LMX in team-based contexts: TMX,authority differentiation,and skill differentiation as boundary conditions for leader reciprocation

The purpose of the current study is to develop an integrated theoretical model based upon social exchange theory focused on the simultaneous interplay of leader–member exchange (LMX) and team–member exchange (TMX) in team-based contexts. We propose a model that extends current theories related to social exchange by integrating currently independent propositions in the literatures on LMX and TMX, showing how these propositions are contingent on the nature of the team in which leaders and followers are embedded. In a sample of 439 employees on 61 teams, the results show that when it comes to predicting individual performance (a) high TMX quality eliminates the otherwise negative effects of low LMX quality, (b) low authority differentiation weakens the otherwise positive effects of LMX, and (c) high skill differentiation weakens the otherwise positive effects of high LMX quality on performance. We discuss how the role of LMX may be changing in contemporary team-based work contexts relative to what was true in the historical literature when the construct was originally developed.     

组织中主管-下属关系的运作机制与效果

基于社会交换的理论视角, 以下属关系投入-主管资源回报的概念架构来展现组织中主管与下属关系互动的实质, 对主管-下属关系的运作效果与机制进行跨层次的实证研究。通过问卷法获得54个工作群体的426名下属与主管的对偶数据, 基于HLM分析的结果表明：下属在工作之余对主管的私人关系投入不仅能直接获得主管的工具性资源回报与情感性资源回报, 还能通过领导-成员交换(LMX)间接地获得主管的工具性与情感性资源回报, 而在工作群体内基于私人关系进行人力资源管理决策的特征对主管与下属之间的关系互动与关系质量也存在一定程度的影响。     

Self-construal as a predictor of communal and exchange orientation in Taiwan and the USA

Based on a three-dimensional model of self-construal (independent, collective interdependent, and relational interdependent self-construal), the present study investigated whether self-construal systematically related to exchange and communal orientation with data (357 participants) collected in Taiwan ( N  = 178) and the USA ( N  = 179). United States participants scored significantly higher on all scales except for relational interdependent self-construal. Females exhibited significantly higher scores for relational interdependent self-construal and communal orientation. As predicted, independent self-construal was related to exchange orientation and relational interdependent self-construal was related to communal orientation. However, in contrast to what was expected, collective interdependent self-construal was only marginally related to communal orientation. The findings for scales revised for validity were compared with scales including all items. This comparison disclosed differences for exchange orientation.     

What Does It Mean to Be Human? A Personal and Catholic Perspective

A philosopher-poet-theologian ponders the implications of the multimillion-year biogenetic process that produced Homo sapiens and is beginning to reveal itself ever more clearly as evolution of the mind and consciousness. As meaning trappers and makers, called to actualize the divine image imprinted upon us, we are now facing biological and cultural evolution with deliberate human input as well as the evolution of evolution. As communicating animals that are becoming ever more aware of our adaptive behavior, we have the potential of affecting our own destiny by listening to the spirit within and nurturing the genes and memes that give rise to physical, intellectual, creative, and moral excellence. In the matrix of cyberspace we have the opportunity to heal the two-culture split, to reinvent ourselves, to incubate/weave the emergent religions of the future, and to create our multiple "Ways" appropriate to the dawning Age of Global Dialogue.     

Cognitively active externalization for situated reflection

This paper offers an explanation of how collaboration leads to abstract and flexible problem solving. We asked the individual and paired subjects to indicate 3/4 of 2/3 of the area of a square sheet of paper and found that (1) they primarily folded or partitioned the paper rather than algorithmically calculating the answer, (2) they strongly tendened to backtrack and confirm their proto‐plans on externalized traces such as creases on the paper, and (3) only the paired subjects shifted to the mathematical strategy in their second trials. Based on these results, we propose that two factors, individuals' activeness in choosing and confirming the initial strategies and the frequent role exchange between task‐doing and monitoring in collaborative situations, interact in collaboration to generate various solutions differing in the degree of abstraction, which are then reflected upon by the participants to lead them to abstraction.     

It is Better to Receive than to Give: Advice Network Effects on Job and Work-Unit Attachment

Purpose  The purpose of this paper was to investigate the relationship between advice-giving, advice-receiving, and employee work attitudes. We argue that (1) both advice-receiving and advice-giving will be positively related to job involvement; (2) advice-receiving will be more strongly associated with work-unit commitment than advice-giving; and (3) job involvement will mediate the relationship between advice-receiving and work-unit commitment. Design/methodology/approach  We conducted an empirical study of admissions department employees at a large university in southwest Pennsylvania in the United States. Respondents completed surveys which included questions related to demographics, social network ties, and attitudes. Findings  We found that while advice-giving and advice-receiving were positively related to job involvement, only advice-receiving was positively related to work-unit commitment. Job involvement fully mediated the relationship between advice-receiving and work-unit commitment. Implications  Our study (1) shows that advice-giving and advice-receiving are related to important work-related attitudes in organizations; (2) highlights the importance of the directionality of advice flow, as employees who received as opposed to provided advice tended to have higher levels of work-unit commitment; and (3) demonstrates that social network ties were related to work-unit attachment through job involvement. Originality/value   We examine job involvement and work-unit commitment using a social network analysis thus providing new insights about the relationships between advice-giving, advice-receiving and these important variables. An earlier version of this paper won the Best Paper Award at the 2005 Southwest Academy of Management Conference. The authors would like to dedicate this paper to Margie Jonnet.     

一岁半到二岁半婴儿交涉行为与交换性行为的形成──中日婴幼儿“所有”行为的结构及其发展研究之一

本研究分别在中国和日本对一岁半到二岁半的婴儿进行自然观察,分析了婴儿之间围绕着某些资源而发生的交涉行为和交换性行为的发生过程及其发展上特点。主要结果有①中日婴儿到2岁左右时开始出现交涉行为和交换性行为,但在该年龄阶段并不占有主导地位。②该年龄阶段婴儿的交换性行为还不能说是完整意义上的交换,属于“前交换行为”。③对于获得对方的东西来说,该年龄阶段婴儿的交涉行为和交换性行为并不是很有效的方式。④我们进行观察的中国幼儿园托儿班的婴儿其交涉行为和交换性行为的出现早于日本保育园的婴儿,但从交涉行为出现的比例来看,日本婴儿采用交涉行为的倾向比中国婴儿更明显。     

When ethics create misfit: Combined effects of despotic leadership and Islamic work ethic on job performance,job satisfaction,and psychological well-being

This study applies social exchange and person–environment fit theories to predict that despotic leaders tend to hinder employee job performance, job satisfaction, and psychological well-being, whereas employees' own Islamic work ethic (IWE) enhances these outcomes. Also, IWE moderates the relationship of despotic leadership with the three outcomes, such that it heightens the negative impacts, because employees with a strong IWE find despotic leadership particularly troubling. A multi-source, two-wave, time-lagged study design, with a sample (303 paired responses) of employees working in various organisations, largely supports these predictions. Despotic leadership and IWE relate significantly to job performance, job satisfaction and psychological well-being in the predicted directions, except that there is no significant relationship between IWE and job satisfaction. A test of moderation shows that the negative relationships of despotic leadership with job outcomes are stronger when IWE is high. These findings have pertinent implications for theory, as well as for organisational practice.     

THE EFFECTS OF BEHAVIORAL SKILLS TRAINING ON IMPLEMENTATION OF THE PICTURE EXCHANGE COMMUNICATION SYSTEM

The effectiveness of a behavioral skills training (BST) package to teach the implementation of the first three phases of the picture exchange communication system (PECS) was evaluated with 3 adults who had no history teaching any functional communication system. A multiple baseline design across participants was used to evaluate the effectiveness of the training package, which consisted of a video, written and verbal instructions, modeling, rehearsal, and feedback. Results showed significant improvements relative to baseline in a short amount of training time and that skills generalized to a learner with a severe developmental disability. Skills were maintained at 1 month follow‐up for 1 participant.