The Negative Aspects of Social Exchange: An Introduction to Perceived Organizational Obstruction
The authors introduce the concept of perceived organizational obstruction (POO) to fill a theoretical gap in the social exchange literature. They draw on four different samples of employees working in various organizations to: (a) generate items to measure POO, (b) assess the psychometric properties...
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| Published in | Group & organization management Vol. 34; no. 6; pp. 665 - 697 |
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| Main Authors | , , |
| Format | Journal Article |
| Language | English |
| Published |
Los Angeles, CA
SAGE Publications
01.12.2009
SAGE PUBLICATIONS, INC |
| Subjects | |
| Online Access | Get full text |
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| Abstract | The authors introduce the concept of perceived organizational obstruction (POO) to fill a theoretical gap in the social exchange literature. They draw on four different samples of employees working in various organizations to: (a) generate items to measure POO, (b) assess the psychometric properties of the POO scale, (c) replicate the factor structure and other psychometric properties of the scale, (d) assess the discriminant validity with respect to existing measures of the employer—employee relationship, and (e) determine whether POO explains additional variance beyond existing constructs (perceived organizational support, psycholosgical contract breach, organizational politics, procedural justice, and organizational frustration) in the exit, voice, loyalty, and neglect framework. The results of this study indicate that the POO scale is internally consistent and unidimensional, demonstrates discriminant validity with respect to existing employer— employee relationship constructs, and explains additional variance in the exit, voice, loyalty, and neglect framework. |
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| AbstractList | The authors introduce the concept of perceived organizational obstruction (POO) to fill a theoretical gap in the social exchange literature. They draw on four different samples of employees working in various organizations to: (a) generate items to measure POO, (b) assess the psychometric properties of the POO scale, (c) replicate the factor structure and other psychometric properties of the scale, (d) assess the discriminant validity with respect to existing measures of the employer-employee relationship, and (e) determine whether POO explains additional variance beyond existing constructs (perceived organizational support, psycholosgical contract breach, organizational politics, procedural justice, and organizational frustration) in the exit, voice, loyalty, and neglect framework. The results of this study indicate that the POO scale is internally consistent and unidimensional, demonstrates discriminant validity with respect to existing employer-employee relationship constructs, and explains additional variance in the exit, voice, loyalty, and neglect framework. [PUBLICATION ABSTRACT] The authors introduce the concept of perceived organizational obstruction (POO) to fill a theoretical gap in the social exchange literature. They draw on four different samples of employees working in various organizations to: (a) generate items to measure POO, (b) assess the psychometric properties of the POO scale, (c) replicate the factor structure and other psychometric properties of the scale, (d) assess the discriminant validity with respect to existing measures of the employer-employee relationship, and (e) determine whether POO explains additional variance beyond existing constructs (perceived organizational support, psychological contract breach, organizational politics, procedural justice, and organizational frustration) in the exit, voice, loyalty, and neglect framework. The results of this study indicate that the POO scale is internally consistent and unidimensional, demonstrates discriminant validity with respect to existing employer-employee relationship constructs, and explains additional variance in the exit, voice, loyalty, and neglect framework. Reprinted by permission of Sage Publications Inc. The authors introduce the concept of perceived organizational obstruction (POO) to fill a theoretical gap in the social exchange literature. They draw on four different samples of employees working in various organizations to: (a) generate items to measure POO, (b) assess the psychometric properties of the POO scale, (c) replicate the factor structure and other psychometric properties of the scale, (d) assess the discriminant validity with respect to existing measures of the employer—employee relationship, and (e) determine whether POO explains additional variance beyond existing constructs (perceived organizational support, psycholosgical contract breach, organizational politics, procedural justice, and organizational frustration) in the exit, voice, loyalty, and neglect framework. The results of this study indicate that the POO scale is internally consistent and unidimensional, demonstrates discriminant validity with respect to existing employer— employee relationship constructs, and explains additional variance in the exit, voice, loyalty, and neglect framework. |
| Author | Gibney, Ray Masters, Marick F. Zagenczyk, Thomas J. |
| Author_xml | – sequence: 1 givenname: Ray surname: Gibney fullname: Gibney, Ray organization: The Pennsylvania State University at Harrisburg, Middletown, PA, USA – sequence: 2 givenname: Thomas J. surname: Zagenczyk fullname: Zagenczyk, Thomas J. organization: Clemson University, Clemson, SC, USA – sequence: 3 givenname: Marick F. surname: Masters fullname: Masters, Marick F. organization: Wayne State University, Detroit, MI, USA |
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| Keywords | social exchange perceived organizational support perceived organizational obstruction psychological contract breach negative reciprocity |
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| Snippet | The authors introduce the concept of perceived organizational obstruction (POO) to fill a theoretical gap in the social exchange literature. They draw on four... |
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| SubjectTerms | Employment Group dynamics Organizational behavior Organizational structure Perception Professional relationships Psychometrics Quantitative psychology Reciprocity Social exchange Studies Validity |
| Title | The Negative Aspects of Social Exchange: An Introduction to Perceived Organizational Obstruction |
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