Workplace Relations Research Articles

Straight from the heart and “out of mind”: strategies for managers to navigate workplace romance

Purpose Workplace romance presents both opportunities and challenges for organizations, requiring strategic HR leadership to navigate effectively. This study explores the dynamics of workplace romance, its impact on organizational culture and performance, and strategic HR approaches to manage this complex phenomenon. Design/methodology/approach Information and data from various research blogs and websites have been studied to understand the concept of workplace romance and insights drawn by proposing a few practices for HR leaders. Findings This practitioner paper indicates a positive relationship and develops insights into how HR leaders’ good strategic practices help manage and mitigate workplace romance challenges. Practical implications HR leaders can foster a positive work environment while minimizing the risks associated with workplace relationships by developing clear policies, providing training and education, promoting transparency and fairness, implementing conflict resolution mechanisms and monitoring enforcement. Originality/value This paper explores the dynamics of workplace romance and its impact on organizational culture and performance. It also provides fresh insights into strategic HR approaches to managing this complex phenomenon in the workplace.

Organizational well-being in a healthcare facility in Tuscany

Abstract Introduction Organizational climate assessment provides crucial insights into work life across sectors. While corporate culture evolves gradually, the organizational climate promptly reflects employees’ mood, motivation, enthusiasm, and perception of the work environment. This study aims to analyze the organizational well-being in a healthcare facility in southeast Tuscany to reveal both successful areas and critical issues within the organization. Methods Data on gender, age, tenure, qualification, and contract type were collected anonymously. Organizational climate was assessed using a Likert scale (1-10), covering workplace safety, stress, fairness, discrimination, career development, relationships, belonging, and other perceptions. STATA was used to conduct this analysis. Results Twenty-nine participants included 55.3% male, averaging 45.3 years. Thirty-one percent had less than 5 years of tenure, with only 14% in managerial roles. Workplace safety perception varied: 58% moderately safe, 20% unsafe, and 20% highly insecure. Bullying was reported by 14.3%, while 17.6% found compensation fully appropriate. Merit and career opportunities were unrelated for 65.5%, and 48.2% found their role aligned with their profile. Fifty-five percent felt part of a team, and 27.5% perceived good integration. Company rules were clear for 93%, but 34.5% considered changing companies, while 55.1% were satisfied. External user perception was positive at 58.5%. Conclusions The analysis identified positive aspects and areas for improvement in workplace well-being. Safety and fairness in job allocation were well-received, with room for improvement, mostly in promotion transparency. Colleague relationships were positive, emphasizing the importance of transparent communication and employee engagement in building trust and participation. These findings can guide the development of targeted interventions to enhance organizational well-being, fostering employee satisfaction and efficiency. Key messages • The evaluation of organizational climate in this healthcare facility revealed a variety of employee perceptions, highlighting strengths and areas for improvement in workplace well-being. • Enhancing transparency and communication regarding merit-based promotions within the organization is necessary to foster employee trust and engagement.

The impact of COVID-19 on elementary teachers’ relationships with students, parents, and other teachers

ABSTRACT This paper examines the impact of COVID-19 on teachers’ relationships with students, parents, and other teachers as well as on the knowledge which they produce as their teaching and learning spaces are reconceptualised and their workplace relationships are redefined. The study adopted bricolage as a research approach and single-group case study as a research design, and used data obtained from a range of individual semi-structured interviews with elementary teachers which were supported by a series of naturally occurring data. The findings reinforce the conclusions that have been drawn in previous studies in terms of the significance of the social and relational aspects of educational settings and of the view of teachers as legitimate knowledge producers. Additionally, however, the results expand on our current understanding of teacher relationships and professional knowledge production by illustrating how participants collaboratively addressed the unprecedented challenges which the pandemic posed in order to strengthen their workplace relationships with significant others and enhance student educational experiences. The diversity of the strategies the teachers used provides evidence of growth in multiple dimensions of teacher knowledge and of different forms of agency, and has implications for teaching, teacher education, and future research in this area.

“Covid has stopped us all”: the experiences of migrant care workers in formal care settings in Germany

ABSTRACT This research examined how migrant care workers in eldercare institutions in Germany were affected by the COVID-19 pandemic, focusing on their personal experiences. The research is theoretically grounded in intersectionality and the prisoner of love framework. Drawing on 15 qualitative interviews with migrant care workers (MCWs) from Poland and Bosnia–Herzegovina, the main findings highlight that intersecting social positions play an important role in stratifying experiences for MCWs. Migrant workers with high skill levels and job security stressed similarities to their non-migrant colleagues in their day-to-day work experiences during the pandemic, foregrounding their shared professional self-image and creating solidarity between workers of all backgrounds. Strong workplace relationships, emphasising their professional identity, and adapting career plans were ways to mitigate the negative effects of the pandemic. The study’s results emphasise the need for a more balanced portrayal of the pandemic’s impact on migrant workers.

Tackling nomophobia: the influence of support systems and organizational practices

ABSTRACT This study investigates the growing issue of nomophobia, characterized by the anxiety of being without a mobile phone, in the workplace. Utilizing the broaden-and-build theory, this research examines the impact of supportive leadership, co-worker support, Human Resource Management (HRM) practices, and affective commitment on reducing nomophobia among employees. Data were collected from 393 employees across various educational organizations. Structural Equation Modeling (SEM) was employed to test the proposed hypotheses. The findings reveal that supportive leadership significantly reduces nomophobia by enhancing HRM practices and affective commitment. However, contrary to expectations, co-worker support was found to increase nomophobia, suggesting that informal communication and social interactions via mobile devices might exacerbate smartphone dependency. HRM practices emerged as a critical factor in mitigating nomophobia, more so than affective commitment. This study contributes to the literature by highlighting the complex dynamics of workplace relationships and offering practical insights for organizations aiming to reduce nomophobia and improve employee well-being.

Occupational well-being of diplomatic personnel: a qualitative study.

Diplomatic personnel face unique job demands due to their frequent relocations. There is some evidence that occupational stress contributes to poor well-being in this occupational group, but little research on the aspects of the job that are perceived to be particularly challenging. This study aimed to explore diplomatic personnel's perceptions of their organization and their roles and to identify aspects of the job, which could cause stress and potentially affect well-being. Semi-structured interviews were carried out with 24 employees of the Foreign, Commonwealth and Development Office between September 2021 and February 2022. Participants were asked to reflect on their experiences before the coronavirus disease 2019 pandemic. Thematic analysis was used to analyse data. Participants enjoyed many aspects of their work including the variety, travel opportunities and feeling that they made a difference. They also identified several stressors relating to job demands, overseas postings, family needs, frequent relocation, hardship posts, workplace relationships, (lack of) appreciation and acknowledgement, and organizational culture. Good relationships with colleagues and managers were perceived to be very important. Findings suggest various ways in which diplomatic organizations can better support their personnel, highlighting workload management; cross-cultural training; providing appropriate support to both accompanying families and unaccompanied staff members; practical and psychological preparation for those in high-risk locations; encouraging positive workplace relationships; good management; increased autonomy and increased recognition for good work.

The impact of corporate social advocacy on employee trust and distrust: an empirical study of #StopAsianHate

PurposeThis study examines the relationship between corporate social advocacy (CSA) and employee trust and distrust, focusing on perceived employer support for the #StopAsianHate movement. We aim to explore how perceived CSA relates to employee perceptions and engagement in the workplace, answering for the following research questions: How do employees perceive their companies’ engagement in CSA, specifically the #StopAsianHate movement? To what extent do these perceptions influence trust and distrust toward their employers? How do trust and distrust, in turn, affect employees’ workplace engagement?Design/methodology/approachThe study conducted an online survey of 798 full-time employees across various industries in the USA in March 2022. To ensure a diverse and representative sample, the survey targeted demographic representation based on the latest US census data.FindingsCSA initiatives were found to be positively related to both trust and distrust by employees. Trust was significantly positively connected to employee engagement cognitively, emotionally and physically in the workplace, mediating the relationship between CSA and employee engagement.Originality/valueThis study adds to the empirical CSA research on employee–employer relations by incorporating a real-world context of the #StopAsianHate movement and illustrating the complexity of ambivalent CSA perceptions – both trust and distrust. It highlights the importance of understanding these dynamics within corporate advocacy efforts, offering an overview of CSA’s role in shaping workplace relations.

Exploring Gendered Ethical Decision-making Among Sales Professionals in India

Humans’ abject failure to uphold moral behaviour within workplace relationship calls for ongoing investigation of the complicated challenges brought on by the imbalance between productivity and commitment among employees. This current article is based on studying the gender differences in ethical decision-making among sales professionals in India and understanding under what circumstances the decision-making among the genders differ. The major findings show that no such decision-making difference between males and females exists. The research was conducted with a sample size of 10, but the data saturated at eight participants, wherein four were males and four were females. It is a qualitative study, and still, factors like incentives (money) and the experience level tend to deflect the ethical decisions of the individuals.

Addressing Registered Nurse Retention and Attrition in Thailand Hospitals: An Integrative Review.

Thailand is one of the Southeast Asia countries that has been significantly impacted by Registered Nurse (RN) workforce shortages. This integrative review aims to critically analyze factors influencing the attrition and retention of RNs practicing in Thailand's hospital sector. The databases searched included CINAHL (via EBSCOhost), EMBASE, Nursing Allied (via ProQuest), Ovid, Scopus, Web of Science, and Medline. Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) were utilized to record the search strategy findings in compliance with the review standards, while the Mixed-Methods Appraisal Tool (MMAT) was used to appraise quality. Sources for review totaled 35, using quantitative methods (n = 30), qualitative methods (n = 3), and mixed methods (n = 2). Thematic analysis revealed factors that challenge RNs' job motivation fueled by a lack of autonomy, a loss of confidence and sense of competence, and negative workplace relations with co-workers, resulting in poor job satisfaction. Future research is needed to elicit an understanding of "how" Thai RNs sense of autonomy, competence, and relatedness in their workplace practice provides insight into "why" they choose to remain employed or leave the nursing workforce.

When Workplace Relationships Go Wrong: The Effects of Gaslighting and Paths to Well-Being

When Workplace Relationships Go Wrong: The Effects of Gaslighting and Paths to Well-Being

The Tiny Habits that Strengthen Organizational Relationships

This article discusses how seemingly small, everyday social habits and interactions can significantly impact workplace relationships and organizational effectiveness. It explores research on relationship-building behaviors like making eye contact, smiling, saying thank you, asking questions, providing feedback, listening without judgment, self-disclosure, and celebrating wins together. The article argues that while larger cultural factors are important, minor modifications to interpersonal manners, such as consciously engaging in these positive social behaviors, can quietly foster resilient bonds between colleagues. Case studies from various industries are presented to illustrate how strategically cultivated habits delivering appreciation, empathy and care into daily exchanges strengthen collaborative relationships. The article concludes that true organizational transformation starts from nurturing connections through mindfully modified social exchanges, as these small gestures collectively create the type of supportive work environment where people feel valued and initiatives can succeed.

Impact of Organisational Climate on Employee Well-Being and Healthy Relationships at Work: A Case of Social Service Centres

Multiple studies highlight the crucial role of management of a positive organisational climate, which in turn contributes to employee well-being and healthy workplace relationships and mitigates the occurrence of negative behaviour, including harassment at the workplace. Furthermore, contemporary scholars emphasise the importance of open and transparent communication channels in reducing workplace tensions and improving employee mental health. However, the interrelationship between organisational climate, open communication, employee well-being, and negative behaviours in the workplace is a complex phenomenon. Despite the relevance and interest in organisational climate on employee well-being, limited efforts have been devoted to the area of relationships and causality, and straightforward answers about the objective links between these phenomena and their general nature remain complex. Therefore, this study aims to strengthen the understanding of the impact of the organisational climate on employee well-being and negative behaviours in the workplace. This is the first study that applied causality to the investigated problem to identify statistical relationships between the variables. This study was conducted in Lithuanian social service centres and schools, focussing on professionals with a high psychological risk at work due to their nature. This study offers valuable contributions and provides a comprehensive and profound insight into the management field, focussing on the impact of the organisational climate. The values of harassment in the workplace are explained by the values of organisational climate and employee well-being. This study demonstrates that improving the organisational climate contributes to employee well-being and healthy relationships and reduces the prevalence of negative behaviours in the workplace. This study introduces the academic and practical implications and suggests the pathways for further research.

THE INFLUENCE OF COMMUNICATION AND SOCIAL WORK ENVIRONMENT ON EMPLOYEES' INTERPERSONAL RELATIONSHIPS

This study explores the influence of communication and the social work environment on employees' interpersonal relationships, focusing on a sample of 60 employees from the Cimahi City Regional Government Agency. The research employs a saturated sampling method, where the entire population is included in the sample, ensuring comprehensive data representation. Data was collected through the distribution of structured questionnaires, designed to assess the quality of communication, the nature of the social work environment, and the resulting interpersonal relationships among employees. To analyze the collected data, multiple linear regression, t-tests, and f-tests were applied, allowing for both simultaneous and individual assessment of the variables in question. The findings reveal that both communication and the social work environment have a significant combined impact on the quality of interpersonal relationships among employees. Furthermore, the study indicates that when analyzed separately, both communication and the social work environment independently contribute to the development and maintenance of interpersonal relationships within the workplace. These results underscore the importance of fostering effective communication and a supportive social work environment to enhance workplace relationships, which are crucial for organizational success and employee well-being.

Book review: Anna Sailer, Workplace Relations in Colonial Bengal: The Jute Industry and Indian Labour 1870s–1930s

Anna Sailer, Workplace Relations in Colonial Bengal: The Jute Industry and Indian Labour 1870s–1930s (New Delhi: Bloomsbury, 2022), 312 pp.

Korean transgender and nonbinary workers' development of critical consciousness through interpersonal relationships at work: A grounded theory.

Research on the experiences of transgender and nonbinary (TNB) individuals in counseling psychology is expanding, but studies focusing on their work experiences remain limited and primarily address workplace discrimination. This study aimed to develop a grounded theory on Korean TNB workers' interpersonal experiences at work, exploring not only their challenges but also their growth through workplace relationships. Using constructivist grounded theory methodology, the authors interviewed 16 Korean TNB workers from diverse professions and industries. The resulting theory demonstrates how TNB workers develop critical consciousness of gender, self, and society through significant changes in workplace social interactions and status. This heightened awareness enables TNB workers to balance their authentic selves with others' expectations and to engage in social advocacy. The study concludes with implications for strength-based counseling practices, advocacy needs, and directions for future research. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

AUTHENTIC LEADERSHIP AND KNOWLEDGE SHARING IN INDONESIA'S DATA SCIENCE COMMUNITIES: THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT

This study aims to investigate the relationships between authentic leadership, organizational commitment, trust, and knowledge sharing behavior in the context of the workplace. Data were collected from members of the astronomy community in Indonesia involved in the development of community-based astronomy tourism. Multiple linear regression analysis was used to test the relationships between these variables. The results show that authentic leadership has a significant positive relationship with organizational commitment and knowledge sharing behavior, both tacit and explicit. Organizational commitment also mediates the relationship between authentic leadership and knowledge sharing behavior. However, trust does not strengthen the relationship between organizational commitment and knowledge sharing behavior. Managerial implications include the importance of developing authentic leadership and fostering organizational cultures that support employee commitment. Academic implications include supporting theories of authentic leadership and enriching understanding of the mechanisms of mediation and moderation in the relationships among variables. This study provides a significant contribution to understanding the dynamics of workplace relationships and highlights the importance of psychological factors in the development of sustainable organizations.

Retaining Employees in Indian Private Banking Sector

The Indian banking industry is growing fast and needs talented workers. One of the biggest challenges for banks is recruiting and retaining staff. India's private banks are witnessing a spike in attrition rates, especially among younger, frontline staff. Research on retention strategies and banking industry factors is scarce for private banks. Employee retention strategies in select private banks in greater are studied. HDFC and ICICI banks are among the top five private banks surveyed. It identifies the retention factors and processes that influence employees' decisions to stay with the bank, analyses the similarities in retention strategies across select private banks, groups the banks by similarities, and interprets the relationship between demographics and satisfaction with banks' retention efforts. Descriptive statistics and single proportion test, ANOVA, Chi-square, Rank sum method, Post Hoc test, and paired comparison are used to analyse primary data. Salary, training and development, bonuses, workplace relations, and Medi-claim benefits influence private sector bank employees' decisions to stay. Bank employees expect rewards for their work, reasonable goals, and better communication to stay motivated and work there.

South-East Asian Nurses' Experiences Under the Economic Partnership Agreement (EPA) in Japan: How Language Ability Affects Self-Confidence and Interpersonal Relationships.

Since 2009, nurses have relocated to Japan from Indonesia, the Philippines, and Vietnam under the auspices of the Economic Partnership Agreement (EPA). We asked why some migrant nurses remain in Japan whereas others leave. We applied the methodology of Constructivist Grounded Theory. All participants were internationally educated nurses (IENs) currently or formerly working in Japan after passing the National Nursing Examination. Difficulty in mastering the Japanese language was established as one of the main themes. Initial coding elicited two explanatory sub-categories: lack of confidence in communication and effects of language difficulty on workplace relationships. One explains how practical experience in the workplace affected nurses' confidence in communication. The other explains how levels of Japanese language attainment shaped relationships with colleagues. These findings suggest a need to regulate the working conditions of foreign nurses, and a need for training schemes to optimize IEN retention.

Workplace relationships and flourishing: a moderated mediation model of work meaningfulness and learning goal orientation

AbstractIn this study, we examined a model that explores the connection between workplace relationships and flourishing, with mediation through work meaningfulness and living a calling. This mediation effect was discovered to be contingent on the level of learning goal orientation. The structural equation model was verified using data collected from 561 employed adults (357 females) representing various companies and jobs. The findings indicate that work meaningfulness and living a calling fully and sequentially mediate the relationship between workplace relationships and flourishing. Furthermore, this indirect effect was more pronounced under conditions of low learning goal orientation as opposed to high.

How Envy Drives Social Undermining: An Analysis of Employee Behavior

Employees' social undermining can significantly damage workplace relationships and overall organizational health. This study aims to present a model highlighting envy’s role in employees' social undermining among the staff of a telecommunication company in Tehran province. Initially, a comprehensive review of the relevant literature was conducted. Data were then collected using a questionnaire, with a sample of 217 employees selected based on the Cochran Formula. The data were analyzed using SPSS and Lisrel 8.80 software, and Structural Equation Modeling was employed to test the research hypotheses. The findings indicate that envy significantly affects social undermining.