Workplace Friendship Research Articles

What is the nature and impact of workplace friendships within child protection social work? Implications for emotional support, professional learning, job satisfaction and worker wellbeing

Abstract Stakeholders continue to express concern about the state of crisis facing the UK’s social work workforce, with statutory children’s services being an area causing particular apprehension. Here, high sickness and vacancy rates, and large agency costs are consistently being linked with poor working conditions, inadequate resources, limited time with children, and practitioners reporting a poor sense of ‘work-life balance’. Whilst suggested reforms have focussed on reducing workloads, improved investment of resources, enhanced supervision and managerial support, reputational enhancement, and safer staffing levels, there has been limited research into the impact of workplace friendships, nor their role in mitigating for different sources of job stress. This article seeks to address this knowledge gap. It reports on the findings of a qualitative study with twenty-five child protection social workers. Implications that emerge are of the role that workplace friendships play in providing emotional support and a source for professional learning amongst social workers—and that this can help mitigate for sources of job stress and burnout; their positive impact on job satisfaction, worker wellbeing and practitioners’ propensity to remain in the role; and the importance of working environments that promote close contact and proximity between work colleagues of different levels of experience.

Meta-analytic structural equation modeling for exploring workplace friendship, well-being, and organizational commitment.

Workplace friendships, which are informal relationships in the workplace, foster mutual trust, assistance, and emotional support and create a sense of belonging among coworkers. Employees with positive perceptions of their job responsibilities, psychological needs, and work environment experience happiness, satisfaction, and an overall sense of well-being. A heightened sense of well-being in the workplace positively affects employee satisfaction with job tasks and the work environment, reinforcing employees' sense of belonging and organizational commitment. The study proposed and validated a theoretical model, with meta-analytic structural equation modeling employed to conduct quantitative, empirical research on workplace friendships, well-being, and organizational commitment in Taiwan and to analyze correlations between relevant variables. The theoretical model was further validated through structural equation modeling, which yielded favorable goodness of fit in terms of various indicators. The mediating effect of well-being was verified through bootstrapping analysis. Within a 95% confidence interval, the total effect size of workplace friendships on organizational commitment was 0.549, which is the sum of its direct effect (0.255) and indirect effect (0.294). This finding indicates that well-being plays a mediating role in the association between workplace friendships and organizational commitment. The proposed theoretical model in this study is supported. Finally, the research results are discussed, and practical suggestions are provided.

Navigating Uncharted Territory: A Qualitative Analysis of Challenges and Advantages Experienced by Early Career Medical Educators

AbstractWith the growing demand for medical educators, it is increasingly important that institutions implement practices to recruit, retain, and promote the well-being of early career medical educators (ECMEs). However, the specific needs of this group remain somewhat unclear. The current study aimed to address this gap by utilizing qualitative analysis to identify challenges and advantages associated with ECME status. An anonymous, voluntary survey was administered on forums of professional societies for medical education and on social media platforms, and emailed to professional societies. The survey collected demographic information and qualitative data regarding ECMEs’ experiences. Data were collected from 39 participants who met the ECME criteria of having less than or equal to 10 years of teaching experience since obtaining a terminal degree. Thematic analysis revealed that the challenges of early career faculty were difficulty balancing responsibilities, lack of research and educational support, perceived inadequacies as a faculty member, and development of workplace friendships. The advantages were the ability to understand students, possessing specific knowledge and skills, and the ability to innovate. ECME professional development needs focused on development of skills, networking, and support. In conclusion, ECMEs encounter similar struggles faced by all medical educators; however, they have the least amount of experience navigating the hurdles of academia. To aid ECMEs, institutions and departments can focus on the implementation of meaningful professional development opportunities, support systems, and encouraging ECMEs’ strengths.

Friendship leading the darkness? The impact of workplace friendship on the unethical pro-organizational behavior of new generation employees

Friendship leading the darkness? The impact of workplace friendship on the unethical pro-organizational behavior of new generation employees

Well! Fun forms and friendship uplift frontline employees' positive affect for workplace well-being in the hospitality industry

PurposeThis study aims to reveal the positive effects of workplace fun forms on employee positive affect state and workplace well-being. This study also aims to examine workplace friendship opportunity and workplace friendship prevalence in the context of fun events and workplace well-being.Design/methodology/approachThe research model developed and tested with responses from 1,000 thousand Indian frontline employees of five-star hotels who have worked in the hospitality industry for at least two years and who have been exposed to fun committees at their workplace.FindingsThis study revealed that workplace fun forms are the main causes of employee positive affective reactions, and they have positive effects on frontline employees' positive affect. The study also found that fun activities, customer interaction with fun and manager support for fun as workplace events are strong proximal causes for forming positive affect when they have workplace friendship opportunity. Coworker socialization can induce employee positive affect in the workplace, even without the moderating effect of workplace friendship opportunity. Additionally, the positive effect of positive affect was found to be significant on workplace well-being.Practical implicationsHospitality management is required to foster fun culture with fun activities, coworker socialization, manager support for fun and customer interaction with fun that enhance employee affective reactions to uplift employee positive affect state. This study also presents more interesting practical implications for practitioners and managers.Originality/valueThis study empirically tested deferential workplace fun forms on positive affect, and study provides novel insights into positive affect and workplace well-being. Four mediation mechanisms examined on fun forms and workplace well-being. Four moderating roles of workplace friendship opportunity tested on positive affect and fun events. Workplace friendship prevalence moderation on positive affect and workplace well-being helped to understand employee cognitive mechanism.

Resonant Leadership and Workplace Friendship of Nurses at Al-Ahrar Teaching Hospital

Resonant Leadership and Workplace Friendship of Nurses at Al-Ahrar Teaching Hospital

WHISPERS IN THE WORKPLACE: HOW ORGANIZATIONAL GOSSIP AFFECTS THE OPPORTUNITY AND PREVALENCE OF WORKPLACE FRIENDSHIPS?

This research focuses on the negative effects of gossip within the scope of social exchange theory. The aim of the study is to determine how job-related and non-job-related gossip behaviors of administrative staff at universities affect the opportunity and prevalence of workplace friendship. To achieve this goal, a study was conducted using data obtained from 300 administrative staff working at Karabuk University through a questionnaire. Hypotheses in line with the study’s purpose were tested using path analysis within the scope of structural equation modeling. The study found that both job-related and non-job-related gossip behaviors have a negative effect on workplace friendship. However, while job-related gossip behavior has a strong effect on the opportunity for friendship, non-job-related gossip has a stronger effect on the prevalence of friendship.

A study on abusive supervision – turnover intention relationship: a mediated moderated model of voice behavior and workplace friendship

PurposeThis study based on the conservation of resources (COR) theory examines the role of employees’ voice behavior in the form of a mediator, linking abusive supervision (AS) and turnover intention. It also investigates the moderating role of workplace friendship in the mediated AS–turnover intention relationship through voice behavior.Design/methodology/approachA two-wave data collection method was used to collect data from the 324 respondents employed in various companies with a geographical spread across northern India. The study used PROCESS macro to test the hypothesized model.FindingsThe findings of the study supported the meditated moderation hypothesis suggesting workplace friendship reduces the mediating effect of AS on employees’ intention to exit employment relationships.Practical implicationsThe study yields important implications for organizations with respect to developing a disciplinary framework for AS. It focuses on the need for promoting and implementing psychological well-being-related interventions at the workplace for subordinates as well as supervisors, which in turn can help them apply healthy coping strategies in stressful situations and prevent them from indulging in counterproductive work behaviors.Originality/valueThe utilization of COR as a framework to explain the role of voice behavior and workplace friendships with respect to AS is thus far scant.

Innovative Worker: Exploring the Mediation of Cognitive Dependency Factors between Leadership Support and Workplace Friendship

Innovative Worker: Exploring the Mediation of Cognitive Dependency Factors between Leadership Support and Workplace Friendship

Effect of abusive supervision on emotional exhaustion and organizational citizenship behavior: a moderating role of workplace friendship

PurposeThis study uses the Conservation of Resource theory to examine the influence of abusive supervision on organizational citizenship behavior (OCB) via emotional exhaustion, using a moderated mediation framework.Design/methodology/approachA questionnaire was adapted to collect data from 212 full-time employees in 22 private health centers in Nineveh governorate in Iraq in two waves. Hypotheses were tested using hierarchical regression and bootstrapping analyses.FindingsThis study suggests that workplace friendship reduces the positive relationship between abusive supervision and emotional exhaustion of employees and reduces the negative indirect effect of abusive supervision on OCB.Originality/valueFirst, this study provides academicians with a better understanding of the moderating effect of workplace friendship on the relationship between abusive supervision and emotional exhaustion and then its impact on OCB. Second, the paper is one of the few studies that dealt with the abusive supervision in the health sector using data from the Middle East in Iraq, while most leadership research is conducted in the western part of the world.

How and for whom abusive supervision influences organizational citizenship behavior: the roles of burnout and workplace friendship

How and for whom abusive supervision influences organizational citizenship behavior: the roles of burnout and workplace friendship

Workplace Friendship and its Influence on Organizational Commitment among Staff Nurses

Workplace Friendship and its Influence on Organizational Commitment among Staff Nurses

How many friends at work are too many? The nonlinear association between the number of friends, social support and mental well-being

PurposeWe grounded this study in the Too-Much-of-a-Good-Thing (TMGT) meta-theoretical framework to disentangle the costs and benefits associated with workplace friendship in a military setting.Design/methodology/approachWe collected data cross-sectionally through self-reports from 287 employees from the Romanian Air Force.FindingsThe number of friends had an inverted U-shaped association with perceived social support. Our results show that as the number of friends increases from 9 to 10, so does the social support. However, as the number of friends further increases above 10, social support tends to decrease rather than increase. Furthermore, we found that social support and all dimensions of mental well-being (emotional, social and psychological well-being) were positively associated. Moreover, social support mediated the relationship between the number of friends and the three dimensions of mental well-being.Research limitations/implicationsOur findings can help human resources policies in military organizations foster an organizational climate that cultivates friendship ties between employees, which is crucial for their social support and overall mental well-being.Originality/valueThis work provides additional information about the specific mechanisms through which the effects of workplace friendships on mental well-being occur.

Psychological career pre-occupation and social connectedness in Ghanaian education staff’s career management

Purpose: This study examines the interplay of psychosocial career pre-occupation, social connectedness, and organisational commitment in higher education and offers insights for academia and practitioners. It also explores the impact of gender, job level, and the moderating effect of psychosocial career pre-occupation on employees’ commitment in this sector.Design/methodology/approach: A purposeful sample of 288 senior academic and administrative staff, mostly married males aged 31–40 years, completed the Psychosocial Career Pre-occupation Scale (PCOS), Workplace Friendship Scale (WFS), and Organisational Commitment Scale (OCS).Findings/results: Significant relationships were found among psychosocial career pre-occupation, social connectedness, and organisational commitment in higher education. Moderated analysis revealed predictive roles of gender, job level, and psychosocial career pre-occupation on organisational commitment, and illuminating sector dynamics.Practical implications: For human resource managers and practitioners in Ghana’s public higher education, this study offers insights to boost workforce commitment and engagement, which is vital for national progress.Originality/value: By validating essential elements of career self-management practices, this research extends career construction theory, enriching understanding and fostering professionals’ careers in higher education. It contributes to practical applications and scholarly knowledge by providing a deepening insight into organisational dynamics in this sector.

The double-edged sword of workplace friendship: exploring when and how workplace friendship promotes versus inhibits voice behavior

Extant research has demonstrated the positive roles of workplace friendships and has recently found the negative effect or the double-edged effect on employees and organizations. Unfortunately, little is known about the boundary condition of the double-edged effects of workplace friendships and the elaborated understanding of the mechanism of positive and negative effects of workplace friendship simultaneously. Our purpose is to reveal that workplace friendship is a mixed blessing by investigating when and how workplace friendships are likely to promote versus inhibit voice behavior. We propose that the double-edged effect of workplace friendship hinges on the competitive climate. Specifically, when the competitive climate is low, workplace friendship is positively related to employees’ psychological safety, promoting voice behavior. In contrast, workplace friendship is positively related to employees’ face concern, inhibiting voice behavior when the competitive climate is high. Our hypotheses were supported across the three waves of surveys and experimental studies. Taken together, our findings reveal the perils and benefits of workplace friendship and the importance of boundary conditions resulting in employees’ differential psychological processes in friendship interaction.

Do Work Stress, Psychological Resilience and Workplace Friendships Predict Presenteeism in Healthcare Workers

Do Work Stress, Psychological Resilience and Workplace Friendships Predict Presenteeism in Healthcare Workers

Why and when transformational leadership influences followers' qualitative job insecurity: A three‐wave moderated mediation study

AbstractThis study explored the mediation role of follower organization‐based self‐esteem (OBSE) and the moderation role of workplace friendship in the relationship between transformational leadership and follower qualitative job insecurity. We adopted a three‐wave longitudinal design and collected survey data from 142 Chilean employees. Cross‐lagged mediation panel analysis indicated that transformational leadership had a lagged effect on follower OBSE, which, in turn, had a lagged effect on follower qualitative job insecurity. Further, follower workplace friendship moderated the effect of transformational leadership on follower OBSE such that transformational leadership only promoted follower OBSE when followers had high workplace friendship but did not significantly moderate the indirect effect of transformational leadership on follower qualitative job insecurity via OBSE. Integrating the leadership literature with the job insecurity literature, our study takes the first attempt to explore how, why, and when transformational leadership may influence follower qualitative job insecurity.

Dynamic relationship between workplace friendship and knowledge-sharing behavior: formation, development and decline

PurposeThe 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.Design/methodology/approachThe 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.FindingsThe 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.Research limitations/implicationsThe 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.Practical implicationsThis 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.Originality/valueThis 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.

Ethical Leadership To Individual Performance Mediation Of Workplace Friendship

Tujuan dalam penelitian ini adalah 1)untuk menganalisis variabel ethical leadership terhadap workplace frienship, 2)untuk menganalisis varaiabel workplace frienship terhadap individual performance, 3)untuk menganalisis variabel ethical leadership terhadap individual performance. Penelitian ini menggunakan pendekatan kuantitatif dengan populasi karyawan PT. Trikayarasa Jaya Food. Teknik pengambilan sampel dalam penelitian ini menggunakan sampel jenuh. Sampel yang digunakan adalah seluruh karyawan yang berjumlah 100. Pengumpulan data dilakukan melalui kuesioner. Analisis dalam penelitian ini menggunakan Partial Least Square (PLS) dengan software SmartPLS 4.0. Terdapat dua spesifikasi model yang digunakan dalam PLS yaitu: outer dan inner model. Hasil dari penelitian ini ditemukan bahwa ethical leadership berpengaruh terhadap workplace frienship, workplace frienship berpengaruh terhadap individual performance, dan ethical leadership tidak berpengaruh terhadap individual performance.

Relational authenticity in workplace friendships

Relational authenticity in workplace friendships