Framework Of Social Exchange Theory Research Articles

Turnover Intentions Among College Counselors in China: Examining Predictors and Their Mediating and Moderating Effects

The high attrition rate of college counselors in Chinese colleges has evolved into a social problem that is receiving an increasing amount of attention. The current study aims to investigate the link between organizational justice and organizational commitment on turnover intention and whether this effect is mediated by job satisfaction, drawing upon the framework of Social Exchange Theory. Meanwhile, whether the relationship between organizational justice and turnover intention is moderated by job embeddedness based on the Job Embeddedness Theory. Data gathered from 161 college counselors in China were analyzed using a structural equation model. The results showed significant relationship between organizational justice, organizational commitment, and turnover intention. Furthermore, job embeddedness plays a moderating role in the relationship between job embeddedness and turnover intention; specifically, the higher the degree of job embeddedness, the weaker the effect of organizational justice on turnover intention. Most importantly, it is confirmed that job satisfaction partially mediates the link between organizational justice, organizational commitment, and turnover intention. These outcomes contribute valuable new knowledge that can be employed to improve counselor retention in colleges. Meanwhile, the findings are examined in detail, and recommendations for future studies are provided.

Employment relationships and firm sustainability: does the strength of the HRM system play a role?

The aim of the present study, based on the framework of social exchange theory and sustainability, is twofold: first, to show how distinct employment relationships (ERs) can have different effects on sustainability outcomes; and second, to demonstrate how such an impact is mediated by the strength of the HRM system. The proposed model was tested using the multivariate method of partial least squares structural equation modelling (PLS-SEM) on a sample of 206 companies in the chemical and metallurgical industries. Data were collected via a questionnaire composed of measurement scales previously validated in the reference literature. Each company’s production and HR managers were asked to complete the questionnaire. Our results showed that mutual investment ERs can indeed produce better sustainability results, and organisations with quasi-spot contract (QSC) relationships are unable to achieve sustainable organisational outcomes. The results also confirmed that a strong HRM system reinforces the positive effects of mutual investment ERs. Moreover, a strong HRM mitigates the negative effects of QSCs. In essence, our paper shows that the strength of an HRM system is a major driver of sustainability. Therefore, when implementing working relationships, managers should foster shared perceptions of the firm’s values among its employees, thus clearly defining which behaviours are expected and rewarded.

Unlocking auditors’ perceived external employability: exploring antecedents and behavioral consequences

PurposeIn a rapidly changing career landscape where lifelong job security is no longer guaranteed, this study investigates how audit firms play an important role in shaping their employees’ career perceptions and the subsequent effects on auditor behavior. Specifically, it explores the link between audit firms’ career development initiatives and auditors’ perceptions of external employability – an important determinant of auditor behavior. Using the framework of social exchange theory, the study investigates how perceived external employability affects both relational and operational behaviors of auditors.Design/methodology/approachThe study employs structural equation modeling on survey data from 359 auditors.FindingsThe results indicate that when audit firms actively support career development, it positively contributes to auditors’ perceived external employability. A higher perceived external employability, in turn, leads to positive behavioral outcomes among auditors, including stronger relational behaviors (such as professional commitment) and operational behaviors (including heightened professional skepticism and reduced behaviors that could compromise audit quality).Originality/valueThis study uncovers a paradox where perceived external employability, typically viewed as a risk, emerges as a potent driver of desirable auditor behavior. In today’s dynamic career landscape, emphasizing individual-centered and flexible careers, these results highlight the benefits of perceived external employability. Rather than undermining audit services, increased perceived external employability driven by firm investments in auditors’ careers acts as a catalyst for desirable auditor behavior. Organizational support in terms of career development practices creates an environment where auditors are more committed, professionally skeptical and uphold the quality of audit services.

Faculty Retention Dynamics: Investigating the Role of HR Climate, Trust, and Organizational Commitment in Higher Education Context

With economies and business becoming knowledge intensive, the role of education industry has immensely risen in significance. This has given rise to a highly competitive landscape in higher education, with faculty retention as a major challenge for the institutions leading to negative consequences in terms of education quality, stakeholder satisfaction and rankings. This paper discusses the factors influencing faculty retention in HEIs in India within the framework of Social Exchange Theory. The sub dimensions of HR climate were explored using Principal Components Analysis. The relative importance of sub dimensions in forming the overall climate was estimated and the effect of HR climate on faculty retention was studied with Organizational Commitment and Organizational Trust as mediators employing a hierarchical components model in the PLS-SEM analysis. The results indicate that HR climate has a significant positive effect on faculty retention through organizational commitment and organizational trust as partial complementary mediators. Findings have significant theoretical as well as practical implications in extending the present knowledge regarding the subdimensions and effect of HR climate on faculty retention and the suggested measures to be taken in implementing effective HR Management systems in the Higher Education Institutions.

Modelling the significance of organizational conditions on quiet quitting intention among Gen Z workforce in an emerging economy

The phenomenon of “quiet quitting” has gained significant attention globally through various platforms, raising concerns about the impact of workplace stress on individuals’ personal lives and sparking social movements and investigations. As the number of Generation Z individuals is projected to surpass millennials by 2050, understanding and addressing the quiet quitting behaviour of this generation becomes crucial, considering their negative experiences during the COVID-19 pandemic and their preference for a work-life balance, which has led to a rejection of intense competition and a desire for a more relaxed lifestyle. Thus, this study investigated the factors (work conditions, job security, perceived career development opportunities, affective organizational commitment, and perceived organizational support on job burnout and employee well-being) determining the quiet quitting intention among Chinese Gen Z employees. It used an online survey to obtain cross-sectional data from 683 respondents, which were then tested using partial least squares structural equation modelling. The results showed that work conditions, job security, perceived career progression opportunities, affective organizational commitment, and perceived organizational support had a significant positive effect on employee well-being and that job burnout had a major negative effect. Furthermore, employee well-being had a significant negative impact on China’s Gen Z employees’ quit quiting decision and job burnout had a significant positive influence on China’s Gen Z employees’ quit quiting decision. The findings provide valuable insights for organizations and practitioners, enabling them to address these factors and effectively reduce quiet quitting intentions. Moreover, this study aligns with the Social Exchange Theory (SET), which explains how the interactions between employees and their organizations influence expectations and outcomes. By considering the SET framework, organizations can understand the motivations behind employees’ behaviours and make informed decisions to foster a positive work environment and enhance employee well-being.

Psychological Contract Violation and Turnover Intention: Do Trust and Organizational Commitment Matter?

This study aimed to investigate the relationship between psychological contract violation (PCV) and turnover intention among faculty members in selected AACSB-accredited B schools in India. Drawing on social exchange theory, the study examined the impact of transactional and relational psychological contracts on turnover intention, with trust and organizational commitment as potential mediators. Data were collected through an online structured questionnaire from 305 faculty members. The results revealed that PCV significantly influenced turnover intention, both directly and indirectly. Trust was found to mediate the relationship between PCV and turnover intention. However, organizational commitment did not act as a mediator in this context. Furthermore, the study highlighted the significance of the relational contract compared to the transactional contract. The relational contract had a stronger impact on turnover intention through its influence on trust. By exploring the direct and indirect relationships between PCVs and turnover intention, this study contributes to the existing knowledge within the framework of social exchange theory. It sheds light on the importance of trust as a mediator and emphasizes the role of the relational contract in understanding turnover intention.

THE EFFECTS OF PERCEIVED WORK OVERLOAD ON ORGANIZATIONAL COMITMENT ON EMPLOYEE TURNOVER INTENTION IN AUTOMOTIVE INDUSTRY IN PAHANG

Employee turnover is a critical concern for organizations, as it can adversely affect service quality and incur substantial expenses. Drawing on the theoretical framework of social exchange theory, this study presents a model to examine the interconnections between turnover intentions, organizational commitment, and perceived task overload among employees in the automotive sector of Malaysia. Data was collected from 158 automotive industry professionals who voluntarily participated in the study. The proposed hypotheses were validated using structural equation modeling (SEM) via SmartPLS 4.0. The findings provide empirical support for the hypothesis that employees' perceptions of task overload directly influence their level of commitment to their respective organizations. Moreover, their perceived work overload, combined with organizational commitment and incentives, significantly impacts their turnover intentions, influencing their decision to leave their current positions. Surprisingly, organizational commitment was found to have no significant direct effect on turnover intention. This novel research offers a comprehensive model to manage turnover intention among automotive industry employees in Malaysia, utilizing organizational commitment as a mediating factor. The level of dedication demonstrated by employees towards their organizations plays a vital role in determining whether they will remain with the organization, even when they perceive their skills to be declining. These findings hold implications for both research and clinical practice, offering valuable insights for improving workforce readiness amidst the challenges posed by the industrial revolution 4.0.

Multi‐level effects of human resource bundles on the performance of aging employees

AbstractPreviously, scholars have studied the need for implementing different human resource (HR) configurations that foster aging employees' outcomes, but there is a lack of evidence at the group level. Using the framework of Social Exchange Theory, coupled with the Selection, Optimization, and Compensation theory, we examine associations between bundles of HR practices, age (measured both as calendar age and proportion of an aging workforce), and performance, at both the individual and group levels. First, the outcomes of our multi‐level analysis show that bundles of maintenance‐enhancing HR practices are positively related to performance at both levels, whereas bundles of growth‐enhancing HR practices associate with performance only at the group level. Second, age relates positively to performance, both at the individual and group levels. At the group level, there is an inverted U‐shaped relationship between the proportion of an aging workforce and group performance, such that a group's performance benefits from the participation of older employees up to a maximum proportion of 56%. Finally, age negatively moderates the association between growth‐enhancing HR bundles and performance at both the individual and group levels. Results highlight the value of older employees for working organizations, and the importance of adopting HR practices that consider maintenance and growth‐related needs across the life‐span, while also providing useful theoretical and practical implications for Human Resource Development scholars and professionals.

Integrated analysis of employee cooperation and conflict behaviors in the context of digital technology

Nowadays, the introduction of digital technology improves the condition of the workplace and employees’ productivity, but the unstable behavior of employees is still typical in Internet enterprises in China. Sometimes, employees frequently show their behavior reversals between cooperation and conflict. An integrated analysis method with three steps is performed to explore its reason. First, an evolutionary game model is employed to examine the strategies of individual employee’s behavior selection between cooperation and conflict. Second, the cellular automata are developed to simulate the evolution of employee group behavior selection over time. The frequent behavior turnovers between cooperation and conflict are illustrated. Third, catastrophe theory and method are used to identify the hidden cusp catastrophe patterns under the evolution of group behavior selection. Research results reveal that individual employee selects cooperation if the penalty exceeds half the cost. Simulation results show intense and sudden changes in employee group behavior selection, in which cusp catastrophe patterns exist. The cusp catastrophe model can intuitively interpret the mechanism by which factors, such as average perceived payoff and proportion of cooperation employees, influence the behavior state of the employee group. The mechanism of catastrophe in frequent behavior turnover is explored. This methodology, which is based on the theoretical framework of social exchange theory, integrates evolutionary game theory, simulation, and catastrophe theory to identify the catastrophe mechanism in behavior turnover and make theoretical and practical contributions to behavior selection research.

The Roots of Tourism: Hippies

Tourism has developed in Nevşehir and Antalya, two of the most significant destinations of today’s Turkey, in 1960s. In line with the previous study in the related literature, it is possible to mention that the tourism activities in those regions have been triggered by the visits of the hippies. In this study, it is aimed to reveal the contribution of the hippies to the development of tourism in Cappadocia (Nevşehir), Side and Alanya (Antalya), which have become significant tourism destinations in Turkey. For this purpose, the transcripts of the interviews of the Turkey Tourism History Project, which describes the tourism development and history in these regions, were subjected to document analysis. The impact of hippies on Turkey’s tourism has been explained within the framework of Social Exchange Theory. As a result, it has been determined that all stages of the social exchange theory have been observed between hippies and local people. The local people, who initially approached hippies with prejudice, changed their perspective towards hippies in a positive way with the effect of many externalities.

Team idiosyncratic deals and team breakthrough innovation: Based on the perspective of input-process-output model.

PurposeAs a new human resource management practice, idiosyncratic deals are personalized employment arrangements negotiated between employees and employers and intended to benefit them both. It plays an important role in attracting, retaining and motivating employees to promote breakthrough innovation. Based on the input-process-output (I-P-O) model, this paper examines the relationship between team idiosyncratic deals and team breakthrough innovation, the mediating role of team exploratory-exploitative knowledge sharing, and the moderating roles of team transactive memory systems and team cognitive flexibility.Participants and methodsIn order to reduce the effects of common method biases and causal lag effect, this study is divided into three stages for data collection, with a time interval of 1 month. Eighty teams (406 employees) from six enterprises in Shanghai and Hangzhou were selected as samples, and the hypothesis test was carried out by hierarchical regression analysis, bootstrap, and Johnson-Neyman method.ResultsThe results show that higher team idiosyncratic deals are associated with higher team breakthrough innovation through higher team exploratory-exploitative knowledge sharing, and that team transactive memory systems and team cognitive flexibility positively moderate the mediating effect of team exploratory-exploitative knowledge sharing in the relationship between team idiosyncratic deals and team breakthrough innovation in the first stage and the second stage, respectively. Under the joint effect of high team transactive memory systems and high team cognitive flexibility, the mediating effect of team exploratory-exploitative knowledge sharing is stronger.ConclusionThe research results break through the previous research framework of social exchange theory, and I-P-O model to explore the influence mechanism of team idiosyncratic deals, in order to promote the sustainable growth of team breakthrough innovation through this non-standard work arrangement. It is hoped that this research can inspire modern enterprises to create team idiosyncratic deals for valuable teams engaged in breakthrough innovation, which are more conducive to give full play to their heterogeneous talents, and finally help enterprises break through the industry bottleneck and win the market competition.

From Conflict to Deviance: To foster or not to foster Reciprocity?

The present work aims to theoretically analyze the effect of reciprocity in the escalating process that could bring from a badly managed conflict to deviant behaviors in the workplace. More in detail, the analysis unpacks the micromechanisms that from a conflict could lead to the rise of interpersonal deviance up to organizational one. The paper adopts the interpretative framework of Social Exchange Theory to investigate the role of reciprocity in the escalating process of negative behaviors. By considering reciprocity as an individual orientation, it is interesting to note that people who have a strong tendency to reciprocate benefits may not have the same willingness to reciprocate harmful behaviors and vice versa. Applying this distinction in the analyses of conflicting and deviant behaviors leads to different conclusions about the role of reciprocity in organizational behaviors. The proposed conceptual model shows the role of positive reciprocity in mitigating the escalating process that brings from conflict to organizational deviance. This finding suggests exploiting employees’ positive reciprocity attitude to reduce the effects of negative phenomena inside the organization. Contrary to previous studies, which suggest avoiding reciprocity to reduce conflicting and deviant behaviors, the paper suggests a new theoretical lens to approach negative organizational phenomena.

To investigate the influencing factors on support for tourism development and perceived economic benefits in the context of ski tourism

ABSTRACT This study examines the effects of influencing factors on support for tourism development and perceived economic benefits including community attachment, emotional solidarity and interest for participation in snow ski tourism in Iran. In addition, the mediation role of perceived economic benefits between the influencing factors and support for tourism development is examined. The present study relies on a survey of 300 residents of Pooladkaf, a recently known snow ski resort in Iran where tourism is still at its emerging stage. Partial least squares – structural equation modelling has been employed to analyse the data. Evidence from the study indicates that emotional solidarity has positive effect on support for tourism development. However, the hypothesized path relationships between community attachment and resident’s interest in participation were not supported. The study also shows that emotional solidarity and interests have positive effects on perceived economic benefits, and indirectly on support for tourism development through perceived economic benefits. The study makes an important theoretical contribution to the extant literature by way of applying a revised framework of social exchange theory to investigate the effects of community attachment, emotional solidarity and interest in participation on perceived economic benefits and support for tourism development in the context of ski tourism.

Political factors influencing residents’ support for tourism development in Kashmir

PurposeThis study aims to examine the relationship between the perceptions of local residents concerning political factors and support for tourism development in the Kashmir region.Design/methodology/approachPrimary data have been collected (n = 650) from the residents of the top five tourist destinations (Pahalgam, Gulmarg, Srinagar, Sonamarg and Kokernag) through a pre-tested questionnaire by multistage sampling method. In presence of non-normal data, the partial least squares structural equation model is applied for analysis. The study is based on the theoretical framework of social exchange theory (SET) and institutional theory of political trust (ITPT).FindingsResults suggest that trust in government, the perceived economic performance of government and level of power are negative determinants of support for tourism development, which nullifies SET for politically disturbed regions.Originality/valueThe results of this study are useful for the local government and tourism institutions in policy formation and fill the vast gap in tourism literature with a theoretical base. This study is also an addition to the existing literature on city tourism for the politically disturbed region.

Perceptions of tourism: a study of residents’ attitudes towards tourism in the city of Girona


 Purpose
 
 Socio-cultural impacts of tourism have been widely researched within a social exchange theoretical framework, yet it seems that this theory could be neglecting those more emotional elements, which at the same time could be considered key to understand how tourism affects the society. Therefore, the purpose of this paper is to look at the social exchange theory (SET) from a different perspective and focus on those less rational influencing factors that could be shaping residents’ attitudes towards tourism.
 
 
 
 Design/methodology/approach
 
 Based on six main constructs, a quantitative survey-based research is developed in the small city of Girona with the purpose to broaden the versality of the theory, with the support of in-depth exploratory interviews. Thus, an exhaustive study of the influences that attachment to communities, involvement in the tourism industry and personal benefits derived from tourism could have on residents’ perceptions is developed.
 
 
 
 Findings
 
 This paper suggests that those smaller tourism destinations might mirror themselves in those close big tourism destinations and thus residents’ opinions and attitudes seem to be influenced by the situations lived in these larger tourism destinations. Moreover, this paper stresses on the importance of interactions and relationships between tourists and residents to boost personal benefits from tourism. Finally, results show how those attached citizens tend to support tourism development, which could be explained by the proudness they feel when others value what for them is home.
 
 
 
 Originality/value
 
 This paper contributes to the current understanding of attitudes towards tourism within the SET framework, especially relating to covering those more emotional elements of social interactions. Moreover, there seems to be a gap in current research relating to small urban destinations that is aimed to be covered in this research.
 

Analyze the Perception and Satisfaction of Employees with Respect to Hrd Practices

This study adopts a framework of social exchange theory and tries to better understand the effect of human resource development (HRD) approaches on job satisfaction and intent to leave. Human resource development (HRD) techniques are linked to higher levels of work satisfaction and lower rates of employee turnover if certain conditions are met. Previous studies have shown that HRD practices have an effect on workers' contentment at work and their motivation to quit, but the present study adds to the literature by empirically assessing the moderating role of POP in this relationship. A questionnaire is used to collect primary data from 40 respondents who are employed by government agencies. The results show that HRD practices significantly affect both job contentment and quit intentions, with the impression of organizational politics serving as a moderating factor. Using a quantitative methodology, this research surveyed employees to get their opinions on the HRD roles within their firm.

언택트 서비스 사용에 관한 연구: 키오스크 사례 중심으로

This study aims to re-verify a user’s intention of use for the untact service environment based on SST(Self-Service Technology). Recently, switching service has trended that non-face-to-face. In the Republic of Korea, nowadays, SST has called the untact service. This statement is because consumers will want a new consumer environment that directly gets value. On This, offline are running omni-channels that carry out the untact service devices. We conducted a mixed-method study to achieve our research purpose. First, Seven variables(convenience, speed, complexity, switching cost, impersonality) were selected through in-depth interviews with those who experienced untact service. Second, We matched the variables selected in the SET(Social Exchange Theory) framework to build up a research model and conducted online survey. As a result, We identified that decreased fatigue, information accuracy, and complexity have significant effects. Thus, we hope for academic and practical contributions. Academically, the variables suitable for the stores untact service were explored. Practically, improvements can be proposed to service providers.

The Relationship between Employee Advocacy and Psychological Well-Being: Mediating Effect of Perceived Insider Status and Moderating Effect of Power Distance

The purpose of this study is to examine the relationships between employee advocacy and psychological well-being (PWB), and to test the mediating effect of perceived insider status (PIS), and moderating effect of power distance on that relationship within the framework of social exchange theory. Data were collected using a questionnaire survey method from 293 full-time employees working in an organization operating in the aviation industry in Turkey. The data obtained were analyzed according to the moderated mediation (alternatively known as condational indirect effect) framework improved by Preacher et al. (2007). Research findings are demonstrated that the relationship between employee advocacy and PWB is more complex than was prior researchers’ findings. As a result of analyzes, it was determined that PIS has a partial mediation effect on the relationship between employee advocacy and PWB. Also the results supported the moderated mediation and showed that the positive indirect effect of employee advocacy on PWB through PIS was stronger for employees with low power distance perception. The theoretical and practical implications of findings are discussed.

The Benefits and Challenges of a Regional Network to Address Campus Sexual Assault

To respond to the epidemic of sexual assault on college campuses, many postsecondary institutions have instituted campus climate surveys, strengthened sexual assault misconduct policies, and created sexual assault task forces to coordinate entities within the institutional setting. However, few colleges and universities have engaged with regional networks to exchange resources, research, and innovative practices across campuses. This exploratory study applies the theoretical framework of social exchange theory to examine the necessary infrastructure for a regional network to enhance campus policies and prevention programs related to sexual assault, and the efficacy of providing formal and informal opportunities for information sharing. Interviews were conducted with 10 staff and students from seven of the nine campuses in the network. The sample includes representatives from one large public university, two historically Black colleges, a community college, and three private universities, one of which is faith based. Results indicate that there are several benefits and a few challenges for college campuses that participate in a regional network. Primary benefits include resource and information exchange, as well as new opportunities for student leadership and collaboration across campuses. Some challenges include staff turnover and limited time to devote to the network, as well as distance between some campuses. Based on these findings, it is recommended that universities consider building informal or formal alliances with regional colleges for mutual benefit.

Bureaucratic Accountability and Public Sector Management in Nigeria: Examining the Issues, Challenges and the Way Forward

The main objective the public sector in Nigeria seeks to achieve is policy initiation, formulation and implementation for the well-being and welfare of the citizens. However, over the years, the sector has been plagued with declining service delivery and moral bankruptcy. This article within the framework of social exchange theory examined the dynamics of bureaucratic accountability, the nexus between bureaucratic accountability and public sector management in Nigeria. It is usually the public that suffers from a malfunctioning public service. Nigerian citizens look up to public servants for protection against various ills in the society and the provision of essential services. If the involvement of public servants in the political, economic and social life of the country is considered, we shall better appreciate the needed urgency in making the service accountable for its actions. It argues that for Nigeria to match forward, there is need for effective, efficient, patriotic and committed public servants, who should be accountable for their stewardship. The article recommends that unless the Nigeria public sector is revitalized and "dead woods" therein removed, Nigeria and Nigerian will continue to experience deep-seated frustrations in the often-touted desire to move the nation forward.
 Key Words: Accountability, bureaucracy, government, service delivery, patriotic