Mother–Toddler Affect Exchanges and Children's Mastery Behaviours during Preschool Years

This study examined the longitudinal relations of mother–child affect exchanges at 18 months with children's mastery motivation at 39 months. Observation and questionnaire data were collected from mother–child dyads when children were 18 months; 43 mothers again rated their children's mastery motivation at 39 months. Results suggested that after controlling for gender and the corresponding 18‐month mastery aspect, positive affect exchanges had long‐term positive relationships with children's persistence and competence, whereas dismissed affect exchanges had long‐term negative relationships with children's persistence and independent mastery. Findings suggest that children's autonomous mastery‐oriented endeavours have deep roots in their early mother–child affective interactions. Copyright © 2013 John Wiley & Sons, Ltd.     

Generating Trust in Congregations: Engagement,Exchange, and Social Networks

The relationship between religion and trust is complex and there is little consensus on why, in general, religious people appear to be more trusting than their unaffiliated peers. Most research on religion and trust focuses on differences between traditions and denominations, which offers rather limited insight into the genesis of trust for religious persons. In this study, we draw on recent theoretical developments in social psychology to explore how specific patterns of social interactions within congregations enhance within‐congregation trust among members to the benefit of both churches and individuals. Using survey data from the Portraits of American Life Study, we find that the positive relationship between religiosity and trust is driven less by religious beliefs or practices and more by particular characteristics of micro‐level processes that occur in churches (e.g., closeness of relationships to religious leaders, density of congregational ties, and both giving and receiving aid from other congregation members). In light of research on social learning and trust, we also discuss the potential benefits of this particularized trust for individuals’ levels of generalized trust.     

The utility of a multifoci approach to the study of organizational justice: A meta-analytic investigation into the consideration of normative rules,moral accountability,bandwidth-fidelity,and social exchange

Multifoci justice pulls from research on social exchange theory to argue that despite the proliferation of rule sets in the literature (often referred to as the “types” of justice), individuals seek to hold some party accountable for the violation/upholding of such rules, and it is these parties (e.g., supervisors, the organization as a whole) that are most likely to be the recipients of attitudes and behaviors (i.e., target similarity effects). To explore these issues, we meta-analytically (k = 647, N = 235,682) compared the predictive validities of source- vs. type-based justice perceptions and found that (a) multifoci justice perceptions more strongly predicted outcomes directed at matched sources than did type-based justice perceptions, (b) multifoci justice perceptions more strongly predicted target similar than dissimilar outcomes, and (c) the relationships between multifoci justice perceptions and target similar outcomes were mediated by source-specific social exchange.     

“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.     

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.     

Integrating social exchange and affective explanations for the receipt of help and harm: A social network approach

We integrated theories of social exchange and emotion to explain the receipt of interpersonal citizenship (help) and counterproductive behaviors (harm). Using social network methodology, data on a total of 534 relationships were obtained from three samples of employees working for a food services organization. Results were consistent across all three samples. Employees received help and harm from coworkers toward whom they engaged in those behaviors, as well as from coworkers in whom they elicited positive and negative affective states, respectively. Additionally, affective states predicted the receipt of help and harm controlling for engagement, suggesting a means by which social exchanges may become imbalanced. Overall, findings demonstrate the validity of social exchange and affective explanations for the receipt of help and harm in the workplace.     

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.