Toward a Confucian Ethic of the Gift

In this essay I discuss how the relational ethic characteristic of Classical Confucianism articulates an ethic of gift exchange. I first discuss the tradition that Confucius appropriated and show that the gift was utilized to form, maintain, and symbolize social relationships in Shang, Zhou, and Warring States China. I then go on to discuss the implications of this view by addressing two difficulties of gift exchange that are often discussed in the literature: the use of gifts to indebt or control others and the inability of the gift to fully express one’s sentiments. This essay not only shows that Confucian ethics has much to say on the matter but also demonstrates that ritual action is still relevant in modern contexts.     

The Principle of Production and a Critique of Metaphysics: From the Perspective of Theory of Baudrillard Contractual Approach Based on Rawls’ Device of the “Original Position”

In this article, I discuss Baudrillard’s critique of metaphysics based on his work The Mirror of Production, in which he stresses the principle of production—i.e., dichotomy and derivation. In the development of classical German philosophy, the principle of production was speculatively established, first as Descartes’ cogito, then as Fichte’s Tathandlung, and finally as Hegel’s labor, and grew to be a major principle of modern metaphysics. At the article’s conclusion, the meaning of Symbolic Exchange—Baudrillard’s utopian condition lying beyond the principle of production—will be discussed.     

爱的权衡：在付出与索取中保持或恢复心理衡平感

在爱情关系中, 如何付出和索取才对自身和关系发展有利, 这是爱情关系双方和心理学家都想知道的问题。根据社会交换理论和相互依赖理论, 情侣之间的付出和索取可以被称之为爱情交换, 已有大量研究探讨了它的基本心理过程。近年来, 心理学家提出新的理论, 用以解释爱情交换的复杂的心理机制。他们的观点得到实证研究的支持。所有这些理论和研究结果, 为论述爱情交换的基本原则、特点以及影响因素提供了丰富证据。未来研究可以更多地关注爱情交换过程中情感的作用, 以及自动化过程和有控制的过程。     

When work and family collide: Deciding between competing role demands

This study examined the factors that influence the decision to participate in a work activity or a competing family activity. Part-time MBA students were presented with a vignette in which they were required to choose between participating in a weekend project team meeting and a surprise birthday party for a parent. Pressures from role senders (managers and spouses) to participate in each activity and the supportiveness of role senders for participation in the other role were manipulated in vignettes, and the salience of each role was assessed with self-report scales. Both work and family pressures affected the choice of activity. The salience of work and family roles for respondents also influenced the choice, with the effect of family salience stronger for those who were higher in self-esteem and higher in work salience. Implications of the findings for understanding the directionality of work–family interference are identified, limitations are discussed, and areas for future research are proposed.     

The Gift Economy of Direct Transnational Civic Action: How Reciprocity and Inequality Are Managed in Religious “Partnerships”

How does religion help facilitate civic action in transnational contexts characterized by material inequality and spatial separation? Short‐term mission (STM) travel, a popular activity among U.S. religious groups, exemplifies a recently emerged form of transnational civic action characterized by face‐to‐face, decentralized, pragmatic activity. Our research analyzes how participants in STM‐based relationships manage inequality while pursuing an ideal of partnership across distance. We match data from a mixed methods study of Arizona congregations that produce STM travel with interview data from foreign religious organizations that host STM travelers in El Salvador. We engage gift exchange theory (GET) to show how a discursive repertoire combines with organized gift exchange practices to manage inequality and produce partnership in STM‐based relationships. Our data provide evidence of a unique cultural process, the spiritualization of reception, which emerges during gift reciprocation. This process converts unequal material gifts from foreign hosts into spiritual understanding among STM travelers, stabilizing status indebtedness that could threaten a partnership. This research increases knowledge of STM travel, shows how gift exchange structures can facilitate transnational religious partnerships, and suggests ways to use GET to understand transnational civic action in general.     

Egocentric reciprocity and the role of friendship and anger

In this research, we examine the phenomenon of egocentric reciprocity, where individuals protect self-interest by adopting an eye-for-an-eye strategy in negatively imbalanced exchanges, and by taking advantage of overly generous treatment in positively imbalanced exchanges. We conducted two experiments using a modified ultimatum game examining attitudinal and behavioral responses to imbalanced exchanges. The experiments allowed us to explore the moderating role of relational closeness (i.e., whether the game partner was a friend or a stranger) and the mediating role of anger and indebtedness in these moderated relationships. Our results consistently demonstrate the phenomenon of egocentric reciprocity. Most importantly, this research reveals that friendship places a boundary on this egocentric tendency, and that the effects may partially be explained by anger experienced in response to exchange.     

A time-lagged investigation of the mediating role of person–organization fit in the relationship between leader–member exchange and employee affective organizational commitment

This study provides a new perspective on the relationship between LMX and affective organizational commitment, treating person-organization fit (P-O fit) as an explanatory mechanism and identifying co-worker support and customer recognition as moderators of the first stage of this indirect relationship. Results of a three-wave time-lagged study of survey responses obtained from 137 employees working in the retail service sector over a three-year period were consistent with the proposed model. Multiple regression and moderated mediation analyses revealed that LMX indirectly and positively predicted affective organizational commitment through its positive relationship with P–O fit, suggesting that LMX provides a means by which supervisors are able to instill organizational values in employees and/or signal the degree to which their values match those of the organization. Moreover, co-worker support and customer recognition each moderated the first stage of this indirect relationship, such that the relationship between LMX and P–O fit and, in turn, its indirect relationship with affective organizational commitment is stronger as support from co-workers or customer recognition is lacking. At high levels of co-worker support and customer recognition, LMX exhibits no significant relationship with P–O fit. Together, these results provide new explanations for how and under which conditions LMX might influence employee commitment, suggesting that LMX is particularly salient when employees are lacking other sources of relational support or recognition and that high-quality relations with co-workers and/or customers may serve to compensate for low LMX quality in shaping P–O fit and affective organizational commitment.     

Employable,committed, and thus well-performing: a matter of interdependent forward-looking social exchange

This study probes the relationship between perceived external employability (i.e., the individual’s perception of available jobs on the external labour market) and affective commitment and performance within the framework of social exchange. An innovative feature is that we advance perceived external employability as a commodity of interdependent forward-looking exchange: employees who perceive themselves as externally employable anticipate successful exchange, which drives further responses, both relational (i.e., affective organizational commitment) and behavioural (i.e., performance). Strong features of this study are that we include (a) both the organization and the workgroup as foci of affective commitment, and (b) task, helping, and counterproductive behaviour as indicators of performance. Results from cross-lagged, structural equation modelling (SEM) analyses on two-wave survey data (N = 458 Belgian employees) largely align with our idea: perceived external employability has a positive cross-lagged effect on affective organizational and workgroup commitment. The two foci of commitment in turn have a cross-lagged effect on performance, positive in the case of helping behaviour and negative in the case of counterproductive behaviour. No significant cross-lagged effects were found in relation to task behaviour. We discuss these results in the light of Social Exchange Theory and potential routes for future research.     

领导执行公正准则的理论基础及影响因素

领导执行公正准则指领导展现与组织公正各维度的准则相一致的管理行为。解释该行为的主要理论为社会交换理论和公正道义模型。领导的道德特质、公正经历、地位以及领导与员工互动中知觉到的员工的交流风格、可信性、归属需要是影响领导执行公正准则的主要因素。未来研究应进一步探讨组织因素对领导执行公正准则的影响, 从模型互补的角度完善理论解释, 明确间接交换对领导执行公正准则的影响, 并开展领导执行公正准则的本土化研究。     

Speech vs. reading comprehension: an explorative study of gender representations in Norwegian

As research on the construction of a mental representation of referent gender in speech comprehension is scarce, this study examined whether factors identified in reading comprehension exert similar influence in speech comprehension. Conceptually replicating previous research, a sentence continuation evaluation task was set up in two modalities, as a listening task and as a time-confined reading task (i.e. to correspond to the time constraint when listening). In line with previous findings from self-paced reading paradigms we found gender representations in language comprehension to be grounded in the interaction between textual (grammatical) and background (stereotypical) information. Extending previous research, the effect of stereotypical information was however modulated by presentation modality. In all, although speech and reading comprehension share higher-level processes of comprehension, this study provides first evidence that differences in comprehension might occur due to differences such as orthographic access or attention allocation.