Mentoring, Networks, and Leadership

2021 ◽  
pp. 69-96
Keyword(s):  
Special Kind ◽  
Work Relationships ◽  
Asian Women ◽  
Workplace Relationships ◽  
Career Experiences ◽  
Organizational Relationships ◽  
Direct Reports ◽  
Professional Outcomes ◽  
Workplace Friendships ◽  
Work Relationship

Relationships of many kinds exist within organizations. They can be related to reporting structures, such as those with supervisors and direct reports, or they can result from work overlaps, such as relationships with co-workers in the department or colleagues on committees. Mentorship is a special kind of work relationship that is often tied to professional outcomes. Workplace friendships, both deep and casual, that cut across structural boundaries are not uncommon. These workplace relationships vary widely in terms of the benefits that accrue from them as well as the effort required in maintaining them. At the same time, managing work relationships has a critical impact on career experiences and career progress. In this chapter, the authors discuss research on various types of organizational relationships and their implications for Asian women.

scholarly journals Performance, Stress, and Attitudinal Outcomes of Perceptions of Others’ Entitlement Behavior: Supervisor–Subordinate Work Relationship Quality as Moderator in Two Samples

2017 ◽  
Vol 43 (1) ◽  
pp. 101-137 ◽  
Author(s):  
Kaylee J. Hackney ◽  
Liam P. Maher ◽  
Shanna R. Daniels ◽  
Wayne A. Hochwarter ◽  
Gerald R. Ferris
Keyword(s):  
Relationship Quality ◽  
Social Exchange ◽  
Work Relationships ◽  
Citizenship Behavior ◽  
Job Tension ◽  
The Social ◽  
Two Samples ◽  
Member Exchange ◽  
Work Relationship ◽  
Future Work

Supervisor–subordinate work relationships are based on a series of potentially fluctuating resource allocation episodes. Building on this reality, we hypothesized in the present research that supervisor–subordinate work relationship quality will neutralize the negative attitudinal and behavioral strain effects associated with perceptions of others’ entitlement behavior. We draw upon the transactional theory of stress, and the social exchange and support features of leader–member exchange theory, to explain our expected neutralizing effects on job tension, job satisfaction, and contextual performance/citizenship behavior. Results supported study hypotheses in Sample 1. Findings were replicated in Sample 2 and extended by also demonstrating the interaction effect on task performance. Contributions to theory and research, strengths and limitations, directions for future work, and practical implications are discussed.

Workplace friendships while teleworking during COVID-19: Experiences of social workers in Australia

2021 ◽  
pp. 002087282110587
Author(s):  
Trevor G Gates ◽  
Bindi Bennett ◽  
Raj Yadav
Keyword(s):  
Service Delivery ◽  
Social Workers ◽  
Social Service ◽  
Small Scale ◽  
Workplace Relationships ◽  
Workplace Friendship ◽  
Social Service Delivery ◽  
Workplace Friendships ◽  
The Impact

COVID-19 has shifted Australia’s social service delivery. Understanding the impact on workplace relationships is key. This article used a small-scale sample of social workers ( N = 37) to explore workplace friendship experiences while teleworking. Participants reported opportunities for friendships during COVID-19 but reported ongoing personal and professional concerns.

The Influence of Life Stage on Father-Son Work Relationships in Family Companies

1989 ◽  
Vol 2 (1) ◽  
pp. 47-74 ◽  
Author(s):  
John A. Davis ◽  
Renato Tagiuri
Keyword(s):  
Life Stage ◽  
Work Relationships ◽  
Life Cycles ◽  
Life Stages ◽  
Negative Effects ◽  
Work Relationship ◽  
Fathers And Sons ◽  
The Relationship

The authors examine the relationship between the life cycles of fathers and sons who work together, concluding that the quality of the work relationship varies as a function of their respective life stages. The intersection of their individual developmental paths can have positive or negative effects on the nature of the work relationship, on the resolution of such problem issues as succession, and on productivity.

scholarly journals PENGARUH KEPEMIMPINAN, HUBUNGAN KERJA DAN LINGKUNGAN KERJA FISIK TERHADAP DISIPLIN KERJA KARYAWAN

2019 ◽  
Vol 8 (7) ◽  
pp. 4125
Author(s):  
I Wayan Sugiantara ◽  
I Komang Ardana
Keyword(s):  
Work Environment ◽  
Leadership Style ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Work Relationships ◽  
Physical Work ◽  
Corporate Leaders ◽  
Work Relations ◽  
Physical Work Environment ◽  
Work Relationship

Business competition in the field of tourism accommodation causes corporate leaders and employees, especially lodging places, are required to always act professionally. The purpose of this study are (1) to determine the leadership style, work relationship and physical work environment simultaneously have a significant effect on employee work discipline, (2) to know the leadership style, work relationship and physical work environment partially have a significant effect on employee work discipline , (3) to find out the leadership style, work relationship and physical work environment dominantly have a significant influence on employee work discipline. This research was conducted in Alam Kulkul Boutique Resort Kuta-Bali which is engaged in tourism accommodation using census method (total sampling) in determining a sample of 65 respondents, through multiple linear regression analysis techniques. The results of the analysis prove that leadership, work relationships and physical work environment simultaneously have a positive and significant effect on employee work discipline. Leadership, work relations and physical work environment partially have a positive and significant effect on employee work discipline. The work environment has a dominant and significant positive effect on employee work discipline. Keywords: leadership, work relationships, physical work environment and work discipline

scholarly journals The Benefits of Forgiveness at Work: A Longitudinal Investigation of the Time-Lagged Relations Between Forgiveness and Work Outcomes

2021 ◽  
Vol 12 ◽  
Author(s):  
Wenrui Cao ◽  
Reine C. van der Wal ◽  
Toon W. Taris
Keyword(s):  
Temporal Dynamics ◽  
Panel Study ◽  
Well Being ◽  
Work Relationships ◽  
Work Outcomes ◽  
Cross Sectional ◽  
Perceived Severity ◽  
Longitudinal Survey Data ◽  
Work Relationship ◽  
Time Lagged

Forgiveness has received increasing attention in the work context. Although recent cross-sectional studies have found a positive link between forgiveness and work outcomes, further research examining the temporal dynamics between these variables is needed to establish causality. This preregistered panel study investigated the time-lagged relations between forgiveness and work outcomes, and specifically addressed the question whether forgiving a coworker benefits work outcomes. Longitudinal survey data were collected at four time points among 139 Chinese employees working at least 20 hours per week. Results from cross-lagged panel models revealed that forgiving an offending coworker with whom one has a relatively good work relationship predicted better work outcomes (i.e., higher job satisfaction, higher work engagement, and lower burnout) over time, while controlling for perceived severity of the offense. Evidence for the reverse effect (with work outcomes predicting forgiveness) was not found. Our findings thus suggest that forgiveness facilitates well-being-related work outcomes. Implications for a better understanding of forgiveness in work relationships are discussed.

scholarly journals Perlindungan Hukum Terhadap Hak-Hak Karyawan Tetap Dalam Hal Terjadi Pemutusan Hubungan Kerja (PHK) Menurut Undang-Undang Nomor 13 Tahun 2003

2020 ◽  
Vol 2 (1) ◽  
pp. 43-51
Author(s):  
I Nyoman Suandika
Keyword(s):  
Secondary Data ◽  
Work Relationships ◽  
Criminal Case ◽  
Severance Pay ◽  
Library Material ◽  
Legal Effect ◽  
Work Relationship ◽  
Permanent Employees ◽  
Legal Consequences

In a work relationship such as other legal relationships it does not always run smoothly,because the wishes of one party (generally workers) cannot always be fulfilled by otherparties (employers), so that this will cause problems in work relationships such astermination of employment (layoffs) ) the formulation of the problem in this study are: 1.What factors cause the termination of employment (FLE) to permanent employees. 2.What is the legal effect if there is a termination of employment (FLE) against permanentemployees according to Law Number 13 of 2003. This study uses a type of normativeresearch, namely research by examining library material or secondary data. Factors thatcaused employers to lay off workers / laborers according to Law No. 13 of 2003 are: a)violations of work agreements, company regulations, and collective labor agreements. b) Violations or serious mistakes. c) Employees are detained by the authorities. d) Due tochanges in company status. e) because the company is closed. e) Because workers arecaught in a criminal case. f) Because the company is closed. g) bankrupt company. h)Workers are absent from their jobs. The legal consequences of termination of employmentwith workers / laborers according to Law No.13 / 2003 in Article 156 paragraph (1) areto give obligations to employers to provide; a) Severance pay, b. Working period awardmoney (service fees). C. Reimbursement of rights. D. Separate money.

scholarly journals Women's Sense of Security at Work: Maternal Role and Fear of An Uncertain Future

2020 ◽  
Vol 47 (3) ◽  
pp. 253
Author(s):  
Marssel Michael Sengkey ◽  
Tellma Monna Tiwa
Keyword(s):  
Working Women ◽  
Work Relationships ◽  
Fish Processing ◽  
Female Workers ◽  
Women's Participation ◽  
Sense Of Security ◽  
Maternal Roles ◽  
Degree Of Certainty ◽  
Work Relationship ◽  
Uncertain Future

Women's participation in the work space is needed, however, the workplace's ability to provide a sense of security for women is still not optimal, especially when pregnant or breastfeeding. This study aimed to explore the construction of female workers' sense of security when carrying out their maternity roles. This study used qualitative approach with thematic analysis methods to construct a sense of safety variable. The respondents were eight women who cleaned and skinned fish in fish processing companies. The results showed that female workers have concerns and fears when carrying out their maternal roles (pregnancy, childbirth, and breastfeeding), which hinders the formation of a sense of security work. Little or less sense of security felt by female workers comes from three major themes, namely physical demands at work, a work environment that is not conducive and uncertainty in work relationships that raise concerns in carrying out their maternal roles. Security for working women is not only determined by physical security, but also by the degree of certainty or uncertainty in the work relationship.

UK response to new trade Union strategies for new forms of employment

2019 ◽  
Vol 10 (3) ◽  
pp. 281-290
Author(s):  
Mark Freedland ◽  
Hitesh Dhorajiwala
Keyword(s):  
Trade Union ◽  
Work Relationships ◽  
Employment Law ◽  
Relationship Status ◽  
Work Relationship ◽  
English Law ◽  
Employment Rights ◽  
The Relationship

This paper records the responses to the questionnaire that was circulated to academics for the purposes of compiling the ETUC publication, ‘New trade union strategies for new forms of employment’. In responding to the questions asked, this paper provides a broad description of how work relationships are organised in English law, including the various tests and criteria that are relevant to particular work relationship statuses which determine access to both individual and collective employment rights. This also involves discussing the relationship between newer intermediate work relationship statuses, and the traditional binary divide upon which English employment law is premised. The paper finally turns to assessing hypothetical scenarios against the tests for work relationship status in English law, as well as possible reform proposals that could help to increase coverage for workers.

scholarly journals Generalized Social Exchange and Its Relevance to New Era Workplace Relationships

2018 ◽  
Vol 11 (3) ◽  
pp. 486-492 ◽  
Author(s):  
Katsuhiko Yoshikawa ◽  
Chia-Huei Wu ◽  
Hyun-Jung Lee
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Work Relationships ◽  
Exchange Theory ◽  
Future Research ◽  
Dyadic Relationships ◽  
Workplace Relationships ◽  
New Era ◽  
Psychology Literature ◽  
Generalized Exchange

To critically evaluate the relevance of social exchange theory (SET) to the contemporary workplace, Chernyak-Hai and Rabenu (2018) point out a number of factors that reshape work relationships and suggest how to apply and extend social exchange theory to understand the new era work relationships. However, in their discussion, they focus mainly on reciprocal exchange (RE) in dyadic relationships. The discussion completely overlooks another important form of social exchange, namely, generalized exchange (GE), which is increasingly relevant to contemporary organizations exactly because of the changes indicated by Chernyak-Hai and Rabenu. In this commentary, we briefly review prior investigations into GE across various social science disciplines and then point out its increasing relevance to organizations. Finally, we will discuss implications for future research in the industrial and organizational (I-O) psychology literature.

Having Workplace Friends Is Not Always Fun

2019 ◽  
Vol 63 (3) ◽  
pp. 152-164 ◽  
Author(s):  
Sabine Hommelhoff
Keyword(s):  
Critical Incident ◽  
Organizational Outcomes ◽  
Third Party ◽  
Workplace Relationships ◽  
The Third ◽  
Workplace Friendships ◽  
Third Person ◽  
The Third Party

Abstract. Workplace friendships can be joyful for employees and conducive to positive organizational outcomes. However, recent research has suggested that there are also dark sides and complexities associated with workplace friendships, which are not well understood. This exploratory critical incident study of 201 employees therefore focuses on conflicts that can arise among friends when work and friendship norms clash. Incidents were coded in terms of conflicting resources and broken friendship rules. Results showed that conflicts most often revolved around the resources status and affection. That is, hierarchies and promotions collided with friendship. Moreover, two friendship rules were broken frequently, the intimacy and the third-party rule. That is, either trust was betrayed, or a friend did not act like a friend when a third person, for example, a supervisor, became involved. In demonstrating potential downsides of workplace friendships, this study aims to help employees in understanding and maintaining good workplace relationships.

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