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People are more likely to participate in work-related events that might cause positive and negative affective reactions. Prior research linked coworker friendship with incivility; however, few studies investigated negative workplace gossip. Simultaneously, linking coworker friendship with incivility through positive/negative affective responses is lacking. As such, this paper aims to examine this relationship via the dual mediation effect of positive and negative workplace gossip.

A total of 398 subordinates at family restaurants in Greater Cairo were surveyed, and data was analyzed using SmartPLS4.

Coworker friendship significantly influences coworker incivility via positive and negative workplace gossip and other underlying mechanisms.

Managers should take the initiative to decrease gossip by sharing information promptly and thoroughly and establishing effective channels for information exchange. In the case of an informal plan, restaurant managers may seek to create a welcoming and motivating corporate atmosphere and cultivate social ties among subordinates to prevent the creation of negative gossip. Restaurant managers should give victims of negative gossip timely psychological counseling.

This paper contributes to the restaurant literature on affective emotional responses to coworkers’ judgment-driven behavior from new perspectives.

This paper aims to clarify the influences of workplace friendship, psychological safety on employees’ innovative behavior and the moderated role of transformational leadership and face.

The current research proposes and tests a theoretic framework to explore the mechanism of workplace friendship in influencing employees’ innovative behavior. Based on a sample of 441 respondents from various Chinese companies, this paper used SPSS 22.0 and Amos 22.0 to examine the hypotheses.

Results indicate that workplace friendship positively related to innovative behavior and psychological safety functioned as a mediator between them. Moreover, it examines the moderating roles of transformational leadership and face. Transformational leadership and desire to gain face strengthen the relationship between psychological safety and employees’ innovative behavior but fear of losing face is negatively related to the strength of this relationship.

The current research is meaningful for managerial practice. Then, the theoretical framework will contribute to providing a new perspective for understanding complex friendship at studies thus explore its boundary conditions, which help to lead to desirable outcomes. Besides, the findings advance nascent theory on face under oriental culture background.

The purpose of this study is to empirically examine the cause–effect relationships between workplace friendship and knowledge-sharing behavior, from a static perspective. Furthermore, it investigates the bi-directional relationship between the increase in both workplace friendship and knowledge-sharing behavior over same time periods, and also endeavors to identify whether there is a significant negative lagged effect of the increase in both workplace friendship on knowledge-sharing behavior, and vice versa, across time from a dynamic perspective.

The study conducts a three-wave questionnaire survey to test the research model. A latent change score approach was used to test the direct relationship between changes in workplace friendship and changes in knowledge-sharing behavior.

The findings reveal that knowledge-sharing behavior fosters workplace friendship and workplace friendship promotes the emergence of knowledge-sharing behavior. An increase in workplace friendship promotes an increase in knowledge-sharing behavior over same time periods. However, an increase in workplace friendship will lead to a lagged decrease of knowledge-sharing behavior across time, and vice versa.

The time interval in this study is a little short to capture the full changes in workplace friendship. Some important control factors and mediating mechanisms are not included in the research model.

This study guides managers to focus on various motivators to better strengthen workplace friendship and knowledge-sharing behavior and to consider and effectively respond to the negative side of workplace friendship and knowledge-sharing behavior across time.

This study emphasizes the predictivity of one important interaction patterns, namely, knowledge-sharing behavior on friendship at the workplace, from a static perspective. This study also shows the benefits of an increase in workplace friendship for the development of knowledge-sharing behavior in the same time period. Furthermore, the study presents a counterintuitive finding when taking the lag effect into consideration in exploring the relationship between changes both in workplace friendship and knowledge-sharing behavior, and identifies a negative side of both when viewed over longer periods.

Underpinned by affective events theory (AET), this paper examines the effect of coworker friendship on coworker incivility in family-style restaurants. Furthermore, this paper seeks the mediation effect of positive workplace gossip.

Using a time-lagged approach, 83 headwaiters and 326 servers at family-style restaurants located in Port Said and Ismailia responded, and their responses were analyzed using AMOS v. 24.

Multigroup analysis findings proved that coworker friendship increased positive workplace gossip in favor of the server sample. At the same time, the latter decreased coworker incivility in favor of the headwaiter sample. Besides, positive workplace gossip partially mediated the coworker friendship–incivility association in favor of the server sample. Furthermore, incivility levels increase between married coworkers and their peers in favor of the server sample.

From the AET lens, this paper offers valuable insights into affective and emotional reactions to closest coworkers' judgmental behavior in the restaurant industry.

The purpose of this paper is to examine the relationship between gratitude and workplace friendship with affective well-being (AWB) at work amongst millennial employees. Specifically, it details the mediating effect of workplace friendship in explaining the linkages between gratitude and AWB at work.

This study used a sample of 272 millennial workers in this study. A survey invitation was sent out to all of the respondents through email. A 20-item job-related AWB (Van Katwyk et al., 2000) scale was used to measure AWB. Workplace friendship was measured using six-items of the workplace friendship scale (Nielsen et al., 2000) and gratitude was measured using McCullough et al.’s (2002) six-item gratitude questionnaire (GQ-6).

The study found that gratitude and workplace friendship enhanced workplace AWB among millennial workers. Workplace friendship functioned as a mediator, which delivered the effect from gratitude towards workplace AWB. Gratitude was found to positively predict workplace friendship and subsequently workplace friendship positively predicted workplace AWB.

Nurturing positive feelings at work through excellent psychosocial resources and healthy work friendships would improve millennial workers well-being. Henceforth, encouraging millennial employees to cultivate workplace friendships, can help the manager to enhance millennial employees’ feeling of belongingness, and thus, promote better AWB.

Investment on employee’s human capital and values can be valuable resources to increase millennial employees’ performance at work. Millennial workers are a unique generation that put emphasis on the subjective experience. Hence, capitalising on their subjective experience can be one of the keys to better increase their well-being and performance at work.

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 paper is to examine the relationship between job attributes, job position, and workplace friendship. This paper also attempts to expand the ontology of workplace friendship.

The independent variables consisted of five job attributes and a category recorded by anticipant's self‐response. The dependent variable is workplace friendship. The hierarchical polynomial regression is conducted to test the independent variables, dependent variable, and control variables. This paper adopts two‐way analysis of variance which is conducted to test the relationship between job attributes, job position, and workplace friendship to address the two research problems.

There are two research findings, first, within a particular job attribute, this paper shows that supervisors have better workplace friendship than subordinates. Second, this paper proves that with a particular job attribute, supervisors/subordinates from Taiwan have better workplace friendship than those from Mainland China.

In this paper, there are two research limitations. The first limitation is that the data are only collected from the eastern coastland of China. This means that the data may not be able to truly reflect the situation of every company in China. The second limitation is that the questionnaire is filled in by self‐reporting participants.

The development of workplace friendship is mainly based on the requirement of team work in an organization. The higher demand of team work corresponds to better development of workplace friendship. There are differences in workplace friendship in Taiwan and China due to different regional cultures and individual cognitions of job attributes which are eventually affected by individual and organizational elements.

The major contribution of this paper is that it expanded the ontology of workplace friendship. Furthermore, this paper verifies workplace friendship difference in an organization which is affected by different job positions and job attributes and also compares the nature of the relationship in Taiwan and Mainland China.

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.

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.

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.