defined as, ‘a psychological state comprising the intention to accept vulnerability based upon positive expectations of the intentions or behavior of another’ (Rousseau, Sitkin, Burt & Camerer, 1998). These expectations are based upon a set of beliefs about the other party’s trustworthiness. In Mayer, Davis and Schoorman’s (1995) model, these comprises an evaluation of the other’s ability, benevolence and integrity. What follows the ‘intent to accept vulnerability’, is a risk-taking act with respect to the trusted party, such as relying on them to do something on one’s behalf or the disclosure of sensitive information (Dietz & den Hartog, 2006). Human resource management (HRM), to a significant extent determines how much employees trust their …show more content…
Organ (1990) argued that social exchange is necessary for OCB because the mutual trust that underlies social exchange relationships ensures that OCB is reciprocated in the long run. Social exchange requires trusting others to discharge their obligations; it tends to engender feelings of personal obligation, gratitude and trust (Blau, 1964). SET proposes that an exchange relationship develops between two parties when one provides a contribution to the other, creating an obligation upon the recipient to provide something beneficial to the donor, in return (Blau, 1964). Further, a sequence over time, evolve into loyalty and mutual commitments characterized by trust (Whitener, Brodt, Korgaard & Werner, …show more content…
Therefore, an organization’s SR-HRM can be viewed as setting many rules of the employment relationship from recruitment, through career progression and development, to reward and exit from the organization. Employees interpret the SR-HRM in their workplace, especially the intentions behind it and the benefits to be accrued from it. On the basis of these beliefs, they decide to take the risk to engage in extra effort on behalf of their employer, and to continue to work for their employer despite alternatives (Vanhala & Dietz, 2015). If the employer demonstrates benevolence and support for its employees through its SR-HRM, particularly if it is perceived as, ‘beyond the normal bounds of employment contracts,’ employees will be expected to reciprocate with proactive effort and greater commitment and loyalty in response. Put another way; if employees believe that their employer organization is committed to operating competently (i.e. ability), demonstrating concern for staff well-being (i.e. benevolence) and treating stakeholders honestly and fairly (i.e. integrity) and has policies and practices in place to uphold this commitment (i.e. SR-HRM), this should this in turn should induce effective work behaviors such as OCB. Alternatively, employees may feel that the SR-HRM does little to inspire confidence or, the promises and obligations perceived to
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
...of humans rationalizing rewards, costs and net profit in a relationship. Relationships vary from friendships to romantic partnerships and even corporate relations. There are no definite answers the measures of SET, as its broadness contains lots of room for heurism. Critics and critiques of SET can be argued and elaborated. However scholars and theories can agree or disagree that, like Emerson, Social Exchange is not a theory at all, but frameworks consisting of micro and macro theories.
Human resource management can be viewed as the spider web that entangles a company’s workforce. HR departments are involved in employee’s work lives from the recruitment and selection process, to the training and development, performance reviews, and the compensation
that are sustaining to social relations. The basic assumption of social exchange theory is that
Social exchange theory starts with the proposition that social behavior is based on the desire to maximize benefits and minimize costs. A basic belief is that social relationships occur in a social marketplace in which people give in order to get. Persons with greater resources in a social exchange hold unacknowledged power over the others in the exchange (Hutchison, 2008, p. 46). Social exchange ...
Relationships is one of those words that people use all the time but have troubling defining. There are many ways how we for relationships such as appearance, similarity, complementarily, and proximity with these formation it does help a relationship grow while it is a lesson to learn or not. In this paper, I will be talking about three people that I have a relationship with and a theory to combine it with. The first person will be my mother Grace Pagan and with her I will be talking about my Johari Window paper and the social exchange theory. The second person will be my ex fiancé Tony and with him I will be talking about my conflict paper and the Knapp theory. The last person will be my father Tito Pagan and with him I will be talking about
Trust plays a vital role in the lives of humans as it is the pathway to founding and maintaining a good, morally mature society. Whether it is trusting another in team sports, friendship, or just for help and guidance, trust is able to increase the strength of the bond between any amount of people. Although we rely on our trust for another to see through to a desirable result, we are in fact risking what we are entrusting to another, and it is probable that our trust is taken advantage of and lead to betrayal. Why this is the cause and what action should be taken to minimise betrayal has been explored by many philosophers such as Plato, Thomas Hobbes and David Hume.
My opinion is that the Social Exchange Theory is the best relationship formation shown in the film. Marty, the main character, has low self-esteem because he has been dumped before. His brother is married and people are pressuring him to get married. He did not believe he was attractive enough to find a girl that will find him interesting. However, at a dance he met this woman who was being dumped. I think that Marty decided to get to know that woman because they both share that similarity. Also he saw that she is a reserved woman that may end up linking him too. As a result, he saw benefits of where that relationship would lead to. He thought that there was a common personality between them two that they could built a relationship from that.
Throughout the lifetime of an average human being, one will meet thousands of people, form hundreds of acquaintances, make many close friends, and have multiple romantic relationships. The idea that what encourages an individual to voluntarily turn an acquaintance into a close friend, or into a romantic partner, is that the relationship is seen as profitable is called the Social Exchange Theory. The basis of Social Exchange Theory is that individuals tend to choose to form or continue relationships where the rewards outweigh the costs of the relationship. I chose the Social Exchange theory for analysis because I saw a direct application of it in my recent personal life. Throughout this paper, I will be analyzing the application of this theory
To fully understand the Social Exchange theory is to understand its concept. The Social Exchange theory, as stated by Unger and Johns...
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
Human Resources Management (HRM) Interventions relates to the idea of improving an organizations overall performance and efficiency by improving the members (individuals and groups) performances, commitment, and flexibility. According to Beer et al. (1984), this is often a relevant intervention technique when organizations are facing increased international competition. They see the value of HR investments as a way to improve organizations competitive advantages. Further, they establish that HRM policies have long-term consequences and immediate organizational outcomes. These policies should include the overall competence of employees, the commitment of employees, the cost effectiveness of HRM practices,
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
Social Exchange theory was created by George Homans in 1958. Since its publication as “Social Behavior as Exchange”, several other theorists like Peter Blau, Richard Emerson, John Thibaut, and Harold Kelley have contributed to the theory. Before diving into the biggest concepts of this theory, two main properties need to be discussed. This theory is all about social exchanges, which are essentially reactions and decisions in relationships. The two properties are self-interest and interdependence. They are the two fundamental interactions between two individuals who each have something of value to the other. When an individual is looking out for their own self-interest, they are looking out for their own economic and psychological needs which can result in things like greed and competition. However, self-interest is not seen as a negative thing; in fact, it can result in both parties achieving their own interests. Interdependence, on the other hand, is harder to study but it is the combination of the two using both their efforts to gain something. Interdependence has higher social implications. Homans, as the founder of the theory, had it say that the theory consists of a social exchange with rewards and costs between at least two people. Rewards are defined as objects that have a positive value and are sought out by individuals. Costs are defined as objects that have a negative value and are avoided by individuals. Rewards in regards to relationships are things like support, friendship, and acceptance, while costs are things like energy spent, time, and money. Essentially this theory states that every individual is trying to maximize their wins or their worth and end up with something that is more positive than negative. Worth equ...