Title
Reciprocity In Manager-Subordinate Relationships: Components, Configurations, And Outcomes
Abstract
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.
Publication Date
1-1-2003
Publication Title
Journal of Management
Volume
29
Issue
4
Number of Pages
511-532
Document Type
Article
Personal Identifier
scopus
DOI Link
https://doi.org/10.1016/S0149-2063_03_00023-0
Copyright Status
Unknown
Socpus ID
0038608795 (Scopus)
Source API URL
https://api.elsevier.com/content/abstract/scopus_id/0038608795
STARS Citation
Uhl-Bien, Mary and Maslyn, John M., "Reciprocity In Manager-Subordinate Relationships: Components, Configurations, And Outcomes" (2003). Scopus Export 2000s. 2163.
https://stars.library.ucf.edu/scopus2000/2163