The prevalence of teams in contemporary organizations and the trend toward diversity in a workforce composed of members from multiple countries have drawn the attention of researchers on the consequences of diversity in workplaces. While there are potential benefits to diversity, relationship conflicts among team members may also result and affect team functioning. The aim of the present study was to explore how supervisors’ social dominance orientation, a tendency to support the arbitrary dominance of specific social groups over others, may (...) relate to relationship conflicts and reduced team commitment within teams. A two-wave study in a sample of 931 individuals from 108 workgroups was conducted to examine the relationship between supervisors’ social dominance orientation and team functioning. Analyses indicated that supervisor social dominance orientation was associated with increased within-team differentiation of leader-member exchange relationships based on team members’ national origin. Such LMX differentiation was related to more within-team relationship conflict and in turn to reduced collective team commitment. The implications of these findings for research on supervisor social dominance orientation, within-team nationality diversity, and team functioning are discussed. (shrink)

The purpose of this research is to examine the impact of individual and firm moral philosophies on marketing exchange relationships. Personal moral philosophies range from the extreme forms of true altruists and true egoists, along with three hybrids that represent middle ground. Organizational postures are defined as Ethical Paradigm, Unethical Paradigm, and Neutral Paradigm, which result in changes to personal moral philosophies and company and industry performance. The study context is a simulation of an exchange environment using (...) a variation of the prisoners' dilemma game. A literature review is provided in the opening section, followed by details on the simulation, discussion of the results, and the implications for theory and practice. (shrink)

How to make use of the leaders’ psychological capital to improve the innovation behavior of employees is an important issue for the talent management of enterprises today, and it is also the goal that enterprises must pursue if they want to stand out in the fierce competition. Therefore, in this study, 154 enterprises in high-tech area were selected for questionnaire survey. The correlation between lead-member exchange (LMX) relationship (emotion, loyalty, contribution, professional respect), leaders' psychological capital (confidence, hope, optimism, tenacity), (...) and employees' innovation behaviors were analyzed by multivariate regression. Hierarchical regression method was used to examine the mediating effect of the LEX. It was found that confidence, toughness, and contribution were significantly positively correlated with employee innovation behavior (P<0.000). The positive correlation between hope, optimism, emotion, and loyalty with employees' innovation behavior was significant (P<0.05). Emotion, loyalty, and contribution had mediating effects on the leaders’ psychological capital and the innovation behavior of employees. In conclusion, the leaders’ psychological capital can have a significant positive effect on the innovation behavior of employees directly, and it can also have an indirect positive effect on the innovation behavior of employees by maintaining high quality LMX. (shrink)

Unlike the supergame model assumes agents in exchange situations will normally not be perfectly informed on past behaviour of their partners. Also, they will be able to choose their partners to a certain extend. A formal model is presented that attempts to take account of these facts. It is supposed that for any actor the probability of finding a partner for a lucrative exchange depends on his past behaviour. A model of reputation formation is presented as a formal (...) description of this interdependency. Based on this model it is shown that under certain conditions only co-operative conduct will pay in the long run. Thus it is confirmed that - given the mechanism of trust - rational agents may act trustworthy. (shrink)

Prior research on employee–organization relationships has exclusively focused on the positive consequences of high-inducement EORs. Drawing from social exchange theory, we develop a model theorizing employee unethical pro-organizational behavior as one potential negative outcome of high-inducement EORs, as mediated by high-quality social exchange relationship between the employee and the employer. Empirical findings from two field studies provided convergent support to the mediation relationship between mutual-investment EORs and employee UPB via perceived social exchange. Moreover, the results in (...) Study 2 further revealed that the relationship was less significant among employees with higher levels of moral identity, because the positive relationship between perceived social exchange and employee UPB was weakened by high moral identity. The theoretical and managerial implications were discussed. (shrink)

Aiming to reduce the difficulty of managing and motivating knowledge workers, and promote the psychological well-being of them in Chinese hospitals, this study examines how k-workers’ leader–member exchange influences their task performance and the mediation effect of organizational citizenship behavior. Through a self-administered survey, valid questionnaires were collected from 384 k-workers in Chinese hospitals, and partial least squares structural equation modeling was employed for data analysis. The findings show that LMX is positively related to OCB and task performance, and (...) that OCB mediates the relationship between LMX and task performance. This research has theoretical implications and also provides practical suggestions on how to manage, motivate, and inspire k-workers, and promote the psychological well-being of them, and finally enhance the organizational performance in Chinese hospitals. (shrink)

We examined affection-giving, affection-denying, respect-giving, and respect-denying behaviors among men and women in heterosexual relationships. In a pilot study, although we had expected the latent variables of affectionate and respectful behaviors to emerge from exploratory factor analyses, we obtained the latent variables of socioemotional rewards and costs instead. In the main study, we replicated the factor patterns of socioemotional rewards and costs in confirmatory factor analyses. Moreover, we entered men’s and women’s self-reported narcissism alongside men’s and women’s socioemotional rewards (...) and costs, as reported by partners, into a dyadic model that we tested via covariance structure analyses. Results revealed that, although men and women reciprocated rewards as well as costs, narcissism was not reflected in the patterns of reciprocity We discuss implications for studies of relationship processes as two-person group dynamics. (shrink)

Many social scientists think of exchange in terms far broader than philosophers. I defend the broader use of the term as well as the claim that meaningful human relationships are usefully understood as constituted by exchanges. I argue, though, that we must recognize that a great number of non-monetary and non-material goods are part of our daily lives and exchanges. Particularly important are emotional goods. I defend my view against the important objection that it demeans intimate relationships. (...) As an addendum, I also defend it against claims that economics cannot study such exchanges. (shrink)

Job characteristics play an essential role for the well-being of employees. When job characteristics are unfavorable, the experienced exchange relationship with one’s supervisor may become relevant to weaken negative consequences. We conducted a diary study over ten consecutive working days with 112 academics. Based on conservation of resources theory, we assumed that daily LMX constitutes a resource for employees that moderates the link between job characteristics and job satisfaction as well as emotional exhaustion. Additionally, we proposed lagged-effects of morning (...) job characteristics and LMX on next-day morning job satisfaction and emotional exhaustion. Findings from hierarchical linear modeling demonstrated that on the day-level higher perceived levels of job control in the morning were associated with higher perceived job satisfaction and lower perceived emotional exhaustion in the afternoon. The experience of increased time pressure in the morning was negatively related to perceived day-level afternoon job satisfaction and positively to perceived day-level afternoon emotional exhaustion. Within one day, perceived LMX moderated the relationship between perceived job control and perceived job satisfaction in the afternoon. We only found lagged effects of the interaction between afternoon job control and afternoon LMX on next-day morning job satisfaction. We discuss daily LMX as a resource for employees both within one day and from day-to day, along with future research directions on the buffering role of LMX. (shrink)

This article examines whether ethical business practice enhances financial performance with respect to interorganizational favour exchange. We argue that the link between the ethicality and economic utility of interorganizational favour exchange is governed by: (1) organizational–individual interest alignment/conflict and (2) the fairness or justifiability of favour exchanges from the perspective of third parties. We classify interorganizational (IO) favour exchange into four types (Business–Personal, Personal–Business, Personal–Personal and Business–Business favour exchange). Our analysis shows that the first three types (...) of favour exchange are unethical as they involve conflicts between organizational and individual interests in one or both participating organizations that negatively affect organizational value creation. The last type of favour exchange involves organizational–individual interest alignment in both participating organizations and positively affects the capacity of those involved in the exchange to create value. Favour exchanges of this fourth variety are ethically justifiable unless they unfairly damage the legitimate interests of third parties. In the latter case, these favour exchanges create the risk of negative third party reactions, which in turn affect the sustainability of the benefits of the favour exchanges to the focal group (the dyad). Our research results advance understanding of the ethical and economic implications of IO favour exchange, counter the prejudice against this behaviour in organizations, provide ethical guidance for management and business practice, and have implications for the relationship between doing well and doing good. (shrink)

Recent studies have documented the relationship of leadership behavior with employee performance and workplace behaviors. Yet, little attention has been directed at the impact of leadership behavior on the aspects of workplace behaviors such as value congruence and relationship conflict. The goal of this study is to examine the influence of leader-member exchange (LMX) regarding the outcomes of relationship conflict, organizational commitment, and citizenship behavior among employees with value congruence as a moderator. Data was collected using an online questionnaire (...) with a total of 429 valid responses. The results of our study showed that relationship conflict had a mediating effect between LMX and organizational commitment. Employees working with supportive supervisors had relatively good relationships with coworkers as well. The research results of this study offer significant findings for the meaning of leadership behavior in the Chinese culture. Discussion focusing on the influence of collectivism culture and the forces in reshaping Taiwan’s culture is also included. (shrink)

Our study explores the relationship between psychological contract (fulfillment/violations) and voice behavior (promotive/prohibitive). The study encourages promoting the development of positive voice behavior since the promotive voice behavior of employees would help the organization to grow and improve as per industry standards especially during the upcoming hi-tech era. If the knowledge workers do not show positive voice behavior, it is difficult for organizations to compete and sustain in such an era of digitalization. A cross-sectional survey was conducted for the assessment/validation (...) of the model. Data was collected through a single self-reported questionnaire, filled out by the 89 employees of two private banks, working in 8 different branches. Further, the relationships among variables have been analyzed using structure equation modeling. Results show a strong and positive relationship between psychological contract fulfillment and promotive voice behavior whereas a negative relationship is indicated upon the violations and breach of psychological contract. Job satisfaction/dissatisfaction was also tested as mediators between these variables. Future researchers may test the same in different geographical locations and demographic conditions, whereas various personality traits may also be tested since voice behavior is an individual decision. The study represents the first of its kind on the said topic especially in the Pakistani context. (shrink)

This study examines whether and how the qualities of newcomers’ interpersonal relationships [i.e., leader-member exchange (LMX) and coworker exchange (CWX)] relate to their initial performance and how changes in the qualities of these relationships relate to the changes in performance. To test a latent growth model, we collected data from 230 newcomers at six time points over a 6-week period. The results showed that LMX quality is positively related to initial newcomer performance; however, changes in LMX (...) quality are not statistically significantly related to changes in newcomer performance. In contrast, an increase in CWX quality is positively related to newcomer performance improvement, but the initial quality of CWX does not predict newcomer performance. Furthermore, newcomers’ psychological entitlement moderates the relationship between LMX quality and newcomer performance; newcomers’ conscientiousness moderates the relationship between increases in CWX quality and improvements in newcomer performance. The findings increase our understanding of the newcomer exchange relationship-performance link over time and suggest that future newcomer socialization research explore the initial level of and the changes in these relationships simultaneously. (shrink)

Previous empirical studies have shown that perceptions of organizational politics are negatively related to individuals’ affective commitment. The key contribution of this study was that it found the interactive moderating effects of political skill and quality of leader–member exchange (LMX) on the relationship between perceptions of organizational politics and affective commitment. Our results indicated that politics perception affective commitment relationship was weaker when both political skill and quality of LMX are high. When only political skill is high and the (...) quality of LMX is low, or LMX quality is high but political skill is low, the negative relationship between politics perception and affective commitment was not mitigated. Limitations and implications for future research are discussed. (shrink)

Theoretical arguments suggest that organizational virtuousness makes individuals surpass their exchange concerns sparking their prosocial motives. This paper focuses on the examination of this issue incorporating two field studies. The first field study examines prosocial motives and social exchange as parallel mediators of the relationship between organizational virtuousness’ perceptions and three employee outcomes. The second field study examines prosocial motives, personal sacrifice and impression management motives as parallel mediators of the examined relationships. Both field studies indicated that (...) only prosocial motives can mediate the relationship between organizational virtuousness’ perceptions and employee outcomes. (shrink)

Patients and their physicians frequently make important health care decisions with incomplete information. Memory fails; records are incomplete; the onset of significant events is confused with other life stories; and even the most basic information about medications, laboratory tests, allergies, and problems is often the result of guesswork. As providers and as patients, we suffer because information vital to health care is not available when and where it is needed. Data required for care are dispersed across various settings and represented (...) in a range of formats; incentives to bring these data together do not exist.In recent years, four specific approaches have emerged to address patient-centered information access. The first model attempts to consolidate all care into a single care delivery and financing system. This model — prevalent in many European countries — is to some degree extant at Kaiser-Permanente and other integrated care and financing systems. This model is ideal if and when one organization is responsible for all care delivery and financing. Such models present “one-stop shopping” for managing health information, coordinating care, communicating with providers and support groups, and ensuring both payment and accountability. (shrink)

Drawing on team creativity literature and social comparison theory, we investigate how leader-member exchange differentiation influences team creativity. Using a survey based on 91 R&D teams from Chinese companies, we observe that LMX differentiation is negatively related to team creativity. More importantly, we demonstrate that team behavioral integration mediates the relationship between LMX differentiation and team creativity, and team emotional intelligence moderates the relationship between LMX differentiation and team behavioral integration, such that LMX differentiation has a weaker negative influence (...) on team behavioral integration when TEI is higher. These results provide relevant suggestions for organizational team building, management, and development. (shrink)

Based on ethnographic fieldwork with panhandlers who provide services while asking for money, informal interviews with pedestrians who have interacted with them, and formal interviews with twenty people who regularly interact with panhandlers, this article unpacks the relationship between temporality and ambiguity of meaning in exchange. In line with previous research, I find that providing a service while asking for money allows panhandlers to manage stigma by recasting their relationship with pedestrians who give as a market exchange. More (...) surprisingly, I find that this kind of recasting makes giving less compelling for the pedestrians in fleeting encounters with panhandlers: they resist service provision in fleeting encounters with panhandlers on the grounds that the exchange is experienced as a coldly rational quid pro quo. In contrast, pedestrians who have long-term relationships with panhandlers experience the interaction as a gift exchange and the service as an expression of gratitude and subservience. The development of an open-ended temporal horizon and of a cycle of exchange, I argue, allows the service and the money given to operate as boundary objects, enabling panhandlers and pedestrians to attach different meanings to the exchange of money for services. This emergent ambiguity allows them to carry out interaction and exchange successfully. Contrary to models of interaction and everyday economic transactions that frame shared definitions of the situation as necessary for successful and repeated interactions, I find that ambiguity and polysemy may be productive and sustaining in interactions between participants from distinct social worlds. (shrink)

When the United Kingdom has figured in the modern history of study abroad, it has featured almost exclusively in the role of host country with little attention paid to the study abroad patterns of UK students. In order to gain a rounded picture of the UK’s role in post-war study abroad, this article explores the position of the UK within the context of the rich data gathered by UNESCO. It argues that there is strong evidence that the UK was actually (...) one of the most active countries in sending its students overseas and that this activity increased (both in absolute terms and relative to other countries) significantly in the 1960s and 70s. Following a brief analysis of the UK’s role as both a host and exporter of study abroad students on a global scale, its relationship as a sender country with two particular geographical areas is considered: firstly, the Commonwealth that has been the focus of much of the existing secondary literature, and secondly, continental Europe and the USA which have featured much less frequently in the work of historians. Various reasons for the significant rise in the number of UK students studying abroad are explored – in particular, the role of government attitudes towards overseas study including the possibility of developing student exchange as an instrument of cultural diplomacy. The article pays particular attention to the period between the publication of the Robbins Report in 1963 and the beginnings of the institutionalisation of study abroad (in Europe) in the late 1970s. (shrink)

A considerable body of research supports the link between Machiavellianism and antisocial forms of behavior at work. Yet, meta-analytic findings and existing theory allude to a more complex story, whereby Machiavellian employees’ engagement in antisocial acts is likely to be simultaneously influenced by countervailing situational forces. To promote more nuanced, contextualized knowledge of high Machs’ antisocial tendencies at work, we developed and tested a social context model that describes how multiple situational factors may, at once, provoke _and_ constrain the tendency (...) of such individuals to engage in one notable form of antisocial behavior at work: social undermining. Specifically, we argue that Machiavellian employees likely experience competing motivations to undermine their colleagues as a result of two countervailing situational factors that are relevant to their self-interests: anticipated organizational change and perceptions of coworkers’ exchange quality. To develop our predictions, we draw on trait activation theory’s core assertion that employees’ behavior is multiply determined, such that trait–behavior relations stem from a complex interplay among diverse and potentially competing trait-relevant situational cues. The results of a three-wave, time-lagged survey supported our predictions that anticipated change would strengthen the positive relation between Machiavellianism and undermining, while perceptions of coworkers’ exchange quality would attenuate it. Additionally, the results supported our three-way interaction hypothesis that perceived coworker exchange quality would weaken the two-way interaction effect of Machiavellianism and anticipated organizational change on social undermining. We discuss the implications of our findings, as well as avenues for future research. (shrink)

Western visitors to those parts of the world that before 1991 were politically organized as the Soviet Union have been impressed by the attitudes of persons toward behavior in ordinary exchanges, attitudes that seem to be so different from those in Western economies. The essential elements of an “exchange culture” seem to be missing, and this absence, in itself, may be central to the effective functioning of market economies. Individual participants in ordinary exchange relationships in Western economies (...) act as if they understand the simplest of all economic principles, namely, that there are mutual gains from trade, that the benefits are reciprocal, that exchange is a positive-sum game. This “as if” understanding, which remains perhaps below our level of consciousness in the West, is largely missing from the public attitudes of citizens of the former Soviet Union, who behave as if the gains from trade do not exist, or at least are one-sided rather than mutual. (shrink)

This article offers a reading of the effect of exchange on subjectivity. Two modes of exchange are discussed: commodity-exchange and gift-exchange. Following Marx, Simmel, Lukács, and Bewes, commodity exchange is argued to be detrimental to subjectivity insofar as it leads to abstract, mediated social relationships, and reifies the subject. Debates around the notion and application of reification are investigated. The anthropological insight of Mauss on gift-exchange is introduced and used to challenge elements of (...) the thesis of reification and process of on-going commodification. Gift-exchange is argued to perpetuate concrete, immediate social relations. Critical attention is drawn to the gift as critique of the commodity. My interrogation suggests that there is a problem because the gift is often over-idealized in much gift discourse and figures as a binary opposite to the commodity. This is especially the case with one of the leading contemporary theorists on the gift, Jacques Godbout. Themes that support the notion of the gift, such as family and community bonds, reciprocity, and ‘face to face’ relations, are often taken for granted as being fully enabling. On the other hand commodity exchange is perceived as being exclusively disabling. The article begins to challenge this thinking. (shrink)

In the team context, leaders usually develop differentiated leader-member exchange relationships with employees, resulting in some employees having relatively inferior relationships with the leader than others. Nevertheless, how and when employees with low relative leader-member exchange (RLMX) relationships react toward the leader have been rarely considered in empirical research. Drawing upon social comparison theory, we develop a cross-level moderated mediation model to examine how and when RLMX may lead to employee’s unethical pro-leader behavior (UPLB). We (...) propose that employees with low RLMX would feel envy which in turn motivates them to engage in UPLB in order to gain the rewards and resources that are distributed by the leader. Further, we argue that envy is less likely to motivate low RLMX employees to engage in UPLB when distributive justice climate is high, because high distributive justice indicates that rewards and resources are distributed fairly (based on work contribution rather than engaging in unethical behaviors that please the leader). Data were obtained from 504 employees in 102 divisional teams in a large retail corporation at three time points. Results of the multilevel moderated mediation analysis show that envy mediates the effect of RLMX on UPLB and that the indirect relationship is moderated by team-level distributive justice climate. These findings suggest the importance of adopting a social comparison perspective to understand the negative consequences of RLMX via emotional mechanisms. (shrink)

We give an account of some relationships between the principles of Constant and Atom Exchangeability and various generalizations of the Principle of Instantial Relevance within the framework of Inductive Logic. In particular we demonstrate some surprising and somewhat counterintuitive dependencies of these relationships on ostensibly unimportant parameters, such as the number of predicates in the overlying language.

Higher education exchange between America and the Middle East is a comparatively recent development, but the colorful history of circumstances and events that preceded the relationship is ancient and deep. Here, Brawner explores the multifarious and intriguing story from antiquity to the end of the twentieth century.

The leader–member relationship has been identified as a key determinant of successful working relationships and business outcomes in China. A high-quality leader–member relationship helps managers and employees to meet the demands they face and gives them the opportunity to develop socially, emotionally and morally. Such relationships form the basis of the overall well-being and success of the organisation. This article contributes to relationally oriented leadership theories and more specifically to the leader–member exchange theory by examining the theory (...) in the context of Western expatriate managers and Chinese employees in China. The first aim of the study is to analyse the similarities and differences between the LMX theory, which owes its origins to Western corporate experience, and the social and moral norms of guanxi, a crucial element in the Chinese value system. Since Westerners and Chinese people can give different interpretations to guanxi, the second aim of the article is to discuss the ethical challenges to the Western manager arising from guanxi. The findings of this study have implications not only for China, but also for other Chinese communities where guanxi is endorsed and practised. (shrink)

In this study, we examine the nature of the relationship between ethical leadership and unethical pro-organizational behavior (UPB), defined as unethical behavior conducted by employees with the aim of benefiting their organization, and whether the strength of the relationship differs between subordinates experiencing high and low identification with supervisor. Based on three-wave survey data obtained from 239 public sector employees in China, we find that ethical leadership has an inverted u-shaped (curvilinear) relationship with UPB. As the level of ethical leadership (...) increases from low to moderate, UPB increases; as the level of ethical leadership increases from moderate to high, UPB decreases. Further, we find that the strength of this inverted u-curve relationship differs between subordinates with high and low identification with supervisor. That is to say, the inverted u-shaped relationship between ethical leadership and UPB was stronger when subordinates experienced high levels of identification with supervisor. The theoretical and managerial implications of our findings for understanding how to manage UPB in an organizational context are discussed. (shrink)

The financial crisis of 2008–2009 presents us with the opportunity to not only understand what has happened in the markets but also to reflect on the purpose of the marketplace. Drawing from expert economic analyses, we first assess the central lesson of the crisis—the failure of self-regulation by rational self-interest to moderate externalized risk in financial markets. Second, we ask the philosophical question occasioned by the crisis concerning the moral meaning of economic activity: Is market exchange solely for the (...) sake of self-interest? Reflecting on the poetry of Kahlil Gibran and engaging with the recent encyclical of Pope Benedict XVI, we turn our attention from political economy to moral economy: the relationships among market exchange, self-interest, and the common good—and, in particular, the prior conditions of market exchange and their moral significance for the present crisis. (shrink)

In this study, we comprehensively examine the relationships between ethical leadership, social exchange, and employee commitment. We find that organizational and supervisory ethical leadership are positively related to employee commitment to the organization and supervisor, respectively. We also find that different types of social exchange relationships mediate these relationships. Our results suggest that the application of a multifoci social exchange perspective to the context of ethical leadership is indeed useful: As hypothesized, within-foci effects (e.g., (...) the relationship between organizational ethical leadership and commitment to the organization) are stronger than cross-foci effects (e.g., the relationship between supervisory ethical leadership and commitment to the organization). In addition, in contrast to the “trickle down” model of ethical leadership (Mayer et al. in Org Behav Hum Decis Process 108:1–13, 2009), our results suggest that organizational ethical leadership is both directly and indirectly related to employee outcomes. (shrink)

The relationship between spiritual wellbeing and ethical orientations in decision making is examined through a survey of executives in organizations listed on the Australian Stock Exchange. The four domains of spiritual well-being, personal, communal, environmental and transcendental (Fisher, Spiritual health: its nature and place in the school curriculum, PhD thesis, University of Melbourne, 1998; Gomez and Fisher, Pers Individ Differ 35:1975–1991, 2003) are examined in relation to idealism and relativism (Forsyth, J Pers Soc Psychol 39(1): 175–184, 1980). Results reveal (...) that spiritual well-being, in particular the communal domain of spiritual well-being, is correlated with and predictive of idealism. However, the relationship between spiritual well-being and relativism is weak. Implications of the study are discussed in terms of developing managerial programs that enhance communal well-being which should lead to greater idealism in decision making. Limitations of the study and future research opportunities are outlined. (shrink)

The high complexity of international supply chain (SC) relationships requires mechanisms to build trust among stakeholders. Therefore, understanding the underlying mechanisms of developing and maintaining high trust levels in exchange relationships is essential to managing associated SC risks. Third-party certification (TPC) is a widely used, control-based governance mechanism in organic food production that aims to help build trust. Drawing on the concepts of trust and control, this article presents an analytical framework for assessing TPC's effects on trust–control (...) dynamics within food SCs. By using qualitative data on a buyer–supplier relationship between Cuba and Europe, this case illustrates the mutually reinforcing relationship between trust and control. We also demonstrate how trust is built across multiple levels. By considering contextual factors, the case illustrates controls' impact on building institutional trust while also pointing out TPC's limited efficacy in enhancing collaboration in SCs. (shrink)

The relationship of climate and monetary resources to various freedoms can be enriched if the conceptual links psychobehavioral adaptations are conceptualized more broadly as reflections of a richer cultural context that involves multiple physical and psychological resources, as proposed by social resource theory and a number of models of the emergence of social meaning.

Knowledge is considered an essential resource and key to competitiveness. The behavior of sharing knowledge is an essential activity for the prosperity of the organization. For individuals, however, sharing knowledge can present a dilemma by giving up the exclusive right to certain knowledge that they own. This study identifies the psychological well-being as a leading factor in facilitating knowledge-sharing in dilemma situations. The author classified knowledge management behavior into sharing, hiding, and manipulating behavior, and studied them as mediators linking psychological (...) well-being and performance. And to check the influence of the quality of the exchange relationship, leader-member exchange was used as a moderator. For the empirical analysis, 333 members from 12 organizations were surveyed by using different sources and times. Hierarchical regression analysis and bootstrapping analysis were conducted for verification of hypothesis. Results demonstrated that the psychological well-being influence directly on knowledge-sharing, -hiding, and -manipulating behaviors and indirectly on performance. In the multi-mediation test, only knowledge-sharing behavior mediated the relationship between psychological well-being and performance. And the moderating effect of leader-member exchange was significant only in the relationship between psychological well-being and knowledge-sharing behavior. This study contributes to the performance, knowledge management and positive psychology research fields, and suggests practical implications. (shrink)

Despite the growing attention on the topic of abusive supervision, how abusive supervision affects individual and team creativity have not yet been thoroughly investigated. Drawn from the perspective of leader-member exchange (LMX), the current study develops a multilevel model to describe the relationships between abusive supervision and creativity at both team and individual levels, with a focus on the roles played by team-level leader-member exchange (TLMX) and LMX differentiation (DLMX). Based on data collected from 319 team members (...) and their team leaders in 71 teams, the results show that abusive supervision has a negative relationship with TLMX, a practice that is conducive to both team and individual creativity. At the team level, the negative relationship between abusive supervision and TLMX is lessened by a higher level of DLMX. In addition, the positive relationship between TLMX and team creativity is weakened by a higher level of DLMX. Theoretical and practical implications of the findings are discussed. (shrink)

The main purpose of this study is the scientific practice of Edgard Roquette-Pinto at the National Museum of Rio de Janeiro during the 1910’s and 1920’s in the XXth Century. The article examines the relationship between laboratory science and nation building. Driven by Physicians-Anthropologists like Edgard Roquette-Pinto among others, the investigations performed at the Anthropology Laboratory there reveal the dynamic of the borders between Laboratory and Field Sciences, and the new biological parameters adopted at that time. The investigative agenda involved (...) plants, animals and human bodies, and it was related to the current Anthropology concept aligned with the debate of Nation construction. The physiological studies amplified the scientific exchange with different institutions, emphasizing cultural exchange between Brazil and Paraguay, and the role played by Edgard Roquette-Pinto there as he inaugurated the Physiological course at Faculty of Medicine at University of Asunción. (shrink)

ABSTRACT:Giving without the expectation of reward is difficult to understand in organizational contexts. In opposition to a logic based on self-interest or a sense of duty, a “logic of gift” has been proposed as a way to understand the phenomenon of free, unconditional giving. However, the rationale behind, and effects of, this logic have been under-explored. This paper responds by first clarifying the three logics of action—the logic of exchange, the logic of duty, and the logic of gift—and then (...) explains how their balanced integration promises to enhance organizational life and outcomes. Having explicated the unique character and contributions of the logic of gift, the paper further suggests practical implications for management. Encouraging the logic of gift fosters more humane relationships within organizations and to enable individuals to be generous in ways that inspire trust and promote creativity. (shrink)

Transactions in the U.S. garage sale range from the commercial to the giftlike, in a Maussian sense. As two-thirds of the participants, women create a sense of community through garage sale exchange. This article explores how women, partly differentiated along lines of race and class, solidify their personal relationships, transmit something of themselves with their possessions, transform their own lives in the process, and contribute to a broader spirit of community through the generalized reciprocity and even moral economy (...) that manifests in giftlike exchange. There is an important link, both material and symbolic, between women's relational skills, their association with the home and the moral, and the creation of community in the garage sale. (shrink)

In this essay I discuss reciprocity as it unfolds within the context of a Confucian relational ethic. I discuss the relationship between reciprocity and the virtue of shu or 'sympathetic understanding' and then go on to argue that the goods that grow out of reciprocal relationships are necessary for Confucian ethics. These include social equilibrium, a rich sense of self-esteem, and reliable expectations concerning the actions of others. Finally, I discuss the difficulties of acting reciprocally in socially disproportional (...) class='Hi'>relationships and in those that involve the manifestation of ill will. It is suggested that Confucian ethics provides a viable account of reciprocity that remains relevant for those living in modern contexts. " The rules of ritual propriety value reciprocity, If I give a gift and nothing is returned, that is contrary to propriety; If the thing comes to me, and I give nothing in return, that is also contrary to propriety. ". (shrink)

Using a sample of 32 work teams (32 work team leaders and their 321 followers) in Chinese cultural context, this study investigated the relationships between leaders’ and their followers’ psychological capital and the multilevel multiple mediation effects of social exchange and emotional contagion. Structural equation model and hierarchical linear model were applied to analyze the survey data. The results revealed that leaders’ psychological capital had a positive influence on their followers’ psychological capital. Leader-member exchange was the cross-level (...) mediator between leaders’ psychological capital and their followers’. The cross-level mediating effect of leaders’ positive emotions perceived by followers was not significant. The results of this study extended the social exchange theory and enriched researches on leadership. The implication was discussed in details. (shrink)

This study examines the relationship between leadership coaching behavior and team knowledge creation, and its subsequent impact on team environmental performance in the tourism sector. Moreover, this study investigates the moderating role of organizational learning culture in the relationship between team knowledge creation and team environmental performance. Data were collected from 356 employees and their immediate supervisors, nested in 78 teams. The analysis employed moderated mediation model utilizing SPSS and AMOS. The findings indicate that leadership coaching behavior exerts a significant (...) direct positive influence on knowledge creation, which, in turn, positively affects team environmental performance. Additionally, the results reveal that the organizational learning culture moderates the relationship between leadership coaching behavior and knowledge creation, as well as the indirect relationship between leadership coaching behavior and team environmental performance via knowledge creation. The theoretical framework of social exchange theory provides support for this study. The insights generated from this research offer valuable guidance for managers and policymakers seeking to enhance their team's environmental performance through leadership coaching and knowledge creation. (shrink)

Past literature in the area of employee–customer interactions suggests that being mistreated by customers is deemed one of the most important work-related stressors for service employees. However, little is known about the effects of customer mistreatment on the family domain. In a representative sample of 221 front-line employees in the East China hairdressing industry using three separate surveys administered 1 month apart respectively, the current study explores the mediation effects of work-to-family conflict (WFC) and the moderation effects of psychological detachment (...) (PD) and leader–member exchange (LMX) on the relationship between customer mistreatment and family satisfaction (FS). The research revealed that the employees confronted with intensive customer mistreatment tended to experience high levels of WFC, and WFC mediated the effects of customer mistreatment on FS. In addition, both PD and LMX attenuated customer mistreatment’s direct effects on WFC and indirect effects on FS (via WFC). This study contributes to the managerial psychology literature related to the customer mistreatment construct and a better understanding of how PD and LMX act as a work-family spillover effect moderator of customer mistreatment on individuals. (shrink)

Extant accounts of exploitation typically focus on either an exchange or interaction between persons, or on exploitative systems (i.e., global capitalism). We propose a new account of exploitation that focuses instead on the benefits an exploiter enjoys which are had at the expense of another, the exploited party. This account is developed by considering the benefits enjoyed by consumers (e.g., inexpensive sweatshop-made goods) and the manner in which those benefits are produced (e.g., the loss of dignity suffered by sweatshop (...) workers). On our account, an exploitative relationship need not involve any interaction or exchange between exploiter and exploited. Neither is exploitation a property of systems or institutions. Instead, we argue that a consumer who buys a shirt produced under near slave-like conditions engages in a moral wrong by exploiting the worker who made it even though the two may be far-removed in space and time. (shrink)

The purpose of this study was to examine the relationships between perceived co-worker support, commitment to colleagues, job satisfaction, intention to help others, and pro-environmental behavior with the emphasis on eco-helping, with a view to determining the extent to which peer relationships encourage employees to engage in pro-environmental behaviors at work. This paper is framed by adopting social exchange theory through the lens of ethics of care. Data from a sample of 449 employees showed that receiving support (...) from peers triggers an exchange process that encourages eco-helping among colleagues. The implications of the findings are discussed in the light of the social exchange literature. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Journal of the History of Ideas 63.3 (2002) 447-464 [Access article in PDF] Virtue, Reason, and Cultural Exchange: Leibniz's Praise of Chinese Morality Franklin Perkins I should regard myself very proud, very pleased and highly rewarded to be able to render Your Majesty any service in a work so worthy and pleasing to God; for I am not one of those impassioned patriots of one country alone, but (...) I work for the well-being of the whole of mankind, for I consider heaven as my country and cultivated men as my compatriots. —Leibniz (to Peter the Great), 1716 1 Diversity and Harmony Leibniz worked tirelessly to promote tolerance, peace, and the exchange of ideas, perhaps most in his attempts to bridge religious factions in Europe, but also in his receptiveness to the past and his attitude toward other cultures. This accommodation of differences is rooted in the belief that the most perfect possible world maximizes both diversity and harmony. In a time of rapid globalization, as the imperative to maximize diversity and harmony grows, I believe it is worthwhile to turn our attention to Leibniz's philosophy, particularly as it is expressed in his writings on China. The ground of Leibniz's openness toward other cultures is different from the ground to which we are accustomed. Multiculturalism is usually grounded in skepticism. We should accept and tolerate others because we can never be certain that our own beliefs are correct. The ground of Leibniz's tolerance leads in the opposite direction—we should [End Page 447] accept others not because no one knows the truth but because everyone knows something of the truth. 2The well-known metaphor of monads as perspectives on a city illustrates this approach. Leibniz writes, "Indeed, all individual substances are differentexpressions of the same universe and different expressions of the same universal cause, namely God. But the expressions vary in perfection, just as different representations or drawings of the same town from different points of view do." 3 The metaphor of different monads as different perspectives on a town captures what is needed for cultural exchange. What each of us "sees" is not wrong but partial or perspectival. Because our view is limited, we must learn from others whose views have different limitations, and we must be careful not to force our perspective on others. At the same time, each perspective is grounded in truth, which is what Leibniz intends when he says that each monad expresses the same universe. That is said to express a thing in which there are relations [habitudines] which correspond to the relations of the thing expressed. But there are various kinds of expression.... What is common to all these expressions is that we can pass from a consideration of the relations in the expression to a knowledge of the corresponding properties of the thing expressed. Hence, it is clearly not necessary for that which expresses to be similar to the thing expressed, if only a certain analogy is maintained between the relations. 4Leibniz gives many examples. An idea expresses its object. The perception of a monad expresses the universe, and the understanding of a mind expresses the understanding of God. Every effect expresses its cause. The senses and secondary qualities express their objects, as well as the body and its organs. Definitions express the essence of what they define. Paintings express the cities they represent. What do such dissimilar relationships have in common? The two things need not be similar but their conditions must be analogous. In the New Essays Leibniz writes that the resemblance is a relation of order, as an ellipse resembles the circle whose projection it is, "there is a certain precise and natural relationship between what is projected and the projection which is [End Page 448] made from it, with each point on the one corresponding through a certain relation with a point on the other." 5 In the Theodicy Leibniz says that the representation has a natural relationship to what is represented. If this representation is imperfect, then it... (shrink)

Perceptions of psychological empowerment play a vital role in the way an individual perceives things at the workplace. In spite of this, there is scant research on the antecedents and consequences of psychological empowerment. This study is an attempt to fill this gap by analyzing the mediating role of psychological empowerment on the relationship between its antecedents (leader–member exchange) and its consequences (work engagement and psychological withdrawal behavior). Data were collected from 454 employees working in the Research and Development (...) (R&D) departments of the information technology (IT) and pharmaceutical sectors operating in India. Results suggest that employees who have a high-quality relationship with their leader have high psychological empowerment, they are highly engaged at work, and their psychological withdrawal behavior is also low. In addition to this, high levels of psychological empowerment have a positive impact on their engagement toward work, which further leads to a low psychological withdrawal behavior. The theoretical and practical implications of these results are discussed. (shrink)

In this article, drawing from a relational perspective, we explore the relationship between moral leadership and employee creativity, treat employee identification with leader and leader–member exchange as two mediators, and develop a new theoretical model of employee creativity. Our data collected from 160 supervisor–subordinate dyads in the People’s Republic of China demonstrate that moral leadership is positively related to both employee identification with leader and LMX. Further, employee identification with leader partially mediates the relationship between moral leadership and LMX. (...) In particular, employee identification with leader greatly enhances LMX which leads to high creativity. Overall, the relationship between moral leadership and employee creativity is mediated by not only employee identification with leader but also LMX. Our findings offer a new theoretical framework for future theory development and testing on creativity as well as practical implications for researchers and managers in business ethics. (shrink)