Managing the risks and side effects of workplace friendships: The moderating role of workplace friendship self-efficacy

IF 5.2 1区心理学 Q1 PSYCHOLOGY, APPLIED

Journal of Vocational Behavior Pub Date : 2023-06-01 DOI:10.1016/j.jvb.2023.103875

Ulrike Fasbender , Anne Burmeister , Mo Wang

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引用次数: 3

Abstract

In this paper, we investigate the risks and side effects of workplace friendships for coworkers. Combining the dialectical perspective on workplace friendships with a self-regulatory perspective, we argue that workplace friendships can lead to incivility directed toward coworkers because employees experience inter-role conflict between their role as “employee” and their role as “friend”, and subsequent resource depletion. We further suggest that employees with higher workplace friendship self-efficacy are better able to manage these risks and side effects. We tested our hypotheses in two studies with time-lagged data (Study 1: 451 employees, Study 2: 499 employees) using structural equation modeling. Study 1 showed that workplace friendships are positively related to incivility via inter-role conflict and subsequent resource depletion. Workplace friendship self-efficacy buffered the indirect relation between workplace friendships and incivility. Study 2 partly replicated and extended the findings from Study 1. We found support for the serial mediation effect of workplace friendship on incivility via inter-role conflict and resource depletion and we were able to extend Study 1 by disentangling the targets of incivility. In particular, employees instigated incivility toward other coworkers rather than their workplace friends. However, the moderating effect of workplace friendship self-efficacy did not replicate. Our findings contribute to the literatures on workplace friendships and role conflicts.

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管理职场友谊的风险和副作用：职场友谊自我效能感的调节作用

在本文中，我们调查了职场友谊对同事的风险和副作用。结合职场友谊的辩证视角和自我调节视角，我们认为职场友谊会导致员工对同事的不文明行为，因为员工在“员工”角色和“朋友”角色之间经历了角色间冲突，从而导致资源枯竭。我们进一步认为，拥有较高职场友谊自我效能感的员工能够更好地管理这些风险和副作用。我们使用结构方程模型对两项具有时间滞后数据的研究(研究1:451名员工，研究2:499名员工)进行了假设检验。研究1表明，职场友谊通过角色间冲突和随后的资源消耗与不文明行为呈正相关。职场友谊自我效能缓冲了职场友谊与不文明行为之间的间接关系。研究2部分重复并扩展了研究1的发现。我们通过角色间冲突和资源消耗发现了职场友谊对不文明行为的系列中介效应的支持，并且我们能够通过解开不文明行为的目标来扩展研究1。特别是，员工会对其他同事而不是同事的朋友表现出不礼貌。然而，职场友谊自我效能感的调节作用并没有重复。我们的发现有助于研究职场友谊和角色冲突。

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

Journal of Vocational Behavior PSYCHOLOGY, APPLIED-

CiteScore

13.10

自引率

5.40%

发文量

期刊介绍： The Journal of Vocational Behavior publishes original empirical and theoretical articles offering unique insights into the realms of career choice, career development, and work adjustment across the lifespan. These contributions are not only valuable for academic exploration but also find applications in counseling and career development programs across diverse sectors such as colleges, universities, business, industry, government, and the military. The primary focus of the journal centers on individual decision-making regarding work and careers, prioritizing investigations into personal career choices rather than organizational or employer-level variables. Example topics encompass a broad range, from initial career choices (e.g., choice of major, initial work or organization selection, organizational attraction) to the development of a career, work transitions, work-family management, and attitudes within the workplace (such as work commitment, multiple role management, and turnover).