Forgiveness and interpersonal skills in same-sexed friendships

Although forgiveness is a largely interpersonal process, little research has examined the relationship between forgiveness and the interpersonal skills that may be important in forgiving another for an offence. The current study addressed this issue by investigating the relationship between forgiveness and interpersonal skills in same-sexed friendships among a community sample of 210 people (mean age 38.32 years). Each participant completed the Heartland Forgiveness Scale (Thompson et al., 2005), which assesses forgiveness of self, others, and situations; and the same-sex friend version of the Interpersonal Competence Questionnaire (Buhrmester, Furman, Wittenberg, & Reis, 1988) which assesses skills in initiation, negative assertion, self-disclosure, emotional support, and conflict management. Positive correlations were found between all five interpersonal skills and the three types of forgiveness, with only the relationship between forgiveness of others and negative assertion failing to reach significance. Separate hierarchical regressions were conducted to predict each type of forgiveness, with age and gender entered at Step 1 and the interpersonal skills variables entered at Step 2. Age, initiation skills, and conflict management skills each contributed uniquely to the prediction of all three types of forgiveness. Discussion centres around the relationship between forgiveness and interpersonal skills

Responses to co-workers receiving recognition at work

Purpose - The purpose of this paper is to examine the impact of co-workers receiving recognition on two types of responses, namely emotions (positive and negative) and behavioral intentions (interpersonal counterproductive behavior and interpersonal citizenship behavior). Design/methodology/approach - This study is an experimental scenario study with a 2 x 2 between-subjects design with 246 employees from a local health care organization. Findings - The findings reveal that the relation between the recognition of others and positive or negative emotions was moderated by the quality of the relationship between both actors. Further, as hypothesized, the relation between the recognition of others and interpersonal counterproductive behavior was moderated by relationship quality. Contrary to the authors' expectations, relationship quality did not moderate the relation between employee recognition and interpersonal citizenship behavior. Practical implications - This study provides useful suggestions for managers to diminish undesired (i.e. negative emotions and interpersonal counterproductive behavior) and enhance desired emotions and behaviors (i.e. positive emotions and interpersonal citizenship behavior). Originality/value - This study is the first to show that employee recognition may have negative effects on the emotions of others and interpersonal behavior (i.e. interpersonal counterproductive behavior)

The role of interpersonal relationships in supply chain integration : a thesis by publications presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Logistics and Supply Chain Management at Massey University, Albany, New Zealand

Chapter 2 was published as: Wang, B., Childerhouse, P., Kang, Y., Huo, B., & Mathrani, S. (2016). Enablers of supply chain integration: Interpersonal and interorganizational relationship perspectives, Industrial Management & Data Systems, 116(4), 838-855. https://doi-org.ezproxy.massey.ac.nz/10.1108/IMDS-09-2015-0403 Chapter 3 was published as: Wang, B., Kang, Y., Childerhouse, P., & Huo, B. (2018). Service supply chain integration: the role of interpersonal relationships, Industrial Management & Data Systems, 118(4), 828-849. https://doi-org.ezproxy.massey.ac.nz/10.1108/IMDS-02-2017-0062 Chapter 4 was published as: Wang, B., Kang, Y., Childerhouse, P., & Huo, B. (2018). Interpersonal and inter-organizational relationship drivers of supply chain integration, Industrial Management & Data Systems, 118(6), 1170-1191. https://doi-org.ezproxy.massey.ac.nz/10.1108/IMDS-05-2017-0216Purpose –This research aims to explore the role of inter-personal relationships within a supply chain integration context. Firstly, it proposes a conceptual model addressing the interrelationships between interpersonal relationships, inter-organizational relationships, and supply chain integration. Secondly, it investigates the influence of interpersonal relationships on supply chain integration. Lastly, it examines how interpersonal relationships influence interorganizational relationships to enable supply chain integration. Methodology/approach – Based on a comprehensive literature review, the study first proposes a series of propositions and establishes a conceptual framework to illustrate the relationship between interpersonal relationships, inter-organizational relationships, and supply chain integration. Then, the study applies an exploratory/investigational approach of multiple case studies and empirically examines how interpersonal relationships affect inter-organizational relationships and supply chain integration. Findings – The study proposes that interpersonal relationships can indirectly and positively influence supply chain integration, mediated by inter-organizational relationships. Personal affection acts as a relationship initiator, and personal credibility serves as a gatekeeper while personal communication works as a facilitator and plays more important roles than personal affection and credibility. Also, interpersonal relationships can initiate and enhance interorganizational relationships to enable supply chain integration. In the formative stage of supply chain integration, personal affection and credibility play key roles, whereas personal communication becomes more significant during the operational stage. Originality/value – The study advances supply chain integration literature by extending the focus from that of firm level to the level of individuals, and introduces interpersonal relationship dimensions to explore inner mechanisms of supply chain integration. It demonstrates that interpersonal relationships are able to initiate and motivate firm level integration, which modifies the presumption that firm level relationships are predominantly established first in Western cultural contexts. It also sheds light on applying theoretical lenses in supply chain integration. It extends social exchange theory from relationships between parties that are on the same level to different levels of interpersonal and inter-organizational relationships. Meanwhile, it applies resource dependency theory by addressing how interpersonal relationships influence dependence levels on supply chain partners to form firm level relationships. Furthermore, it extends resource orchestration theory by suggesting that inter-organizational relationships and interpersonal relationships can be orchestrated to achieve supply chain integration capabilities. Implications –The study provides insights for practitioners who have limited “hard” firm level resources. Managers should be aware of the significance and characteristics of interpersonal relationships, and decide when and how to deploy both interpersonal and interorganizational relationships as resources during the integration process. In the formative stage, managers should utilise boundary spanners with good personal credibility. More physical contact with counter-partners should be encouraged to foster personal affection, thus initiating the formation of inter-organizational relationships. In the operational stage, personal communication should be strengthened to facilitate the supply chain integration process. On the other hand, managers should mitigate the conflict between primary business interests and subordinate interpersonal friendships

Capitalizing On Diversity: Interpersonal Congruence In Small Work Groups

We examine interpersonal congruence, the degree to which group members see others in the group as others see themselves, as a moderator of the relationship between diversity and group effectiveness. A longitudinal study of 83 work groups revealed that diversity tended to improve creative task performance in groups with high interpersonal congruence, whereas diversity undermined the performance of groups with low interpersonal congruence. This interaction effect also emerged on measures of social integration, group identification, and relationship conflict. By eliciting self-verifying appraisals, members of some groups achieved enough interpersonal congruence during their first ten minutes of interaction to benefit their group outcomes four months later. In contrast to theories of social categorization, the interpersonal congruence approach suggests that group members can achieve harmonious and effective work processes by expressing rather than suppressing the characteristics that make them unique.Managemen

Conflicting Risk Attitudes

AbstractThis paper examines whether differences in individual risk attitudes are related to interpersonal conflict. In more than thirty villages of rural Uganda, we conduct a social survey to document social links between pairs of individuals within a village, and separately elicit individual risk attitudes using an incentivized task. Our findings reveal that the difference in risk attitudes between two individuals is significantly and positively related to the presence of interpersonal conflict between them. This relationship is particularly strong among kin. By contrast, the strength of risk aversion per se is not related to conflict. Further, we conduct simulations that suggest that the relationship cannot be solely explained by diverging attitudes after the severing of social ties as a result of interpersonal conflict

The Value-Congruity Relationship Model

Marketers have always aimed at improving quality of relationship with consumers. Recent efforts exploring into brand-consumer relationships indicates that individuals use the interpersonal relationship elements to forge associations with brands and stores. This paper draws from interpersonal literature to develop a value-congruity model of relationship where four district circles are identified. Each circle is associated with a set of values and relationship progression is conceived of as a movement inwards based on value-congruity.

Interpersonal Behavior in Couple Therapy: Concurrent and Prospective Associations with Depressive Symptoms and Relationship Distress

Objective: This study investigated associations between couples’ interpersonal behavior, depressive symptoms, and relationship distress over the course of couple psychotherapy. Method: After every other session of Integrative Systemic Therapy (M = 13 sessions), N = 100 individuals within 50 couples rated their in-session affiliation and autonomy behavior using the circumplex-based Structural Analysis of Social Behavior Intrex. Concurrent and prospective associations of interpersonal behavior with depressive symptoms and relationship distress were evaluated via multivariate multilevel modeling using the Actor-Partner Interdependence Model. Results: An individual’s hostility, as well as the partner’s hostility, positively predicted an individual’s concurrent depressive symptoms and relationship distress, as well as his or her relationship distress at the following session. Partner hostility during one session predicted an individual’s subsequent depressive symptoms. During sessions in which individuals controlled the partner, and separated themselves from the partner, they reported more concurrent depressive symptoms and relationship distress, and more subsequent relationship distress. When partners separated themselves, individuals reported more concurrent depressive symptoms and relationship distress, and more subsequent relationship distress. Conclusions: Results underscore the importance of couples’ in-session affiliation and autonomy behavior in the treatment of depressive symptoms and relationship distress within couple therapy

The influence of social value and selfcongruity on interpersonal connections in virtual social networks by Gen-Y tourists

This research focuses on the relationship of self-congruity and perceived social value with the interpersonal connections established by Generation Y tourists in virtual social networks. A quantitative study was performed using a sample of young travelers from Spain. The methodologies of Confirmatory Factor Analysis (CFA) and Structural Equation Models (SEM) were used to analyze the results. The findings of the research show that self-congruity influences the perceived social value; the perceived social value leads to satisfaction and the creation of interpersonal connections in virtual social networks; and the interpersonal connections in virtual social networks influence the use of these tools by Generation Y travelers

What (others think) your favorite color tells about your personality: An interpersonal circumplex analysis

So far, psychological research has found little evidence for a relationship between personality and color preference. In folk psychology, however, it is a widely held belief that a person's color preferences may give insights into his or her personality as, for example, is demonstrated by the popularity of the famous-infamous Lüscher Test. Using Wiggins's interpersonal circumplex as a nomological net (Gurtman, 1992; Wiggins & Broughton, 1991), two studies are presented investigating assumptions about interpersonal characteristics that people make when given information about a person's favorite color