Relational Balance in the Workplace: Exploring the Moderating Role of Organizational Commitment

IF 1.9 4区管理学 Q2 COMMUNICATION

Management Communication Quarterly Pub Date : 2022-11-10 DOI:10.1177/08933189221137579

Brian Manata

引用次数: 2

Abstract

This paper uses a diverse organizational sample to test portions of Heider’s (1946, 1958) balance framework. First, a review of balance theory is provided, and then theoretical relationships between relational balance and organizational outcomes (i.e., job satisfaction, unproductivity, and depressive symptoms) are explicated. Following this, the role of organizational commitment is also considered as a moderator of the aforementioned associations. In the main, the results of this investigation indicate that balance has a substantial, positive effect on job satisfaction. The results also indicate that balance combines non-additively with organizational commitment to impact results, such that the negative effects of balance on unproductivity and depressive symptoms are stronger when members are committed to their jobs. These findings point to the importance of considering the impact of relational patterns within organizations, as opposed to considering the impact of any one relationship in particular.

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工作场所的关系平衡:探索组织承诺的调节作用

本文使用不同的组织样本来测试Heider（19461958）平衡框架的部分内容。首先，对平衡理论进行了综述，然后阐述了关系平衡与组织结果（即工作满意度、非生产性和抑郁症状）之间的理论关系。在此之后，组织承诺的作用也被视为上述协会的主持人。总的来说，这项调查的结果表明，平衡对工作满意度有着实质性的积极影响。研究结果还表明，平衡与组织对影响结果的承诺是非相加的，因此，当成员致力于工作时，平衡对非生产性和抑郁症状的负面影响更大。这些发现指出了考虑组织内关系模式的影响的重要性，而不是特别考虑任何一种关系的影响。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Management Communication Quarterly Multiple-

CiteScore

4.30

自引率

16.00%

发文量

期刊介绍： Management Communication Quarterly presents conceptually rigorous, empirically-driven, and practice-relevant research from across the organizational and management communication fields and has strong appeal across all disciplines concerned with organizational studies and the management sciences. Authors are encouraged to submit original theoretical and empirical manuscripts from a wide variety of methodological perspectives covering such areas as management, communication, organizational studies, organizational behavior and HRM, organizational theory and strategy, critical management studies, leadership, information systems, knowledge and innovation, globalization and international management, corporate communication, and cultural and intercultural studies.