Guohao Li, Pervaiz Sabeeh, Qi He
School of Management, Jiangsu University, Zhenjiang, 212013, People's Republic of China.
School of Finance and Economics, Jiangsu University, Zhenjiang, 212013, People's Republic of China.
Psychol Res Behav Manag. 2021 Sep 21;14:1447-1459. doi: 10.2147/PRBM.S329905. eCollection 2021.
Workplace friendships are typically complicated, serving various goals, imposing varying levels of expectation on the members, and representing the interaction among employees. Recent research has highlighted the multifaceted nature of friendship; however, the purpose of this study is to quantify the benefits of friendship at work. The study investigates the impact of supervisor behavioral integrity on employee proactive behavior. Moreover, it constructed a moderated mediation model based on attachment theory to examine the function of affective commitment as a mediator and workplace friendship as a moderator.
In three stages, 266 employee data from 20 Pakistani service industries were gathered (including seven banks, four educational institutes, five travel firms, and four telecom providers). Data on supervisor behavioral integrity, workplace friendship, affective commitment, employee proactive behavior, and demographics were collected between March and September 2020.
The findings indicated that supervisor behavioral integrity had a beneficial impact on employee proactive behavior. Affective commitment mediates the relation between supervisor behavioral integrity and employee proactive behavior. Furthermore, workplace friendship moderates the relationship between supervisor behavioral integrity and affective commitment and the indirect impact of supervisor behavioral integrity on employee proactive behavior through affective commitment.
According to the findings of this study, workplace friendship is an essential informal aspect in any organization. Leadership as a formal organizational component would be greatly agitated even when employees have a low level of workplace friendship. Friendship in the workplace inspires employees to take action in order to succeed.
职场友谊通常较为复杂，服务于各种目标，对成员有着不同程度的期望，并体现了员工之间的互动。近期研究突出了友谊的多面性；然而，本研究的目的是量化职场友谊的益处。该研究调查了主管行为正直对员工积极行为的影响。此外，它基于依恋理论构建了一个有调节的中介模型，以检验情感承诺作为中介变量以及职场友谊作为调节变量的作用。
分三个阶段收集了来自巴基斯坦20个服务业的266名员工的数据（包括7家银行、4所教育机构、5家旅游公司和4家电信供应商）。在2020年3月至9月期间收集了有关主管行为正直、职场友谊、情感承诺、员工积极行为和人口统计学的数据。
结果表明，主管行为正直对员工积极行为有有益影响。情感承诺在主管行为正直与员工积极行为之间起中介作用。此外，职场友谊调节主管行为正直与情感承诺之间的关系，以及主管行为正直通过情感承诺对员工积极行为的间接影响。
根据本研究的结果，职场友谊是任何组织中一个重要的非正式方面。即使员工的职场友谊水平较低，作为正式组织组成部分的领导力也会受到极大影响。职场友谊激励员工采取行动以取得成功。
