On the Functioning of Reciprocity in Organizations: The Moderating Effects of Relationship Orientation and Power Distance

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Abstract

This study examined the moderating influences of 2 culture-related personality traits, relationship orientation and individual-level power distance, on the relations between reciprocity and work outcomes. Two hundred and 4 Chinese employees working in a foreign-invested organization (a company with ownership based in the United States) in Shanghai and their immediate supervisors participated in this study. Results supported the hypothesized moderating influences of relationship orientation and power distance on the relations between reciprocity and affective commitment and reciprocity and civic virtue behavior. These results highlighted the significant impact of these 2 traits on the functioning of reciprocity in organizations.

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