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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
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, a...
Autores principales: | , , , , , , |
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Formato: | Online Artículo Texto |
Lenguaje: | English |
Publicado: |
Frontiers Media S.A.
2022
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Materias: | |
Acceso en línea: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9632858/ https://www.ncbi.nlm.nih.gov/pubmed/36337470 http://dx.doi.org/10.3389/fpsyg.2022.1029081 |
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author | Zhu, Nan Liu, Yuxin Zhang, Jianwei Liu, Jia Li, Jun Wang, Shuai Gul, Habib |
author_facet | Zhu, Nan Liu, Yuxin Zhang, Jianwei Liu, Jia Li, Jun Wang, Shuai Gul, Habib |
author_sort | Zhu, Nan |
collection | PubMed |
description | 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. |
format | Online Article Text |
id | pubmed-9632858 |
institution | National Center for Biotechnology Information |
language | English |
publishDate | 2022 |
publisher | Frontiers Media S.A. |
record_format | MEDLINE/PubMed |
spelling | pubmed-96328582022-11-04 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 Zhu, Nan Liu, Yuxin Zhang, Jianwei Liu, Jia Li, Jun Wang, Shuai Gul, Habib Front Psychol Psychology 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. Frontiers Media S.A. 2022-10-20 /pmc/articles/PMC9632858/ /pubmed/36337470 http://dx.doi.org/10.3389/fpsyg.2022.1029081 Text en Copyright © 2022 Zhu, Liu, Zhang, Liu, Li, Wang and Gul. https://creativecommons.org/licenses/by/4.0/This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms. |
spellingShingle | Psychology Zhu, Nan Liu, Yuxin Zhang, Jianwei Liu, Jia Li, Jun Wang, Shuai Gul, Habib 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 |
title | 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 |
title_full | 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 |
title_fullStr | 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 |
title_full_unstemmed | 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 |
title_short | 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 |
title_sort | 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 |
topic | Psychology |
url | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9632858/ https://www.ncbi.nlm.nih.gov/pubmed/36337470 http://dx.doi.org/10.3389/fpsyg.2022.1029081 |
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