Socializing the newcomer: The mediating role of leader–member exchange

We expand organizational socialization research by integrating social exchange theory, specifically leader–member exchange (LMX), as an important mediator in explaining newcomer attachment to the job, occupation, and organization. Using temporally-lagged data from 213 newcomers across 12 telemarketing organizations, we found that newcomer perceptions of LMX mediate the association between supervisory socialization tactics (i.e. supervisory job-focused advice, guidance, and role modeling) and occupational identification as well as between supervisory socialization tactics and perceived person-organization fit – but not between supervisory socialization tactics and job satisfaction. Our study specifies (1) LMX as a compelling mediating mechanism within the new employee ‘on-boarding’ process and (2) the immediate supervisor as an important relational source for newcomer attitudes.     

Does taking the good with the bad make things worse? How abusive supervision and leader–member exchange interact to impact need satisfaction and organizational deviance

We integrate and extend past work on self-determination theory and mixed relationships, or relationships characterized by both conflict and support, to address the question of how abusive supervision promotes subordinate organizational deviance. In so doing, we propose a mediated moderation model wherein abusive supervision and leader–member exchange interact to predict organizational deviance, with psychological need satisfaction mediating the effect of the interaction on organizational deviance. This hypothesized model was supported with multi-wave data collected from 260 employees. Notably, our model was supported after controlling for justice perceptions and organizational social exchange as alternative mediators. Theoretical and practical implications are discussed.     

Development and validation of the consumer disillusionment toward marketing activity scale

This study examines disillusioned consumers. The theory proposes that this is a group learning to lower their expectations of firm integrity and who, to avoid being let down, ignore marketing activity directly from the firm. This kind of exchange orientation develops as a response to consistent failure in perceptions of firm integrity. The research includes six studies, including over 600 adult consumers, to outline the development and validation of a measure of consumer disillusionment toward marketing activity. Completing the process provides a valid and reliable four‐item measure. In addition, the study includes the assessment of the nomological validity of the construct. The nomological validation includes using cue utilization theory to predict that disillusioned consumers favor advertising that provides evidence of verifiable integrity. The validation experiment uses print advertising containing high and low verifiable integrity stimuli. Results confirm the theory with disillusioned consumers focusing less on the firm as source of information. Further, these consumers respond more favorably than non‐disillusioned consumers to third party endorsers who serve to verify the firm's attempts to show integrity. Copyright © 2012 John Wiley & Sons, Ltd.     

“投桃报李”——互惠理论的组织行为学研究述评

互惠是一种存在于各种社会文化中的人际交往规范.组织行为学中许多研究都是通过互惠理论来解释变量之间的内部作用机制.文章回顾并讨论了互惠的涵义,不同互惠类型的特点及互惠的测量方式.此外.还论述了不同类型互惠对社会交换方式产生的影响.依据现有的互惠研究成果,分析了互惠发挥影响的内在作用机制是通过:互惠各方的价值观、互惠过程中各方感知到的风险、各方冲突的程度这三种途径来实现的.最后,根据现有互惠理论的研究成果提出该领域的未来发展应从研究设计和研究内容两方面进行扩展.     

偏好反转的兼容性假设的实验研究

本文采用一种新的偏好诱导方法——实物交换方法 ,对偏好反转中的兼容性假设进行实验验证。实验结果支持兼容性假设 ,并发现了一种新的现象 ,即偏好反转的倒置现象。偏好反转与偏好反转的倒置相映成趣 ,为解释风险决策中偏好反转的兼容性假设提供了充足的证据 ,也对风险决策中的纯粹理性提出了更多的挑战。     

Taboo Trade-offs: Reactions to Transactions That Transgress the Spheres of Justice

Taboo trade-offs violate deeply held normative intuitions about the integrity, even sanctity, of certain relationships and the moral-political values underlying those relationships. For instance, if asked to estimate the monetary worth of one's children, of one's loyalty to one's country, or of acts of friendship, people find the questions more than merely confusing or cognitively intractable: they find such questions themselves morally offensive. This article draws on Fiske's relational theory and Tetlock's value pluralism model: (a) to identify the conditions under which people are likely to treat trade-offs as taboo; (b) to describe how people collectively deal with trade-offs that become problematic; (c) to specify the conceptual components of moral outrage and the factors that affect the intensity of reactions to various explicit trade-offs; (d) to explore the various strategies that decision-makers—required by resource scarcity and institutional roles to confront taboo trade-offs—use to deflect the wrath of censorious observers; (e) to offer a method of dispute resolution based on pluralism.     

组织支持感研究进展

本文简要介绍了国外关于组织支持感的研究及其最新进展,主要内容包括组织支持感研究的背景和理论基础、组织支持感的测量工具、组织支持感的前因变量和结果变量等方面。最后,对研究趋势作了展望。     

领导-成员交换关系差异化研究评述与展望

领导-成员交换关系差异化是指在一个工作团队中, 团队领导与不同成员的交换关系在质量上的差异性。尽管它是领导-成员交换理论的核心内容, 但相比领导-成员交换关系质量, 关系差异化直到最近几年才得到学术界的关注。已有的研究表明它对个体和团队产出具有重要影响。本文从概念、研究起源、测量、影响因素、影响效果以及作用机制方面, 对近年来国、内外的理论和实证研究进行了评述, 并在此基础上指出了未来的研究方向。     

《周易》中“交感”思想的哲学意涵

《周易》非常重视“交”和“感应”,咸卦很好地体现了《周易》当中的“交感”思想．我们认为“交感”思想具有丰富的哲学内涵：天地交感化生万物就是一种宇宙生成论,讲述了世界上万事万物是如何产生的;男女交感始有人伦是一种社会伦理学,凸显了社会伦理在中国古代社会的重要作用;而圣人感人心而天下和平则很好地体现了中国古代的政治哲学．是占代知识分子的理想境界。“交感”的思想在中国哲学上有重要的价值．对宋初周敦颐和二程的道学思想产生了重要的影响。     

Exchanges of group-based favours: Ingroup bias in the prisoner's dilemma game with minimal groups in Japan and New Zealand

Japanese ( N  = 48) and New Zealander ( N  = 55) participants were first assigned to one of two minimal groups, and then played a prisoner's dilemma game twice with an ingroup member and twice with an outgroup member. In one of the two games they played with an ingroup (or outgroup) member, participants and their partner knew one another's group memberships (mutual-knowledge condition). In the unilateral-knowledge condition, only the participants knew the group membership of their partner, but the partner did not know the group membership of the participant. Ingroup bias in cooperation emerged only in the mutual-knowledge condition in both countries; in the unilateral-knowledge condition no ingroup bias emerged. Mediational analyses found that, in accord with predictions, cooperation in the mutual-knowledge condition is mediated by expectation of the partner's cooperation. Ingroup bias in the mutual-knowledge condition emerged only among those who identified with the ingroup. Results provide support for a group heuristics account of ingroup favouritism in the minimal group. According to this account, participants who face minimal groups activate an ecologically adaptive heuristic of unilaterally cooperating with members of the same group, expecting indirect repayment from others in the same group.