介绍
亲社会行为
心理学
社会交换理论
背景(考古学)
集体主义
社会心理学
质量(理念)
员工敬业度
人力资源管理
公共关系
管理
护理部
个人主义
医学
古生物学
哲学
认识论
政治学
经济
生物
法学
作者
Viktoria Wieschollek,Katja Dlouhy
标识
DOI:10.1080/09585192.2022.2060714
摘要
Employee referral programs that encourage employees to refer individuals from their social network for positions in their organization are an increasingly important HR practice. Previous research has mostly conceptualized employee referrals as beneficial acts towards the organization and provided evidence on factors that influence the likelihood of making an employee referral, but has largely disregarded the referrals’ quality. Hence, previous findings on employee referrals might only apply to high quality referrals, but not to poor referrals, i.e. when employees knowingly refer candidates who are unmotivated or perform poorly. Building on social exchange theory, we therefore extend previous studies and focus on internal, prosocial, and external motives for employee referrals that can be conceptualized as counterproductive work behavior. We find a disturbingly high number of participants indicating that they would knowingly engage in a poor employee referral. In detail, we demonstrate that while affective organizational commitment is negatively related to the likelihood of making a poor employee referral, strong ties with the referral candidate and the presence of a monetary bonus are positively related. Furthermore, we investigate the cultural context of social exchange relationships; we find that in-group collectivism moderates the relationship between tie strength and the likelihood of poor referrals. Our study offers important implications for HR management theory and practice.
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