Lmx and Job Tension: Linear and Non-Linear Effects and Affectivity

We examined whether linear or non-linear LMX–job tension relationships existed, and if these effects were consistent across levels of negative (NA) and positive (PA) affect. Results indicated that NA and PA moderated the non-linear LMX–job tension relationship. Specifically, the LMX–job tension association was best depicted by an inverted-U form for high NAs. Tension was highest when LMX was moderate and lowest when LMX was either low or high. Tension increased minimally for low NAs across levels of LMX. For high PAs, the relationship was linear and inverse. Conversely, a U-shaped form best represented the LMX–job tension relationship for low PAs. Implications, strengths and limitations, and directions for future research are discussed.     

同事个性化契约对员工工作退缩行为的影响:基于公平理论的视角

个性化契约作为组织中一种非标准化的工作安排,以往研究较多关注其对契约获得者的积极效应,相对忽视了对未获得者的消极影响。鉴于此,本研究基于公平理论,探讨了同事个性化契约对员工工作退缩行为的影响及其内部机理。结果发现:同事个性化契约会引发员工的工作退缩行为,员工的心理契约违背在此过程中起部分中介作用;此外,员工与组织间较高的社会交换关系会削弱同事个性化契约对员工心理契约违背的正向影响。     

Taiwanese Employees' Justice Perceptions of Co-Workers' Punitive Events

Abstract

The authors examined justice perceptions of Taiwanese employees in response to co-workers' punitive events (punishment by a superior). They developed a hypothesis based on Chinese indigenous wu-lun principles and the concept of empathy. Results of the study showed that perceived vertical (between superior and subordinate) and horizontal (between subordinates) relationships jointly affected justice perceptions. Respondents who perceived low (negative) leader-member exchange with the superior and high (positive) liking of the punished person showed the lowest justice perceptions. In conclusion, the authors note that comparative analysis of organizational justice is a promising direction for future research.     

An Examination of Network Position and Childhood Relational Aggression: Integrating Resource Control and Social Exchange Theories

Applying resource control theory and social exchange theory, we examined the social network conditions under which elementary age children were likely to engage in relational aggression. Data on classroom peer networks and peer‐nominated behaviors were collected on 671 second‐ through fourth‐grade children in 34 urban, low‐income classrooms. Nested regression models with robust cluster standard errors demonstrated that the association between children's number of relationships and their levels of relational aggression was moderated by the number of relationships that their affiliates had. Children with more peer relationships (i.e., higher network centrality) exhibited higher levels of relational aggression, but only when these relationships were with peers who had fewer connections themselves (i.e., poorly connected peers). This finding remained significant even when controlling for common predictors of relational aggression including gender, overt aggression, prosocial behavior, victimization, social preference, and perceived popularity. Results are discussed in terms of their implications for advancing the literature on childhood relational aggression and their practical applications for identifying children at risk for these behaviors.     

Employee–supervisor political skill congruence and work outcomes: The mediating role of leader–member exchange quality

This study aims to investigate the effect of employee–supervisor political skill congruence on the quality of leader–member exchange (LMX), which in turn influences employees' job satisfaction and turnover intention. For this purpose, two survey studies were conducted. The first study examined the relationship between employee–supervisor political skill congruence and LMX using multi-source data collected from 287 employee–supervisor dyads. The second study examined the indirect effect of congruence in political skill on work outcomes through LMX by using time-lagged multi-source data collected from 142 employee–supervisor dyads. The findings indicate that compared with incongruence, congruence in political skill is associated with higher employee-rated LMX. Moreover, among dyads with congruent political skills, congruence at high levels of political skill is associated with higher employee-rated LMX compared with congruence at low levels of political skill. Moreover, in case of incongruency, low employee–high supervisor political skill combination was related to higher supervisor-rated LMX compared with high employee–low supervisor political skill combination. Lastly, employee–supervisor political skill congruency indirectly influences job satisfaction and turnover intention through employee-rated LMX. This research significantly contributes to the political skill literature by examining potential consequences of employee–supervisor congruence in political skill in the workplace.     

The implications of perceived leader favouritism in the context of leader-member exchange relationships

Leader-member exchange (LMX) theory suggests that supervisors have relatively high-quality exchange relationships with some employees and relatively low-quality relationships with others. Prior investigations indicate that employees who have high-quality LMX relationships with their supervisors benefit in terms of more positive work attitudes and higher performance than those who do not. However, when employees feel like their supervisors are favouring some employees over others, it is likely to undermine the positive effects of LMX (even among employees who have high-quality exchanges with their supervisor). Using data from 305 employees and their coworkers, we found that the positive effects of LMX (regarding organizational citizenship behaviour, withdrawal behaviour, and relative deprivation regarding one’s career) were weakened by perceived leader favouritism. Implications and directions for future research are discussed.     

A threatening exchange: Gender and life history strategy predict perceptions and reasoning about sexual harassment

Sexual harassment is a serious societal issue, with extensive economic and psychological consequences, yet it is also an ill-defined construct fundamentally defined in terms of subjective perception. The current work was designed to examine the ways in which individual differences between people are systematically related to different perceptions of sexual harassment scenarios, as well as reasoning about those harassment situations. Participants (N = 460) read several possible harassment scenarios and rated how uncomfortable they would find them. They then also evaluated a quid pro quo sexual harassment situation in terms of their interpretation of it as a threat or a social exchange and completed a deductive reasoning task about the same situation. Females and individuals with slow life history strategies were more uncomfortable with potential harassment situations and were more likely to interpret the quid pro quo scenario as a threat. Further, interpreting the scenario as a threat was associated with poorer performance on the deductive logic task, compared to those who interpreted the scenario as a social exchange.     

Inequality,Justice, and the Myth of Unsituated Market Exchange

This article examines inequality from a framework of justice that attends to the socially situated nature of market activity, including exchange. I argue that accounts of unsituated exchange—accounts of market exchange that abstract from social situations, such as philosopher Robert Nozick’s influential libertarian account of justice—overlook various factors that contribute to growing economic inequality in contemporary society. Analyses of market exchange must incorporate the role of “third parties” who play a role in shaping and/or who are affected by economic transactions. The involvement of these additional parties, including the government and future generations, is not interference but, instead, an integral part of the economic and moral accounting of exchange. An approach to justice and inequality which embeds exchange within multiple dimensions of economy and society is needed; the latter part of this article traces such a socially situated approach.     

医患关系内涵及模式:基于社会交换理论的研究

梳理了国外医患关系的相关文献,基于社会交换理论视角探析医患关系的内涵,深入剖析了医疗质量和患者信任是构成医患关系的两个重要因子,并进一步构建了简约化的四类医患关系模式,即和谐医患关系模式、改善医患关系模式、不善医患关系模式和紧张医患关系模式。认为医患关系的建立是一个动态的过程,在诊疗过程中医患关系模式之间是可以相互转换的,患者信任是构建和谐医患关系的基础,为我国和谐医患关系的建立进行了理论上的探索。     

领导-部属交换的多维结构及对工作绩效和情境绩效的影响

通过两项研究,对领导-部属交换的结构及其对员工的工作绩效和情境绩效进行了探讨。采用探索性因素分析、验证性因素分析、分层回归分析等方法对来自不同企业的员工及其主管的问卷调查结果进行了分析。 结果表明,领导-部属交换是一个多维度的结构,由情感、忠诚、贡献和专业尊敬四个维度组成。单维度的领导-部属交换和多维度的领导-部属交换都对员工的工作绩效和情境绩效具有预测作用,但多维度领导-部属交换的预测作用更强。