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Despite the importance of knowledge sharing (KS), organizations find it difficult to motivate their employees to share their knowledge with co-workers. Based on a combination of the group value model and the socialization resources theory (SRT), this study is, therefore, an endeavor to contribute to the understanding of how organizations can develop efficacious tacit knowledge sharing (TKS)-strategies by harnessing insights from the impact of respectful engagement (RE) and workplace friendship (i.e. friendship opportunity and friendship prevalence).

Group value model and SRT are used to develop a new pathway to TKS which focuses on how RE among employees contributes to the development of workplace friendship which in turn facilitates TKS. Self-reported data were collected online from 593 employees working in various organizational sectors. Hypotheses were tested with structural equation modeling (SEM).

The results suggest that RE is an essential precursor of TKS, having both direct positive relationship with TKS and partial indirect positive relationship through friendship opportunity and friendship prevalence. RE was also positively related to the two facets of workplace friendship (i.e. friendship opportunity and friendship prevalence). Both friendship opportunity and friendship prevalence were positively related to TKS.

These findings underscore the importance of implementing initiatives that support positive interrelations characterized by respect at work in order to promote TKS.

By linking RE to TKS, this study adds new insight to the relational basis of sharing personal asset/resource as tacit knowledge. The inclusion of mediation path helps in shedding light and opening up a black box of RE-TKS interface.

This study aims to reveal the positive effects of workplace fun forms on employee positive affect state and workplace well-being. This study also aims to examine workplace friendship opportunity and workplace friendship prevalence in the context of fun events and workplace well-being.

The research model developed and tested with responses from 1,000 thousand Indian frontline employees of five-star hotels who have worked in the hospitality industry for at least two years and who have been exposed to fun committees at their workplace.

This study revealed that workplace fun forms are the main causes of employee positive affective reactions, and they have positive effects on frontline employees' positive affect. The study also found that fun activities, customer interaction with fun and manager support for fun as workplace events are strong proximal causes for forming positive affect when they have workplace friendship opportunity. Coworker socialization can induce employee positive affect in the workplace, even without the moderating effect of workplace friendship opportunity. Additionally, the positive effect of positive affect was found to be significant on workplace well-being.

Hospitality management is required to foster fun culture with fun activities, coworker socialization, manager support for fun and customer interaction with fun that enhance employee affective reactions to uplift employee positive affect state. This study also presents more interesting practical implications for practitioners and managers.

This study empirically tested deferential workplace fun forms on positive affect, and study provides novel insights into positive affect and workplace well-being. Four mediation mechanisms examined on fun forms and workplace well-being. Four moderating roles of workplace friendship opportunity tested on positive affect and fun events. Workplace friendship prevalence moderation on positive affect and workplace well-being helped to understand employee cognitive mechanism.

The purpose of this article is to advance the understanding of expatriates' psychological attachment toward both their parent company and its foreign subsidiary by highlighting how workplace friendships enhance the process of adjustment for expatriates and how these effects on adjustment subsequently translate into expatriates' dual commitment.

Hypotheses were tested using a sample of 187 expatriates, working in managerial positions, in subsidiaries of multinational corporations, all of whom were assigned expatriates. Serial multiple indirect effects were tested.

The results indicated that the relationship between workplace friendships and interaction adjustment was supported, but the relationship between workplace friendships and work adjustment was not supported. The serial indirect effects of international adjustment and work adjustment on the relationship between interaction adjustment and expatriates' dual commitment were supported.

This study seeks to fill a gap in the research literature on expatriates by focusing on the issue of workplace friendships and expatriates' dual commitment. The findings help bolster the literature on relational schemas in that expatriates' workplace friendships establish scripts for expatriates' expected outlines of adjustment in work domains. This study also provides insights relevant to the literature on social interaction and adjustment, as the findings support our theory that expatriate commitment is not directly contingent on workplace friendships but rather on the mediating roles of both interaction adjustment and work adjustment.

We explore the role of workplace friendships as a lens for understanding the emotional element and relational context for personal engagement (Kahn, 1990). The review of engagement theory differentiates personal engagement, recognizing the role of emotions play in enabling individuals’ “preferred selves.” Workplace relationships and friendship provide a conceptual discussion of individuals in social and workplace roles in engagement, drawing on friendship, emotion, attachment theories, particularly Kahn’s work. A case study drawn from recent research illustrates our discussion before concluding with ideas for the development of a future research agenda in answer to recent calls for work on the social context of engagement.

The purpose is to examine the cross-level relationship between workplace fun and informal learning with workplace friendship as a mediator and team climate as a moderator.

Adopting a two-wave survey procedure, data were collected from 251 employees working across 45 teams of a leading heat transfer manufacturer in Asia. Hierarchical linear modeling was used to test our hypothesized cross-level moderated mediation model.

Out of the three forms of workplace fun, only two – manager support for fun and coworker socializing – supported our hypotheses. Therefore, not all types of workplace fun are equal and one of the key factors through which fun influences informal learning is by maintaining harmonious interpersonal interactions and high relationship quality in teams.

Based on social interdependence theory, this study uncovers the cross-level mechanism of how workplace fun affects informal learning. The findings extend existing research on workplace fun by focusing on not only individual factors but also interpersonal and contextual elements. The findings also provide practical implications for managers to understand the possible impact of workplace fun on employees' informal learning.

The purpose of this study is to explore workplace friendship in hospitality organizations and to develop an appropriate scale that combines qualitative and quantitative methods.

A mixed-methods design was selected to capitalize on the strength of both qualitative and quantitative approaches to reveal robust findings. First, in-depth interviews were carried out to determine the forms of workplace friendship. Second, an instrument was developed on the basis of the interviews, and 6 factors were extracted from exploratory factor analysis with 507 Samples-1. Third, confirmatory factor analysis with 507 Samples-2 was performed to identify the validity of the workplace friendship scale.

A 65-item, six-factor workplace friendship scale was developed. The six dimensions are trustworthiness, competency, having someone’s back, value-life interest similarity, caring personal relationships and socio-cultural similarity.

The sampling approach may limit the generalizability of the study findings as the data were collected from Turkish employees in Turkey. Cultural differences in individual relations may affect individual approaches to workplace friendship. Therefore, future cross-cultural research with samples from different populations and workplaces would be useful to explore similarities and differences with the findings of this study and to better understand the intricate structure of friendship.

This study contributes a reliable and valid measurement scale to address workplace friendship hospitality organizations.

The purpose of this study was to investigate the moderating effects of organizational justice and workplace friendship on the relationship between workplace bullying and hotel employees’ well-being.

The research sample included 310 entry-level employees of international tourism hotels in Taiwan. This study adopted hierarchical regression for data analysis.

The study found that workplace bullying negatively impacted on hotel employees’ well-being. Organizational justice and workplace friendship had significantly positive effects on hotel employees’ well-being. Compared with workplace friendship, organizational justice had a significant moderating effect on the relationship between workplace bullying and hotel employees’ well-being.

In the research fields of hospitality, past studies failed to use organizational justice and workplace friendship to moderate the relationship between workplace bullying and hotel employees’ well-being. This study confirmed that organizational justice could effectively buffer the negative effect of workplace bullying on hotel employees’ well-being.

This study aims to investigate whether a team of females negotiates differently than a team of males, and whether (workplace) friendship moderates the relationship between single-gender team composition and negotiation outcomes.

The authors used two laboratory studies and paired 216 MBA students into single-gender teams of friends and non-friends, and then engaged them in several dyadic multi-issue negotiations.

The results show that on average, male teams of non-friends reached significantly better outcomes than female teams of non-friends. However, and interestingly, female teams of friends perform equally to male teams of friends.

The authors contribute both to the negotiations and the workplace friendship literature because very little research has examined negotiation among friends at work and in particular team negotiations. In addition, the authors also contribute to the literature on gender differences in negotiations because existing research has rarely examined the differences between all-male and all-female teams and especially the relationship between same-sex teams and their effects on negotiation outcomes.

This research has clear implications to managers with regard to team composition. Specifically, a winning all-female team should not be changed!

This is the first study to examine the relationship between workplace friendship, gender and negotiation outcomes.

The purpose of this paper is twofold: first, to investigate the relationship between office redesign and employee productivity; and second to highlight the impact of privacy on work productivity across different generations.

This study examines open-office policy more comprehensively by integrating socio-behavioral and physical aspects of the office, and by using a mixed-method approach that incorporates most significant change, factor analysis and hierarchical regression analysis. Using a census method, the respondents were all consultants and trainers in an educational institution who were experiencing office design changes from a combi, cellular-like office to a more open, non-territorial office.

Three variables emerged as impacts of office redesign perceived by respondents: friendship, collaboration and privacy. Collaboration and privacy exert a positive influence on work productivity, while friendship does not. The relationship between privacy and work productivity is stronger for the Generation Y than for senior employees, namely, the Baby Boomers and Generation X.

This study examines the impacts of office redesign in one organization. Future studies should advance the findings by empirically testing the theoretical model in broader contexts. Future studies could also enrich the literature by bringing cultural aspects into the discussion and comparing Asian-based and European or Western-based findings.

For Gen Y employees who prefer freedom, mobility and flexibility to personalization in their workplace, the open office could be a better solution for organizations that aim for both work productivity and efficiency.

This study provides an empirical value by using a mixed method of qualitative and quantitative research. This study further contrasts the different perspectives of an office redesign between younger and older generations.

The purpose of this paper is to explore student perceptions of job characteristics of their internships – and to explore the relationship between these job characteristics and overall satisfaction with their retail merchandising internship experiences in terms of contribution toward career development.

Three internship site categories were identified: stores, corporate settings, and other types. Students completed surveys after their internship experiences.

There were significant differences observed between site types and overall satisfaction with internships. Desire to recommend to others, variety of tasks, repetition of duties, similarity of activities, pay, opportunities for networking with others, extent of dealing with other people, and extent of receiving information from supervisors were different among sites. Information and feedback from supervisors, variety of activities, closure with tasks, clear results of tasks, autonomy, and networking opportunities were related to internship satisfaction.

The study is limited to US companies and focuses on retail merchandising internships, so results may not be generalizable in other settings.

Retailers may use this information to enhance the structure and tasks associated with their internships. Students and professors may use this information as academic internships are sought.

This paper provides a comprehensive look at job characteristics as they related to satisfaction in an internship environment and offers insight to companies who offer internships as well as students who seek them.