Workplace friendship in hospitality organizations: a scale development

Abstract

Purpose The purpose of this study is to explore workplace friendship in hospitality organizations and to develop an appropriate scale that combines qualitative and quantitative methods. Design/methodology/approach A mixed-methods design was selected to capitalize on the strength of both qualitative and quantitative approaches to reveal robust findings. First, in-depth interviews were carried out to determine the forms of workplace friendship. Second, an instrument was developed on the basis of the interviews, and 6 factors were extracted from exploratory factor analysis with 507 Samples-1. Third, confirmatory factor analysis with 507 Samples-2 was performed to identify the validity of the workplace friendship scale. Findings A 65-item, six-factor workplace friendship scale was developed. The six dimensions are trustworthiness, competency, having someone’s back, value-life interest similarity, caring personal relationships and socio-cultural similarity. Research limitations/implications The sampling approach may limit the generalizability of the study findings as the data were collected from Turkish employees in Turkey. Cultural differences in individual relations may affect individual approaches to workplace friendship. Therefore, future cross-cultural research with samples from different populations and workplaces would be useful to explore similarities and differences with the findings of this study and to better understand the intricate structure of friendship. Originality/value This study contributes a reliable and valid measurement scale to address workplace friendship hospitality organizations.

Does Workplace Friendship Contribute Toward Work Engagement among Employee of West Java’s Industrial Area?

“…The research result is in line with previous research conducted by Yan et al (2021) and Ariyabuddhiphongs and Boonsanong (2019) which stated that workplace friendship is positively related to work engagement. The assumptions of previous research Omuris (2019) revealed that future research should examine the relationship between workplace friendships and employee work outcomes by explaining the relationship between workplace friendships and work engagement. Although employees cannot choose co-workers, they can determine who will be their close friends (Omuris, 2019).…”

“…The assumptions of previous research Omuris (2019) revealed that future research should examine the relationship between workplace friendships and employee work outcomes by explaining the relationship between workplace friendships and work engagement. Although employees cannot choose co-workers, they can determine who will be their close friends (Omuris, 2019). As Nielsen (2000) that Workplace friendship is defined as the extent to which one perceives an opportunity to form a strong bond with and a trust in coworkers; operationally workplace friendship consists of opportunity for and prevalence of friendship in organizations.…”

Guest editorial

“…Notable examples include studies by: Kim et al (2010), which used a multi-phased study to develop a method to measure of food motivations of tourists visiting the Southwest US states. Omuris (2019), which conducted a multi-phase study to develop the instrument to measure workplace friendship in hospitality organizations. Kim et al (2015), which also applied a multi-phased study to develop an instrument to measure the perceived social impacts of hosting large-scale sport tourism events in South Korea. Arasli et al (2020), which conducted a multi-phased study to develop and validate an instrument to measure seasonal employee leadership in the hospitality and tourism industry. Tung and Ritchie (2011), which explored the dimensions of memorable experiences of tourists through in-depth interviews. Tsai et al (2017), which also applied a multi-phased study to develop and validate a way to measure the career anxiety of graduates of hospitality and tourism programs. …”

Impact of wise leadership, workplace friendships on open innovation in family firms: a developing country perspective

“…WF experience is gained either by building such relationships, observing friendships of others or being influenced by the concept of friendship. Thus, WF is considered an important source of knowledge to support firms' practical (wisdom) values (Omuris, 2019).…”

“…The intermediate (mediators) variables are in the middle of the proposed study model between the independent and dependent variables. The WF variable is measured using some indicators of the scale developed by Omuris (2019). Lastly, the variables KS and CO challenges for energising OI were measured using indicators derived from the details of the challenges facing family businesses' OI (Gjergji et al, 2019;Oduro, 2020, Van De Vrande et al, 2009.…”