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Article
Publication date: 5 December 2018

Guglielmo Faldetta

The purpose of this paper is to show that indebtedness can have a positive meaning for people who are embedded in social relationships in organizations if it is meant in the light…

250

Abstract

Purpose

The purpose of this paper is to show that indebtedness can have a positive meaning for people who are embedded in social relationships in organizations if it is meant in the light of the notion of gratitude, gift-giving and generalized reciprocity.

Design/methodology/approach

The study reviews the literature on the common notion of indebtedness and integrates it with the literature on gratitude, gift-giving and generalized reciprocity.

Findings

The study reveals that through the notion of gratitude, gift-giving and generalized reciprocity people may conceive their indebtedness as gratitude for having received something, so triggering giving behaviors that does not necessarily aim to repay the debt, but to develop and feed their social relationships.

Originality/value

In the past indebtedness has been conceived as a negative feeling. This study reveals that it may have also a bright side when it is applied to people in flesh and bones, as they are immersed in good quality social relationships.

Details

Society and Business Review, vol. 15 no. 1
Type: Research Article
ISSN: 1746-5680

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Article
Publication date: 13 October 2017

Lamberto Zollo, Guglielmo Faldetta, Massimiliano Matteo Pellegrini and Cristiano Ciappei

The purpose of this paper is to investigate, through the lens of the gift-giving theory, volunteers’ motivations for intending to stay with organizations.

1071

Abstract

Purpose

The purpose of this paper is to investigate, through the lens of the gift-giving theory, volunteers’ motivations for intending to stay with organizations.

Design/methodology/approach

Data were collected from 379 volunteers from 30 charitable organizations operating in Italy’s socio-healthcare service sector. Bootstrapped mediation analysis was used to test the hypothesized relationships.

Findings

Volunteers’ reciprocal attitudes and gift-giving intentions partially mediated the relationship between motives and intentions to stay.

Practical implications

Policy makers of charitable organizations are advised to be more responsive to behavioral signals revealing volunteers’ motivations, attitudes, and intentions. Managers should appropriately align organizational responsiveness with volunteers’ commitment through gift-giving exchange systems.

Originality/value

The findings reveal that reciprocity and gift giving are significant organizational variables greatly influencing volunteers’ intentions to stay with organizations. Signaling theory is used to explain how volunteers’ attitudes are linked with organizational responsiveness. Furthermore, this study is the first to use an Italian setting to consider motives, reciprocity, and gift giving as they relate to intentions to stay.

Details

Journal of Managerial Psychology, vol. 32 no. 7
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 21 November 2016

Guglielmo Faldetta and Carmelo Provenzano

The main purpose of this paper is to analyze what happens to a business model when the governance of the focal organization changes, particularly when it has to re-shape its…

5136

Abstract

Purpose

The main purpose of this paper is to analyze what happens to a business model when the governance of the focal organization changes, particularly when it has to re-shape its transactional network.

Design/methodology/approach

The paper reviews literature on governance structure of criminal organizations and uses two case studies to show two different approaches in re-shaping the business transactional network after the seizure from Mafia organization.

Findings

The paper finds three different approaches about governance structure in criminal organizations and describes what happens to a business model when the governance of the focal organization changes as is the case of the seizure and confiscation of Mafia businesses. The paper shows that when a judicial administrator is able to effectively build a new transactional network, the business he manages can survive and can also give good performance.

Research limitations/implications

The paper provides two business cases, but this is not enough to give empirical evidence; this could be provided through other case studies or through quantitative methods using surveys or data provided by the Italian courts.

Practical implications

The paper has some potential managerial implications, in particular for the judicial administrator. He should encourage the construction of a new transactional network, first analyzing the existing network, going deeply into the content and the motivators of the relationships with the stakeholders, and deciding if such relationships can be re-formulated or must be left.

Originality/value

The originality of the paper is that it analyzes criminal organizations using well-known approaches, applying them to the case of seized and confiscated business.

Details

Measuring Business Excellence, vol. 20 no. 4
Type: Research Article
ISSN: 1368-3047

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Article
Publication date: 3 December 2020

Guglielmo Faldetta

This study aims to explore the process that, from abusive supervision, leads to the different kinds of workplace deviant behaviors, using the norm of negative reciprocity as the…

875

Abstract

Purpose

This study aims to explore the process that, from abusive supervision, leads to the different kinds of workplace deviant behaviors, using the norm of negative reciprocity as the main mechanism that can trigger this process.

Design/methodology/approach

This study is based on a literature review from organizational behavior and reciprocity fields and builds a theoretical model on the relationship between abusive supervision and workplace deviance within organizations.

Findings

This study develops a theoretical model where abusive supervision causes a feeling of injustice, which can motivate employees to seek revenge in the form of workplace deviant behaviors. Moreover, negative direct balanced reciprocity will moderate the relationship between the desire for revenge and minor interpersonal workplace deviance; negative direct non-balanced reciprocity will moderate the relationship between the desire for revenge and severe interpersonal workplace deviance; negative generalized balanced reciprocity will moderate the relationship between the desire for revenge and minor organizational workplace deviance; negative generalized non-balanced reciprocity will moderate the relationship between the desire for revenge and severe organizational workplace deviance.

Originality/value

Previous studies have used negative reciprocity as a moderator, but for the first time, it is split in direct and generalized and in balanced and non-balanced. In particular, when direct negative reciprocity is present, the revenge will take the form of interpersonal workplace deviance; when generalized negative reciprocity is present, the revenge will take the form of organizational workplace deviance. On the other side, when balanced reciprocity is present, revenge will take the form of minor workplace deviance, while when non-balanced reciprocity is present, revenge will take the form of severe workplace deviance.

Details

International Journal of Organizational Analysis, vol. 29 no. 4
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 23 July 2021

Lamberto Zollo, Guglielmo Faldetta, Massimiliano Matteo Pellegrini and Cristiano Ciappei

Management scholars investigated the motivational aspects of volunteers, mainly focusing on their positive reciprocity – individuals feel obligated to reciprocate whenever they…

376

Abstract

Purpose

Management scholars investigated the motivational aspects of volunteers, mainly focusing on their positive reciprocity – individuals feel obligated to reciprocate whenever they receive benefits from others – but neglected the possible role of negative reciprocity, the tendency to retaliate in case of mistreatments. Based on motivational functions theory and the norm of reciprocity, this paper proposes a framework assessing other-oriented and self-oriented motives as the main antecedents of volunteers’ intention to stay in non-profit organizations (NPOs).

Design/methodology/approach

Covariance-based structural equation modeling (CB-SEM) and the PROCESS macro were used to empirically validate and test the hypothesized conceptual model on a sample of 379 volunteers actively involved in Italian NPOs.

Findings

Positive reciprocity partially mediated the relationships between volunteers’ other-oriented motives and self-oriented motives and their intention to stay. Instead, negative reciprocity fully mediated the relationship between self-oriented motives and intention to stay but not the relationship between other-oriented motives and intention to stay.

Practical implications

Managers and marketers of NPOs should pay more attention to volunteers’ attitudinal and behavioral signals to encourage within-organization positive reciprocal attitudes and discourage negative reciprocal attitudes. This represents a strategic lever to prevent volunteers from quitting the organization – which is one of the most critical challenges for NPOs’ management – and improve their intention to stay.

Originality/value

This is one of the first studies that simultaneously investigate the mediating role of both positive and negative reciprocity of volunteers actively involved in NPOs. Moreover, the constructs of other-oriented and self-oriented motivations are statistically validated as two separate psychological dimensions impacting on volunteers’ turnover. Finally, the study has been conducted in the Region of Tuscany (Italy) which, despite its centuries-old tradition of volunteerism, has received scant attention by non-profit scholars.

Details

Management Decision, vol. 60 no. 6
Type: Research Article
ISSN: 0025-1747

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Article
Publication date: 15 November 2022

Deborah Gervasi, Guglielmo Faldetta and Lamberto Zollo

The present work investigates the micro-mechanisms underlying the link between psychological contract violation (PCV) and incivility in women employees. Building on social…

338

Abstract

Purpose

The present work investigates the micro-mechanisms underlying the link between psychological contract violation (PCV) and incivility in women employees. Building on social exchange theory (SET) and the norm of reciprocity, the authors utilized a multi-dimensional variable, labeled “Aggressive Reciprocal Attitude” (ARA), composed of three sub-constructs, namely anger, hostility and negative reciprocity, to explain negative women's uncivil behaviors. Further, the effect of conscientiousness is hypothesized to restrain the mechanism of ARA.

Design/methodology/approach

Confirmatory Factor Analysis (CFA) and Covariance-based Structural Equation Modeling (CB-SEM) were used on a sample of 194 women from 4 different organizations to empirically validate the proposed conceptual model and test the hypothesized relationships.

Findings

Women's ARA is shown as a partial mediator of the relationship between PCV and incivility. Conscientiousness significantly moderates the link between ARA and incivility.

Practical implications

Managers should avoid stereotyping women as more compliant and submissive. Based on women's tendency to reciprocate negatively, this study’s findings suggest that reducing the negative reciprocity attitude is advisable by demonstrating that negative responses are an unsuccessful strategy and encouraging other forms of reaction.

Originality/value

By introducing the negative reciprocity attitude in the construction of the variable ARA, the authors overcome the contradiction between the social role theory, according to which women avoid unsociable behaviors, and studies demonstrating a remarkable presence of conflicts among women.

Details

International Journal of Manpower, vol. 44 no. 4
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 7 March 2022

Deborah Gervasi, Guglielmo Faldetta, Lamberto Zollo and Sara Lombardi

Pervasive and rampant workplace incivility effects have called for more studies on antecedents and possible deterrents of the onset of negative organizational behaviors. Based on…

589

Abstract

Purpose

Pervasive and rampant workplace incivility effects have called for more studies on antecedents and possible deterrents of the onset of negative organizational behaviors. Based on social exchange theory (SET), this study proposes a framework investigating the underlying mechanisms of team–member exchange (TMX) on instigated incivility.

Design/methodology/approach

The hypothesized model explores the combined effect of interventions on teams and organizational levels. Indeed, the personal norm of negative reciprocity (PNR) and the psychological contract violation (PCV) are hypothesized as mediating variables of such a relationship. The model is empirically tested using covariance-based structural equation modeling (CB-SEM) on a sample of 330 employees of organizations with a team-based design. PNR and PCV resulted as a full mediating variable of the relationship between TMX and instigated incivility.

Findings

Findings suggest that, by encouraging high-quality TMX, human resource (HR) managers could reduce employees’ willingness to instigate incivility toward colleagues other than team members. However, focusing only on TMX may be insufficient because of the role played by individual attitudes and organizational levers such as PNR and PCV.

Originality/value

The authors enrich current works on incivility by analyzing the role of positive sentiments in minimizing deviant behaviors. Further, the authors investigate negative organizational phenomena through a positive lens and contribute to building a more comprehensive understanding of the factors that might produce uncivil behaviors.

Details

Management Decision, vol. 60 no. 11
Type: Research Article
ISSN: 0025-1747

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Article
Publication date: 14 March 2016

Guglielmo Faldetta

This article aims to analyze, from a theoretical point of view, if organizational caring and organizational justice are compatible and complementary. It proposes a link between…

1365

Abstract

Purpose

This article aims to analyze, from a theoretical point of view, if organizational caring and organizational justice are compatible and complementary. It proposes a link between justice and care, expanding the common notions of organizational justice, to find a relational concept of organizational justice that can lead to organizational caring.

Design/methodology/approach

The article reviews the literature on the common notions of organizational justice. To find a relational concept of justice, it refers to Lévinas’ thoughts. Therefore, it develops two complementary approaches to organizational caring and analyzes their practical implications.

Findings

The article shows that the relational approach based on the logic of gift and on a Lévinasian concept of organizational justice can constitute the ethical basis, which will most likely lead to the creation of a caring organization.

Research limitations/implications

The article is a starting point of a conceptual path that should be directed toward the theoretical and practical use of an approach about organizational caring based on the logic of gift. It is necessary to support the theoretical considerations with future empirical investigation showing the possibility of practical applications of the concept analyzed.

Practical implications

The main implication for organization theory is the possibility to propose organizational caring through the logic of gift and Lévinasian ethics as a new approach in managing relationships in the organizational context.

Originality/value

In the past, organizational justice has been analyzed as a way to an end and not as an end in itself. This concept of justice can make it difficult to find a link with organizational caring, unless it is based on organizational rules and norms. In this paper, the author proposes another concept of organizational justice rooted on philosophical basis, which can lead to a more effective approach to organizational caring.

Details

International Journal of Organizational Analysis, vol. 24 no. 1
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 14 June 2011

Guglielmo Faldetta and Sergio Paternostro

This paper aims to conceptualize business relationships so as to include in these dimensions of both gift and gratuity, to develop the concept of “bonding value”, and to offer…

823

Abstract

Purpose

This paper aims to conceptualize business relationships so as to include in these dimensions of both gift and gratuity, to develop the concept of “bonding value”, and to offer some ideas for the use of this within firms.

Design/methodology/approach

The paper analyses the concept of “bonding value”, distinguishing it from the concepts of “exchange value” and “use value” that are normally used in business, and attempts to investigate its practical implications.

Findings

The paper shows how evaluating both the relationships within the organization and between firm and stakeholders in terms of “bonding value” can have effects on the economic, organizational and social aspects of a firm's activities.

Research limitations/implications

The paper is a starting point of a possible conceptual path that should be directed toward the theoretical and practical use of “bonding value” in business. It is necessary to support the theoretical considerations with future empirical investigation showing the possibility of practical applications of the concept analysed.

Practical implications

The main implication for business management is the possibility to propose “bonding value” and “gift logic” as new parameters in assessing whether or not a firm has achieved its institutional purposes.

Originality/value

In the past, “bonding value” has been studied mainly from a philosophical and sociological point of view. In this article we try to begin to address this issue specifically from a perspective of business management.

Details

Journal of Management Development, vol. 30 no. 6
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 14 June 2011

Domènec Melé and Carlos J. Sanchez‐Runde

The purpose of this paper is to introduce the special issue and to point at how much in the current economic and social crisis has to do with having lost an integrative, holistic…

1440

Abstract

Purpose

The purpose of this paper is to introduce the special issue and to point at how much in the current economic and social crisis has to do with having lost an integrative, holistic and humanistic approach to management and organizations.

Design/methodology/approach

Following a brief introduction of the current context, this piece summarizes the main points of the six papers selected for inclusion in this special issue. These papers were selected from among the more than 80 presented at an International Symposium on Ethics, Business and Society hosted by IESE Business School in Barcelona in May 2010.

Findings

The main contributions from the papers in this special issue include conceptual elaborations on the conditions for work, that is, meaningful, holistic management delivered through management education programs, the interface between ethical values/responsibility and firm strategy, corporate community involvement, gift and gratuity dimensions of organizational analysis, and developing trust through a dialogue between management, on the one hand, and ethics and the social sciences, on the other.

Originality/value

This paper points at new avenues to address the main management challenges that managers confront in today's social and economic crisis

Details

Journal of Management Development, vol. 30 no. 6
Type: Research Article
ISSN: 0262-1711

Keywords

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