How and why non-balanced reciprocity differently influence employees' compliance behavior: The mediating role of thriving and the moderating roles of perceived cognitive capabilities of artificial intelligence and conscientiousness

Nan Zhu; Yuxin Liu; Jianwei Zhang; Jia Liu; Jun Li; Shuai Wang; Habib Gul

doi:10.3389/fpsyg.2022.1029081

How and why non-balanced reciprocity differently influence employees' compliance behavior: The mediating role of thriving and the moderating roles of perceived cognitive capabilities of artificial intelligence and conscientiousness

Front Psychol. 2022 Oct 20:13:1029081. doi: 10.3389/fpsyg.2022.1029081. eCollection 2022.

Authors

Nan Zhu¹, Yuxin Liu², Jianwei Zhang³, Jia Liu², Jun Li¹, Shuai Wang⁴, Habib Gul⁵

Affiliations

¹ School of Business Administration, Fujian Jiangxia University, Fuzhou, China.
² Business School, University of International Business and Economics, Beijing, China.
³ Beijing Institute of Technology, Beijing, China.
⁴ Shandong Women's University, Jinan, China.
⁵ Kardan University, Kabul, Afghanistan.

Abstract

Previous studies have paid more attention to the impact of non-balanced reciprocity in the organization on employees' behaviors and outcomes, and have expected that the reciprocity norm could improve employees' compliance behavior. However, there are two distinct types of non-balanced reciprocity, and whether generalized reciprocity affects employees' compliance behavior rather than negative reciprocity and its mechanisms has not been further explored so far. Building on the social exchange theory and cognitive appraisal theory, we established and examined a model in a scenario-based experiment across a two-stage survey of 316 participants. In this article, we propose that generalized reciprocity (relative to negative reciprocity) positively influences employees' compliance behavior, and thriving at work mediates its relationship. Furthermore, we argue that the positive association between generalized reciprocity and thriving at work is moderated by the perceived cognitive capabilities of artificial intelligence (AI). This association is amplified for people high in the perceived cognitive capabilities of AI. We also propose that the positive association between thriving at work and compliance behavior is moderated by conscientiousness, such that the association is amplified for people high in conscientiousness. These findings have theoretical and practical implications.

Keywords: conscientiousness; generalized reciprocity; negative reciprocity; perceived cognitive capabilities of artificial intelligence; thriving at work.