ECONOMY OF “INVISIBLE DEBT” AND ETHICS OF “RADICAL HOSPITALITY”: Toward a Paradigm Change of Hospitality from “Gift” to “Forgiveness”

The purpose of this paper is to reconstruct a Christian theology of “hospitality” through a critical reading of Jacques Derrida and Friedrich Nietzsche as well as through an in‐depth biblical and theological reflection on the ethics of hospitality. Out of this reconstructive investigation, I propose a new Christian ethics of hospitality as a radical kind. As a new paradigm, this radical hospitality is distinguished from other types in that it is no longer conceived on the model of “gift”. The new Christian ethics of hospitality is rather reconstructed on the model of “forgiveness” by critically appropriating the concept of “invisible debt” that lies between the hosting citizens and the migrants in the senses of “you owe us your presence” and “I owe you my security and success.” While the hospitality of the gift defines the relationship between the hosting citizens and the migrants as givers and givees, the new paradigm of hospitality identifies this relationship as between creditors and debtors. In this regard, a new Christian hospitality called for unto citizens of the hosting society is a radical kind that challenges them to transcend the creditor‐debtor consciousness.     

Employee–supervisor political skill congruence and work outcomes: The mediating role of leader–member exchange quality

This study aims to investigate the effect of employee–supervisor political skill congruence on the quality of leader–member exchange (LMX), which in turn influences employees' job satisfaction and turnover intention. For this purpose, two survey studies were conducted. The first study examined the relationship between employee–supervisor political skill congruence and LMX using multi-source data collected from 287 employee–supervisor dyads. The second study examined the indirect effect of congruence in political skill on work outcomes through LMX by using time-lagged multi-source data collected from 142 employee–supervisor dyads. The findings indicate that compared with incongruence, congruence in political skill is associated with higher employee-rated LMX. Moreover, among dyads with congruent political skills, congruence at high levels of political skill is associated with higher employee-rated LMX compared with congruence at low levels of political skill. Moreover, in case of incongruency, low employee–high supervisor political skill combination was related to higher supervisor-rated LMX compared with high employee–low supervisor political skill combination. Lastly, employee–supervisor political skill congruency indirectly influences job satisfaction and turnover intention through employee-rated LMX. This research significantly contributes to the political skill literature by examining potential consequences of employee–supervisor congruence in political skill in the workplace.     

辱虐管理的应对：基于人际拒绝的多动力模型分析

随着辱虐管理产生破坏性影响的作用机制不断得到丰富和完善, 受辱虐下属选择特定应对方式的原因以及有效性成为未来辱虐管理的研究方向。基于人际拒绝的多动力模型, 梳理了在不同质量LMX的关系情境中受辱虐下属的应对方式, 并提出特定应对方式可能引起辱虐管理的恶性循环的假设模型。建议未来研究通过丰富下属的应对行为变量、增加人格和环境的调节机制以完善受辱虐下属的应对模型, 并以此为基础探究辱虐管理的消极互动机制, 为打破辱虐管理恶性循环提供理论支持。     

伴侣低头行为的影响及其心理机制

低头行为指的是线下社会互动时个体因使用手机而冷落社交对象的行为。目前关于低头行为研究最多的是伴侣低头行为。文章在剖析伴侣低头行为内涵之外,分析了伴侣低头行为带来的影响,并从期望违背理论、社会交换理论和相互依赖理论三个视角阐释伴侣低头行为发生的理论机制。总体上,基于现有研究我们认为未来可以从深化作用机制和探索跨关系研究（亲密关系—亲子关系）两个方面进行伴侣低头行为对亲密关系的研究。     

“己之所欲”还是“成人之美”？解释水平视角下个体赠送-接受礼物的偏好不对称性

解释水平理论被广泛应用于消费研究领域。本研究以解释水平理论为理论基础,采用情境问卷调查方法,通过5个实验探讨个体赠送与接受礼物时是否存在性别和角色偏好的不对称性。结果发现,一般情境下,受性别因素影响,男生偏好赠送和接受工具性礼物,女生偏好赠送和接受表达性礼物。但随着心理距离（社会距离和空间距离）的拉近,个体的解释水平降低,更关心他人的喜好和需求,赠送者会更基于接收者的偏好进行礼物选择。     

Lmx and Job Tension: Linear and Non-Linear Effects and Affectivity

We examined whether linear or non-linear LMX–job tension relationships existed, and if these effects were consistent across levels of negative (NA) and positive (PA) affect. Results indicated that NA and PA moderated the non-linear LMX–job tension relationship. Specifically, the LMX–job tension association was best depicted by an inverted-U form for high NAs. Tension was highest when LMX was moderate and lowest when LMX was either low or high. Tension increased minimally for low NAs across levels of LMX. For high PAs, the relationship was linear and inverse. Conversely, a U-shaped form best represented the LMX–job tension relationship for low PAs. Implications, strengths and limitations, and directions for future research are discussed.     

Taiwanese Employees' Justice Perceptions of Co-Workers' Punitive Events

Abstract

The authors examined justice perceptions of Taiwanese employees in response to co-workers' punitive events (punishment by a superior). They developed a hypothesis based on Chinese indigenous wu-lun principles and the concept of empathy. Results of the study showed that perceived vertical (between superior and subordinate) and horizontal (between subordinates) relationships jointly affected justice perceptions. Respondents who perceived low (negative) leader-member exchange with the superior and high (positive) liking of the punished person showed the lowest justice perceptions. In conclusion, the authors note that comparative analysis of organizational justice is a promising direction for future research.     

An Examination of Network Position and Childhood Relational Aggression: Integrating Resource Control and Social Exchange Theories

Applying resource control theory and social exchange theory, we examined the social network conditions under which elementary age children were likely to engage in relational aggression. Data on classroom peer networks and peer‐nominated behaviors were collected on 671 second‐ through fourth‐grade children in 34 urban, low‐income classrooms. Nested regression models with robust cluster standard errors demonstrated that the association between children's number of relationships and their levels of relational aggression was moderated by the number of relationships that their affiliates had. Children with more peer relationships (i.e., higher network centrality) exhibited higher levels of relational aggression, but only when these relationships were with peers who had fewer connections themselves (i.e., poorly connected peers). This finding remained significant even when controlling for common predictors of relational aggression including gender, overt aggression, prosocial behavior, victimization, social preference, and perceived popularity. Results are discussed in terms of their implications for advancing the literature on childhood relational aggression and their practical applications for identifying children at risk for these behaviors.     

Who’s bringing the donuts: The role of affective patterns in group decision making

Two studies examined how intragroup affective patterns influence groups’ pervasive tendency to ignore the unique expertise of their members. Using a hidden profile task, Study 1 provided evidence that groups with at least one member experiencing positive affect shared more unique information than groups composed entirely of members experiencing neutral affect. This occurred because group members experiencing positive affect were more likely to initiate unique information sharing, as well as information seeking. Study 2 built upon this base by showing that confidence mediates the relationship between positive affect and the initiation of unique information sharing. Additionally, Study 2 investigated the role of negative affect in group decision making and how negative and positive affect concurrently influence decision making when groups are composed of members experiencing each. The results are discussed in terms of the role affect plays in influencing group behavior and the resultant importance of investigating specific affective patterns.     

The implications of perceived leader favouritism in the context of leader-member exchange relationships

Leader-member exchange (LMX) theory suggests that supervisors have relatively high-quality exchange relationships with some employees and relatively low-quality relationships with others. Prior investigations indicate that employees who have high-quality LMX relationships with their supervisors benefit in terms of more positive work attitudes and higher performance than those who do not. However, when employees feel like their supervisors are favouring some employees over others, it is likely to undermine the positive effects of LMX (even among employees who have high-quality exchanges with their supervisor). Using data from 305 employees and their coworkers, we found that the positive effects of LMX (regarding organizational citizenship behaviour, withdrawal behaviour, and relative deprivation regarding one’s career) were weakened by perceived leader favouritism. Implications and directions for future research are discussed.