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Study On The Effects Of Exchange Relationship Perception On Individual Behavior

Posted on:2012-06-30Degree:DoctorType:Dissertation
Country:ChinaCandidate:Y H ZhuFull Text:PDF
GTID:1119330368977547Subject:Human resources management
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As a social relationship developed during the labor process, the Labor Relations is a basic social, political, and economic relationship. After entered into the industrial society, the scholar became to view this relationship as a social phenomenon (Kai Chang,2005). In the market-oriented economy, the essence of the Labor Relations is the combination of the Labor and the Capital. The Capital pursues the profit maximization, while the Labor wants to maximize rewards, so the conflict breaked out. At the very beginning of 21 century, facing the more severe labor issues, the Chinese scholar did the domestic research by reference to the theories and methods of the western Industry Relations. This reseach focued on two parts, namely, the Law and the Human Resources Mananegment Practice. Lacking of emphasizing the emolyees'value from the nature of human being, the research based on the management problems. Absolutley, Human Resources is the most important factor in the organization. Perception is the process by which organisms interpret and organize sensation to produce a meaningful experience of the world. Combining with Management, Organizational Behavior, and Psychology, this paper established a dynamic Exchange Relationship model in order to complement and improve the Labor Relations Thoery from the nature of human being.Issues Needed to Be Worked Out1. Based on the past research, this paper clearly defined the Exchange Relationship Perception, the Social Exchange Relationship Perception (SERP), and the Economic Exchange Relationship Perception (EERP). On the basis of the famous "S-R" mode, this paper explored whether the Exchange Relationship Perception would influence the employees'behavior and the direction of the effect.2. This paper analyzed the moderation effect of the Job Satisfaction from two different perspectives, namely, the affective and the cognitive perspective. By means of establishing and analyzing two different models (the independent model and the integrative model), this paper tested whether the Jos Satisfaction has the robust moderation effect of the Exchange Relationship Perception and the employees'behavior.3. Based on the contingency theory, this paper tested whether the different self-cognition would influence the relationship between the Exchange Relationship Percpetion and the Job Satisfaction, and the relationship between the Job Satisfaction and the individual behavior.The Theoretical and Empirical Research ProcessBased on the related literatures, this study gave a special operation definition of the Exchange Relationship Perception, the Social Exchange Relationship Perception (SERP), and the Economic Exchange Relationship Perception (EERP). In the working setting, based on the Stimulus-Organism-Response research process, this study built one theory model, and then post several hypotheses. The goal was to move away from the primary focus in the literature on separate employer and employee contributions to the exchange relationship. We opted to design measures of perceived social and economic exchange that are continuous, allowing for a more extensive exploration of the nature of exchanges between employee and employer. Thus, the major purpose of this study is to present and test an integrated theory model of exchange, incorporating Job Satisfaction which is a attitude construct, SERP, EERP, and the employee's behavior (in-role and extra-role behavior),and in our model, this paper also tested the moderation effect of WLC and OBSE.This paper consists of five chapters to discuss and work out the problems. The main content and conclusions of each chapter are summarized as follows:Chapterâ… , Introduction. As the introduction part, this chapter introduces the theory and practice meaning, the structure and the main content arrangement, the method to be used, the main conclusions, and the innovations of this study.Chapterâ…¡, Theory Background and Literature Review. As the base of study, this chapter divided into two parts, namely, Theory Background and Literature Review. In the theory background part, this paper briefly discussed the hypotheses of human being and the Motivation Theory. The hypotheses of human being involve Economic human being, Social human being, and so on and so forth. The Motivation Theory involves the Abraham Maslow's Hierarchy of Needs Theory, the Motivation-Hygiene Theory, the Clayton Alderfer's ERG Theory, and the McClelland's Theory of Needs.Chapter III, Research Design and the Pilot-Test. Based on the literature review and systematical methodology, this chapter built a theory model and then post several hypotheses, after that we had a pilot-test to test the Reliability and the Validity.Chapters IV, Data Digital and Hypotheses Test. This study collected data through several ways, namely, field survey data collection, MBA & EMBA training course survey data collection, and the online survey data collection. Based on the sample, this study conducted the Main Effect Test, Moderation Effect Test and the Mediation Effect Test.Conclusions:(1) The SERP positively relates to the IRB(2) The SERP positively relates to the ORB(3) The EERP negatively relates to the IRB(4) The EERP negatively related to the ORB(5) The AJS mediates the relationship between SERP and IRB(6) The AJS mediates the relationship between SERP and ORB(7) The AJS mediates the relationship between EERP and IRB(8) The AJS mediates the relationship between EERP and ORB(9) The CJS mediates the relationship between SERP and ORB(10) The CJS mediates the relationship between EERP and IRB(11) The OBSE moderates the influence of AJS on ORB, such that the influence of AJS on ORB is more positive when OBSE is high than when it is low(12) The OBSE moderates the influence of CJS on IRB, such that the influence of CJS on IRB is more positive when OBSE is high than when it is lowChapter V, Summary and Prediction. This chapter summarized four aspects as follows:the main conclusions from this study, innovations on research theory, inspiration towards practical aspect, limitations and prospects of the research.Theoretical and Practical InnovationsIn this study, we made some significant innovations in the field of the Exchange Relationship. 1. This study, for the first time, clearly defined the Exchange Perception, the Social Exchange Relationship Perception, and the Economic Exchange Relationship Perception. On the basis of the clear operation definitions, this paper established a dynamic model to explore the mechanism of the harmonius employment relationship.2. As for the reseach results, this study reached a conclusion that contrary to the conventional sense, namely, EERP negatively related to the individual behavior. This conclusion will provide the HRM practice with a new viewpoint.3. Based on the "S-O-R" mode, this study tested the moderation effect of Job Satisfaction from two different perspectives. Building the independent models, this study found that the Affective Job Satisfaction has a very robust moderation effect.
Keywords/Search Tags:Exchange Relationship Perception, Social Exchange Relationship Perception, Economic Exchange Relationship Perception, Affective Job Satisfaction, Cognitive Job Satisfaction, In-Role Behavior, and Extra-Role Behavior
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