Predicting OCB Role Definitions: Exchanges with the Organization and Psychological Attachment

Purpose  To investigate the relationship between trust in the organization and employees’ exchange beliefs (i.e., exchange ideology) and both psychological attachment and role definitions. Design/Methodology/Approach  A field study based on data from 204 line and supervisory employees examined the relationships between the predictors and work role boundaries. Two important mechanisms, psychological attachment (organizational commitment) and job satisfaction were examined as mediator and moderator, respectively, to the relationship between trust and exchange ideology and role definitions. Findings  Results indicate that both relation- and exchange-based variables predict enlarged roles (i.e., employees’ perceived organizational citizenship behaviors as in-role). Additionally, organizational commitment mediated the relationship between the predictor and the outcome. Job satisfaction moderated the relationship between trust and role definition. Implications  Work role boundaries are important in the contemporary workplace, where employees are oftentimes required to enlarge their behavioral set. We provide evidence for the importance of managing the relationship with the organization (through high levels of trust) and making sure employees construe their exchanges with the organization as more open. Such knowledge may help design interventions to increase employee trust, and select employees with favorable exchange ideologies. Originality/Value  This is one of the first studies examining both relationship- and exchange-based variables as predictors of role definitions, and clarifies possible mechanisms (mediation through psychological attachment) and the role of job satisfaction as moderator.     

主管支持感研究述评及展望

主管支持感是指员工对主管重视他们贡献、关心他们福祉的程度的总体看法。相关的实证研究表明主管支持感对员工的工作态度、工作绩效与行为以及心理压力与紧张等相关工作结果变量均存在一定的影响;而个体特征与工作特征方面的相关因素则对主管支持感具有一定的预测力。该文对组织行为学与人力资源管理领域有关主管支持感的相关研究进行了较为全面的总结,并在此基础上指出未来的研究有必要加强主管支持感的形成与干预机制等三方面问题的探讨     

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.     

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.     

领导–下属心理资本一致性对周边绩效的影响——工作关系与私人关系的中介作用

本文基于相似吸引理论,考察了领导–下属心理资本一致性能否影响双方的工作关系(领导–下属交换,LMX)和私人关系(领导–下属关系,SSG),继而塑造下属的周边绩效。采用多项式回归和响应面分析技术,对164份领导–下属配对数据进行分析,结果表明：领导–下属心理资本越一致,双方的LMX和SSG越高;在一致情形下,与“低–低一致”相比,”高–高一致”时的LMX和SSG更高。领导–下属心理资本一致性通过LMX、SSG影响下属的周边绩效。以上结果能为如何有效利用心理资本管理领导–下属的人际互动、下属周边绩效提供启发。     

课堂公平对高中生学习投入的影响及其机制：链式中介模型

如何提高高中生的学习投入一直是学者们探讨的极具现实意义的研究课题。然而,以往鲜有从课堂公平的视角进行的探索。本研究从社会交换理论出发,以621名高中生为被试,探讨课堂公平对高中生学习投入的影响,以及师生交换关系和学习自我效能感在二者关系中的链式中介机制。发现：（1）课堂公平与师生交换关系、学习自我效能感及学习投入两两之间均呈显著正相关;（2）课堂公平不仅能直接正向预测高中生的学习投入,而且还能够通过师生交换关系的单独中介作用、学习自我效能感的单独中介作用及二者的链式中介作用间接影响学习投入。研究结果揭示了课堂公平对高中生学习投入影响的内部心理机制,为通过营造课堂公平而改进师生交换关系与学习自我效能感及更好地提升高中生学习投入的水平提供了科学参考。     

Social influence and perceived organizational support: A social networks analysis

We suggest that employees’ perceptions of organizational support (POS) are not solely a product of independent evaluations of treatment offered by the organization, but are also shaped by the social context. We argue that coworkers will directly (through inquiry via cohesive friendship and advice ties) and indirectly (through monitoring of employees structurally equivalent in advice and friendship networks) affect employees’ perceived organizational support. Network studies in the admissions department of a large public university and a private company specializing in food and animal safety products indicate that employees’ POS are similar to those of coworkers with whom they maintain advice relationships as well as to those who hold structurally equivalent positions in organizational friendship and advice networks. Our work contributes to organizational support theory by developing and testing a theoretical explanation for the relationship between the social context and perceptions of support among employees. Implications for research and practice are offered.     

Intergenerational Religious Mobility in Contemporary China

This study illustrates intergenerational religious mobility with the case of Chinese society. Using the quasi‐symmetric log‐linear model to separate structure mobility from exchange mobility, we examine the variation in religious identities between the reform era generation and their parents. Structure mobility results suggest that the encompassing social reform over the past decades in China has encouraged the structural growth of Islam and Christianity across generations, but traditional Chinese religions bear remarkable intergenerational disadvantages. Moreover, religious nones are growing across generations, at least relative to traditional Chinese religions. Exchange mobility findings indicate that individuals whose parents follow traditional Chinese religions are very likely to “convert” to Christianity. However, children of religious nones do not necessarily remain irreligious, possibly undermining the structural advantages of religious nones in the future. Finally, a comparison between cohort and period effects drives us to conclude that the major social force underpinning the revival of Chinese religion in the reform era is generational replacement instead of an increasingly religious transition of “old” generations.     

Why Seemingly Trivial Events Sometimes Evoke Strong Emotional Reactions: The Role of Social Exchange Rule Violations

People sometimes display strong emotional reactions to events that appear disproportionate to the tangible magnitude of the event. Although previous work has addressed the role that perceived disrespect and unfairness have on such reactions, this study examined the role of perceived social exchange rule violations more broadly. Participants (N = 179) rated the effects of another person’s behavior on important personal outcomes, the degree to which the other person had violated fundamental rules of social exchange, and their reactions to the event. Results showed that perceptions of social exchange rule violations accounted for more variance in participants’ reactions than the tangible consequences of the event. The findings support the hypothesis that responses that appear disproportionate to the seriousness of the eliciting event are often fueled by perceived rule violations that may not be obvious to others.     

Predicting staff retention from employee motivation and job satisfaction

This study investigated the role of employee motivation and job satisfaction as predictors of staff retention in a foreign exchange bank. Participants were 341 employees of a South African foreign exchange bank division (female?=?62.8%; black?=?31.1%; managers?=?37%, mean years of experience?=?10 years). The employees completed the following self-report measures: Work Preference Inventory, Job Satisfaction Survey, and Employee Retention Questionnaire. Structural equation modelling was applied in the analysis to test the prediction effect of employee motivation and job satisfaction on staff retention. The findings of the model fit revealed that the model (employee motivation and employee job satisfaction) explained an estimated 46% of the variance in the employee retention construct. The job satisfaction construct in the model explained an estimated 66% of the variance in the employee retention construct; while the employee motivation construct explained only 8% of the variance. Organisational talent management should seek to identify employee motivation and job satisfaction interventions that might help to retain talented staff.