Obligation-based bribes in Vietnam: A view from the norm of reciprocity

Nguyen, Thang V.; Doan, Minh H.; Tran, Nhung H.

doi:10.1007/s10611-022-10017-2

Cited by 3 publications

(1 citation statement)

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“…Based on the norm of reciprocity, individuals tend to return favors and resources and repay a favorable treatment by their organizations in a quid-pro-quo manner (Cropanzano & Mitchell, 2005;Ding & Chang, 2020). In general, the norm of reciprocity is a universal principle that is pervasive across cultures (Luo, 2002;Nguyen et al, 2022) and hence, is also relevant in the Chinese context (Li et al, 2014;Wu et al, 2006). Indeed, "[r]eciprocity norms are highly developed in China" (Starr et al, 2020, p. 69) and, given that members of collectivistic cultures tend to take reciprocity norms more seriously than members of individualistic cultures, it can be expected that Chinese employees are especially likely to reciprocate to their employers (Ng & Feldman, 2015;.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

Internal CSR and blue-collar workers’ attitudes and behaviors in China: a combination of a cross-sectional study and a field experiment

et al. 2022

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While a positive relationship between corporate social responsibility (CSR) and employee outcomes has been widely researched, most studies have been conducted in a Western context and for white-collar employees. Thus, little is known about Chinese blue-collar workers’ reactions to CSR. In two studies, we investigated the outcomes of internal CSR for blue-collar workers in the Chinese manufacturing industry. In the cross-sectional study, we found that perceived internal CSR is positively related to job satisfaction, trust in management, and perceived supervisory support. To further disentangle cause-and-effect relationships, we conducted a field experiment. The results show that internal CSR information increases performance quantity and lowers complaints, but also lowers performance quality and does not affect workers’ voice behavior. Our results further reveal that workers’ attitudes toward ethics and social responsibility are an important moderator which strengthens some of the hypothesized effects.

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