Reciprocity in Manager-Subordinate Relationships: Components, Configurations, and Outcomes
研究了管理关系中互惠的即时性、对等性和利益动机三个成分，发现它们与关系质量相关，并通过聚类识别出高质量、低质量和负向交换三种互惠风格，不同风格在工作结果上存在差异。
The present study examines both positive and negative norms of reciprocity in managerial work relationships by assessing three components of reciprocal behavior: immediacy, equivalence, and interest motive. The findings show that subordinate reports of immediacy, equivalence, and self-interest were negatively associated, and mutual-interest was positively associated, with relationship quality as reported by both subordinates and managers (other-interest was not significant). These components of reciprocity were also subjected to cluster analysis to identify groupings of reciprocity styles. The results indicate styles reflecting high quality (n=65), low quality (n=120), and negative social exchanges (n=23). Analyses addressing reciprocity configurations and work outcomes showed that the higher quality exchange relationships had higher levels of perceived organizational support and altruism (but not commitment) than the lower and negative exchange groups, while only the negative reciprocity group showed lower levels of performance and conscientiousness as rated by the manager. © 2003 Elsevier Inc. All rights reserved.