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Destructive de-energizing relationships: How thriving buffers their effect on performance.

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Negative workplace relationships decrease job performance. However, individuals who are thriving at work are less affected by these de-energizing relationships, maintaining better performance outcomes.

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Area of Science:

  • Organizational Behavior
  • Social Psychology
  • Management Science

Background:

  • Social network research traditionally focuses on positive relationships.
  • De-energizing relationships are prevalent and negatively impact individuals in organizations.
  • Limited research exists on the specific effects of de-energizing relationships on performance.

Purpose of the Study:

  • To establish the relationship between de-energizing relationships and individual performance.
  • To investigate the moderating role of thriving at work on the impact of de-energizing relationships.
  • To provide insights into managing negative workplace dynamics.

Main Methods:

  • Two field studies were conducted.
  • Study 1: Data from 161 IT professionals in an engineering firm.
  • Study 2: Data from 439 management consultants, examining the moderating effect of thriving.

Main Results:

  • De-energizing relationships are significantly associated with decreased individual performance.
  • Thriving at work acts as a buffer, reducing the negative impact of de-energizing relationships on performance.
  • Individuals with higher levels of thriving demonstrated greater resilience.

Conclusions:

  • De-energizing relationships pose a tangible threat to organizational performance.
  • Fostering a thriving work environment can mitigate the detrimental effects of negative workplace interactions.
  • Organizations should consider strategies to address de-energizing relationships and promote employee thriving.