Suchergebnisse

The primary purpose of this study was to learn how and why information and communication technologies (ICTs) are used to initiate, maintain, and dissolve workplace romantic relationships, creating a new model. Workplace romantic relationships are different from traditional romantic relationships in several ways: those in workplace romances may face additional implications following workplace romance disclosure and need to be mindful of how they disclose, they risk damaging gossip that could result in negative professional consequences, and they are influenced by organizational culture. How and why people chose to date those they met at work has important implications for individuals, organizations, and society. Using a constructivist grounded theory approach and collecting in-depth qualitative data, we uncovered a model of ICT use in workplace romantic relationships. We also found privacy was a predominant concern in both the initiation and maintenance stages and that communication was generally avoided during dissolution. Technology was used to end many of these relationships including text messages and social networking sites because they are asynchronous and help both parties avoid more direct communication. Theoretical and practical implications for employees, managers, and organizations are discussed.

The purpose of this study was to empirically answer the longstanding question regarding industry differences in reactions to workplace romance. Departing from prior research designs, and employing the largest workplace romance sample to date, close to 1,000 adults in major US cities reported their workplace romance experiences and beliefs through an internet survey. Beliefs about workplace romance's career reputation effects, workplace romance occurrence, and comfort with workplace romance differed by industry, with Healthcare, Education, Administration, and Other Professional industries appearing to represent the most conservative workplaces, and Finance, Trade, and Sales; STEM; and Blue-Collar and Manual Labor industries the most liberal. Industry also interacted with employee sex, management status, and age to affect workplace romance outcomes. Furthermore, workplace romances were seen as more damaging to women's than men's careers. Results suggest that human resources professionals should develop workplace romance policies that match the norms and values of their workplaces. A "one-size-fits-all" policy will be ineffective and, in some industries, may be construed as infringing on privacy. Workplace romance's effect on career reputations depends on the participant's industry, management status, age, and gender, underscoring the need for awareness of cultural influences on evaluations of employee sexuality. This study empirically demonstrates, for the first time, that industry is associated with beliefs about workplace romance's career reputation effects. Findings for Blue-Collar and Manual Labor work, previously overlooked, suggest particularly intriguing connections among masculinity, sexuality, aggression, and reputation effects.

AbstractA robust body of research attests to the mental and physical health correlates and consequences of affectionate communication. Like much research on personal relationships, however, this work may overrepresent certain portions of the population, may underrepresent others, and may not effectively account for intersections of identities. We define intersectionality as comprising the unique effects of two or more social identities interacting with each other. To assess this literature with an eye toward intersectionality and representation, the present article reports a systematic review of 86 individual empirical studies representing 26,013 participants. The review concludes that there is no explicit or implicit attention to intersectionality in the existing research on affectionate communication and health, and that U.S. Americans, women, younger individuals, white individuals, and students are overrepresented in research samples. The review ends with future directions to encourage more inclusive research on this topic.