Low ranks make the difference: How achievement goals and ranking information affect cooperation intentions

This investigation tested the joint effect of achievement goals and ranking information on information exchange intentions with a commensurate exchange partner. Results showed that individuals with performance goals were less inclined to cooperate with an exchange partner when they had low or high ranks, relative to when they had intermediate ranks. In contrast, mastery goal individuals showed weaker cooperation intentions when their ranks were higher. Moreover, participants’ reciprocity orientation was found to mediate this interaction effect of achievement goals and ranking information. These findings suggest that mastery goals are more beneficial for exchange relationships than performance goals in terms of stronger reciprocity orientation and cooperation intentions, but only among low-ranked individuals.     

行为博弈与社会交换

行为博弈与社会交换看似两个毫无关联的现象和研究领域,却有着内在的、实质性的联系。行为博弈也是一种社会交换或以社会交换为机制,社会交换则表现为一种行为博弈或有着内在的博弈性质。行为博弈与社会交换互为表里、互为机制、水乳交融,行为博弈是社会交换的行为博弈,社会交换是行为博弈的社会交换。以行为博弈的眼光来看待社会交换或以社会交换的意识来研究行为博弈,跨领域的研究洞视,各自互为对方启动了一方别开生面的研究天地,为枯燥乏味的传统博弈研究和死水微澜的社会交换领域凭添了一丝新鲜气息。     

上下级情绪智力对LMX、员工工作结果变量的作用研究

本研究探讨员工情绪智力对领导一成员交换（LMX）和员工工作结果变量的影响,并分析了上级情绪智力在其间的作用。研究通过对银行业员工及其直接领导进行280份问卷调查,运用相关分析、回归分析等统计方法。发现员工情绪智力和LMX、员工的情感承诺、组织公民行为、工作绩效正相关,上级情绪智力对员工情绪智力和LMX之间的关系有缓冲作用,LMX对员工情绪智力和员工情感承诺、组织公民行为之间的关系起到部分中介作用。     

领导-部属交换对领导和部属工作结果的双向影响机制

首先回顾了领导-部属交换的定义及国内外相关实证研究。然后,从双向、社会交换、跨文化和交换网络视角,论述了中国企业的领导-部属交换对领导和部属工作结果的双向影响机制研究：（1）从领导和部属双向视角,研究领导-部属交换对领导和部属工作结果的影响作用;（2）从社会交换理论视角,探索领导-部属交换分别对领导和部属产生影响作用的内在过程和机制;（3）从跨文化和交换网络视角,考察中国企业的领导-部属交换对领导和部属产生影响作用的个体和组织条件。在综述相关文献的基础上提出了明确的研究假设。最后,指出了领导-部属交换对领导和部属工作结果的双向影响机制研究的未来趋势。     

Job insecurity and discretionary behaviors: Social exchange perspective versus group value model

This study examines the relationship between job insecurity and discretionary behaviors, that is, organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB), with the purpose to extend knowledge on the theoretical explanations for these outcomes. Considering the employment relationship with the organization, two different perspectives are suggested and compared in a multiple mediator model, in order to understand the reasons for discretionary behaviors. We draw upon social exchange theory as the basis of psychological contract perceptions and we rely on the group value model to explain organizational justice evaluations. A total of 570 blue‐collar workers in Italy participated in our survey. The results show that job insecurity is indirectly related to OCB and CWB through psychological contract breach and organizational injustice. Both mediational mechanisms have equivalent strength in explaining the relationships, namely, they are complementary processes in accounting for both behaviors. These findings suggest that employees’ behaviors in job insecure contexts are driven not only by concerns related to the exchange of resources with the organization, but also by evaluations about their value as important members of the group.     

从社会交换的角度看组织认同的来源及效益

从社会交换的角度探讨了组织认同的来源及效益。采用结构方程建模的方法,通过对398名企业个体的问卷调查所获取的数据进行分析,结果表明：（1）POS对组织认同和留职意愿有着直接的显著影响;同时,它通过组织认同的中介作用对个体的留职意愿、同事间利他行为、个人主动性、人际和谐和保护公司资源会产生间接的影响;（2）LMX对组织认同和留职意愿没有直接的显著影响;但它对同事间利他行为、个人主动性、人际和谐和保护公司资源有着直接的显著影响     

西方有关择偶启事的研究和论争

文章梳理了自20世纪70年代至本世纪初,西方以择偶启事为研究蓝本的择偶标准与择偶策略研究,展示了西方研究者运用进化心理学理论、社会学习理论与社会交换理论,对一般异性恋择偶,择偶启事回复率、初婚和再婚人士择偶,同性恋、异性恋、双性恋择偶间比较,以及网络启事择偶几方面的研究历程;预测了未来择偶启事研究的趋势应是几种理论间观点的相互借鉴与整合     

Preferences for token exchange‐production schedules: Effects of task difficulty and token‐production schedules

Previous research suggests that accumulated exchange‐production schedules promote increased work completion and are more preferred than distributed exchange‐production schedules. The purpose of this study was to evaluate whether the response effort or token‐production schedules associated with token delivery influenced preferences for exchange‐production schedules. Tokens exchanged under accumulated schedules were more preferred, relative to distributed schedules, when tokens were earned for completing easy tasks. When participants earned tokens for completing difficult tasks, two of three participants preferred accumulated exchange‐production schedules (Experiment 1). Under dense token‐production schedules, accumulated exchange‐production schedules were preferred, but participant's preferences switched to distributed schedules under increasing token‐production (i.e., leaner) schedules (Experiment 2).     

MARKETS AND MORALITY

For most of human history, economic systems were personal in nature—people normally interacted with people they knew personally and knew well. Today's modern market economies are impersonal—people normally interact with people they do not know personally. The historical movement from personal to impersonal systems was necessary for societies to develop the specialization of labor needed for modern production technologies. That is, the high standards of living in the developed world are due to these impersonal systems. However, the ethical systems theologians apply to modern market systems were developed for personal societies and are often inappropriate for impersonal societies. In this article, we develop the differences between personal and impersonal systems, examine the writings of a number of theologians who are very critical of market economies, and attempt to show how a different ethical approach is needed.     

新员工工作重塑会带来积极的结果吗?领导成员交换与个体传统性的作用

每年都有大量的高校毕业生进入职场。在企业竞争日趋激烈的今天, 如何将这些大学毕业生快速地转变成高绩效的企业员工, 是一个重要的研究议题。基于自我表达的理论视角, 本研究探讨工作重塑能否促进新员工的任务绩效和创造力, 以及领导成员交换和个体传统性如何影响新员工的工作重塑。我们对256名新员工进行4轮的问卷调查, 最终得到125份有效的匹配问卷。数据分析结果显示: (1)工作重塑会正向影响新员工的工作投入, 进而影响他们的任务绩效和创造力; (2)对于传统性比较高的新员工, 领导成员交换可以促进他们的工作重塑; (3)个体传统性正向调节领导成员交换对任务绩效、创造力的间接作用, 当个体传统性高时, 领导成员交换通过工作重塑和工作投入对任务绩效、创造力的积极影响更为显著。本研究从新员工自我表达的视角为组织提升新员工的任务绩效和创造力提供了新的思路。