Predicting workplace relational dynamics using an affective model of relationships

Abstract

Integrating insights from the organizational social networks and workplace affect literatures, the authors propose a dynamic model of relationships, focusing on the affect experienced within dyadic work relationships to predict their trajectory over time: either improving, declining, or static. The feelings each partner typically experiences within an ongoing relationship (trait relational affect) can be distinguished according to their hedonic tone and activation level, and the combination of both dyadic partners' trait relational affect is predictive of the relationship trajectory. Furthermore, the emotions each partner experiences during specific interactional episodes (state relational affect) can alter and disrupt this relationship trajectory, either temporarily or permanently, to the extent that they diverge from the trait relational affect that is typically experienced. A given relationship trajectory over time leads to the development of different types of informal work ties (strong, negative, or weak), which are associated with a wealth of organizational consequences including effort, motivation, performance, and innovation. The model addresses criticisms that organizational social network research neglects the role of affect and views networks as static entities. The model further provides affect researchers with a novel framework that considers affect as a relational rather than individual phenomenon.

The Positive Loop at Work: A Longitudinal Long-Term Study of Transformational Leadership, Group Passion, and Employee Results

“…As such, affect is usually described using two dimensions: valence and activation (Russell and Barrett, 1999). The present study focuses on positive affective states with high activation/intensity defined as passion and composed of emotions like enthusiasm, happiness, and pride (Lopez-Kidwell et al, 2018). TFL has been found to be more strongly associated with this emotional state than with others.…”

Exploring Collective Leadership and Co-Production

“…Emphasis is given to the importance of bringing the whole person into the room, rather than representations of a role or an organization. It is through these exchanges that diverse viewpoints are more comfortably shared, as members relate together, shaping a new course of action (Fletcher, 2012;Lopez-Kidwell et al, 2018).…”

I can be happy for you, but not all the time: A contingency model of envy and positive empathy in the workplace.

“…The following discussion presents propositions for three important classes of outcomes—intrapersonal (job performance and well-being), interpersonal (dyadic relationship quality and helping behavior), and team effectiveness—that have theoretical justification and practical relevance. In theoretical terms, these propositions are justified by key characteristics of affect in general and by social emotions in particular (Lopez-Kidwell, Niven, & Labianca, in press; Weiss & Cropanzano, 1996). The thinking is that (a) emotions have important consequences for well-being, (b) affective processes are defining elements of workplace relationship quality, and (c) affective processes motivate (i.e., energize and direct) behaviors that have implications for individual job performance and team effectiveness.…”

“…The affect generated in dyadic workplace relationships influences their form and trajectory (Lopez-Kidwell et al, in press). This is particularly true of such social emotions as envy and positive empathy, which are inherently interpersonal in nature.…”