Social Exchange Research Articles

Accident Investigation Impact on Safety Climate: Moderating Roles of Management and Employees in Ghanaian Construction

This study examines the relationship between accident investigation procedures and safety climate in construction companies, focusing on the moderating roles of management commitment, enforcement, communication, and employee involvement, compliance, and awareness. Grounded in transformational leadership, social exchange, and planned behavior theories, data were collected from 208 skilled employees in Accra using questionnaires. Statistical analysis via SPSS revealed a significant positive relationship between accident investigation procedures and safety climate (B = 0.469, p < 0.001). While management commitment positively influenced the safety climate, it did not moderate this relationship. However, management communication significantly moderated the relationship (B = -0.144, p = 0.013), and staff involvement (B = -0.123, p = 0.020) and employee compliance also had significant moderating effects. Employee awareness did not show a moderating effect, though its influence on safety outcomes remains important. The findings emphasize integrating effective management practices and employee involvement to optimize safety climate in construction.

Creative Imagination, Justice, and Nothingness: Reflections on the “Force” in the Works of Karatani Kōjin and Nakamura Yūjiro

Abstract This paper compares the ideas of Japanese philosophers Karatani Kōjin1 (1941–) and Nakamura Yūjirō (1925–2017) on the role of “force” in shaping imagination. This idea of “force” will be examined. Notably, Karatani criticized Nakamura for trying to combine the idea of the “place of nothingness” initially introduced by Nishida Kitarō with the distinctive logic of the Japanese language, which seemed to be insular nationalism. However, this paper argues that we can shed new light on their differences regarding imagination and the idea of “force.” “Force” is the repressed impersonal that returns to the social reality, requiring us to go beyond the existing code of order. Indeed, Nakamura and Karatani explore the possibility of reconstructing the power of imagination after the end of the “grand narrative” and in the postmodern age. This paper emphasizes the role of “nothingness” and different approaches to reformulating it into the field of “force,” finding a new horizon of justice along the way. In doing so, this paper will argue that while Nakamura developed his philosophy of creative imagination in the field of “force” as the surrounding environment, Karatani limited “force” to the plane of social exchange. This comparative view can be more interactive in the age of economic and climate risks if we focus more on the philosophical genealogy of “nothingness.”

Decoding job satisfaction in the Nepalese public sector: patterns and predictors

ABSTRACT In this study, we investigate job satisfaction within the Nepalese civil service, utilizing data from a survey of 858 Nepalese civil servants. Our findings reveal a moderate level of job satisfaction, with several factors influencing its variability. Particularly, relationships with colleagues, the physical environment, and remuneration emerge as significant determinants, where higher values correspond to increased job satisfaction. These findings are consistent with the theoretical expectations of social exchange theory. Beyond these conventional variables, innovation, higher authoritarian cultural orientation (ACO), and the nature of civil service groups (Administrative service vs. Others) significantly shape job satisfaction levels. Furthermore, factors such as transfer scopes, promotion policy, and human resource development programs are identified as areas of low satisfaction among civil servants. While these factors do not demonstrate statistically significant associations with the degree of variation in job satisfaction, their dissatisfaction likely contributes to an overall decrease in job satisfaction.

Residents’ behavioral support for tourism in a burgeoning rural destination

This study aimed to test a model derived from the social exchange theory and the theory of planned behavior in determining the role that antecedents play in explaining residents' behavioral support for tourism in a rapidly developing destination. Data were collected from 511 residents of McCurtain County in Oklahoma, USA, using onsite interception and online sampling strategies. Based on a two-step structural equation modeling analysis, eight out of the 10 proposed hypotheses were supported. Of the four potential predictors of residents’ attitudinal support for tourism, perceived benefits, perceived costs, and trust in local government were significant, explaining 63% of the variance in the construct. Attitudinal support, subjective norms, and perceived behavioral control then significantly explained 84% of the variance in behavioral intentions to support tourism. These intentions, in turn, significantly explained 44% of the variance in behavioral support for tourism. Implications, limitations, and future research suggestions are discussed at the close of the article. Management ImplicationsResidents' support for tourism within McCurtain County in Oklahoma, USA, is not very strong mostly because residents do not feel that they can trust the government in making decisions regarding tourism and that they have limited power to contribute to tourism planning and management. To address the lack of trust in government, efforts should be made to increase transparency in tourism decision-making. This could occur through the greater inclusion of residents in planning sessions and sharing reports with the public (e.g., sharing minutes and reports via websites, radios, newspapers, etc.). The government should find ways to include more residents in tourism-related decision-making that will affect not only tourism businesses but also the community as a whole. This could look like a regular assessment of residents’ perspectives through conducting surveys, holding focus group interviews, or hosting town hall meetings.

Follower persuade Leader Green Commitment: Exploring Sustainability in Pharma Companies

This study investigates the impact of follower green knowledge (FGK) on leader green commitment through moderation (follower perceived organizational support) and mediation (leader motivation toward sustainable development goals). A total of 429 respondents from large pharmaceutical companies operating in different regions of Pakistan were selected. PLS-SEM and Johnson–Neyman plots were used for the conditional moderation mediation model. The results of the hypotheses including the conditional moderation mediation model were significant. Moreover, follower knowledge is a vital asset for persuading leader commitment when followers receive organizational support and leaders are motivated to adopt sustainable development goals. This study opens new avenues for leadership development programs. Moreover, enhancing green awareness and knowledge through training stimulates innovation and promotes experimentation with new environmentally friendly practices within the organization. Organizations must recruit new employees who possess green knowledge. This study adopts a leadership perspective based on the concept of sustainable followership. This study reveals the importance of followers in bringing leaders’ internal willingness toward sustainability development goals. This study uses leader–member exchange theory to highlight the importance of followers in creating a sustainable culture through their knowledge, awareness and support from peers.

Factors Influencing Employee Job Commitment in the Public Sector: A Case Study of Temeke Municipal Council, Tanzania

The study aims to assess the factors influencing employee Job commitment Case study Temeke Municipal Council, Tanzania. The main objective was to examine factors which influence employees Job commitment at work place in public sector Temeke Municipal. The specific objectives were to examine the relationship between communication practices within public sector, to examine various leadership styles within public sector organizations, to analyse the association between job satisfaction levels among public sector employees, to investigate the role of employee engagement initiatives in influencing job commitment within public sector organization. This research was guided by Social Exchange Theory and Agency Theory. The study adopted a descriptive research design and a quantitative approach. Data was collected structured questionnaires from a purposive sample of 50 and descriptively analyzed. The study found that both intrinsic and extrinsic factors significantly influence employee job commitment at Temeke Council. Key findings revealed that effective communication practices, transformational leadership styles, high job satisfaction, and robust employee engagement initiatives are positively correlated with increased job commitment. Employees who experienced clear and frequent communication, recognized and supportive leadership and opportunities for professional growth reported higher levels of engagement and loyalty to the organization. The study concludes that retaining and enhancing employee’s commitment relies on deliberate efforts of the management to improve job satisfaction, quality selection of leadership styles, communication practices as well as employee’s engagement. The study recommends the management of Temeke Municipal Council to invest in leadership development programs to enhance managers' skills in communication, conflict resolution, and team building. Effective leadership is crucial for fostering a supportive and motivating work environment.

Workplace Inclusion Through Social Partnerships: A Relational Perspective

In a world with high demand for sustainable business practices, this paper investigates how workplace inclusion of people with intellectual disabilities can be accomplished through social partnerships. Drawing on social exchange theory and based on an explorative ethnographic case study of a partnership constellation aiming for workplace inclusion of an intellectually disabled workforce, the study explores how relational practices in social partnerships contribute to workplace inclusion of young people with intellectual disabilities. The study consists of two sub-studies focusing first on identification of the overall goals of the partnership collaboration in regard to workplace inclusion and, second, an investigation of how the goals are accomplished in the here and now of partnership collaboration. The findings are summarized in a conceptual framework that advocates a relational perspective on workplace inclusion and highlights relational practices between partnership participants as important drivers for workplace inclusion. The study advances knowledge on workplace inclusion by offering insights into how relational practices in social partnerships inform workplace inclusion. Furthermore, the findings help the individual social partnership partners effectively manage workplace inclusion by acknowledging relationship processes as fundamental elements of organizing for an inclusive workplace.

The mediating effect of reciprocating responses between organizational support and quality of care: a multigroup moderation analysis

PurposeDrawing on social exchange theory, this study has two objectives. First, it sought to explore the mediating role of social exchange reciprocating responses, specifically citizenship behavior toward the organization (OCB-O) and organizational deviance, in the relationship between perceived organizational support (POS) and quality of care. Second, it aimed to develop a better understanding of the moderating effect of the educational level in the relationships proposed.Design/methodology/approachA cross-sectional survey design was implemented. The study involved 228 nurses from Argentina and data were collected between May and November 2019. A cross-sectional survey design was implemented. This study employs partial least squares structural equation modeling (PLS-SEM) and multi-group analysis (MGA) to examine hypotheses.FindingsThe findings indicate that both social exchange reciprocating responses (i.e. OCB-O and organizational deviance) play a mediating role in the relationship between POS and quality of care. Moreover, the mediating role of OCB-O between POS and quality of care is moderated by the educational level of nursing professionals.Practical implicationsNurse managers should acknowledge and promote nurses' reciprocating responses such as citizenship or deviant behaviors that enhance the quality of care. Furthermore, senior managers and HR departments should design strategies to support nurses in obtaining further education.Originality/valueThis study identifies the mediating role of social exchange reciprocating responses such as OCB-O and organizational deviance in the relationship between POS and quality of care. Furthermore, our research shows that educational level moderates the mediating effect of OCB-O in the relationship between POS and quality of care.

The influencing mechanism of leader and employee exchange satisfaction on employees' proactive behavior

On the basis of social exchange theory, we proposed the concept of exchange satisfaction, which refers to employees' and leaders' subjective perception of and degree of satisfaction with the quality of leader–member exchange. We found through an empirical study that exchange satisfaction had a significant positive impact on employees' proactive behaviors. Further, the higher the consistency between leader's exchange satisfaction and employees' exchange satisfaction, the greater was employees' work engagement, especially in the case of high–high consistency, where employees performed best when their proactive behaviors were affected via work engagement. Finally, employees' work engagement was greater and their proactive behaviors were more prominent when the satisfaction of the leader was higher than that of the employees. This research provides a new perspective and basis for understanding the leader–employee dual interaction.

When does newcomer get feedback? Relationship between supervisor perceived organizational support and supervisor developmental feedback

PurposeUsing social exchange theory, this paper explores the relationship between supervisor perceived organizational support and supervisor developmental feedback. It verifies the mediating role of supervisor felt obligation to organization and the moderating role of supervisor core self-evaluation in this relationship.Design/methodology/approachA two-wave survey sampling method was applied to collect 247 pieces of paired data (supervisors-new employees) in organizations in China.FindingsThe results show that supervisor felt obligation to organization mediates the relationship between supervisor perceived organizational support and supervisor developmental feedback. The findings suggest that a high level of supervisor core self-evaluation strengthens the relationship between supervisor perceived organizational support and supervisor felt obligation to organization and then facilitates supervisor developmental feedback.Originality/valueThis study combines two perspectives, organizational factor and supervisor trait, to reveal the occurrence mechanism of supervisor developmental feedback and complements the research on the influencing factors of supervisor developmental feedback. In addition, it provides some theoretical guidance and practical insights into how organizations can motivate supervisors to provide developmental feedback to new employees.

Relationships among para-social interaction, perceived benefits, community commitment, and customer citizenship behavior: Evidence from a social live-streaming platform

Encouraging online consumers to participate in the value enhancement process of products and stimulating users to engage in spontaneous and voluntary behaviors, the so-called Customer Citizenship Behaviors (CCBs), can significantly contribute to enhancing the competitiveness of online communities. Nowadays, there has been no systematic discussion on enhancing product value through value co-creation. Based on the Social Exchange Theory (SET), and take the current new type of online community, the social live-streaming community, as the research object, this study investigates how Para-social Interaction (PSI) between users and streamers affects users' perceived benefits, whether perceived benefits are related to users' community commitment and the relationship between community commitment and CCB from the perspective of value co-creation. Three hundred and forty-seven valid samples from China were obtained using TikTok and subsequently analyzed via Partial least squares structural equation modeling (PLS-SEM). The analysis results show that PSI positively influences users' perceived benefits, and among the perceived benefits, hedonic and self-esteem benefits can positively influence users' community commitment. When users' community commitment to live-streamers exists, it can effectively incentivize users to develop CCB. Theoretically, research findings enrich the study of online community value co-creation, para-social interaction, and citizenship behavior and provide recommendations for operating social live-streaming platforms.

The Effect Of Leader Member Exchange On Individual Performance Of Logistics Employees And The Mediating Role Of Career Satisfaction

Employees’ individual performance is influenced by many factors, and empirical studies in various cultures and sectors are conducted on this subject. There is a need for empirical research to identify the predictive factors of individual performance in different cultures and sectors. In this study, the factors affecting employees’ individual performance were examined based on Social Exchange Theory. In this context, the purpose of the study is to reveal the effect of logistics sector employees’ perceptions of leader-member exchange on performance outcomes and to examine the mediating effect of career satisfaction on this relationship. Quantitative research methods have been used in the study. It was conducted through a survey on a sample of logistics sector employees (n= 409) operating in Türkiye. In the study, it was determined that employees with high leader-member exchange have high career satisfaction and individual performance, and career satisfaction has a partial mediating effect on the effect of LMX on individual performance. Accordingly, the effects of LMX on individual performance can be enhanced mainly by improving career satisfaction. Since career satisfaction ensures that employees are satisfied not only with their jobs but also with their career development, the positive impact of this satisfaction on individual performance is significant. Therefore, it is critical for the success of the organization that logistics firm managers give importance to the career development of their employees and be supportive in this regard. Limitations, future research directions and theoretical and practical implications are discussed at the end of the study.

Fostering Work Engagement: The Effects of Reverse Mentoring and Knowledge Sharing

ABSTRACTWork engagement is crucial for organisational success, yet many organisations struggle with low engagement rates. Previous research hints at a potential link between reverse mentoring and work engagement, prompting a deeper investigation into this relationship. Drawing from the Job Demands‐Resources (JD‐R) framework and Social Exchange Theory (SET), this study examines the impact of reverse mentoring on work engagement, with knowledge sharing as a mediating factor and self‐efficacy and perceived organisational support as moderators. Through a survey of 340 middle managers across 10 multinational corporations in Sri Lanka, the study reveals significant effects between reverse mentoring and work engagement, with knowledge sharing playing a crucial mediating role. Additionally, the study demonstrates the moderating influences of self‐efficacy and perceived organisational support on work engagement and knowledge sharing, thus contributing novel insights to the existing literature in the shade of JD‐R and SET perspectives.

INSPIRE AND IGNITE: ENABLING FACTORS FOR EARLY TOURISM DEVELOPMENT IN SABAH, MALAYSIA

Community-based tourism (CBT) is renowned worldwide as a sustainable economic development and a means of improving rural communities' welfare and standard of living. Successful CBT greatly depends on local communities’ readiness and active participation in ensuring equal distribution of CBT benefits. This study investigates the readiness of rural communities to engage in CBT under the management of Moyog Agrotourism and Tourism Park (MANTAP), a locally empowered organisation. The theoretical concept is framed by social exchange theory and the tourism development model is adjusted to match the local context. The study employs a cross-sectional approach, examining native perspectives on the early stages of CBT development in upper Moyog areas. Using the qualitative method, the findings reveal substantial local support for the CBT development. The study underscores the importance of demonstrating tourism benefits early on, as well as strong leadership and project legitimacy, which foster credibility and access to tourism resources. Native people who can picture themselves gaining benefits and be part of the tourism planning show more apparent support for tourism development in rural Penampang areas.

Transformational Leadership and Climate of Trust: Mediating Role of Organizational Justice

Despite universal agreement on the consequences of the organizational trust climate, little attention has been given to studying its determinants. This study aimed to investigate the role of managers’ transformational leadership behavior in developing trust climate in the hotel industry. Based on the social exchange theory, this study also examined the mediation effect of organizational justice in the relationship between managers’ transformational leadership and trust climate. Data were collected from 323 full-time employees engaged in three-star Bangladeshi hotels. The study employed a PLS-SEM approach to test the hypotheses. Results exposed the significant impact of managers’ transformational leadership on the hotels’ trust climate, and organizational justice mediates the aforementioned relationship. These findings highlight the role of managerial transformational leadership and organizational justice in developing and nurturing a climate of trust. Based on the results, the study offers theoretical and practical implications, along with further research directions.

Leader Organizational citizenship behaviour and perceived followers support as outcomes of proactive Followership: A Social Exchange Perspective

In recent decades, leadership research has tended to focus on leaders and the role of followers has been given less attention. This study, which uses the social exchange theory, investigates the role of proactive followership in leadership outcomes, considering the moderating influence of individual-level power distance orientation (PDO). Non-probability sampling was employed to tests the proposed hypotheses, 182 respondents participated in the research. The data was analysed using SmartPLS 3. The results showed that proactive followership has a positive effect on leader organizational citizenship behaviour (OCB) and the perceived support of followers. PDO significantly moderates the relationship between proactive followership and leader OCB, with low PDO strengthening the role of proactive followers in shaping leader OCB. These findings suggest that organizations should focus on developing their followers in order to improve leadership outcomes and strengthen relationships.

Effect of Recognition Practices on Employee Engagement in Fairtrade Horticultural Firms in Kenya

While most people understand that engaged employees are often happier and more satisfied in their job, the main reason that engagement is now a focal point is because it leads to real business results. Emotional states are hard to understand and measure. Employees are becoming key business drivers for any organization. The objective of the study was to determine the effect of compensation system on employee engagement in Fairtrade horticultural firms in Kenya. The study was guided by expectancy theory and social exchange theory. A cross-sectional descriptive survey research design was adopted. The study targeted 17 fairtrade horticultural firms as unit of analysis and 5,600 employees as the unit of observation. The sample size was 373 respondents drawn from low level, middle level, and top-level management. The study relied mainly on primary data. The study adopted stratified and simple random sampling techniques. After the stratification of the respondents into strata, simple random sampling was adopted to pick up the respondents. The researcher used questionnaire as the research instrument. Descriptive and inferential analysis were computed using SPSS version 26. In order to analyze the relationship between the independent variables and the dependent variable the study used regression analysis at 5% level of significance. Specifically, simple linear regression analysis. The findings indicated that recognition system has a positive and significant effect on employee engagement in Fairtrade horticultural firms in Kenya. The study concluded that recognition system contributes significantly to the employee engagement in Fairtrade horticultural firms in Kenya. From the results, the study recommends that top management horticultural firm should come up with well-defined structure that will regularly recognize employees with exemplary performance in various categories. This kind of recognition by the management as well as their supervisors would make employees feel appreciated for their input and therefore, help the organization to achieve their goals.

Analysis of Investment Behavior Among Filipinos: Integration of Social Exchange Theory (SET) and the Theory of Planned Behavior (TPB)

Despite the emergence of more accessible and modern forms of investment, the ever competitive and volatile market remains subject to anomalous irrationalities caused by investors. To this day, predicting their behavior remains difficult with lacking information, and poses a problem for investment platforms to effectively adjust to their predispositions. Therefore, this study aimed to comprehensively analyze the factors that have influenced investors’ behaviors using the integrated construct of the Social Exchange Theory and the Theory of Planned Behavior. With consideration of convenience sampling, a total number of 10,725 data points were collected and analyzed through machine learning algorithms of decision tree and neural network. Specifically, the comparison between long short-term memory (LSTM) and neural network, and random forest classifier and LightGBM were considered. It was found that the investor’s attitude, accessibility to financial services, and perceived economic benefits were the most influential predictors to their behavior, while six other factors also showed varying levels of significance. This study aimed to provide a unique framework which could be utilized by investment platforms to cater to the different behavioral factors expressed by investors. In line with these findings, it is recommended that platforms create flexible solutions that are based on their intentions and preferences, and more user-friendly through the implementation of new technologies. In addition, they are suggested to appeal to novice investors by reducing the burden of costs, promising future benefits, and promoting financial education. The results of this study proved the reliability of the integrated model as a social and behavioral framework, and consequently, LSTM overpowering other tools on accurate forecast made, followed by neural network, and random forest.

Corporate social responsibility: A Driver for green organizational climate and workplace pro-environmental behavior

In line with the United Nation's sustainable development goals (SDGs), the unsustainable use of scarce natural resources and worldwide environmental degradation call for the immediate implementation of green behaviors across all organizations. As environmental issues originate from human activities, they necessitate the realization and execution of employees' workplace pro-environmental behaviors (WPEB) and their stimulators. Drawing on social exchange and social identity theories, this study first investigates the mediating role of green organizational climate in the relationship between various forms of perceived corporate social responsibility (CSR) and employees' WPEB. It further examines the mediated moderation via green shared vision. An adapted survey questionnaire was distributed to senior-level and middle-level managers of large and medium-sized manufacturing firms in Pakistan, and 349 responses were gathered. The partial least-squares technique was used for data analysis. The findings indicate that all forms of perceived CSR positively correlate with a green organizational climate, which further significantly leads to employees' WPEB. The results also show that a strong shared green vision among employees can improve the relationship between the green organizational climate and employees' WPEB and vice versa. Moreover, multi-group analysis shows that the relationship between customer-centric perceived CSR and green organizational climate was stronger for medium-sized firms than large ones. Thus, to ensure the implementation of SDGs such as decent work and climate action, firms' top management must recognize the importance of investing in both internal and external CSR initiatives to foster a green organizational climate leading to employees' WPEB. Companies should communicate their participation in CSR activities to all stakeholders through public platforms to increase inspiration. Policymakers should further introduce CSR excellence awards and non-compliance penalties to encourage firms' extensive participation.

Navigating Coercive Control in Organizations: A Study on Employee Responses and Outcomes

ABSTRACT The literature shows that organizations may use control mechanisms in both coercive and enabling ways to manage efficiency and flexibility. However, the predominant view assumes that the use of coercive control negatively affects employees. Thus, this study aims to provide empirical evidence regarding how employees respond to the use of coercive control. We draw on social exchange theory to hypothesize that the use of coercive control will manifest in higher turnover intentions and lower employee performance as employees engage in organizational cynicism. Using survey data from 899 employees, we find evidence consistent with our hypotheses. Practically, our results suggest that firms should carefully consider whether the use of coercive control is worth the cost of increased employee cynicism. Supplemental analysis reveals that decentralization and participation in control system design are two mechanisms that firms can use to mitigate the effects of cynicism associated with the use of coercive control. Data Availability: The data are available from the authors upon request.