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Article
Publication date: 23 June 2022

Mianlin Deng, Xiujun Li, Feng Wang and Wendian Shi

Previous research has demonstrated that affirming an individual’s self-worth in intrinsic, stable aspects (e.g. personal attributes) enhances their pro-relationship

Abstract

Purpose

Previous research has demonstrated that affirming an individual’s self-worth in intrinsic, stable aspects (e.g. personal attributes) enhances their pro-relationship tendencies, as compared to affirming extrinsic aspects of the individual (e.g. performance). This is especially so among people in certain dissatisfying relationships (e.g. romantic relationships). Extending this finding to organizational contexts, the purpose of this study is to investigate the effects of affirmation type (intrinsic vs extrinsic affirmations) on responses to workplace offenses among employees with high versus low job satisfaction.

Design/methodology/approach

Studies 1 (N = 224) and 2 (N = 358) examined the effects of intrinsic versus extrinsic affirmations on responses to hypothetical and real workplace offenses. Furthermore, to compare the effects of intrinsic and extrinsic affirmations to the baseline level, Study 3 (N = 441) added a control condition and examined the effects of affirmation type (intrinsic vs extrinsic vs control) on responses to workplace offenses.

Findings

For employees with low (but not high) job satisfaction, (1) intrinsic (vs extrinsic) affirmations promoted more prosocial responses (forgiveness and reconciliation) to workplace offenses; (2) although not as effective as intrinsic affirmations, extrinsic affirmations (vs baseline) also triggered prosocial intentions toward workplace offenses.

Originality/value

First, the study enriches the literature on workplace offenses by focusing on an individual-level factor – self-worth – that can be intervened (e.g. affirming one’s self-worth) by organizations and managers so as to promote prosocial responses to workplace offenses. Second, the study expands the scope of the self-affirmation theory in organizational contexts by examining the effectiveness of intrinsic and extrinsic affirmations in coping with workplace offenses. Third, practically speaking, the study provides a brief intervention (the writing task of describing an intrinsic or extrinsic affirmation experience) that can boost pro-relationships in the workplace.

Details

International Journal of Conflict Management, vol. 33 no. 5
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 11 April 2016

Brad Shuck, Jesse Owen, Megan Manthos, Kelley Quirk and Galena Rhoades

The purpose of this paper is to examine the relation between employee engagement, decisions to be in a relationship with a co-worker, and commitment uncertainty in a…

2208

Abstract

Purpose

The purpose of this paper is to examine the relation between employee engagement, decisions to be in a relationship with a co-worker, and commitment uncertainty in a sample of adults who identified they were currently working with their romantic partner.

Design/methodology/approach

Because workplace romance can be a taboo topic among working adults, we recruited participants anonymously from online social media websites (n=68). The use of non-experimental design limits the ability to draw causal references in relation to the variables of interest.

Findings

Participants who reported they were motivated to be in a romantic relationship with a co-worker to increase status also reported lower levels of engagement, even after controlling for other relationship (e.g. relationship adjustment) and workplace variables (e.g. intent to turnover).

Practical implications

Romantic relationships within the workplace will most certainly transpire yet the topic remains underexplored in the management literature. This work provides scholars and practitioners insight into the psychological mechanisms that influence workplace relationships and more, explores how relationships between co-workers impact performance variables such as employee engagement.

Originality/value

This is the first study to examine the influence of workplace romantic relationships in the context of employee engagement. Moreover, this is one of only a handful of studies that has documented the empirical linkage between workplace relationships and performance variables.

Details

Journal of Management Development, vol. 35 no. 3
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 2 August 2022

Hsien-Ta Li

Guided by the job demands-resources model, this study aims to investigate the underlying mediation mechanisms through which vertical relationship conflict between…

Abstract

Purpose

Guided by the job demands-resources model, this study aims to investigate the underlying mediation mechanisms through which vertical relationship conflict between employees and their supervisors and horizontal relationship conflict between employees and their colleagues escalate into work disengagement. It proposes exhaustion and workplace social isolation as the mediators and explores the relative importance of vertical and horizontal relationship conflicts in influencing work disengagement through the distinct impacts of the mediators.

Design/methodology/approach

Data collected from a three-wave study of 181 online-questionnaire respondents are used to test the research model using partial least squares structural equation modeling.

Findings

Vertical relationship conflict has an indirect effect on work disengagement via exhaustion, whereas horizontal relationship conflict has an indirect effect on work disengagement via workplace social isolation. Compared with horizontal relationship conflict, vertical relationship conflict exerts a stronger effect on work disengagement.

Originality/value

This study addresses a void in the literature on relationship conflict by investigating work disengagement from the perspective of both vertical and horizontal relationship conflict as well as from the perspective of both strain- and resource-centric mediators (i.e. exhaustion and workplace social isolation, respectively), providing a comparatively detailed analysis.

Details

International Journal of Conflict Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1044-4068

Keywords

Book part
Publication date: 20 March 2007

Martin J. Lecker

This paper examines the corporate policies on workplace relationships in the insurance industry. It consists of identifying whether the 48 insurance companies found in the…

Abstract

This paper examines the corporate policies on workplace relationships in the insurance industry. It consists of identifying whether the 48 insurance companies found in the Fortune 500 have any policies that restrict employees from dating each other within their organization and if so, what were these restrictions. In addition, 235 employees in the insurance field were surveyed to determine their perceptions of the positive and/or negative effects of romantic relationships had in their workplace environment. These results were examined from a Platonic perspective with a recommendation for a code of ethics developed from policies existing in other insurance companies and suggested by the current literature.

Details

Insurance Ethics for a More Ethical World
Type: Book
ISBN: 978-1-84950-431-7

Article
Publication date: 9 March 2021

Frank Joseph Cavico and Bahaudin Ghulam Mujtaba

The advent of the #MeToo movement has brought forth increased national and global attention to sexual assault, abuse, misconduct, discrimination and harassment in the…

1627

Abstract

Purpose

The advent of the #MeToo movement has brought forth increased national and global attention to sexual assault, abuse, misconduct, discrimination and harassment in the workplace, especially by prominent executives against subordinate female employees. Accordingly, in this article, we are thoroughly analyzing one aspect of office romance and sexual conduct in the workplace, mainly sexual favoritism in the era of the #MeToo movement.

Design/methodology/approach

This is a legal and case-based human resource policies paper. It reviews actual workplace romance cases, policies and court-based decisions to create practical recommendations that can be used by managers, entrepreneurs and corporations for their organizations. One delimitation of this paper is the fact that it focuses on the US context. Another is that, while organizational behavior researchers have empirically studied various workplace romance policies and practices, the paper is a case-by-case analysis of sexual favoritism. “Specifically, the legal research for this article was conducted on the law database, Nexis Uni Legal, in the Cases (both federal and state) and Law Reviews and Journals sub-databases, using the direct key words in quotations “workplace romance,” “office romance,” “sexual favoritism,” and/or “paramour preference,” as well as the indirect key words “appearance discrimination, “preferring the pretty,” and/or “lookism.” As the authors' intent was to examine the legal and practical consequences emanating from the #MeToo Movement, the authors concentrated their search on cases and law reviews from 2012 to February 2021.

Findings

Research shows that about 35–42% of women have experienced some form of sexual harassment or sex discrimination at work. Many of the high-profile sexual cases that generated the #MeToo movement involved powerful executives asserting that their romantic relationships with subordinates in the workplace were “merely” consensual office romance or sexual favoritism. As a result of the #MeToo movement, employers have been compelled to reconsider how they should respond to sexual discrimination, sexual harassment, office romance and sexual favoritism in the workplace. This article offers best practices for policymakers and human resources professionals.

Research limitations/implications

This article's recommendations are limited to workplaces in the US and may not be relevant in other countries as the local laws might vary.

Practical implications

There are policy and behavioral implications for companies, managers and employees regarding workplace romance and sexual favoritism. As such, we provide policy recommendations to human resources department and management on how to provide a healthy work environment for all employees and avoid liability for sexual harassment cases pursuant to Title VII of the Civil Rights Act.

Social implications

The awareness of policies and laws regulating office romance can help educate managers and employees in local communities as to their rights regarding relationships with coworkers and those who report to them. When people are able to date whomever they desire outside of the workplace, employers can regulate some aspects of sexual relationships in the workplace.

Originality/value

This is an original paper by the authors.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 40 no. 6
Type: Research Article
ISSN: 2040-7149

Keywords

Abstract

Details

Contesting Institutional Hegemony in Today’s Business Schools
Type: Book
ISBN: 978-1-78635-341-2

Article
Publication date: 10 April 2018

Arpana Rai and Upasna A. Agarwal

During the past 26 years, there has been a phenomenal growth in the literature on workplace bullying. The purpose of this paper is to review and synthesize the extant…

2532

Abstract

Purpose

During the past 26 years, there has been a phenomenal growth in the literature on workplace bullying. The purpose of this paper is to review and synthesize the extant empirical studies on underlying and intervening mechanisms in antecedents–bullying and bullying–outcomes relationships.

Design/methodology/approach

In total, 53 studies on mediators and moderators in antecedents–bullying and bullying–outcomes relationships (2001-2016) were selected from academic databases (Google Scholar, Research Gate, Emerald Insight, Science Direct, etc.)

Findings

The review suggests that while a reasonable number of studies examine the role of mediators and moderators in bullying–outcomes relationships, such efforts are meager in antecedents–bullying relationships. The paper concludes by proposing some potential variables that can explain the underlying mechanisms in the bullying phenomenon and alleviate/aggravate the antecedents–bullying–outcomes relationships.

Originality/value

To the best of authors’ knowledge, this is the first review on mediators and moderators of workplace bullying.

Details

Management Research Review, vol. 41 no. 7
Type: Research Article
ISSN: 2040-8269

Keywords

Book part
Publication date: 30 June 2004

Belle Rose Ragins

Lesbian, gay and bisexual (LGB) employees constitute one of the largest, but least studied, minority groups in the workforce. This article examines what we know, and what…

Abstract

Lesbian, gay and bisexual (LGB) employees constitute one of the largest, but least studied, minority groups in the workforce. This article examines what we know, and what we need to know, about the career and workplace experiences of this understudied population. The construct of sexual identity is defined, followed by a review of the research on sexual orientation in the workplace. Then an analysis of the differences between LGB employees and other stigmatized groups is presented. Three unique challenges facing LGB employees are identified, and conceptual models are developed that explain underlying processes. Finally, career theories are critically analyzed, and an identity-based longitudinal theory of LGB careers is presented.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-76231-103-3

Article
Publication date: 5 February 2018

Arpana Rai and Upasna A. Agarwal

The purpose of this paper is to examine the effects of workplace bullying on employee silence (defensive, relational, and ineffectual silence), and to test the mediating…

7370

Abstract

Purpose

The purpose of this paper is to examine the effects of workplace bullying on employee silence (defensive, relational, and ineffectual silence), and to test the mediating role of psychological contract violation (PCV) in this relationship and the extent to which the mediation is moderated by workplace friendship.

Design/methodology/approach

Data were collected from 835 full-time Indian managerial employees working in different Indian organizations.

Findings

Results revealed that workplace bullying positively correlated with silence (defensive, relational, and ineffectual silence). The hypothesized moderated mediation condition was supported as results suggest that PCV mediated the bullying-silence relationship and workplace friendship moderated this mediating pathway, i.e. indirect effects of workplace bullying on employee silence via PCV were weaker for employees with high workplace friendship.

Research limitations/implications

A cross-sectional design, use of self-reported questionnaires, and gender-blind perspective to examine bullying are few limitations of this study.

Practical implications

This is the first study examining employee silence in response to workplace bullying and one of the few attempts to examine employees’ passive coping strategies in response to workplace mistreatment. This study is also one of the rare attempts to examine bullying-outcomes relationship in the Indian context.

Social implications

A well-formulated and effectively implemented anti-bullying policy and management support may encourage employees to combat bullying by raising their voices against it.

Originality/value

This is the first study examining employee silence in response to workplace bullying. This study is also one of the rare attempts to examine bullying-outcomes relationship in the Indian context.

Book part
Publication date: 13 July 2017

Richard McBain and Ann Parkinson

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…

Abstract

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.

Details

Emotions and Identity
Type: Book
ISBN: 978-1-78714-438-5

Keywords

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