Co-worker Relationships Research Articles

What's Draining Your Workplace Energy and Joy? Identifying and Addressing Sources of Unhappiness to Boost Productivity and Morale

This article explores the major factors that contribute to employee unhappiness and low engagement based on organizational behavior theory and empirical research. It identifies unclear role expectations, lack of autonomy, poor leadership, and unhealthy workplace cultures as key sources of job dissatisfaction. Research shows only 30% of workers worldwide feel engaged in their jobs, indicating widespread unhappiness comes at a cost to both individual well-being and organizational performance. The article outlines specific strategies organizations can implement to address each issue, such as providing detailed job descriptions, setting clear performance goals, empowering employees with control and input, developing effective leadership skills, and fostering a positive values-driven culture. Additional considerations like workload concerns, growth opportunities, recognition programs, and coworker relations are also discussed. By understanding why jobs so often fail to inspire and implementing targeted improvement initiatives, leaders can systematically transform work into a fulfilling experience that maximizes employee potential and engagement. This enhances organizational competitiveness by differentiating companies as employers of choice.

The influence of emotional intelligence and employee motivation on employee performance in telecommunication companies in the sultanate of Oman

This study examines the impact of emotional intelligence (EI) and employee motivation on employee performance within the telecommunication industry in the Sultanate of Oman. The target population consisted of 4344 non-managerial employees across nine telecommunication companies, including Omantel, Ooredoo, Vodafone, Oman Broadband Company, Awasr Oman & Co, TEO, Oman Tower Company L.L.C, Helios Tower, and Connect Arabia International. Employing a deductive research approach, finally data were collected via an online survey from 354 respondents. The hypotheses were tested using multiple regression analysis. The results indicate that all dimensions of EI self-awareness, self-regulation, empathy, and social skills positively and significantly influence employee performance, with social skills having the strongest effect. Furthermore, both intrinsic motivation factors, such as work itself and career development, and extrinsic motivation factors, including wages, rewards, working environment, and co-worker relationships, significantly enhance employee performance. The interaction between EI and employee motivation was found to amplify these positive effects. Among control variables, age and education level showed significant impacts, while gender did not. These findings underscore the critical role of both emotional intelligence and motivation in driving employee performance. The study suggests that managers and policymakers should adopt integrated strategies that develop EI competencies and enhance motivational factors to optimize employee performance, thereby contributing to the success of organizations in the telecommunication sector.

Exploring Job Satisfaction and Caring Behaviors among Critical Care Nurses: A Descriptive Analytic Study

Introduction: Caring behaviors are actions that prioritize the welfare of patients. Job satisfaction is one factor that can influence nurses' caring behaviors, as nurses with higher job satisfaction tend to exhibit more positive caring behaviors.Objective: The study aimed to assess critical care nurses' job satisfaction levels, explore the dimensions of their caring behaviors, investigate the relationship between their caring behaviors and job satisfaction, and identify the significant independent predictors of nurses' job satisfaction and caring behavior in critical care units.Method: The study used a descriptive-analytic, correlational, cross-sectional research design. It was conducted at the critical care units of King Fahd Military Medical Complex in Saudi Arabia. A convenience sample of 112 registered nurses completed an online survey that included the Job Satisfaction Survey and the Caring Behavior Inventory.Results: The majority of respondents fall under the category of Ambivalent job satisfaction, constituting 67.9% of the total nurses. The analysis indicated a moderate job satisfaction level and a high caring behavior among critical care nurses. The study found a positive correlation between nurses' job satisfaction and caring behaviors. Factors such as working hours, work unit, and years of experience were significantly associated with nurses' job satisfaction. However, factors like operational procedures, co-worker relationships, nature of work, and working hours were significant predictors of nurses' caring behavior.Conclusion: The study highlights the importance of addressing job satisfaction factors to enhance critical care nurses' caring behaviors, which can ultimately improve patient outcomes. Strategies to enhance nurses' job satisfaction and support their caring practices should be a priority for healthcare organizations

Unraveling the Dynamics of Employee Engagement: A Study of Employees’ Information-Sharing Networks and Voice Behavior within Organizations

ABSTRACT This study explores employee engagement by examining the complex relationship between information-sharing networks, employee voice behavior, and employee engagement. By focusing on the often-neglected dynamics of coworker relationships, this study draws on a social capital perspective and uses egocentric network analysis to examine how various attributes of employees’ information sharing networks – namely network size, strength, diversity, and ratio of friends – affect employee outcomes. Through an online egocentric survey of 400 full-time employees, the findings revealed that employees with larger, more diverse networks, and frequent interactions with coworkers are more likely to engage in voice behavior. The results also underscored the importance of friendship ties among coworkers, highlighting that employees who perceive more of their coworkers as friends within these networks are more likely to engage in voice behavior. This voice behavior, in turn, promotes employee engagement. The findings establish the significance of employees’ information-sharing networks with coworkers to leaders and communication professionals in nurturing a culture of engagement.

Employee Retention in the Restaurant Industry: Perspectives from Organizational and Coworker Support

This study examines the relationship between organizational support (OS), coworker support (CS), and turnover intention (TI) within the restaurant industry. Utilizing a sample survey of 78 restaurant employees from online communities, linear regression analysis revealed an inverse correlation between OS and CS with TI. Practical implications for improving retention include tailored strategies based on demographic findings. Organizations can offer extended maternity leave accommodations, transparent career advancement pathways, cross-training opportunities, and cultivate coworker relationships through collaborative shift assignments and digital group chats. These strategies promote a supportive work environment and reduce turnover intentions. Overall, this study underscores the importance of OS and CS in fostering employee engagement and loyalty for organizational growth.

Effect of Big Five Personality Traits on Organizational Commitment in Correctional Officers : Mediating Effects of Job Stress and Coworker Relationship

Effect of Big Five Personality Traits on Organizational Commitment in Correctional Officers : Mediating Effects of Job Stress and Coworker Relationship

Workplace Ostracism Through The Lens Of Reciprocity Theory

Establishing a healthy co-worker relationship is the heart of developing a harmonious working environment. The area of organizational behavior has paid less attention to workplace ostracism (WO) which can have a negative impact on the workplace environment. It is an important issue in the workplace that needs to be further investigated and studies on this issue are diverse and large. Thus, this paper comprehensively reviews the literature related to WO in two aspects. Firstly, it discusses counterproductive work behavior (CWB) as an implication of ostracism from the perspective of reciprocity theory. Secondly, to investigate emotional intelligence (EI) potential to mitigate ostracized employees from acting defensively at work. This paper reveals that CWB emerged as a toxic behavior due to WO. Meanwhile, positive EI can prevent employees from ostracizing others. Addressing this issue can reveal that CWB can potentially lead to ostracizing behavior and EI as a reducing factor to the relationship.

Correlation of Job Satisfaction of Poultry Farm Workers and Product Compliance Sustainability

The study aimed to scrutinize the relationships between Job Satisfaction and Product Compliance indicators such as Supervisor's Relations, Co-workers' Relations, Nature of Work, Working Conditions, Pay and promotions, Product Attributes, Product Standards, and Product Disclosure. The samples were poultry farm workers from the province of Bulacan, Philippines. In addition to employing random sampling, the research instruments comprised rating scale-equipped questionnaires. The research utilized Mann-Whitney U and Kruskal-Wallis to test the significant difference, Spearman's Rho to test the relationship, and SEM to analyze the structural relationship. The results showed that pay and promotion have significant differences when grouped according to sex, family size, and length of service. Co-worker relations significantly differ when grouped according to average monthly income and educational attainment. Product disclosure has significant differences when grouped according to age and educational attainment. Product attributes significantly differ when grouped according to average monthly income, educational attainment, length of service, and number of training attended. Product standards have significant differences when grouped according to the number of training attended. Product disclosures have significant differences when grouped according to average monthly income, length of service, and number of training attended. Co-workers’ relations have a significant relationship with product attributes. SEM shows that supervisor relations, product attributes, and product disclosures are correlated. Job satisfaction can be enhanced through the provision of higher pay, training, and good working conditions. Future research should be qualitative for a richer qualitative interpretation.

Impact of challenge and hindrance job stressors on informal safety communication of construction workers in China: the moderating role of co-worker relationship

PurposeJob stressors have a considerable influence on workplace safety behaviors. However, the findings from previous studies regarding the effect of different types of job stressors have been contradictory. This is attributable to, among other factors, the effectiveness of job stressors varying with occupations and contexts. This study examines the effects of challenge and hindrance stressors on construction workers' informal safety communication at different levels of coworker relationships.Design/methodology/approachA three-dimensional framework of informal safety communication is adopted, including self-needed, citizenship and participatory safety communication. Stepwise regression analysis is then performed using questionnaire survey data collected from 293 construction workers in the Chinese construction industry.FindingsThe results demonstrate that both challenge and hindrance stressors are negatively associated with self-needed and citizenship safety communication, whereas their relationships with participatory safety communication are not significant. Meanwhile, the mitigation effects of the coworker relationship (represented by trustworthiness and accessibility) on the above negative impacts vary with the communication forms. Higher trustworthiness and accessibility enable workers faced with challenge stressors to actively manage these challenges and engage in self-needed safety communication. Similarly, trustworthiness promotes workers' involvement in self-needed and citizenship safety communication in the face of hindrance stressors, but accessibility is only effective in facilitating self-needed safety communication.Originality/valueBy introducing the job demands-resources theory and distinguishing informal safety communication into three categories, this study explains the negative effects of challenge and hindrance job stressors in complex and variable construction contexts and provides additional clues to the current inconsistent findings regarding this framework. The diverse roles of challenge and hindrance job stressors also present strong evidence for the need to differentiate between the types of informal safe communication.

PERAN APLIKASI SISTEM KEUANGAN DESA TERHADAP KINERJA PEMERINTAH DESA DENGAN BUDAYA ORGANISASI SEBAGAI PEMEDIASI

Basically, the performance of village officials is greatly influenced by the individual's internal conditions which arise from their background, skills, abilities and motivation, as well as the individual's external conditions which are often called situational factors. Situational factors include management, work environment, task complexity, social or co-worker relationships, and internal culture within the organization. As information technology develops, every village is required to carry out financial reports on the village financial system application provided by BPKP. This study aims to test and analyze the influence of village financial system applications on government performance with organizational culture as a mediator. The results of this study found that the village financial system had a positive and significant effect on village government performance and organizational culture, and organizational culture had a positive and significant effect on village government performance. However, organizational culture cannot mediate the influence of the village financial system on village government performance. This study has the implication that the application of a village financial system can help villages to improve village government performance.

Gender Analysis and Determinants of Employee Job Satisfaction at Ministry of Urban Development and Infrastructure, Ethiopia

Purpose: Employee job satisfaction is a pre-requisite for an organization. The aim of this study is to analyze the level of job satisfaction & its determinant factors among male and female employees at Ministry of Urban Development and Infrastructure (MUDI).
 Methodology: 245 questionnaires, 62 in-depth & key informants interview were collected from employee for quantitative & qualitative data respectively. The Percentage frequency, multi nominal logistic regression model (MNLRM used for quantitative data analysis and thematic analysis for qualitative data.
 Findings: The study finding result indicated that salary, fringe benefits, promotions with standard criteria, promotion chance for training & education, working environment, clear workflow, co-workers relationship, colleague value the work, evaluation criteria, evaluator approach, recognition & reward were statistically significant P≤ 0.05 and the main determinant factors affecting employee job satisfaction. The Qualitative analysis also supports this Quantitative result. The parameter estimates of MNLRM between sex indicates that male are dissatisfied significantly than female in Salary, fringe benefits, fair promotion chance for training & education. Whereas female were dissatisfied than male in transparent procedure & clear work flow, supervisor value, Co-worker relation, Supervisor evaluation approaches. Among demographic factors, Age (P, 0.000), Education Status (P, 0.001), salary (P, 0.000), Work experience (P, 0.043), work position (P, 0.000) were statistically significance which are ≤0.05 and major factor affecting the level of job satisfaction where as Marital status was not significant in this study.
 Unique Contributions to Theory, Practice and Policy: In Conclusion there is statistical significance difference between male & female employee on the level of job satisfaction at MUDI.

Factors Affecting Employee’s Perception on Job Satisfaction: Case of United States International University (USIU)

Purpose: This study sought to establish the factors that affect employee’s perception on job satisfaction in USIU. Specifically, the study assessed the effect of employee’s perception of personal factors, social factors, and organizational factors on job satisfaction.
 Methodology: The research design was descriptive in nature, across-sectional survey based on selection of elements regarding the population of interest and presented in frequency and percentage distributions. The population in this study comprised 365 full time employees (both academic and administrative). A sample of 79 full time employees was targeted to represent the population of interest. The sampling technique used consisted of a non-probability sampling technique that was purposive sampling based on the population of interest. Questionnaires were tested through a pilot testing process and thereafter were distributed to 79 full time employees. The data was coded and entered in Statistical Package for the Social Sciences (SPSS), and analyzed via descriptive statistics then presented in tables for clarity and ease of understanding.
 Results: With respect to personal factors and job satisfaction, this study concluded that employees with strategic management styles were more characterized by conscientiousness and openness to experience, while those with strong interpersonal management styles were most characterized by extraversion, agreeableness, and high emotional stability. Thus, all Big Five traits should be given attention in the study and application of organizational behavior. In addition, social factors and job satisfaction, the study concluded that job satisfaction is affected by the demographic similarity between supervisors and subordinates by the way in which supervisors assign tasks, the extent to which subordinates and supervisors like and respect each other, and the role of fairness in the workplace. And final, in regard to the organizational factors and its effect on job satisfaction, the research study concluded that organizational reward system must be as objective and as fair as possible and be administered contingently on the employee’s exhibiting critical performance behaviors. Thus, employees should be rewarded in accordance to their contribution in the achievement of organization goal and observation.
 Unique contribution to theory, practice and policy: The study made several recommendations among them that employer (USIU) ought to give attention to all Big Five traits in the study and application of organizational behavior. It also recommended that USIU human resource department should propose organizational restructuring that influences the natures of interactions at work which affect coworker relationships and which in turn affect job satisfaction. It further recommended that USIU should go through a trial-and-error approach before they settle into unique reward systems that works best for their full-time employees.

Beyond bricks and mortar: Work-life balance and project performance of Ghana's construction professionals – Does co-worker relationship quality matter?

Beyond bricks and mortar: Work-life balance and project performance of Ghana's construction professionals – Does co-worker relationship quality matter?

Development and validation of the Workplace Relational Needs Satisfaction Scale (W-RNSS).

While inadequate relationships in the workplace pose a significant psychosocial risk, quality interpersonal relationships can contribute to positive effects and prevent negative outcomes. Erskine's model of relational needs, not yet studied in the work environment, can provide a more detailed understanding of the needs employees experience in their workplace relationships. We adapted the general Relational Needs Satisfaction Scale (RNSS) for coworker relationships and examined the factor structure of relational needs in the workplace and their connections to various work aspects. The sample comprised 273 participants, including both employees and students, in a workplace setting with coworkers. The results show that the Workplace Relational Needs Satisfaction Scale (W-RNSS) is a valid and reliable instrument (α = 0.93 for the total scale and 0.77 < α < 0.89 for the subscales) for measuring relational needs in coworker relationships. A bi-factor model was the most suitable for describing the data (χ 2/df = 1.94, CFI = 0.95, TLI = 0.94, NNFI = 0.94, RMSEA = 0.06, SRMR = 0.04, AIC = 13289.27, BIC = 13506.29), confirming the previously supported 5-factor structure and the general factor. Satisfaction of relational needs was associated with higher work satisfaction, increased work engagement, greater motivation and lower burnout, underscoring the importance of quality interpersonal relationships among employees. W-RNSS shows potential for researching connections with other work aspects and practical applications in prevention and intervention strategies.

Co-worker relationship quality: the role of commitment and trust in China

Co-worker relationship quality: the role of commitment and trust in China

Analisis Faktor-Faktor yang Mempengaruhi Kepuasan Kerja Karyawan terhadap Kesejahteraan Karyawan di PT. Mohtra Agung Persada

This research aims to determine the relationship between co-worker relationships, supervision, working conditions and changes in career status on employee satisfaction, as well as knowing the relationship between job satisfaction and employee welfare at PT. Mohtra Agung Persada. The sample for this quantitative research is employees of PT. Mohtra Agung Persada numbered 150 respondents. Data was obtained from distributing questionnaires using a Likert scale, then analyzed using the structural equation modeling (SEM) method. The results of this research found that co-worker relationships and career development were proven to have a positive and significant effect on employee job satisfaction, and supervision and working conditions were proven to have no significant effect on employee job satisfaction. Moreover, the results show that job satisfaction has a positive and significant effect on employee job satisfaction.&#x0D;

PROMOTING CO-WORKER RELATIONSHIPS IN LONG-TERM CARE FACILITIES: A SYSTEMATIC REVIEW OF THE LITERATURE

Abstract Introduction Co-worker relationships in long-term care settings are important. The work is physically and emotionally demanding. A largely unregistered workforce with variable preparation and training are expected to provide complex care to the most vulnerable members of society, with little external support. Often staff only have each other to rely on. Current evidence lacks insight into how co-worker relationships are established and what influences them. The aim of the review was to synthesise what is known about co-worker relationships more widely and its applicability to long-term care. Methods A systematic review identified, evaluated, and synthesised published evidence associated with co-worker relationships in health and social care settings. PRISMA guidelines were followed. The COM-B model was used to identify key behaviours and associated triggers of co-worker relationships. Results 37 papers were included. The majority of studies were conducted in the US (n=23), used descriptive study designs (n=30) and were in a hospital setting (n=29). Interdependent organisational and individual factors suggest co-worker relationships occur when staff are ‘able’ (have the social skills), are ‘willing’ (have the right values) and are ‘supported’ (effective leadership). Discussion To date the focus has been on the ‘willingness’ of people and the ‘support’ they receive. Paying attention, the ‘ability’ (the social skills), which can be taught, is of equal, if not more importance. Social skills enable staff to navigate difficult and complex situations that arise, which preserves, and in some cases strengthens relationships. Social skills are particularly important when leadership is poor.

Fostering Job Satisfaction and Sustainability in Allied Health Technician Roles in Saudi Arabia

Saudi Arabia faces staffing shortages and turnover among vital allied health technicians in pharmacy, laboratory, and radiology roles. This literature review synthesizes research on job satisfaction among these groups to inform sustainable workforce strategies. Findings show moderately high baseline satisfaction currently. Key drivers involve positive coworker relationships, professional autonomy, sense of achievement, and clear expectations from supervisors. However, heavy workloads, limited advancement opportunities, inconsistent roles, and work-life imbalance decrease satisfaction. A multidimensional approach is proposed combining tailored organizational initiatives like career development, balanced workloads, team building, empowerment, feedback systems, and work-life policies, alongside coordinated national policies addressing training capacity, incentives, standardization, compensation, recruitment, and ongoing skills development. Thoughtful change management can translate recommendations into measurable improvements. Further research should explore regional variations, gender differences, intervention impacts, career stage risks, cost-benefits, intrinsic motivations, and organizational culture. Fostering fulfillment and retention of these vital technicians through supportive practice environments and policies can strengthen healthcare service capacity in Saudi Arabia.

Co-worker Relations and Working Environment: Influences on Turnover Intentions in Co-operatives of Surkhet

This study aims to construct a conceptual framework for analyzing and forecasting the factors that influence employee turnover intentions in cooperative organizations in Surkhet, Nepal. Cooperatives play a crucial role in economic growth as they generate jobs, collect and invest funds, and offer a wide range of public services. Cooperatives engage in various activities to achieve their objectives, but they have been struggling with high turnover rates. The study employed a cross-sectional design, with data collected in a single contact with the respondents. The study's demographic consisted of all cooperative employees in Surkhet, and a convenience sampling method was used to gather 167 responses through a structured Likert questionnaire. Data analysis was conducted using SPSS and AMOS 23 software, with structural equation modeling as the statistical tool for hypothesis testing. Hypotheses were formulated using a deductive research approach. The results indicate that co-worker relations and the working environment were significantly associated with employee turnover intentions among cooperative employees. However, promotions showed no significant association with turnover intentions. This study has certain limitations, including the use of cross-sectional data, self-reports, variations in employee education levels, the comprehension of content, and a relatively small sample size. The respondents were a relatively uniform group of employees, so the results may not be generalized to other employees and institutions. Nevertheless, the study's findings suggest that cooperative organizations should place greater emphasis on improving co-worker relations and the working environment to reduce turnover intentions. This research can be particularly useful for managers in cooperative organizations.

Care home co-worker relationships: a key ingredient for care home quality

Abstract The relationships that care home staff have with their co-workers are a key influence on the way they feel about their work and how they perform in their roles. This has a direct influence on quality of care and life as experienced by residents. However, care home providers face a challenge to promote co-worker relationships because: (a) the care home workforce often lack human resource oversight; (b) registered managers (and nurses), who often lack leadership training, are tasked with managing the working relationships of staff, the majority of whom are care workers of different ages, ethnicity and cultural beliefs; and (c) most (care workers) do not have any formal qualifications and are not routinely provided with the communication skills to facilitate collaborative working in dynamic and pressured climates. In this forum article, we consider these challenges and their implications for collaborative co-worker relationships, before highlighting opportunities for research, policy and practice. An important starting point is to focus on developing the leadership skills of staff at all levels and provide care workers with the skills they require to manage their working relationships and support them in their everyday work for the benefit of residents.