Fujian Jiangxia University.
University of International Business and Economics.
J Soc Psychol. 2023 Sep 3;163(5):605-622. doi: 10.1080/00224545.2021.1983507. Epub 2021 Nov 10.
Generalized reciprocity and negative reciprocity have been demonstrated to influence employees' psychological states and outcomes differently. Drawing upon social exchange theory and emotion regulation theory, we develop a model that specifies whether and how generalized reciprocity and negative reciprocity influence employees' task performance. A cross-sectional survey study (N = 584) reveals that generalized reciprocity is positively related to task performance, whereas negative reciprocity is adversely related to task performance, and both of these relationships are mediated by social exchange. Interestingly, the findings also indicate that emotional labor moderates the associations between generalized reciprocity and social exchange and between negative reciprocity and social exchange. Specifically, individuals with high deep acting or low surface acting can experience higher social exchange after perceiving generalized reciprocity, whereas individuals with high surface acting or low deep acting can experience lower social exchange after perceiving negative reciprocity. These results provide significant implications for academic research and managerial practice.
普遍互惠和消极互惠被证明会以不同的方式影响员工的心理状态和结果。本文以社会交换理论和情绪调节理论为基础，提出了一个模型，该模型具体说明了普遍互惠和消极互惠是否以及如何影响员工的任务绩效。一项横断面调查研究（N=584）表明，普遍互惠与任务绩效呈正相关，而消极互惠与任务绩效呈负相关，这两种关系都受到社会交换的中介作用。有趣的是，研究结果还表明，情绪劳动调节了普遍互惠与社会交换以及消极互惠与社会交换之间的关系。具体来说，高深度表现或低表面表现的个体在感知到普遍互惠后，可以体验到更高的社会交换，而高表面表现或低深度表现的个体在感知到消极互惠后，可以体验到更低的社会交换。这些结果为学术研究和管理实践提供了重要的启示。
