Hierarchical bullying in public healthcare organizations is an entrenched negative behaviour that results in a range of adverse outcomes for staff, including diminished wellbeing. This study integrates social exchange and conservation of resources theories as a lens for formulating hypotheses and employs multilevel statistical modelling to examine whether team-level compassion moderates the impact of hierarchical bullying on wellbeing. Using multilevel statistical modelling, the study analysed cross-sectional data from 632 healthcare workers nested within 48 teams in a single public health district in Australia. The findings indicate that work teams with higher levels of team compassion can mitigate the negative effects of hierarchical bullying on employee wellbeing. The results imply that investing in developing compassion within teams is an effective strategy for mitigating some harmful effects of hierarchical bullying on employee outcomes.

Existing research examining the curvilinear relationship between network centrality and performance tends to focus on the information recipients’ perspective. Focusing on the information providers’ perspective, our study draws upon social exchange theory to demonstrate that the advice-giving centrality-performance relationship for information providers has an inverse U-shape due to decreasing benefits and increasing costs of maintaining more advice-giving ties. We further show that increasing advice-giving centrality increases the likelihood that individuals would become a hindrance to coworkers, as they become bottlenecks impeding efficient workflow. However, our study demonstrates that political skill enables them to overcome the interpersonal challenges associated with high advice-giving centrality. Specifically, individuals with high political skills can better convert advice-giving ties to resources that could assist their cooperation with coworkers, reducing the hindrance they impose. Overall, we provide insights into the trade-off between the benefits and costs of advice-giving ties from a social exchange perspective and examine political skill as an important mitigator of the downsides of large advice-giving networks – a key area that has been hitherto largely unexplored.

People generally adhere to the norm of reciprocity during both tacit and negotiated exchange. Emotional responses generated from profitable and unprofitable exchange facilitate the formation of motives to settle scores with others. In two studies we examine how exchange incidents trigger positive and negative emotional responses, bargaining behavior, and process. In Study 1, we developed measures of emotional response toward the counterpart that can index the state of relational accounts between parties. In a complex, multi-issue negotiation, The measures show that prior profitable or unprofitable exchange experiences shifted affect and individual social motives, as well as initial bargaining positions. In Study 2, shifts in relational accounts altered the bargaining process and subsequent implementation of agreements. The relational accounting concept represents an important link for understanding how negotiation functions as a sub-process in the wider stream of social exchange.

We study the influence of the corporate board network on executive pay for 3,395 US firms between 1990 and 2015. We identify three elementary structures through which the interlocking network reflects forms of inter-group reciprocity across firms: restricted exchange, when two executives sit on each other’s respective boards; delayed exchange, when y sits on the board of x after the end of x’s mandate on the board of y; and generalized exchange, when x sits on the board of y, who sits on the board of z, who sits on the board of x. These ties, which are overrepresented, are related to higher executive pay, but are not related to firm performance, which we interpret as a form of rent extraction. We use the Sarbanes-Oxley Act (2002) as a natural experiment to confirm our results. The impact on pay disappears after 2004, once these types of exchanges are constrained.

We explore how relational identification (RI) complements the influence of relational exchange within work role-relationships. In two temporally-lagged studies, we examine the contribution of RI, after accounting for relational exchange quality (REQ), in predicting organizationally-relevant behaviors and attitudes – namely, (1) interpersonal citizenship behaviors (ICBs; person-focused and task-focused), (2) job satisfaction, and (3) affective organizational commitment. Across samples of ‘non-professional’ (N = 152) and ‘professional’ (N = 197) employees, we found that RI (after accounting for REQ) significantly predicted outcomes. Indeed, we found RI to be the only predictor (after accounting for REQ) with affective commitment (‘non-professional’ sample only), person-focused ICBs (both samples), and task-focused ICBs (both samples). We discuss potential approaches for better specifying both identification and exchange as well as their unique and interactive effects within work role-relationships as well as managerial implications, limitations, and future research directions.

Analyzing 1268 stratified random samples from one of the biggest cities in China’s Pearl River Delta with the zero-inflated Poisson model, this study identifies the factors associated with the onset and severity of spousal violence by males and females separately under the social exchange perspective. The results indicate that spousal violence follows gender symmetry in migrant families, and violence against men is mainly reflected in psychological violence. The new pattern of “cradle snatching” makes men fully protected in family relationships. However, women’s education level and economic independence do not represent a protective factor against violence from husbands. Patriarchal cognition is deeply rooted in migrant families, even though the family pattern has been changed and women’s status has improved in China. Young couples should contribute to the family according to their own abilities, and should not make either one feel wronged.

Research on prosocial behavior has tended to focus on the positive consequences of prosocial behavior. This paper draws on attribution, emotion and justice motive literature to expand the discussion of prosocial behavior in organizations. Specifically, an expanded definition of prosocial behavior is offered and a process-oriented process model of prosocial behavior is introduced. The process model of prosocial behavior is used to discuss the idea that prosocial behavior might have negative consequences. This paper contributes to the literature on prosocial behavior in organizations by (1) accounting for the effects of emotion and the need for justice on decisions to engage in prosocial actions and (2) identifying negative consequences of specific prosocial actions.

This study concerns balance in exchange relationships as described in the psychological contract literature about employees’ and employers’ promises and fulfilment of these promises. Balance is investigated, firstly, in relation to temporary versus permanent employment and, secondly, in relation to employees’ attitudes (fairness, job satisfaction, and intention to quit). Analyses were based on a Dutch sample of 290 temporary and 489 permanent workers. Regarding balance in mutual promises, we found that temporary workers were more likely to have psychological contracts with few mutual promises than permanent workers, while permanent workers were more likely to have psychological contracts with many mutual promises compared to temporary workers. Regarding balance in the fulfilment of promises, we found the opposite pattern, namely, that fulfilment was higher in temporary workers compared to permanent workers. Furthermore, only mutual high fulfilment of promises was associated with higher job satisfaction and fairness and with lower intentions to quit.

Social exchange theory has provided the dominant basis for understanding exchange relationships in organizational settings. Despite its predominance within the management field, there are a number of unaddressed issues. This special issue seeks to further social exchange research in work settings. We differentiate social from economic exchange and highlight the moderating role of cultural and individual differences in explaining the outcomes associated with social exchange relationships. We introduce the ideas of content, process, and mixed models of exchange to reflect the different emphases given to the amount and type of resources exchanged, the quality of the relationship, and a combination of both. The five papers in this special issue illustrate these models. We discuss the applicability of social exchange theory across cultural contexts and present suggestions for future research.

Drawing on perceived organizational support (POS) theory and employee-organizational relationship theories, this research investigated the association between POS and knowledge sharing as well as the potential moderating effects of perceived job security. Study participants were 255 information technology professionals and their supervisors working in the information technology industry in China. Findings showed that POS was positively related to knowledge sharing, and, as expected, perceived job security moderated the association. More specifically, the positive association between POS and employee knowledge sharing held only for employees who perceived higher job security from their organization. In contrast, POS was not significantly associated with knowledge sharing when employees perceived their job security to be relatively low. This latter result is consistent with contentions from employee-organizational relationships theories that limited investment by employers is likely to lead to lower contributions from employees. The findings are also congruent with arguments from social exchange theory that meaningful reciprocity is built on a history of open-ended exchanges whose development may be inconsistent with a shorter-term employment horizon.

Using a social exchange perspective and responding to prior calls to separate resources exchanged from the relationship between parties, we develop a relationship typology based on rights and responsibilities arguments. We begin with the idea that various levels and types of rights and responsibilities are the exchange currency utilized by the employer and employee, respectively. Further, the degree to which an organization grants rights to an individual and the degree to which the individual voluntarily accepts responsibilities results in four distinct organizational membership profiles (i.e., peripheral, associate, detached, and full). We believe this membership typology is an important theoretical mechanism that may be used to link the exchange between the employee and employer (as represented by psychological contracts) to psychological attachment (as represented by perceived membership) between these two parties. Specifically, members in each profile will tend to have certain kinds of psychological attachments to the organization, causing them to (i) perceive membership in certain ways and (ii) behave in a manner consistent with that perception. The article concludes by discussing the implications of the propositions for both researchers and practitioners, as well as making suggestions for future research efforts.

The psychological contract is used to examine the dynamics of the employee–employer exchange relationship. The dominant contract conceptualisation is that it is constituted by beliefs about ‘explicit’ and ‘implicit’ promises; however, there is a dearth of conceptual investigation regarding how other research fields understand promising and reconciling this with how the notion has come to be used in psychological contract theory. In particular, the notion of implicit promising remains conceptually and empirically underdeveloped, despite forming a key plank of the contemporary account of the contract. This paper explores these issues by presenting a cross-disciplinary review of promising and applying this to how the notion is used in the contract literature. A conceptual model is also developed to provide avenues to investigate how promise beliefs form in a contract context and their outcomes. Finally, research directions are outlined regarding the roles that beliefs other than promises can play in contract theory.

The finding that women are attracted to men older than themselves whereas men are attracted to relatively younger women has been explained by social psychologists in terms of economic exchange rooted in traditional sex-role norms. An alternative evolutionary model suggests that males and females follow different reproductive strategies, and predicts a more complex relationship between gender and age preferences. In particular, males' preferences for relatively younger females should be minimal during early mating years, but should become more pronounced as the male gets older. Young females are expected to prefer somewhat older males during their early years and to change less as they age. We briefly review relevant theory and present results of six studies testing this prediction. Study 1 finds support for this gender-differentiated prediction in age preferences expressed in personal advertisements. Study 2 supports the prediction with marriage statistics from two U.S. cities. Study 3 examines the cross-generational robustness of the phenomenon, and finds the same pattern in marriage statistics from 1923. Study 4 replicates Study 1 using matrimonial advertisements from two European countries, and from India. Study 5 finds a consistent pattern in marriages recorded from 1913 through 1939 on a small island in the Philippines. Study 6 reveals the same pattern in singles advertisements placed by financially successful American women and men. We consider the limitations of previous normative and evolutionary explanations of age preferences and discuss the advantages of expanding previous models to include the life history perspective.

Developmentally grounded research on norms for social exchange in adult relationships is equivocal, and rife with theoretical and methodological inconsistencies. We examined the applicability of three theoretical perspectives to specific relationships differing in self-perceived closeness in three groups of adults. Participants were first year (n = 37, MAge = 19.1 years) and fourth year (n = 42, MAge = 22.1 years) undergraduates, and retired teachers (n = 42, MAge = 66.8 years). We find considerable similarity among the three age groups on exchange norms and reciprocity expectations, despite considerable differences in sources of supportive relationships. Results indicate greatest support for exchange based upon need over either equity or social exchange perspectives, with this being especially true for very close relationships. Older adults report relationships operating to a greater extent on expectations for long-term over short-term reciprocity than young adults. Findings highlight the importance of considering intra-individual variation in exchange norms and expectations for reciprocity.

Reciprocity is a powerful principle in social ties. The ethos of family reciprocity is especially strong in Asian societies. We study contemporaneous family exchanges, hypothesising that the more current help older Singaporeans receive from family, the more they give in return. Cross-sectional analyses were undertaken of data from two national Singapore surveys conducted in 1995 and 1999. The help received by older people is measured by income and cash support, payment of household expenses by others, having a companion for away-from-home activities, and having a principal carer. The help given by older people is measured by baby-sitting, doing household chores, giving financial help to children, and advising on family matters. Multivariate models are used to examine the factors that affect an older person's ability and willingness to give help. The results show that the more financial support Singapore seniors received from kin, the more baby-sitting and chores they provided. In their swiftly modernising society, Singapore seniors are maintaining family reciprocity by giving time in return for money. We discuss how during the coming decades, reciprocity in Southeast and East Asian societies may shift from instrumental to more affective behaviours.