an article by Sean M. Horan (DePaul University, Chicago, USA) and Rebecca M. Chory (West Virginia University, Morgantown, USA) published in Journal of Business Communication Volume 50 Number 2 (April 2013)
Abstract
This study examines the relational implications of same-sex workplace romances (WRs) and compares results with findings for heterosexual WRs.
Working adults (N = 147; M age = 30.87 years old) read a scenario describing a same-sex WR and completed measures of deception, trust, and credibility. Results indicate that employees trust gay and lesbian peers dating superiors less, are more likely to deceive them, and view them as less credible than gay and lesbian peers dating other peers.
Employees also perceive gay co-workers as more caring and of higher character than they perceive lesbian coworkers. Comparisons with prior research indicate that peers report less deception with gay and lesbian co-workers and higher perceptions of gay and lesbian co-workers’ caring and character compared with heterosexual co-workers.
Sex of the peer affected perceptions of gay and lesbian, but not heterosexual peers. There were no differences in the effect sizes for dating a superior versus a peer between gay and lesbian and heterosexual WRs.
Showing posts with label workplace_romance. Show all posts
Showing posts with label workplace_romance. Show all posts
Friday, 19 April 2013
Monday, 25 June 2012
Romantic relationships in organisational settings: Attitudes on workplace romance in the UK and USA
an article by David Biggs and Claire Fultz (University of Gloucestershire, Cheltenham) and Lisa Matthewman (Westminster Business School, University of Westminster) published in Gender in Management: An International Journal Volume 27 Issue 4 (2012)
Abstract
Purpose
Research illustrates that workplace romance is on the rise and has potentially negative and beneficial consequences. The purpose of this paper is to understand, from an individual manager and employee perspective in the UK and USA, what personal experience individuals had on workplace romance and what this meant to them personally and in terms of company policy.
Design/methodology/approach
A thematic analysis approach was taken to understand what experiences individuals had on workplace romance and how this experience should be reflected in company policy. The research utilised qualitative interviews which were preferred over other methods, such as focus groups by the participants. These interviews were recorded, transcribed and coded to formulate themes in the research.
Findings
The sample consists of 21 employees and 15 managers from Maryland, Oregon, Pennsylvania and England. Regardless of whether participants were from the USA or England, their opinions were similar. Managers and entry level employees feel that workplace romance was acceptable if it has minimal impact on the workplace. Managers and entry level employees are most concerned with the negative impacts of workplace romance on the atmosphere of the workplace, more so than the risk of sexual harassment lawsuits. Managers and entry level employees agree on the importance of companies having a policy on how workplace romance will be handled.
Practical implications
Both managers and employees stress that company policy should not place a complete ban on workplace romance; that workplace romances should be handled on a case by case basis.
Originality/value
The paper adds to existing research by comparing managers’ and entry level employees’ perceptions of consensual romantic relationships between people who work for the same organisation.
Abstract
Purpose
Research illustrates that workplace romance is on the rise and has potentially negative and beneficial consequences. The purpose of this paper is to understand, from an individual manager and employee perspective in the UK and USA, what personal experience individuals had on workplace romance and what this meant to them personally and in terms of company policy.
Design/methodology/approach
A thematic analysis approach was taken to understand what experiences individuals had on workplace romance and how this experience should be reflected in company policy. The research utilised qualitative interviews which were preferred over other methods, such as focus groups by the participants. These interviews were recorded, transcribed and coded to formulate themes in the research.
Findings
The sample consists of 21 employees and 15 managers from Maryland, Oregon, Pennsylvania and England. Regardless of whether participants were from the USA or England, their opinions were similar. Managers and entry level employees feel that workplace romance was acceptable if it has minimal impact on the workplace. Managers and entry level employees are most concerned with the negative impacts of workplace romance on the atmosphere of the workplace, more so than the risk of sexual harassment lawsuits. Managers and entry level employees agree on the importance of companies having a policy on how workplace romance will be handled.
Practical implications
Both managers and employees stress that company policy should not place a complete ban on workplace romance; that workplace romances should be handled on a case by case basis.
Originality/value
The paper adds to existing research by comparing managers’ and entry level employees’ perceptions of consensual romantic relationships between people who work for the same organisation.
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