Social network ties and organizational citizenship behavior: evidence of a curvilinear relationship

ABSTRACT

We examine the relationships between employee friendship and advice network centrality and organizational citizenship behavior (OCB). Using social exchange theory as a basis, we argue that centrality within the workplace friendship network will be positively and linearly related to employee OCB. Further, we draw on conservation of resources theory and role theory to predict a curvilinear (inverse U) relationship between employees’ advice network centrality and OCB such that employees will engage in higher levels of OCB at moderate levels of advice centrality than at low and high levels. We test the theoretical model in an academic setting (using other reports of network ties and employee ratings of OCB) and a US-based organization (using other reports of network ties and supervisor ratings of OCB). The results support the idea of a curvilinear relationship between advice network centrality and OCB in both studies and a linear relationship between friendship centrality and OCB in Study 2. Practical implications and directions for future research are addressed.     

Inclusive Leadership and Innovative Work Behavior: Examination of LMX Perspective in Small Capitalized Textile Firms

The purpose of this paper is to explore the relationship between inclusive leadership, Leader-Member Exchange (LMX) and innovative work behavior (IWB) in employees of small capitalized textile firms of Pakistan. We hypothesized that LMX mediates the relationship between inclusive leadership and IWB. We collected data from 150 supervisors–subordinate dyads to test our hypotheses. We selected small capitalized firms because they are more innovative and change-oriented in order to enhance their innovativeness. Moreover, these firms enjoy the benefits of lack of bureaucracy and low resistance to change. Therefore, employees are better able to experience a close relationship with entrepreneurial leaders who tend to be inclusive, in order to facilitate the process of innovation. In line with these facts, our results also suggest that inclusive leadership is positively related with IWB and LMX partially mediates this relationship. The theoretical and practical implications of our findings are also discussed.     

Benefit System Effects on Employees’ Benefit Knowledge,Use, and Organizational Commitment

We identified four attributes of benefit systems thought to influence employee attitudes and behavior: employee participation, system quality, communication quality, and benefit importance. Survey data from 974 employees of a Fortune 500 energy industry firm supported a partially mediated model in which these benefit system features exerted both indirect and direct effects on benefit knowledge and use, as well as on affective and continuance commitment. However, the findings differed across benefit system features and across types of benefits. Specifically, improving organizational communications about benefits appears more useful than increasing employee participation or improving benefit system service quality.     

The perceptions of social context (PoSC): Introducing the PoSC scale

IntroductionThe Perception of Social Context refers to the perceptions that workers have of (1) the immediate supervisor, (2) the colleagues, and (3) top management of their organization.ObjectiveThe purpose of the present paper is to introduce the Perceptions of Social Context (PoSC) scale, an instrument for assessing workers’ perception of their social context.MethodWe used three studies (N total = 960) to test the internal, external, convergent, and predictive validity of the PoSC, as well as its reliability.ResultsIn Study 1, the hypothesized three-factor structure was empirically tested and supported by means of exploratory structural equation modeling. Study 2 provided further support for the factorial structure of the scale and evidence for its convergent and external validity in relation to important organizational variables. Study 3 provided evidence for the predictive validity with respect to job satisfaction and performance.ConclusionEstablished validity allows the PoSC scale to be used to specifically detect behaviors enacted by key social constituents and thus to plan specific and therefore more effective interventions.     

领导集权度与团队成员交换：任务互依性与团队绩效压力的调节作用

从情感互动视角出发,通过三个时间节点对72个团队的问卷调查,探讨了领导集权度对团队成员交换（TMX）及团队绩效的作用机制和边界条件。结果表明：任务互依性和团队绩效压力调节了领导集权度与TMX间的关系,即任务互依性或团队绩效压力越高,领导集权度与TMX之间的负向关系越弱,反之则越强。进一步分析显示,任务互依性和团队绩效压力调节了TMX在领导集权度和团队绩效间关系的中介作用,表现为被调节的中介作用模型。     

Exchange through emoting: An emotional model of leader–member resource exchanges

Despite research suggesting that emotional interactions pervade daily resource exchanges between leaders and members, the leader–member exchange (LMX) literature has predominantly focused on the interplay between general affective experiences and the overall relationship quality. Drawing upon the affect theory of social exchange, we examine why and how discrete exchange imbalance engenders distinct emotions and shapes downstream work behaviors of the members. Results from a preregistered experimental study with 247 participants and an experience sampling study with time-lagged reports from 79 leaders and 145 members show that a positively imbalanced exchange increases members’ subsequent leader-directed helping via gratitude (but not via shame) and that a negatively imbalanced exchange increases members’ subsequent risk-taking via pride (but not via anger). Moreover, the intensity of such effects hinges upon the average level of resource contributions of leader–member dyads. Our research casts light on the role of transient emotions in dynamic resource exchanges between leaders and members and enriches our knowledge of within-dyad fluctuations of social exchanges.     

Using a token-actuated timer to reduce television viewing

A child watching an excessive amount of T.V. was provided a behavioral program featuring a token-actuated timer. Earned tokens were used to activate the T.V. for thirty-minute periods. The token-exchange system effectively reduced T.V. viewing and the reductions were maintained at two follow-up points. The principal contribution of the study is the development and evaluation of an electronically controlled device that was used to check the accuracy of parent-reported data.     

ALPHABET LETTERS AS TOKENS: TRAINING PRESCHOOL CHILDREN IN LETTER RECOGNITION AND LABELLING DURING A TOKEN EXCHANGE PERIOD1

In token economies, we typically consider the instructional opportunities available during the periods of token delivery, but may overlook educational opportunities available at the time of token exchange. The present studies examined the use of labelled tokens and routines in the token exchange period to teach alphabet letter recognition to economically disadvantaged preschool children. The children earned points for a variety of academic behaviors in an early morning classroom setting. At no time were alphabet letters introduced or taught during class. Later, during a midmorning token exchange period, operated according to a department store model, the children were given their points in the form of poker chips inscribed with upper-case alphabet letters. They were required to discriminate among these lettered chips before exchanging them for backup reinforcers sold in four or five stores. To assess alphabet letter knowledge, probe evaluations were periodically conducted in which questions requiring alphabet letter recognition and labelling were asked. The answers to these questions were not reinforced. Alphabet letter training during token exchange periods consisted of having a child display the lettered chips, whereupon a teacher asked a number of recognition-type questions. Wrong answers were corrected, and correct answers praised. The child was allowed to exchange the tokens when the number required for a purchase had been recognized correctly. The periodic probe evaluations revealed consistent increases in correct alphabet letter recognition and, as a byproduct, alphabet labelling was facilitated, even though not explicitly trained. Thus, once the letters were recognized, correct labelling shortly followed. The sequential training of new sets of letters was used to demonstrate experimental control within subjects for two children. A control for exposure to the letters was provided by using the labelled tokens, but requiring the counting of chips rather than letter discrimination in the exchange period for two other children. This procedure produced chance levels of letter recognition, which were subsequently improved when the discrimination procedure was added. Posttraining probes, conducted at one and three weeks after training when the labelled tokens and discrimination routines were no longer in use, revealed the same high levels of recognition and labelling performance found during training. Thus, it appears that labelled tokens may be used to teach discriminations during token exchange periods so long as responses are differentiated on the basis of relevant dimensions of the stimuli.     

Magnitudes of score differences produced within sessions in a cooperative exchange procedure

Interest centered on maximal score differences produced within sessions during two-party exchange. Subjects chose between earning money independently or through potentially higher-paying exchange. In the exchange option, only one person could produce points for the other on a trial. Because each exchange response (“give”) required the giver to forego earning points independently, the larger the score difference produced (i.e., the further ahead in earnings the other person was put), the greater the reduction in the giver's earnings if the other person did not reciprocate. Results showed that scores were usually equal at the end of each session, and that subjects maintained close equality of scores throughout each session. When a response-cost contingency that punished the alternation of giving was introduced, however, large within-session score differences developed. These large differences continued to be produced after the response-cost contingency was removed. Finally, when subjects were told that the session could end at any moment, score differences were sharply reduced, indicating that production of score differences remained under the control of discriminative stimuli associated with the likelihood of reciprocation. The study suggests that with appropriate procedures, an experimental analysis of behavioral phenomena associated with the concept of “trust” may be possible.     

社会网络视角的团队情绪智力

据估计, 60%的团队都没有达到它们的目标, 这给学术界提出了重要且具有挑战性的研究课题。情绪智力(emotional intelligence)是在人际关系基础上发展起来的重要概念。研究发现, 基于微观个体或宏观整体的团队情绪智力在团队成功达到目标过程中起到重要作用。然而, 当前尚无研究探讨基于团队局部成员间情绪智力行为交换而产生的团队情绪智力对团队的影响。为此, 本课题从配对层次(一对一关系中两个人, 即actor-target)这一新角度探讨团队情绪智力, 通过把它看做团队过程中一种产生的状态(emergent state), 在整合团队成员交换理论和社会网络方法基础上对它进行研究。具体围绕团队内配对单元存在的交换关系(指目标者感受到行动者对其实施的情绪智力行为)在团队中形成的网络所代表的团队情绪智力开展实证研究, 以期从理论上揭示团队内情绪智力行为交换的特征, 情绪智力自下而上(bottom-up)由个体发展到团队的过程, 以及配对基础的团队情绪智力的影响效应, 从而为团队管理实践提供具体的改善建议。