TY - JOUR
T1 - How and why non-balanced reciprocity differently influence employees’ compliance behavior
T2 - The mediating role of thriving and the moderating roles of perceived cognitive capabilities of artificial intelligence and conscientiousness
AU - Zhu, Nan
AU - Liu, Yuxin
AU - Zhang, Jianwei
AU - Liu, Jia
AU - Li, Jun
AU - Wang, Shuai
AU - Gul, Habib
N1 - Publisher Copyright:
Copyright © 2022 Zhu, Liu, Zhang, Liu, Li, Wang and Gul.
PY - 2022/10/20
Y1 - 2022/10/20
N2 - 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.
AB - 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.
KW - conscientiousness
KW - generalized reciprocity
KW - negative reciprocity
KW - perceived cognitive capabilities of artificial intelligence
KW - thriving at work
UR - http://www.scopus.com/inward/record.url?scp=85141148067&partnerID=8YFLogxK
U2 - 10.3389/fpsyg.2022.1029081
DO - 10.3389/fpsyg.2022.1029081
M3 - Article
AN - SCOPUS:85141148067
SN - 1664-1078
VL - 13
JO - Frontiers in Psychology
JF - Frontiers in Psychology
M1 - 1029081
ER -