Workplace relationships are critical to how work gets done in organizations. While current research gives rigorous theoretical and empirical insights regarding workplace relationships, or what are often known as social networks, there is only limited details of the practical applications of workplace relations. This edited collection provides readers with cutting edge theoretical and practical insights from the latest research at the intersection between social networks and workplace relationships.
This volume has a dual focus. First it examines the outcomes of workplace relationships, such as individual performance and how social network relationships affect attitudes and behaviours. Second, it examines how workplace relationships are formed and their implications with regard to friendship, trust and collegiality.
Drawing on innovative research on social networks, the authors examine the importance of workplace relationships across a broad selection of institutional settings. Featuring practical applied examples, this collection brings together insights from leading scholars in a practical and accessible format for academics and students.
Author(s): Alexandra Gerbasi, Cécile Emery, Andrew Parker
Publisher: Palgrave Macmillan
Year: 2023
Language: English
Pages: 445
City: Cham
Acknowledgments
Contents
Editors and Contributors
About the Editors
Contributors
List of Figures
List of Tables
Introduction
Why Do Workplace Relationships Matter?
Defining Networks of Workplace Relationships
Theories of Workplace Relationships
Network Practice
Bringing Theory and Practice Together
Networks and Individual Performance
The Effect of Network Relationships on Attitudes and Behaviors
Knowledge Relationships in Organizations
Friendship and Trust in Organizations
References
The Effect of Network Relationships on Individual Performance in Organizations
Unpacking the Link Between Intrinsic Motivational Orientation and Innovative Performance: A Social Network Perspective
Introduction
Theory and Hypotheses
Intrinsic Motivational Orientation and Advice Network Centrality
Network Centrality and Innovative Performance
Data and Methods
Research Settings
Measures
Results
Hypotheses Test
Discussion
Limitations
Contributions
Practical and Managerial Implications
Conclusion
References
Brokering One’s Way to Trust and Success: Trust, Helping, and Network Brokerage in Organizations
Introduction
Theoretical Foundations
Social Networks, Brokerage, and Trust
Effects of Brokerage on Helping, Trust, and Performance
How Might Individuals High in Brokerage Obtain Performance Benefits via Trust?
Methods and Results
Study 1: Nutek (a Pseudonym)
Study 2: InfoTec (a Pseudonym)
Discussion
Research Contributions and Implications
Study Limitations and Directions for Future Research
Implications for Practice
Conclusion
References
Women Alone in the Middle: Gender Differences in the Occupation and Leverage of Social Network Brokerage Roles
Introduction
Women and Brokerage
Structural Constraints
Gender Role Expectations
Gendered Socio-Emotional Experience
Practical Applications
Raise Awareness
Action Steps
Intentional Network Development
Strategies for Coping with Backlash and Distress
Structured Opportunities
Conclusion
References
The Effect of Network Relationships on Individual Attitudes and Behaviors
Satisfied in the Outgroup: How Co-Worker Relational Energy Compensates for Low-Quality Relationships with Managers
Introduction
Theory
Leader-Member Exchange & Job Satisfaction
The Mediating Role of Relational Energy
The Moderating Role of Co-Worker Relational Energy
Method
Participants and Procedure
Measures
Lmx
Relational Energy
Job Satisfaction
Control Variables
Results
Discussion
Limitations
Future Directions
Individual and Organizational Strategies to Promote Relational Energy
Check-In: Conduct Relational Energy Audits
Search for Relational Energy: Expand Your Network
Construct a Relational Energy Battery: Create a Positive High-Energy Climate
Recharge Leader’s Energy Batteries
Conclusion
References
Structural Embeddedness and Organizational Change: The Role of Workplace Relations and the Uptake of New Practices
Introduction
Perspectives on Embeddedness
Study Context
Method and Data
Data Collection
Exponential Random Graph Models (ERGM)
Estimation Procedure
Dependent Variable
Network Effects Variables
Actor Effects Variables
Results
Descriptive Results
Exponential Random Graph Models (EGRMs) Results
Closure Effects
Bridging Effects
Actor-Relation Effects
Discussion
Conclusion
References
Business Before Pleasure? Bringing Pleasure Back into Workplace Relationships
Introduction
A Brief Review of the Pleasures of Work and Workplace Relationships
Philosophical Roots in Hedonism
Pleasure and Pain
Pleasure at Work
The Important Role of Workplace Relationships
Practical Implications: How to Facilitate Different Forms of Pleasure at Work
Creating an Aesthetic Environment
Getting Back to Water Cooler Talks
Engaging in Passion Projects
Discussion and Conclusion
Epilog
To the Readers
References
Knowledge Relationships in Organizations
Multiple Identities and Multiple Relationships: An Exploratory Study of Freelancers’ Knowledge-Seeking Behavior
Introduction
Theoretical Background
Freelancers and Multiple Jobholding
Freelancers’ Identity
Empirical Setting
Variables and Measures
Results
Discussion and Practical Implications
References
In the Mind of the Beholder: Perceptual (Mis)alignment About Dyadic Knowledge Transfer in Organizations
Introduction
Perceptions of Dyadic Knowledge Transfer
The Perceptual Process of Knowledge Transfer Experiences
Partners’ Mutual Familiarity and Dyadic Knowledge Transfer Perceptions
Methods
Participants and Procedure
Measures
Data Analyses
Results
Descriptive Statistics
Hypotheses Testing
Statistical Modelling of Different Misalignment Types
Discussion
Theoretical Contributions and Implications
Limitations and Future Research
Implications for Practice
References
Networks, Knowledge, and Rivalry: The Effect of Performance and Co-Location on Perceptions of Knowledge Sharing
Introduction
Theory and Hypotheses
Competition and Rivalry
High-Performance and Perceptions of Unwillingness to Share Knowledge
Rivalry in Dyads: High-Performance Dyads and Perceptions of Unwillingness to Share Knowledge
Co-Located Dyadic Rivalry and Unwillingness to Share Knowledge
Method
Data
Measures
Data Analysis
Results
Discussion
Theoretical Implications
Limitations
Managerial Implications
Conclusion
References
Friendship and Trust in Organizations
Workplace Friendships: Antecedents, Consequences, and New Challenges for Employees and Organizations
Introduction
What Are Workplace Friendships?
Antecedents of Workplace Friendships
The Development of Workplace Friendships
Dyadic Antecedents of Workplace Friendships
Antecedents of Individuals’ Position in Workplace Friendship Networks
Contextual Influences on Workplace Friendships
Group/Team Factors
Organization Factors
Cultural and Wider Contextual Factors
Antecedents of Multiplex Workplace Friendships
The Development of Multiplex Workplace Friendships
The Structure of Multiplex Workplace Friendships
Virtuality and Multiplex Friendships
Future Research Directions on the Antecedents of Workplace Friendships
Consequences of Workplace Friendships
Individual-Level Consequences
Perceptions and Attitudes
Performance
Behavior
Dyadic and Group-Level Consequences
Organization-Level Consequences
Consequences of Multiplex Workplace Friendships
Future Research Directions on the Consequences of Workplace Friendships
Practical Implications of Workplace Friendships
Practical Recommendations as Discussed in the Literature
Workplace Friendships in a Virtual World
Workplace Friendships and Inequality
Workplace Friendships and the Melding of Professional and Private Life
Conclusion
References
Friendship at Work: Inside the Black Box of Homophily
Introduction
Methods
Site
Data
Measures
Friendship
Perceived Similarity
Perceived Dissimilarity
Self-monitoring
Personality Difference
Gender Similarity
Rank Similarity
Control Variables
Workflow
Analysis
Results
Discussion
Implications for Theory and Future Research
Managerial Implications
Conclusion
References
A Network Perspective on Interpersonal Trust Dynamics
Introduction
Key Concepts
Network Embeddedness
Trust Dynamics
Methodology
Results
Trust Formation
Relational Embeddedness and Trust Formation
Structural Embeddedness and Trust Formation
Trust Decay
Trust Repair
Discussion and Conclusion
Future Research Agenda
A Network Perspective
A Dynamic Perspective
Organizational Context
Mixed Methods
Limitations
Practical Implications
Contributions
References
