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非平衡互惠如何以及为何对员工的合规行为产生不同影响:蓬勃发展的中介作用以及人工智能感知认知能力和尽责性的调节作用。

How and why non-balanced reciprocity differently influence employees' compliance behavior: The mediating role of thriving and the moderating roles of perceived cognitive capabilities of artificial intelligence and conscientiousness.

作者信息

Zhu Nan, Liu Yuxin, Zhang Jianwei, Liu Jia, Li Jun, Wang Shuai, Gul Habib

机构信息

School of Business Administration, Fujian Jiangxia University, Fuzhou, China.

Business School, University of International Business and Economics, Beijing, China.

出版信息

Front Psychol. 2022 Oct 20;13:1029081. doi: 10.3389/fpsyg.2022.1029081. eCollection 2022.

DOI:10.3389/fpsyg.2022.1029081
PMID:36337470
原文链接:https://pmc.ncbi.nlm.nih.gov/articles/PMC9632858/
Abstract

Previous studies have paid more attention to the impact of non-balanced reciprocity in the organization on employees' behaviors and outcomes, and have expected that the reciprocity norm could improve employees' compliance behavior. However, there are two distinct types of non-balanced reciprocity, and whether generalized reciprocity affects employees' compliance behavior rather than negative reciprocity and its mechanisms has not been further explored so far. Building on the social exchange theory and cognitive appraisal theory, we established and examined a model in a scenario-based experiment across a two-stage survey of 316 participants. In this article, we propose that generalized reciprocity (relative to negative reciprocity) positively influences employees' compliance behavior, and thriving at work mediates its relationship. Furthermore, we argue that the positive association between generalized reciprocity and thriving at work is moderated by the perceived cognitive capabilities of artificial intelligence (AI). This association is amplified for people high in the perceived cognitive capabilities of AI. We also propose that the positive association between thriving at work and compliance behavior is moderated by conscientiousness, such that the association is amplified for people high in conscientiousness. These findings have theoretical and practical implications.

摘要

以往的研究更多地关注组织中不平衡互惠对员工行为和结果的影响,并期望互惠规范能够改善员工的合规行为。然而,存在两种不同类型的不平衡互惠,到目前为止,广义互惠是否会影响员工的合规行为而非消极互惠及其机制尚未得到进一步探讨。基于社会交换理论和认知评价理论,我们在一项针对316名参与者的两阶段情景实验中建立并检验了一个模型。在本文中,我们提出广义互惠(相对于消极互惠)对员工的合规行为有积极影响,工作繁荣在其中起中介作用。此外,我们认为广义互惠与工作繁荣之间的正向关联受到人工智能(AI)感知认知能力的调节。对于人工智能感知认知能力高的人来说,这种关联会增强。我们还提出工作繁荣与合规行为之间的正向关联受到尽责性的调节,即对于尽责性高的人来说,这种关联会增强。这些发现具有理论和实践意义。

https://cdn.ncbi.nlm.nih.gov/pmc/blobs/897d/9632858/a001d0842aac/fpsyg-13-1029081-g001.jpg
https://cdn.ncbi.nlm.nih.gov/pmc/blobs/897d/9632858/a001d0842aac/fpsyg-13-1029081-g001.jpg
https://cdn.ncbi.nlm.nih.gov/pmc/blobs/897d/9632858/a001d0842aac/fpsyg-13-1029081-g001.jpg

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Engagement of Academic Staff Amidst COVID-19: The Role of Perceived Organisational Support, Burnout Risk, and Lack of Reciprocity as Psychological Conditions.
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