Positive and negative workplace relationships, social satisfaction, and organizational attachment.

Venkataramani, Vijaya; Labianca, Giuseppe; Grosser, Travis J.

doi:10.1037/a0034090

Cited by 132 publications

(143 citation statements)

References 83 publications

(103 reference statements)

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“…This is in accordance with what Venkataramani, Labianca, and Grosser [29] described, as "job satisfaction has been defined as a psychological state represented by cognitive and affective indicators resulting from the evaluation of one's job experiences" (p. 1031).…”

Section: Utilization Of Competencesupporting

confidence: 60%

“…Venkataramani, Labianca, and Grosser [29] In some hospitals, the consultant is treated in a solely functional and impersonal way. Hence, the competence of the doctor is interpreted at a strictly professional or educational level, while the person behind the competence is of little importance [37].…”

Section: The Client Companies' Involvementmentioning

confidence: 99%

“…Social support refers to the social climate and the possibility of receiving support from supervisors and colleagues when necessary. Such support is important because "when employees are satisfied with the quality of their relationships with coworkers… research suggests that they are also more satisfied with their overall job experience" [ [29], p. 1031].…”

Section: Psychosocial Work Environmentmentioning

confidence: 99%

“…According to Venkataramani, Labianca, and Grosser [29], "individuals have a strong need to feel included and respected by others around them" (p. 1031).…”

Section: (Interview Person 2)mentioning

confidence: 99%

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Utilization of Consultant Doctors’ Competence and Impact on Perceived Psychosocial Work Environment: A Pilot Study

Augustsson¹,

Ekelund-Book²,

Landstad³

2017

Health

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Background: Work agencies that assign temporary jobs to doctors and nurses are becoming an increasing phenomenon. Aim: The purpose of this pilot study was to explore how consultant doctors (CDs) experience their competence as utilized in practice and what impact this has on their perceived psychosocial work environment. Methods: The findings are based on 11 interviews with CDs working on consultancy assignments in Norway. The CDs were all specialists in fields such as general practice, psychiatry, anesthesia, gynecology, orthopedics, and otolaryngology. Results: The competence that the CDs contributed to their hosting work organization was interpreted differently based on whether the consultant played an active role in the psychosocial work environment and also depended on the doctor's specialty. Not being integrated into the hosting work organization enhanced the feeling of exclusion and the idea that little or no room was available to contribute one's competence. Most of the CDs experienced their competence as being utilized to a certain extent, which strengthened their work satisfaction and feeling of playing an active role in the psychosocial work environment.

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Section: Utilization Of Competencesupporting

confidence: 60%

Section: The Client Companies' Involvementmentioning

confidence: 99%

Section: Psychosocial Work Environmentmentioning

confidence: 99%

“…According to Venkataramani, Labianca, and Grosser [29], "individuals have a strong need to feel included and respected by others around them" (p. 1031).…”

Section: (Interview Person 2)mentioning

confidence: 99%

See 2 more Smart Citations

Utilization of Consultant Doctors’ Competence and Impact on Perceived Psychosocial Work Environment: A Pilot Study

Augustsson¹,

Ekelund-Book²,

Landstad³

2017

Health

View full text Add to dashboard Cite

show abstract

“…In support of the validity of the three-item Seashore Turnover Intentions Scale, Meriac, Slifka, and LaBat (2015) found that turnover intentions strongly negatively correlated with job satisfaction (r = -.67). Additionally, Venkataramani, Labianca, and Grosser (2013) Organizational commitment. Affective organizational commitment was measured using a shortened version of the Affective Commitment Scale (ACS; Allen & Meyer, 1990;).…”

Section: Discussionmentioning

confidence: 99%

Is The "grass" Greener? Occupational Wellness In The Colorado Cannabis Industry

Walters¹

2017

PsycEXTRA Dataset

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IS THE "GRASS" GREENER? OCCUPATIONAL WELLNESS IN THE COLORADO CANNABIS INDUSTRYThis study is the first occupational safety and health evaluation of the cannabis industry of Colorado from an Occupational Health Psychology (OHP) perspective. Qualitative pilot data and common OHP theories provide a framework for project development, design, and rationale.This study investigated the following among cannabis industry workers: potential stressors, perceptions and awareness of physical safety hazards, strain outcomes, and organizational supports that might buffer relations between stressors and strain outcomes. Study results provide a first glimpse at the demographics of the cannabis industry and suggest that workers generally experience low strain and high levels of organizational supports in the presence of various physical and psychological stressors and hazards. However, results also suggest heterogeneous health and safety training, awareness, and regulation in the cannabis industry. Future research directions and practical implications for cannabis industry workers are provided.iii ACKNOWLEDGMENTS This thesis represents several years of work -work that I could never have accomplished without the help and guidance of many others. As such, I have a number of people that I would like to acknowledge and thank.

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High commitment work systems and employee well‐being: The roles of workplace friendship and task interdependence

Zhang

Sun

Shaffer

et al. 2021

Human Resource Management

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Human resource (HR) practices are potent in shaping workplace social relationships, which play a crucial role in employees' well-being. While the role of formal relationships (i.e., relationships based on prescribed work roles) has received relatively more research attention, little is known about the nexus between HR practices, informal relationships at work and employee well-being. Drawing on social interdependence theory, we conducted two studies to investigate how high commitment work systems (HCWS) affect employee well-being through workplace friendship, beyond the effects of formal interpersonal relationships. In Study 1, using time-lagged data from a sample of 253 full-time employees, we found that workplace friendship, a type of informal relationship at work, mediated the relationship between HCWS and employee well-being. In addition, task interdependence strengthened the relationship between HCWS and workplace friendship as well as the indirect effect of HCWS on employee well-being. In Study 2, we replicated these findings and extended them to multiple forms of well-being using multilevel data collected at three time points from 310 employees in 61 organizations. Theoretical and practical implications of the findings as well as future research directions are discussed.

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Positive and negative workplace relationships, social satisfaction, and organizational attachment.

Cited by 132 publications

References 83 publications

Utilization of Consultant Doctors’ Competence and Impact on Perceived Psychosocial Work Environment: A Pilot Study

Utilization of Consultant Doctors’ Competence and Impact on Perceived Psychosocial Work Environment: A Pilot Study

Is The "grass" Greener? Occupational Wellness In The Colorado Cannabis Industry

High commitment work systems and employee well‐being: The roles of workplace friendship and task interdependence

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