Co-workers with benefits

Abstract

Purpose – The purpose of this paper is to examine the relation between employee engagement, decisions to be in a relationship with a co-worker, and commitment uncertainty in a sample of adults who identified they were currently working with their romantic partner. Design/methodology/approach – Because workplace romance can be a taboo topic among working adults, we recruited participants anonymously from online social media websites (n=68). The use of non-experimental design limits the ability to draw causal references in relation to the variables of interest. Findings – Participants who reported they were motivated to be in a romantic relationship with a co-worker to increase status also reported lower levels of engagement, even after controlling for other relationship (e.g. relationship adjustment) and workplace variables (e.g. intent to turnover). Practical implications – Romantic relationships within the workplace will most certainly transpire yet the topic remains underexplored in the management literature. This work provides scholars and practitioners insight into the psychological mechanisms that influence workplace relationships and more, explores how relationships between co-workers impact performance variables such as employee engagement. Originality/value – This is the first study to examine the influence of workplace romantic relationships in the context of employee engagement. Moreover, this is one of only a handful of studies that has documented the empirical linkage between workplace relationships and performance variables.

Exploring neural networks in the analysis of variables that affect the employee turnover in the organization

“…Jin et al 25 analyze the relationship between job satisfaction, organizational commitment and the turnover intention, to this effort are added other research such as: Nazir et al 38 Raffiee and Coff, 39 and Kim et al 42 Another perspective of the employee turnover analysis is proposed by Park and Sturman 44 and Pohler and Schmidt, 26 who analyze the link between this and the application of different forms of reward, corroborating the hypothesis of the high relation between both variables. Shipton et al 45 and Shuck et al 40 analyze how organizational commitment influences the turnover intention. A little explored research on the subject is the one developed by Tsao et al 46 who explore the incidence of periods of economic crisis in the organizational commitment and the turnover intention.…”

“…Bibliometric analysis of previous investigations Aydogdu and Asikgil 36 Surveys Shuck et al 40 Motivation and organizational commitment Surveys Robson and Robson 21 Leadership and organizational support (they recognize but do not evaluate the variables: age, sex, position and time of service)…”

“…In addition, they generally use surveys as an information gathering tool, which although methods are used to ensure the validity and reliability of such instruments does not completely rule out the influence of the subjective nature and the will or intentionality of respondents. 15,21,26,30,[34][35][36][37][38][39][40] In other cases, the study is carried out only from the study of secondary sources. 28,33,41 This establishes a distance between the researcher and the object of investigation, since the latter reaches conclusions based on the conclusions reached by other researchers.…”

Past Behaviour, Conscientiousness Personality, and Attitude Toward Engagement in Workplace Affair

“…According to Shuck, Owen, Manthos, Quirk, & Rhoades (2016), romance and work are two essential pillars of memorable life experiences.…”

“…Moreover, Rabin-Margalioth (2006) in Shuck, Owen, Manthos, Quirk, & Rhoades (2016) stated that many people spend most of their time to work; thus, it makes workplace romance becomes an unavoidable phenomenon, and sometimes it plays as a way for workers to find their soulmate.…”