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Relationship Between Personality Traits, Work Environment And Interpersonal Relationship At Work
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Rousseau (1995) suggested
that managers may be instructed to promote a climate of openness and
friendship among their staff and to set positive examples of desired
workplace relationships. In a study of senior managers, Berman et al.
(2002) identified common strategies for promoting a climate of
friendship. The strategies included providing employees the opportunity
to socialize; encouraging them to act friendly toward one another and to
seek each other for emotional support; and training supervisors to
establish positive relationships with employees.
Relationship between Personality and Interpersonal Relationships at Work
The
research focus thus far on demographic and situational antecedents of
interpersonal relationships at work neglects the argument that an
individual’s dispositional differences likely also influence the
formation of positive work relationships. Indeed, researchers have paid
limited attention to identifying individual, non-demographic attributes
that facilitate the construction of social ties even though meaningful
relationships on the job are likely to be a function of the nature of
two people who come together. Developing positive interpersonal
relationships at work should be rooted in dispositional differences.
Kalish and Robins (2006) suggest that psychological predispositions are
critical factors at the most basic level of a social relationship
between two individuals. The five-factor model of personality (Barrick,
Mount, & Judge, 2001; Hogan, 1991; Hough & Furnham, 2003),
including openness, conscientiousness, extraversion, agreeableness, and
neuroticism (emotional stability), provides a meaningful theoretical
framework for postulating the likelihood that certain traits lead to the
development of interpersonal relationships at work.
Extraverts are
described as energetic, participative, gregarious and expressive.
Because they tend to be social, assertive and bold in nature,
extraverted individuals should form and maintain interpersonal
relationships at work. Employees high on extraversion enjoy socializing
and developing relationships. They are therefore more likely to
cultivate social interaction and build new connections. Taking a social
networks perspective, Kalish and Robins (2006) provide evidence that
extraverted workers tend to construct broad, dense, heterogeneous social
networks.
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ABSRACT - [ Total Page(s): 1 ]Studies have shown that in as much as there are more than one person who work in an Organisation, interpersonal relationship is about the most important factor in the productivity and success of such Organisation. The objective of this study therefore is to examine the influence of Personality factors and work environment on interpersonal relationship at work.A survey research design was adopted using a total sample of one hundred and eighty-one employees, across different industries in Lagos. T ... Continue reading---
