Content uploaded by Rachel Morrison
Author content
All content in this area was uploaded by Rachel Morrison on Jun 15, 2016
Content may be subject to copyright.
Informal relationships in the workplace: Associations with job satisfaction, organisational commitment and turnover intentions
Abstract
Informal relationships between people within organisations can potentially either hinder or facilitate organisational functioning. The presence of informal relationships at work and the degree of cohesiveness perceived by individuals was investigated in two studies. The association between relationship factors and organisational outcomes such as job satisfaction, turnover intentions and organisational commitment were assessed. Study 1: Employees of a large Auckland hospital (NZ) (n=124) were surveyed using a pen and paper questionnaire. Results were analysed using path analysis and indicated that cohesiveness and opportunities for friendships were related to increased job satisfaction; leading to increased organisational commitment and decreased turnover intentions. The actual prevalence of friendships was primarily related to decreased turnover intentions. Overall there was good support for the proposed model. Study 2: To address some of the limitations of Study 1 (primarily sample size and homogeneity) a second study was conducted using an Internet based questionnaire; accessed both from within NZ and worldwide. A diverse sample of employees responded (n=412). Structural equation modelling indicated further support for most aspects of the model, suggesting that the findings are generalisable and the model is robust.
... Workplace friendships are a positive factor for both individuals and organizations; they increase organizational citizenship behaviour (Chang / Wu /Mui / Lin 2018), innovation (Cao/Zhang 2020; Lu/Hafenbrack/Eastwick/Wang/Maddux/Galinsky 2017), job satisfaction (Mehmood et al. 2018;Riordan/Griffeth 1995), organizational commitment (Morrison 2005), job involvement (Riordan/Griffeth 1995), well-being (Craig/Kuykendall 2019), and perceived organizational politics (Yen/Chen/Yen 2009). Moreover, they boost task performance at the individual, group, and organizational level (Pillemer/Rothbard 2018), while reducing the level of turnover intention (Morrison 2005) and absenteeism (Berman et al. 2002). ...
... Workplace friendships are a positive factor for both individuals and organizations; they increase organizational citizenship behaviour (Chang / Wu /Mui / Lin 2018), innovation (Cao/Zhang 2020; Lu/Hafenbrack/Eastwick/Wang/Maddux/Galinsky 2017), job satisfaction (Mehmood et al. 2018;Riordan/Griffeth 1995), organizational commitment (Morrison 2005), job involvement (Riordan/Griffeth 1995), well-being (Craig/Kuykendall 2019), and perceived organizational politics (Yen/Chen/Yen 2009). Moreover, they boost task performance at the individual, group, and organizational level (Pillemer/Rothbard 2018), while reducing the level of turnover intention (Morrison 2005) and absenteeism (Berman et al. 2002). ...
... Through the lens of social psychology, individuals sharing intimacy and holding similar self-concepts are more likely to become friends (Morrison 2005). Workplace friendship provides self-worth, self-esteem (Abugre 2017), emotional support (Rueger et al. 2010), a sense of belonging, and identity (Morrison 2002). ...
Drawing on theory of reasoned action and identity theory, we examined the mediating effect of workplace friendship on the association between relational job crafting and the intention to stay. The hypotheses were tested by analysing the data collected from 228 participants. We found positive and significant relationships between the intention to stay and relational job crafting, as well as with workplace friendship. Furthermore, a positive and significant relationship between relational job crafting and workplace friendship was found. The results also indicate that workplace friendship has a partial mediating effect on the relationship between relational job crafting and the intention to stay.
... As the findings of previous research reveal, those with an orientation to the need of belonging tend to establish more close relationships (Pillow et al., 2015) and findings of various studies reveal that many people stay because of their workplace friendships (e.g., Asgharian et al., 2013;Morrison, 2004) and attachments they have to their community . In this respect, the following hypothesis is proposed. ...
... The findings also suggest that workplace friendship has a moderating effect on the relationship between sense of belonging and intention to leave. It is consistent with the findings of the study of Morrison (2004), who theorized that workplace friendship has a negative relationship with turnover, and also with the findings of the studies of Ozbek (2018) which reveal that workplace friendships decrease turnover intention, Riordan and Griffeth (1995) which indicate that employees' perceptions of friendship opportunities in the workplace have direct effects on intention to turnover and Asgharian et al.'s (2013) study findings where respondents indicated that they would consider leaving the organization if they no longer had friendships in the workplace and added that they have stayed at their jobs longer than anticipated due to the friendships they have made with the other employees. ...
... This is surprising because of the overwhelming evidence of a positive relationship between the quality of collegial relationships and meaningful work. Collegial relationships are a determining factor for job satisfaction, organizational commitment, well-being, and flourishing (Colbert, Bono, and Purvanova 2016;Morrison 2002;Morrison 2004). A philosophical inquiry into the nature and value of remote collegial relationships is therefore necessary if we want to determine the value of remote work overall. ...
Philosophers have not paid much attention to the impact of remote work on the nature of work and the workplace. The overall aim of this paper is to contribute to further debate over the value of remote work by focusing on one important dimension of it – the effect on collegial relationships.
I distinguish two types of collegial relationships. On the one hand, there are what I call “Kantian collegial relationships”, which have been outlined in a recent account by Betzler & Löschke. These are colleagues who acknowledge and respect each other as equals, and provide relationship goods in a fair and distributive manner. On the other hand, there are what I call “collegial friendships”. In contrast to Kantian colleagues, collegial friends are emotionally supportive and show appreciation for each other for who they are, not just because they are equals. Both types of collegial relationship must be taken into consideration if we want to fully understand why we value our colleagues.
I then show that there are reasons to believe that remote work will have a chilling effect on collegial friendships. Remote workers must interact online, which undermines forms of self-disclosure that are necessary for intimate relationships to form, like collegial friendship. Conversely, I suggest that remote work, for exactly the same reasons, will have a positive effect on Kantian collegial relationships. The proliferation of remote work forces us to consider whether this tradeoff is acceptable.
... Lopes Morrison (2005), menambahkan bahwa kelompok informal muncul sebagai reaksi dari kebutuhan orang-orang yang membentuk kelompok tersebut. Akibatnya, mereka tidak memiliki seperangkat tujuan yang ditentukan dengan jelas dan juga tidak ada definisi institusional dan posisi kekuasaan. ...
Buku ini terdiri dari 14 Bab didesain untuk menggambarkan bagaimana
sebuah organisasi dapat terus bergerak menuju tujuannya sebagai entitas
pembuat keputusan, dan berfokus pada faktor manusia dan psikologis
yang mengontrol perilaku organisasi, daripada aspek yang lebih
operasional.
Daftar 14 BAB, sebagai berikut:
Bab 1 Teori dan Sejarah Organisasi
Bab 2 Konsep Dasar Teori dan Perilaku Organisasi
Bab 3 Perilaku Individu dan Pengaruhnya terhadap Organisasi
Bab 4 Perilaku Kelompok dan Pengaruhnya Terhadap Organisasi
Bab 5 Struktur dan Desain Organisasi
Bab 6 Kepemimpinan
Bab 7 Desain Organisasi dan Delegasi Wewenang
Bab 8 Pengembangan Organisasi
Bab 9 Motivasi dan Hubungannya dengan Perilaku Organisasi
Bab 10 Komunikasi dan Pengambilan Keputusan
Bab 11 Manajemen Konflik
Bab 12 Imbalan
Bab 13 Karier
Bab 14 Stress
... Nielsen et al., 2000). The basic objective of relationships in the workplace is to provide support between individuals and to promote emotional and relational wellbeing (Morrison & Cooper-Thomas, 2016;Morrison, 2004) stated that friendship in the workplace is colored by relationships and comprises of four characteristics, namely voluntary, informality, communal, and socio-emotional norms (Pillemer & Rothbard, 2018). The development of friendships at work is well known and prevalent among employees in various types of organizations (Bridge & Baxter, 1992). ...
Employees spend a huge time of their lives at work. As a result, friendships are often formed between individuals in the workplace. Workplace friendship is a fundamental value of human nature. Forming friendships in the workplace is vital to increase satisfaction and engagement at work. The present study proposes and tests a theoretical framework to explore the workplace friendship mechanisms and their impact on the innovative behavior of employees in the Omani service sector, and to clarify the mediating role of psychological safety. The data was gathered from the employees of private service sector in Oman. An online questionnaire form was distributed to the participants and 405 valid questionnaires were analyzed by SmartPLS software using structural equation modeling. The results indicated that workplace friendship aspects namely, friendship opportunity and friendship prevalence positively affected innovative behavior. Furthermore, friendship prevalence was positively correlated in relation to psychological safety. However, psychological safety did not have a mediating role between workplace friendship and innovative behavior. The findings are meaningful for the academic research and also give some practical suggestions for managers from a new viewpoint for the evaluation of workplace friendship in the context of the service sector, in order to achieve psychological safety, and to promote the innovative behavior of employees in this sector.
... These results are partially in line with the results of this study. Employees who have a negative perception of workplace friendship or social relations with coworkers, on the other hand, exhibit higher turnover behavior (Morrison, 2004). ...
Research on organizational commitment has demonstrated that lower commitment to organization among employees is a crucial problem. Low levels of commitment continue to be the problem of education sector as well. In addition to the individual factors, commitment level of teacher differs according to the quality of their relationships between principals and how they evaluate their profession. This study examines how work meaningfulness and leader member exchange affect organizational commitment and considers teachers’ perceived work meaningfulness and leader member exchange levels as predictors of organizational commitment. It was conducted using quantitative method and designed in the relational survey model. Data was obtained through surveys. According to the aims of the study, “Leader-Member Exchange Scale”, “Work Meaningfulness Scale" and “Organizational Commitment Scale” were used to collect the data. The universe of our study consists of teachers working in primary schools in Kırıkkale. Convenience sampling method was used for this study.346 teachers participated in our research and the results revealed in this study showed that both work meaningfulness and leader member exchange associated positively with organizational commitment. Work meaningfulness and leader member exchange predicted organizational commitment. However, not all sub dimensions of organizational commitment related with work meaningfulness and its sub-dimensions. This study clarifies the role of meaningfulness and leader member exchange perceived by employees on organizational commitment. According to the results of the study, policymakers, practioners and education administrators might devise strategies helping to enhance teachers’ organizational commitment, as well as investigate how other perceptions of teachers are affected.
- Dr. Ranit Kishore Dean Management Tula’s Institute Dehradun
- Dr. Sushil Kumar Gupta Assistant Professor School of Management (UG), Dr. Vishwanath Karad MIT World Peace University, Pune
- Dr. A. Govindarajan Associate Professor K.L Business School Koneru Lakshmanaiah Educational Foundation Guntur Andhra Pradesh
The aim of the current study is to investigate the perception of employees for their work engagement and its role in their turnover intentions, in the hospitality industry in the Northern region of India. The three drivers of employee engagement have been used viz., Cognitive INTERNATIONAL JOURNAL OF SPECIAL EDUCATION Vol.37, No.3, 2022-16442-Engagement, Behavioural Engagement and Emotional engagement to find out their effect on turnover intentions of employees. The hospitality frontline employees are chosen as participants in the study working in different segments in the hospitality industry including hotels/lodging, restaurants, events, and retail. The study suggested that there is significant impact of Employee engagement on the turnover intentions of people at work in the hospitality sector. Also, there is negative impact of Cognitive Engagement, Behavioural Engagement and Emotional on their willingness to shift their jobs. The suggestions and recommendations to reduce turnover intentions and retain the employees are given in the end of the paper.
- Dr. Ranit Kishore Dean Management Tula’s Institute Dehradun
- Dr Kavita Khadse
- Dr. Sushil Kumar Gupta Assistant Professor School of Management (UG), Dr. Vishwanath Karad MIT World Peace University, Pune
- Dr. A. Govindarajan Associate Professor K.L Business School Koneru Lakshmanaiah Educational Foundation Guntur Andhra Pradesh
Globally and in South Africa turnover has been identified as a major challenge in organisations. An examination of the literature revealed that perceived organisational support (POS) and organisational commitment can significantly influence an employee’s turnover intention. The literature also showed that when employees perceive that they are being supported by their employers they reciprocate positively and commit to organisational imperatives because they feel appreciated. As a result, organisational efficiency and employee performance is enhanced and turnover is decreased. However, little attention has been directed at examining POS and organisational commitment on turnover intention in the cash industry in South Africa. This privation of literature was found even though employee retention is a critical challenge in the cash industry in South Africa.
A quantitative research design was employed to investigate this phenomenon. By drawing a convenience sample, data was collected using three questionnaires together with a biographical inquiry form. Descriptive statistics were used to analyse the data. Furthermore, exploratory factor analyses were performed to identify and highlight poor items in the three questionnaires and test for uni-dimensionality of the three scales and their subscales. Correlational analysis
was used to determine if there are relationships between the various variables and lastly, regression was performed to identify what impact the variables have on one another. The contribution of the study can ensure the retention of staff in this dangerous working environment.
The research findings of this report reveal that a statistically significant relationship is present between perceived organisational support and turnover intentions amongst employees. In addition, the results reveal a negative statistically significant relationship between organisational commitment, namely the three dimensions (affective, continuance and normative commitment) and turnover intentions. Furthermore, an inverse statistically significant relationship between perceived organisational support and organisational commitment, namely the three dimensions (affective, continuous and normative commitment)
was discovered. The use of regression analysis found perceived organisational support to be the stronger predictor of turnover intentions, making a statistically significant and unique contribution to turnover intention. Included in the research finding was the exploration of the dimensions of organisational commitment and turnover intentions – both affective and normative commitment were discovered to be the strong predictors of turnover intentions.
In order to deeply analyze the way and effect of informal group factors in workplace on the safety behavior of grassroots employees, a conceptual model of the informal group factors influencing the safety behavior of grassroots employees is constructed through theoretical and literature analysis, and the model and hypotheses are empirically tested by structural equation model. The research results show that informal group factors not only influence employee safety behavior directly, but also influence employee safety behavior indirectly through some factors of extra-role safety behavior of co-workers. Besides, extra-role safety behavior of workers plays a partially mediating role between group cohesion, group infectivity and employee safety behaviors. Meanwhile, group pressure plays a significant role in moderating the relationship between the demonstration effect of co-workers and the employees’ safety behavior.
This study examined the association between psychological climate and the types of communication relationships employees form with their peers. 194 teachers completed a questionnaire measuring psychological climate. They also reported their proportions of information, collegial and special peer relationships. Perceptions of the organization's climate were associated with the types of communication relationships employees form with their peers. These associations were moderated, in part, by gender, suggesting that men and women differ significantly in the ways they approach friendships at work. Implications of these findings are discussed.
This research examines gender differences in personal characteristics, work experiences, work attitudes, and professional commitment for a group of young (age < 45) dentists. While males and females had similar work attitudes, they differed in work experience -males worked more hours, saw more patients, and earned higher incomes. Males had higher scores on affective and behavioral professional commitment measures than did females, but the gender difference was significant only for behavioral commitment. For both females and males, affective professional commitment was related positively to job satisfaction, office cohesion, having young children, and negatively related to stress. The relationship between owning the practice and affective professional commitment was greater for men than women, whereas the relationship between the proportion of office staff who are close friends and affective professional commitment was greater for women than men. For males, behavioral commitment was related positively to being married, being a specialist, working more hours, having higher income and belonging to the professional association. For females, behavioral commitment was related positively to job involvement, office cohesion, and the number of days worked each week. Results suggest that affiliation is related more closely to professional commitment among females, while practice control and productivity are related more closely to professional commitment among males.
The study attempts to relate the organizational commitment of lower-level employees to organizational effectiveness in organizations offering bus services. Organizational commitment was found to be associated with organizational adaptability, turnover, and tardiness rate, but not with operating costs or absenteeism. Two subscales were constructed to measure value commitment and commitment to stay in the organization. Few significant differences were found between the subscales, as they relate to various indicators of organizational effectiveness, and the overall pattern suggested the need to avoid simplistic assumptions about the impact of commitment on organizationally relevant behavior.
Studied changes across time in measures of organizational commitment and job satisfaction as each related to subsequent turnover among 60 recently employed psychiatric technician trainees. A longitudinal study across a 101/2-mo period was conducted, with attitude measures (Organizational Commitment Questionnaire and Job Descriptive Index) collected at 4 points in time. Results of a discriminant analysis indicate that significant relationships existed between certain attitudes held by employees and turnover. Relationships between attitudes and turnover were found in the last 2 time periods only, suggesting that such relationships are strongest at points in time closest to when an individual leaves the organization. Organizational commitment discriminated better between stayers and leavers than did the various components of job satisfaction. (36 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
In light of the increase in the number and rigor of studies on adult friendship and the tendency of kin and neighbor relationships to have become more structurally similar to friendship, this is a crucial juncture at which to pause and assess what we know and do not know about adult friendship, to begin a needed theoretical synthesis, to identify gaps in the literature and to produce guidelines for future research. The purpose of this article is to present an integrative conceptual framework, incorporating both sociological and psychological perspectives, for use in these endeavors. The framework posits that the social structural and psychological aspects of individual characteristics operate together to shape behavioral motifs which, in turn, influence friendship patterns (dyadic and network structure and phases). Furthermore, dyadic and network structure and phases affect one another through interactive friendship processes. The elements of this integrative framework and the relationships among them vary by structural and cultural context.
The study examines the relationship between quality of a friendship at work and job satisfaction. Faculty and staff (N = 722) at two universities completed measures of the qualities of their best friendship at work and of job satisfaction. Multiple regressions for faculty and staff and for subjects whose best friend was a peer, supervisor or subordinate revealed that the quality of one's best friendship in the workplace is predictive of job satisfaction. A negative aspect of friendship, maintenance difficulty, was related to lower satisfaction for staff (but not faculty) and for workers whose best friend at work was a peer or supervisor. Wishing to spend free time with a best friend at work (voluntary interdependence) and an exchange orientation toward the friend were also negatively related to aspects of job satisfaction. The relationships between feelings about one's best friend at work and feelings about one's job are discussed.
Research on gender and friendship has yielded a modal pattern of differences between women and men that is impressively robust. However, these differences are reported in ways that are sometimes misleading and often exaggerated, and that generally leave the impression of greater within-gender uniformity than is actually the case. In sum, the importance of gender differences in friendship is overemphasized. The present paper addresses some possible meanings of `importance' as applied to social research. It is intended to be a reminder of some widely acknowledged but easily overlooked points of interpretation concerning the kinds of data with which relationship researchers usually deal. Specific issues are the tendency to reify statistical significance, to overlook within-group variability, and to disregard the implications of gender as a subject variable. Moderation in interpreting and reporting differences and healthy skepticism are offered as simple hedges against exaggerating the importance of gender differences in friendship.