Not all is fair in love and work: coworkers' preferences for and responses to managerial interventions regarding workplace romances
✍ Scribed by Sharon Foley; Gary N. Powell
- Publisher
- John Wiley and Sons
- Year
- 1999
- Tongue
- English
- Weight
- 150 KB
- Volume
- 20
- Category
- Article
- ISSN
- 0894-3796
No coin nor oath required. For personal study only.
✦ Synopsis
This article proposes a model of coworkers' preferences for and responses to managerial interventions regarding workplace romances (WRs). Speci®cally, the model examines the antecedents of coworkers' preferences for managerial intervention in WRs and the consequences of whether their preferred intervention is congruent with the actual managerial intervention. According to the model, coworkers' preferences for managerial intervention are in¯uenced by their perceptions of the impact of the WR on the work environment, including perceptions of whether it represents a con¯ict of interest for the two participants and whether it disrupts the functioning of the work group. These perceptions are aected by factors pertaining to the romance itself, the coworkers themselves, and the organizational context in which the romance occurs. Next, consistent with the organizational justice literature, we propose that coworkers will evaluate the distributive and procedural justice of the managerial intervention according to (a) the congruence between the severity of their preferred managerial action and the severity of the actual managerial action and (b) the congruence between their beliefs about a just process for managerial decision making about WRs and the actual process. Finally, we propose that coworkers who perceive the managerial intervention process and outcomes as unjust will exhibit negative work-related attitudes (e.g., decreased job satisfaction and organizational commitment) and behavior (e.g., decreased productivity and organizational citizenship behaviors). Implications of the model for future research and organizational practice are discussed.
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