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Title: Perceived exploitative employee-organisation relationships : a multi-study investigation of a new construct
Author: Livne-Ofer, Ephrat
ISNI:       0000 0004 5366 9664
Awarding Body: London School of Economics and Political Science (University of London)
Current Institution: London School of Economics and Political Science (University of London)
Date of Award: 2015
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The employee-organisation relationship (EOR) has received considerable attention in the organisational behaviour literature. This line of research has heavily emphasised positive relationships, or has examined negative events within an overall positive or neutral relationship. Influenced by the tenets of social exchange theory (Blau, 1964) and the norm of reciprocity (Gouldner, 1960), this strand of research assumes that positive and negative relationships are mirror opposites, rather than discrete forms of interaction. In an attempt to expand negative EOR research, this thesis focuses on exploitation, which has been under-researched in the organisational behaviour literature. This thesis presents a multi-study investigation of a new construct termed perceived exploitative employee-organisation relationships (PERs), employing five independent samples. First, a new measure was developed and evaluated using four samples. PERs were found to be distinct from related constructs, explaining additional variance in negative emotions above and beyond other established constructs. The new scale was then used to examine a hypothesised model of the antecedents and outcomes of such exploitative relationships in a longitudinal study of medical doctors in training. Findings indicate that an effort-reward imbalance which favours the organisation is a pre-condition for the development of PERs, supporting the distributive nature of this phenomenon. Contrary to expectations, however, abusive supervision was not found to predict exploitation perceptions among employees. PERs predicted several attitudinal and behavioural outcomes, and this relationship was partially mediated by the emotions of anger, hostility, shame and guilt. The findings appear to support a thesis of negative asymmetric relationships viewing negative and positive relationships as discrete phenomena that develop differently and have divergent impact on outcomes. The contributions and implications of this thesis as well as suggestions for future research are discussed.
Supervisor: Not available Sponsor: Not available
Qualification Name: Thesis (Ph.D.) Qualification Level: Doctoral
EThOS ID:  DOI: Not available
Keywords: HD28 Management. Industrial Management