighted Feedback Arc Set in Tournaments. More precisely,given an arc weighted tournament T on n vertices and a feedback arc set F (a set of arcs whose deletion from T turns it into a directed acyclic graph), our algorithm decides in time O(2o(k) n log n) if there is a feedback arc set of smaller weight and that differs from F in at most k arcs. To our knowledge this is the first algorithm searching the k-exchange neighborhood of an NP-complete problem that runs in (parameterized) subexponential time. Using this local search algorithm for Weighted Feedback Arc Set in Tournaments, we obtain subexponential time algorithms for a local search variant of Kemeny Ranking — a problem in social choice theory and of One-Sided Cross Minimization — a problem in graph drawing.
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Koster, Ferry, and Maria Fleischmann. "Under pressure: an international comparison of job security, social security, and extra effort." International Journal of Sociology and Social Policy 37, no. 13/14 (December 4, 2017): 823–39. http://dx.doi.org/10.1108/ijssp-03-2016-0031.
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Purpose Previous research leads to contrasting hypotheses about the relationship between extra effort of employees and the level of job security. According to agency theory, job security leads to lower levels of extra effort and social exchange theory argues that extra effort requires job security. The purpose of this paper is to formulate a set of hypotheses based on these theories. Besides considering them as mutually exclusive, they are integrated into a single theoretical framework that argues that both theories can apply, depending on the conditions and social context (in terms of the social security system). Design/methodology/approach Data from the International Social Survey Program (2005) including 22 countries from around the globe are analyzed using multilevel analysis. Findings The study provides evidence that social security moderates the relationship between job security and extra effort. Originality/value This study differs from previous research as it focuses on two sides of insecurity in the workplace and because it analyzes a large data set to include institutional factors.
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Evans, Klavdia Markelova, Veronika Ermilina, and Ashley Salaiz. "The role of reciprocity in the internationalization of social enterprises." Cross Cultural & Strategic Management 27, no. 1 (October 15, 2019): 75–91. http://dx.doi.org/10.1108/ccsm-08-2018-0131.
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Purpose The paper enhances our understanding of how small businesses with a strong social mission undergo international expansion. Building on the theoretical arguments on social exchange theory (SET), specifically on the literature on reciprocity, the purpose of this paper is to investigate the applicability of the Uppsala Internationalization Model to the context of a social enterprise (SE). The propositions argue that the strong social orientation of SEs encourages a reciprocal exchange with the stakeholders of the host country that limits the number of obstacles they may face during the internationalizing process. Design/methodology/approach The conceptual development bridges SET with bodies of knowledge on SE, Uppsala Internationalization Model and organizational embeddedness. Findings The theoretical arguments provide evidence of how the socially oriented mission of a small business aids it with overcoming obstacles presented by internationalization. Specifically, the authors show that socially oriented enterprises are uniquely equipped to conquer the lack of adequate information about a foreign market and a lack of adequate public support in a host country. A social mission, which ignites positive reciprocity with the local stakeholders, serves as a valuable asset in the process of internationalization. Moreover, since the propositions recognize that the norms of reciprocity differ from one national culture to another, they unfold how reciprocal exchanges may be altered because of the nuances of national culture. Originality/value This work makes three important contributions. First, it extends our understanding of why SEs can potentially internationalize more rapidly than organizations without a strongly pronounced social mission. Second, the investigation on the applicability of the U-Model to the context of SE answers scholars’ recent call for continuous work on advancing the U-Model. Third, the authors equip practitioners with a thorough understanding of how they can capitalize on the social aspect of a SE in the unique setting of a specific national culture.
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Hyland, Patrick, Anthony W. Caputo, and David Reeves. "Understanding New Era Workplace Relationships: Insights From Employee Engagement Research." Industrial and Organizational Psychology 11, no. 3 (September 2018): 523–30. http://dx.doi.org/10.1017/iop.2018.106.
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In their focal article, Chernyak-Hai and Rabenu (2018) argue that the foundational assumptions of social exchange theory (SET) should be revisited and revised because of recent changes in the workplace and the workforce. Using employee engagement data from recent research projects conducted in applied settings, we investigated a series of questions based on Chernyak-Hai and Rabenu's working hypotheses.
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Schrama, Reini. "Swift, brokered and broad-based information exchange: how network structure facilitates stakeholders monitoring EU policy implementation." Journal of Public Policy 39, no. 4 (July 6, 2018): 565–85. http://dx.doi.org/10.1017/s0143814x1800017x.
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AbstractMonitoring the implementation process in domestic settings of multi-level policies like the EU gender directives is dependent on interactions among a diverse set of policy stakeholders. However, there is no clear understanding of which factors determine the structure of these monitoring networks and what benefits effective exchange. Drawing on insights from social network theory, literature on information politics in transnational networks and policy network analysis, this study analyses what drives information exchange among actors in the monitoring network of women’s groups in the Netherlands. Using Exponential Random Graph Models, the analysis reveals distinctive structural features facilitating efficient information exchange and significant brokerage in the monitoring network. Moreover, the results demonstrate that interactions that serve the purpose of monitoring EU policy implementation occur among a diverse set of actors in a multi-level structure. These findings indicate that effective monitoring requires resourceful and broad-based information exchange to increase transparency in the implementation process.
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North, Mark A., and Dylan Jensen. "The Workplace Working Alliance: The Modern Organizational Relationship." Industrial and Organizational Psychology 11, no. 3 (September 2018): 517–22. http://dx.doi.org/10.1017/iop.2018.105.
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The evolution of organizational working relationships is always a timely discussion, especially in an age where globalization, remote workforces, and most recently artificial intelligence, to name just three, hold great promise but also concern for organizations’ capabilities to build on the strengths of traditional relationship theories while looking forward to and blazing paths toward future relationship theories. We appreciate Chernyak-Hai's and Rabenu's (2018) questioning of the “old” social exchange theory (SET) as a relevant organizing framework and their proposition of a “new” or hybrid workplace relationship theory to reflect today's workforce. In short, Chernyak-Hai and Rabenu practice good science by not throwing out what does not seem to fit but rather helping science evolve into what it needs to become (see Gergen's [2001] great commentary on ill-advised practices of ending traditions when criticisms are levied). We also admire Chernyak-Hai's and Rabenu's willingness to invite “additional organizational behavior [OB] theories” (p. 476) to join the conversation in defining what the new era workplace relationship might look like. With that invitation and a little latitude in what could be defined as “an OB theory,” we propose that the working alliance (WA; Bordin, 1979) be given space in that narrative. The substance of our commentary will describe the WA connection with Chernyak-Hai and Rabenu's new or hybrid theory, principally as it relates to issues regarding (a) tension toward equality and fairness and (b) mutual reciprocity in exchange relationships.
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Yang, Xiaocong, Kai Zhao, Xiaobo Tao, and Eric Shiu. "Developing and Validating a Theory-Based Model of Crowdfunding Investment Intention—Perspectives from Social Exchange Theory and Customer Value Perspective." Sustainability 11, no. 9 (May 1, 2019): 2525. http://dx.doi.org/10.3390/su11092525.
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In order to improve public financing sustainability in China, the Chinese government has announced several administrative policies on crowdfunding, concerning platform construction and operation, in recent years. However, the existing policy scope rarely mentions the importance of social psychology, which also plays a decisive role in determining the participation and success rates of crowdfunding. Therefore, this study uses the knowledge from social exchange theory (SET) and customer value perspective (CVP) to develop and validate a conceptual model of the key determinants of the public’s intention in investing in crowdfunded projects in China. Based on the primary survey data, the SEM (structural equation modeling) estimations suggest that: (1) communication, shared values, investors’ perceived benefits, and perceived risk have significant effects on crowdfunding investors’ trust in fundraisers of a particular crowdfunding project, which in turn act on their commitment and intentions to invest in the project; (2) trust strengthens funding intentions through fulfilling commitments, whereas its direct effect on funding intentions is insignificant; (3) commitment has a direct and significant positive effect on the enhancement of funding intentions. These findings propose a new perspective of improving public policies to support small and micro enterprises (SMEs) and individual innovative projects in China.
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Nazir, Sajjad, Wang Qun, Li Hui, and Amina Shafi. "Influence of Social Exchange Relationships on Affective Commitment and Innovative Behavior: Role of Perceived Organizational Support." Sustainability 10, no. 12 (November 26, 2018): 4418. http://dx.doi.org/10.3390/su10124418.
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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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Obum, Okeke Emma, Beni Widarman Yus Kelana, Nur Syafiqah A. Rahim, Mas Idayu Saidi, and Sanil S. Hishan. "Testing Effects of Job Satisfaction and OCBs on the Relationship between Talent Management and Talented Employee Turnover for Sustainable Human Resource Development in Healthcare." Migration Letters 20, no. 5 (August 2, 2023): 648–66. http://dx.doi.org/10.59670/ml.v20i5.4055.
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Purpose; The purpose of this study is to better understand the impact of talent management on reducing turnover of talented staff in the Nigerian public health sector. This requires considering the mediating role of both job satisfaction and OCB variables in achieving success at both individual and organisational levels.
Design/methodology/approach; This study achieves its objective through a conceptual analysis using the lenses of talent management, social exchange theory (SET) and existing literature.
Findings; This study shows that good talent management is not enough to retain and sustain talented employees in the Nigerian health sector. The partial placement model hypotheses were supported by the SET model, implying that talent management requires both job satisfaction of talented employees and OCB to reduce turnover of talented employees.
Practical implications; This study enhances the use of the mediating role of job satisfaction and OCBs to better understand the mechanism of talent management in reducing employee turnover within the framework of the social exchange theory model.
Originality/value; The originality of this study states that effective implementation of talent management in the Nigerian health sector must be complemented with appropriate mechanisms to achieve effective retention of talented employees.
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Tangngisalu, Jannati, Abdul Halik, Marwan, and Edy Jumady. "Leverage Analysis, Investment Opportunity Set, and Ownership of Company Value." Journal of Law and Sustainable Development 11, no. 5 (August 28, 2023): e992. http://dx.doi.org/10.55908/sdgs.v11i5.992.
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Purpose: This study examines the effect of leverage, investment opportunity sets, and managerial ownership on firm value with dividend policy as an intervening variable in manufacturing companies listed on the Indonesia Stock Exchange. Theoretical framework: The general framework of this research includes two theories on it firstly, Signaling Theory which is an action taken by management to guide investors about how management views the company's prospects in the future (Taleb, 2019), and secondly, Dividend Policy Theory is part of the company's spending decisions, primarily related with the company's internal spending, this is because the size of the dividends distributed will affect the size of retained earnings. Retained earnings are one of the company's internal funding sources (Lumapow & Tumiwa, 2017). Methodology: We use a quantitative approach with a survey approach. The population in this study are all manufacturing companies listed on the Indonesia Stock Exchange (IDX) during 2018-2020. In this study, the sample was taken using a purposive sampling method. The purposive sampling method limits the selection of sampling based on specific criteria. Findings: This study found a positive and significant relationship between leverage and investment opportunity sets on company value in manufacturing companies listed on the Indonesia Stock Exchange in 2018-2020. Meanwhile, managerial ownership and dividend policy have a positive and insignificant effect on the company's corporate value in manufacturing companies listed on the Indonesia Stock Exchange in 2018-2020. Leverage does not have a significant adverse impact on firm value through dividend policy. Research, Practical & Social implications: This study analyzes and evaluates the Effect of Leverage on Firm Value. That is, companies that have a high level of leverage can increase firm value because investors assume that the value of companies that have high debt are large-scale companies and the influence of dividend policy on substantial value, namely the use of debt, can increase the firm value if the profits are more significant than costs. Used at the time of use of debt. Originality/value: The findings show a positive and significant relationship between leverage and investment opportunity sets on company value in manufacturing companies listed on the Indonesia Stock Exchange in 2018-2020. Influence does not have a significant adverse effect on firm value through dividend policy. Dividend policy cannot mediate the impact of power on solid value.
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Tangngisalu, Jannati, Abdul Halik, Marwan, and Edy Jumady. "Leverage Analysis, Investment Opportunity Set, and Ownership of Company Value." International Journal of Professional Business Review 8, no. 6 (June 22, 2023): e02414. http://dx.doi.org/10.26668/businessreview/2023.v8i6.2414.
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Purpose: This study examines the effect of leverage, investment opportunity sets, and managerial ownership on firm value with dividend policy as an intervening variable in manufacturing companies listed on the Indonesia Stock Exchange. Theoretical framework: The general framework of this research includes two theories on it firstly, Signaling Theory which is an action taken by management to guide investors about how management views the company's prospects in the future (Taleb, 2019), and secondly, Dividend Policy Theory is part of the company's spending decisions, primarily related with the company's internal spending, this is because the size of the dividends distributed will affect the size of retained earnings. Retained earnings are one of the company's internal funding sources (Lumapow & Tumiwa, 2017). Methodology: We use a quantitative approach with a survey approach. The population in this study are all manufacturing companies listed on the Indonesia Stock Exchange (IDX) during 2018-2020. In this study, the sample was taken using a purposive sampling method. The purposive sampling method limits the selection of sampling based on specific criteria. Findings: This study found a positive and significant relationship between leverage and investment opportunity sets on company value in manufacturing companies listed on the Indonesia Stock Exchange in 2018-2020. Meanwhile, managerial ownership and dividend policy have a positive and insignificant effect on the company's corporate value in manufacturing companies listed on the Indonesia Stock Exchange in 2018-2020. Leverage does not have a significant adverse impact on firm value through dividend policy. Research, Practical & Social implications: This study analyzes and evaluates the Effect of Leverage on Firm Value. That is, companies that have a high level of leverage can increase firm value because investors assume that the value of companies that have high debt are large-scale companies and the influence of dividend policy on substantial value, namely the use of debt, can increase the firm value if the profits are more significant than costs. Used at the time of use of debt. Originality/value: The findings show a positive and significant relationship between leverage and investment opportunity sets on company value in manufacturing companies listed on the Indonesia Stock Exchange in 2018-2020. Influence does not have a significant adverse effect on firm value through dividend policy. Dividend policy cannot mediate the impact of power on solid value.
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Choudhary, Suman, Nazia Zabin Memon, and Kirti Mishra. "Examining the Influence of Human Capital on Employees’ Innovative Work Behaviour: A Moderated Serial Mediation Model." South Asian Journal of Human Resources Management 7, no. 2 (August 20, 2020): 189–213. http://dx.doi.org/10.1177/2322093720942660.
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Organisations invest in human capital to achieve favourable organisational performance. The purpose of this research is to explain how organisational human capital investments influence an individual’s human capital and innovative work behaviour (IWB). Drawing on Social Exchange Theory and its subset Affect Theory of Social Exchange, this study empirically examines how the human resource management activity of human capital investments manifests at the individual level by developing and testing a moderated serial mediation model. A total of 115 employees working in a diverse set of industries, such as service, manufacturing, information technology, consultancy and education, who had received at least one training from their current employer, participated in the survey. The participants completed five standardized, valid and reliable instruments. SPSS was employed for data analysis. Hypotheses were tested using regression analysis. Results show that both gratitude and knowledge management mediate the relationship between human capital and IWB and the moderating effects of job characteristics. This study extends current literature and integrates macro–micro human capital by exploring how and when human capital leads to the generation of micro social orders. The concept of micro social orders refers to repeated interactions (exchange frequency), emotional reactions, perceptions of cohesion and affective sentiments of a group/organisation due to social structures. This research also highlights how managers can establish positive reciprocity obligations and enhance employees’ gratitude that helps to achieve IWB.
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Poudel, Samikshya, Devid Kumar Basyal, Niranjan Devkota, Udaya Raj Paudel, Purnima Lawaju, and Ranjana Kumari Danuwar. "Using social exchange theory to predict residents’ perspective on factors influencing tourism development in Pokhara." Smart Tourism 5, no. 1 (April 16, 2024): 2561. http://dx.doi.org/10.54517/st.v5i1.2561.
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<p>Tourism development involves sustainably creating and managing destinations, products, and services that balance economic, social, and environmental factors while meeting visitor and local community expectations. The purpose of this study is to understand the local people’s perception of tourism development in Pokhara, Nepal. An explanatory research design is used to show the cause-and-effect relationship between variables. The research was conducted using Social Exchange Theory (SET). The data was examined using both descriptive and inferential statistics. The sample size was determined to be 403 using non- probability sampling. Structured questionnaire was designed to collect the data using KOBO toolbox. Furthermore, Structure Equation Model (SEM) was as the analytical approach to process the data. Results reveal a noteworthy relationship between independent variables (such as cultural impact, social impact, environmental impact and economic impact) and dependent variable (support for tourism development). The major challenges in tourism development have been identified, including deficient infrastructure, suboptimal tourism strategies and implementation, and inadequate government oversight. Effective mitigation of these challenges necessitates the implementation of appropriate infrastructure and development initiatives, proficient governmental management, and a concerted effort to augment the quantity and quality of hotels and accommodations. The significance of cultural, social, environmental and economic impact cannot be under or overstated in the context of tourism development. Addressing major challenges, the study suggests focused efforts in enhancing infrastructure and development, adopting effective management practices, and augmenting the quantity and quality of hotels and accommodations.</p>
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Et. al., C. D. Mudondo,. "Social Media Marketing and Bank Customers’ Behaviour: Conceptualizing a Relationship Model." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 2 (April 11, 2021): 1955–72. http://dx.doi.org/10.17762/turcomat.v12i2.1792.
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While research has underscored the benefits of social media marketing (SMM), organisations including commercial banks still fail to justify their continued investment in SMM, mainly because the full impact (of SMM) on customer behaviour remains unclear or largely researched. Thus, the aim of this paper was conduct an extensive literature review to develop a conceptual model to depict the proposed impact of social media marketing on commercial bank customers’ behaviour from a Social Exchange Theory (SET) perspective. Through an extensive review and synthesis of the literature on SMM, the researchers were able to theoretically postulate and propose the (possible) influence of the SET determinants inherent in SMM on commercial bank customers’ satisfaction, loyalty and their repurchase intentions. It is recommended that bank managers and marketers take cognizance of these (possible) proposed relationships, more specifically, the influence of the SET determinants inherent in SMM on bank customers’ behaviour. Furthermore, there is need to empirically evaluate the proposed conceptual model using data from a sample of bank customers and inferential statistics analytical techniques.
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Hasanuddin, Rusdiah. "Analysis of the effects of ownership-structure and social responsibility on profitability and company value." Golden Ratio of Finance Management 2, no. 1 (March 31, 2022): 15–28. http://dx.doi.org/10.52970/grfm.v2i1.161.
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In this study, we aim to investigate the effects of ownership structure on profitability, corporate social responsibility on profitability, ownership structure on firm value, corporate social responsibility on firm value, and profitability on the value of manufacturing companies listed on the stock exchange. We used a structural equation model (SEM) to analyze the data with the help of the AMOS program version 18. We found that (1) ownership structure has a positive and significant effect on company profitability (2) corporate social responsibility has a positive and significant effect on company profitability (4) Corporate social responsibility is positively and significantly correlated with firm value; and profitability is positively and significantly correlated with the value of manufacturing companies listed on the Indonesia Stock Exchange. The findings of this study back up the Legitimacy Theory and Stakeholders Theory that the legitimacy gap may be closed by legitimizing techniques such expanding social responsibility, in this instance a set of expenditures. Profitability is influenced by the ownership structure. This research demonstrates that the growing share ownership structure, including institutional, management, and public share ownership, indicates that the company's capital is becoming more powerful, and that if the capital is managed correctly, profitability will increase.
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Saleem, Farida, Muhammad Imran Malik, and Awais Qasim. "Supervisor Support, Self-Efficacy, and Employee Performance: The Mediating Role of Office De-Clutter." Administrative Sciences 12, no. 4 (November 28, 2022): 177. http://dx.doi.org/10.3390/admsci12040177.
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The study aims to test the impact of social support from supervisors and self-efficacy on employee performance through office de-clutter (a mediator) in banks. During the COVID-19 pandemic, the supporting factors (social support and self-efficacy) to de-clutter for maintaining employee performance is a novel contribution to the literature and is supported by the social exchange theory—SET. The employee’s performance can be maintained with lower levels of office clutter (de-clutter). The office clutter can be managed through the availability of managerial social support and employee self-efficacy. The impact of supervisor support and self-efficacy on employee performance is examined through the lens of the social exchange theory. A cross-sectional and quantitative study was conducted with 202 primary responses from bank employees. The responses were recorded using closed-ended questionnaires. A response rate of 73.9% was achieved. Reliability and validity were assessed using Cronbach’s alpha scores and AVE, respectively. PLS-SEM was used as a data analysis and hypotheses testing technique. The results revealed that supervisors’ social support and self-efficacy significantly and positively affect employee performance. Moreover, supervisors’ social support and self-efficacy helped in office de-clutter, further ensuring better performance.
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FAKHRELDIN, HADIA, and Rania Miniesy. "Social Media Use and its impact on Egyptian MSMEs’ Growth." European Conference on Social Media 10, no. 1 (May 5, 2023): 68–77. http://dx.doi.org/10.34190/ecsm.10.1.1091.
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Micro, small and medium enterprises (MSMEs) have benefited significantly from the use of social media (SM) in reaching customers and growing sales in a most efficient way. This study compares Facebook and Instagram as two separate social media platforms and examines to what extent the use of each of these SM platforms affects the growth of MSMEs. It distinguishes financial growth and non-financial growth and uses two theories to conceptualize the relations within the context of social media usage: the Social Exchange Theory (SET) and the Task Technology Fit (TTF) Theory. Results of the quantitative and qualitative analysis based on data of 383 MSMEs show that using social media (SM) has helped MSMEs achieve both financial and non-financial growth. Facebook, more specifically, leads to financial growth (higher sales volume in the short-term), while Instagram leads to more customer engagement and higher brand performance, with the positive and significant moderating effect of the length of social media use.