Understanding workplace relationships : an examination of the antecedents and outcomes /: an examination of the antecedents and outcomes. (2022)

• Record Type: Book
• Further Information: Note: Edited by Alexandra Gerbasi, Cecile Emery, Andrew Parker.
• Editors: Gerbasi, Alexandra; Emery, Cécile; Parker, Andrew
• Contents: Introduction (Alexandra Gerbasi, Cécile Emery, & Andrew Parker) Section 1: The effect of network relationships on individual performance in organizations Chapter 1: Unpacking the link between intrinsic motivational orientation and innovative performance: A social network perspective (Gianluca Carnabuci, Vojkan Nedkovski, & Marco Guerci) Chapter 2: Brokering one's way to trust and success: Trust, helping, and network brokerage in organizations (Andrew Parker, Don Ferrin, & Kurt Dirks) Chapter 3: Women alone in the middle: Gender differences in the occupation and leverage of social network brokerage roles (Inga Carboni) Section 1 Abstracts: Chapter 1: Existing research has found a positive relationship between intrinsic motivational orientation and employee innovative performance. Whereas prior studies have emphasized psychological explanations for this relationship, we draw from social network theory and posit a network-structural explanation. We hypothesize that employees with an intrinsic motivational orientation tend to become more central within the organization's informal advice network, which in turn aids their innovative performance. We test and find support for this mediation argument in two distinct organizations which, while similar in terms of size and geographical location, vary markedly in terms of organizational culture, structure and task environment. Our findings demonstrate that intrinsically motivated employees are more innovative because – and insofar as – they tend to acquire a central position in their organization's informal advice network. In addition to establishing a fruitful integration between motivation and network theories, this finding bears practical implications for managers and firms aiming to enhance employees' innovative performance. We conclude by proposing practical levers to help intrinsically motivated employees express their full innovative potential by gaining central positions in the organization's informal advice network. Chapter 2: A substantial body of research over the last two decades has examined the determinants and outcomes of interpersonal trust within organizations. However, little of this research has considered how the social network that surrounds an interpersonal relationship might influence the interpersonal trust within that relationship and ultimately the effectiveness and success of individuals within an organization. We address this gap by examining the role of helping behaviors and brokerage in organizational networks. Utilizing a social exchange framework, we propose that brokers have the opportunity to identify individuals who are in need of information and other resources, act to satisfy those needs by performing organizational citizenship behaviors (OCBIs) toward those individuals, and by doing so, earn others' trust. And it is this trust that enables brokers to gain performance advantages by maximizing the resource benefits of their structural position. Network data from two empirical studies provide substantial support for our hypotheses that helping others mediates the brokerage-trust relationship and trust mediates the brokerage-performance relationship. We conclude with managerial implications and avenues for future research. Chapter 3: For decades, researchers have known that professional networks that are characterized by brokerage―connections to otherwise unconnected subnetworks within the organization―provide important advantages. People who occupy the powerful brokerage role reap significant career rewards, including faster rates of promotion, larger bonuses, more involvement in innovation, and greater likelihood of being identified as top talent. However, recent evidence has emerged to suggest that women are less likely than men to occupy the brokerage position and, even when they do occupy it, are less likely to leverage it for career success. Several mechanisms have been advanced to explain these findings, including women's need for legitimacy, structural constraints caused by systemic discrimination, and gender role congruity. This chapter reviews the research on gender and brokerage, and posits that a gendered socio-emotional experience of the brokerage role may also contribute to systematic disadvantage for women. Organizations can apply these ideas to further the career success of women through training and restructuring activities that reframe the brokerage experience, provide concrete tools for strategic network development, and reduce barriers to effective network development. Section 2: The effect of network relationships on individual attitudes and behaviors Chapter 4: Satisfied in the outgroup: How co-worker relational energy compensate for low-LMX relationships (Alexandra Gerbasi, Cécile Emery, Kristin Cullen-Lester, & Michelle Mahdon) Chapter 5: Degree of relations: The effect of hot and cool relations on organizational identification (Francesca Pallotti, Eleonora Zanotti, & Alessandro Lomi) Chapter 6: Embeddedness and institutionalisation of new work practices in heath service organisations (Emily Rowe & Leroy White) Chapter 7: Business before pleasure? Bringing pleasure back into work (Christine Moser, Dirk Deichmann, & Mariel Jurriens) Section 2 Abstracts: Chapter 4: Past research suggests that employees who established a high-quality Leader-Member Exchange (LMX) relationship with their supervisor are more likely to feel energized and are also more satisfied at work. We propose that relational energy – that is, the heightened level of psychological resourcefulness generated from interpersonal interactions that enhances one's capacity to do work – is a mediating link between LMX and employee job satisfaction. Furthermore, we examine whether low-LMX employees, who receive lower levels of relational energy from their supervisor compared to high-LMX employees, can be satisfied at work depending on their embeddedness in a larger network of energizing relationships with co-workers. In other words, we empirically test a second-stage moderated-mediation model examining relational energy as a mediator between LMX and job satisfaction and relational energy from co-workers as a boundary condition. Results using a sample of 211 employees support our prediction and hence highlight the valuable source of relational energy that co-work represent. Chapter 5: What connect individuals to their organizations? In this paper, we examine the effect of 'hot' and 'cool' relations on the strength of members' identification with the organization. Building on the classic distinction originally proposed by McLuhan, we consider 'hot' relations those involving a lower level of ambiguity and a relatively well-defined object of exchange: hot relations involve a lower degree of participation. Examples of hot relations within organizations include task-advice and reporting. 'Cool' relations, on the other hand, are those involving a higher level of ambiguity about the object of exchange: to be sustained, cool relations require the active engagement of connected parties. Examples of cool relations include hanging-out and friendship. We hypothesize that networks of cool relations are more strongly connected with organizational identification. We expect this to be the case because of the greater emotional involvement that cool relations generate and sustain. We test this hypothesis using data we have collected in the Community of San Patrignano, the largest community in Europe catering to individuals suffering from drug addiction and marginalization. We discuss the general implications of our novel conceptualization of social relation for managing identification in organizational settings. Chapter 6: This study examines the relationship between professional networks structure and the adoption of new management practices in a health service setting. Collecting survey data from 250 professionals on workplace advice and trust relations from two UK hospital trust, we used theories on institutional practices and social networks to investigate the role of structural embeddedness in professionals adopting and institutionalizing new practices for health service improvements. Specifically, our study challenges the prevailing view that professional actors are subject to institutional norms without question and are not seen as purposive agents who can question and re-evaluate institutional rules and practices. Instead, we view that adopting practices depends on social structures or the interplay between workplace relations that allow actors to generate shared understandings of new ways of working. Applying social network analysis, specifically, ERGMs, our study found that while each trust had the same change-oriented resources, training and funding, varying patterns of workplace interactions among professional actors had contrasting implications for institutionalizing new practices. The overall picture is one of network structure interplaying with individual actors' characteristics in shaping the dynamics of professional interactions. Chapter 7: In many different ways, organizational scholars have engaged with the pleasures of work. Play, passion, commitment, enjoyment, and meaningfulness are only a few examples of how work can be beneficial for people. In this chapter, we will shortly review these different strands of literature to provide an overview of topics that have been associated with the pleasures of work, particularly those that emerge from workplace interactions. We then move on to claim that these different literatures have largely neglected the very essence of pleasure; that is, pleasure as an end in itself. Having neglected our human need for pleasure and interaction, we suggest, leads to an impoverished and incomplete understanding of work – primarily focused on rationality, effectiveness and efficiency – that all but helped achieve other ends. Instead, and grounding our argumentation in the tradition of e
• Publisher Details: Basingstoke : Palgrave Macmillan
• Publication Date: 2022
• Extent: 1 online resource, illustrations (black and white)
• Subjects: 302; Interpersonal relations; Work environment -- Social aspects
• Languages: English
• ISBNs: 9783031166402
• Related ISBNs: 9783031166396
• Notes: Note: Description based on CIP data; resource not viewed.
• Access Rights: Legal Deposit; Only available on premises controlled by the deposit library and to one user at any one time; The Legal Deposit Libraries (Non-Print Works) Regulations (UK).
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