Commentary: Following the Resources in Positive Organizational Relationships

Rousseau, Denise M.; Ling, Kimberly

doi:10.4324/9781315094199-24

Cited by 14 publications

(14 citation statements)

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“…Relational resourcing view provides a complementary explanation for the power of positive interrelating. It provides a complementary explanation by suggesting that when this mode of interrelating (respectful engagement) takes place, it helps to produce psychological and physiological resources that enhance an individual's health and capacity for action (Heaphy & Dutton, 2008;Rousseau & Ling, 2007; see also .…”

Section: Discussionmentioning

confidence: 99%

“…The promise of greater attention to interpersonal conditions, as a useful approach for understanding help-seeking, arises from a basic understanding of the way in which people interrelate. That interrelation can provide psychological and physiological resources, which in turn will allow them to be healthy and competent in what they are trying to accomplish (e.g., Heaphy & Dutton, 2008;Rousseau & Ling, 2007). In other words, high quality interrelating can create more positive psychological states that facilitate an optimal level of functioning (Vinarski-Peretz, A focus on how interpersonal conditions facilitate action is theoretically and practically important because help-seeking in work organizations involves taking personal initiative and is an effortful interpersonal action (Lee, 2002).…”

Section: When Does Respectful Engagement With One's Supervisor Fostermentioning

confidence: 99%

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When does respectful engagement with one's supervisor foster help-seeking behaviors and performance?

Friedman

Carmeli

Dutton

2018

Journal of Vocational Behavior

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Section: Discussionmentioning

confidence: 99%

Section: When Does Respectful Engagement With One's Supervisor Fostermentioning

confidence: 99%

When does respectful engagement with one's supervisor foster help-seeking behaviors and performance?

Friedman

Carmeli

Dutton

2018

Journal of Vocational Behavior

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“…Relationships characterized by high levels of trust, respect, or closeness may serve multiple functions, resulting in co-occurrence of functions (Rousseau & Ling, 2007). We expected the RFI to assess six distinct relationship functions, but we also expected the functions would be moderately correlated.…”

Section: Phase 3: Scale Development and Validationmentioning

confidence: 99%

“…Answering these types of research questions requires a clear understanding of the characteristics of good work relationships. In addition to satisfying a fundamental need to belong (Baumeister & Leary, 1995), relationships produce resources including energy, self-knowledge, and support that fuel growth and development and facilitate the exchange of resources (Ragins & Dutton, 2007;Rousseau & Ling, 2007). While these elements clearly distinguish good work relationships from bad ones, positive work relationships are specifically defined as being mutually beneficial and generative (Ragins & Dutton, 2007).…”

Section: Study 1: Identifying and Measuring Relationship Functionsmentioning

confidence: 99%

“…Together our theoretical and empirical work represents an important step in providing a broader view of the types of resources that positive work relationships can generate and transmit efficiently (Rousseau & Ling, 2007). Together our theoretical and empirical work represents an important step in providing a broader view of the types of resources that positive work relationships can generate and transmit efficiently (Rousseau & Ling, 2007).…”

mentioning

confidence: 92%

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Flourishing via Workplace Relationships: Moving Beyond Instrumental Support

Colbert

Bono

Purvanova

2016

AMJ

289

238

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In a series of qualitative and quantitative studies, we developed a model of the functions of positive work relationships, with an explicit focus on the role that these relationships play in employee flourishing. Stories that employees told about positive relationships at work revealed that relationships serve a broad range of functions, including the traditionallystudied functions of task assistance, career advancement, and emotional support, as well as less studied functions of personal growth, friendship, and the opportunity to give to others. Building on this taxonomy, we validated a scale -the Relationship Functions Inventory -and developed theory suggesting differential linkages between the relationship functions and outcomes indicative of employee flourishing. Results revealed unique associations between functions and outcomes, such that task assistance was most strongly associated with job satisfaction, giving to others was most strongly associated with meaningful work, friendship was most strongly associated with positive emotions at work, and personal growth was most strongly associated with life satisfaction. Our results suggest that work relationships play a key role in promoting employee flourishing, and that examining the differential effects of a taxonomy of relationship functions brings precision to our understand of how relationships impact individual flourishing. ABSTRACTIn a series of qualitative and quantitative studies, we developed a model of the functions of positive work relationships, with an explicit focus on the role that these relationships play in employee flourishing. Stories that employees told about positive relationships at work revealed that relationships serve a broad range of functions, including the traditionally-studied functions of task assistance, career advancement, and emotional support, as well as less studied functions of personal growth, friendship, and the opportunity to give to others. Building on this taxonomy, we validated a scale -the Relationship Functions Inventory -and developed theory suggesting differential linkages between the relationship functions and outcomes indicative of employee flourishing. Results revealed unique associations between functions and outcomes, such that task assistance was most strongly associated with job satisfaction, giving to others was most strongly associated with meaningful work, friendship was most strongly associated with positive emotions at work, and personal growth was most strongly associated with life satisfaction. Our results suggest that work relationships play a key role in promoting employee flourishing, and that examining the differential effects of a taxonomy of relationship functions brings precision to our understand of how relationships impact individual flourishing.

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

Lee,

Lee

2024

Journal of Employment Couns

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In 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.

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Commentary: Following the Resources in Positive Organizational Relationships

Cited by 14 publications

References 1 publication

When does respectful engagement with one's supervisor foster help-seeking behaviors and performance?

When does respectful engagement with one's supervisor foster help-seeking behaviors and performance?

Flourishing via Workplace Relationships: Moving Beyond Instrumental Support

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

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