{"title":"Relational Balance in the Workplace: Exploring the Moderating Role of Organizational Commitment","authors":"Brian Manata","doi":"10.1177/08933189221137579","DOIUrl":null,"url":null,"abstract":"This paper uses a diverse organizational sample to test portions of Heider’s (1946, 1958) balance framework. First, a review of balance theory is provided, and then theoretical relationships between relational balance and organizational outcomes (i.e., job satisfaction, unproductivity, and depressive symptoms) are explicated. Following this, the role of organizational commitment is also considered as a moderator of the aforementioned associations. In the main, the results of this investigation indicate that balance has a substantial, positive effect on job satisfaction. The results also indicate that balance combines non-additively with organizational commitment to impact results, such that the negative effects of balance on unproductivity and depressive symptoms are stronger when members are committed to their jobs. These findings point to the importance of considering the impact of relational patterns within organizations, as opposed to considering the impact of any one relationship in particular.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":1.9000,"publicationDate":"2022-11-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"2","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Management Communication Quarterly","FirstCategoryId":"91","ListUrlMain":"https://doi.org/10.1177/08933189221137579","RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"COMMUNICATION","Score":null,"Total":0}
引用次数: 2
Abstract
This paper uses a diverse organizational sample to test portions of Heider’s (1946, 1958) balance framework. First, a review of balance theory is provided, and then theoretical relationships between relational balance and organizational outcomes (i.e., job satisfaction, unproductivity, and depressive symptoms) are explicated. Following this, the role of organizational commitment is also considered as a moderator of the aforementioned associations. In the main, the results of this investigation indicate that balance has a substantial, positive effect on job satisfaction. The results also indicate that balance combines non-additively with organizational commitment to impact results, such that the negative effects of balance on unproductivity and depressive symptoms are stronger when members are committed to their jobs. These findings point to the importance of considering the impact of relational patterns within organizations, as opposed to considering the impact of any one relationship in particular.
期刊介绍：
Management Communication Quarterly presents conceptually rigorous, empirically-driven, and practice-relevant research from across the organizational and management communication fields and has strong appeal across all disciplines concerned with organizational studies and the management sciences. Authors are encouraged to submit original theoretical and empirical manuscripts from a wide variety of methodological perspectives covering such areas as management, communication, organizational studies, organizational behavior and HRM, organizational theory and strategy, critical management studies, leadership, information systems, knowledge and innovation, globalization and international management, corporate communication, and cultural and intercultural studies.
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