In this article, we argue that changes in workplace characteristics over the last few decades may affect work relationships and call for adjustments in the traditional theoretical framework used to understand them. Since the last quarter of the 20th century, there have been theories regarding changes in labor relationships following technological, political, globalization, and economical changes. However, we examine the changes in light of psychological theories rather than labor or industrial approaches. We review four main areas where social exchange theory (SET) has been implemented, address recent changes that challenge the traditional SET perspective, and propose alternative models. We refer to these models as “hybrid” as they integrate traditional SET premises with new-era workplace characteristics. First, we describe several changes in workplace characteristics. Next, we review some of the most conventional applications of SET to work relationships. Finally, we critically examine whether this theory meets the requirements of work relationships in the new world of work and conclude by arguing that SET needs to be adjusted to reflect the assumption that frequent changes in employee and organizational characteristics in the new workplaces require similar frequent adjustments in exchange relationships.

中文翻译：

---

新时代的职场关系：社会交换理论仍然重要吗？

在本文中，我们认为过去几十年工作场所特征的变化可能会影响工作关系，并要求对用于理解它们的传统理论框架进行调整。自 20 世纪最后 25 年以来，关于随着技术、政治、全球化和经济变化而发生的劳资关系变化的理论一直存在。然而，我们根据心理学理论而不是劳动或工业方法来研究这些变化。我们回顾了实施社会交换理论 (SET) 的四个主要领域，解决了挑战传统 SET 观点的最新变化，并提出了替代模型。我们将这些模型称为“混合”模型，因为它们将传统的 SET 场所与新时代的工作场所特征相结合。第一的，我们描述了工作场所特征的几个变化。接下来，我们回顾一些最传统的 SET 在工作关系中的应用。最后，我们批判性地检验了这一理论是否满足新工作世界中工作关系的要求，并得出结论认为需要调整 SET 以反映新工作场所中员工和组织特征的频繁变化需要类似的频繁调整的假设在交换关系中。