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Dissertations / Theses on the topic 'Interpersonal Relationships in the Workplace'

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Published: 4 June 2021

Last updated: 17 February 2022

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1

Ammeter, Anthony Paul Fernand. "Determinants of interpersonal trust in workgroup relationships /." Full text (PDF) from UMI/Dissertation Abstracts International, 2000. http://wwwlib.umi.com/cr/utexas/fullcit?p3004207.

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2

Shah, Neha Parikh. "The individual performance effects of multiplex relationships in workplace social networks." Diss., Restricted to subscribing institutions, 2010. http://proquest.umi.com/pqdweb?did=2024769981&sid=1&Fmt=2&clientId=1564&RQT=309&VName=PQD.

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3

Armstrong, Andrew Richard. "Why EI matters the effects of emotional intelligence on psychological resilience, communication and adjustment in romantic relationships, and workplace functioning /." Australasian Digital Thesis Program, 2007. http://adt.lib.swin.edu.au/public/adt-VSWT20070926.131639/index.html.

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Thesis (PhD) - Faculty of Life and Social Sciences, Swinburne University of Technology, 2007.
Submitted as a requirement for the degree of Doctor of Philosophy, Faculty of Life and Social Sciences, Swinburne University of Technology - 2007. Typescript. Includes bibliographical references (p. 323-373).

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Zenteno-Hidalgo, Angela Carola. "A Model of Workplace Anger Response Cycles." Diss., Temple University Libraries, 2012. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/185029.

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Business Administration/Human Resource Management
Ph.D.
Anger is considered a basic emotion, evoked typically by something that interferes with the person's execution of plans or attainment of goals, as well as the perception of harm and unfair circumstances or behavior (Shaver, Schwartz, Kirson, & O'Connor, 1987). Research examining anger is largely focused on negative individual and organizational outcomes, such as raised blood pressure and heart disease, decreased productivity, reduced job satisfaction and increased job stress, and aggressive responses (Geddes & Callister, 2007; Gibson, Schweitzer, Callister, & Gray, 2009). However, the paradoxical nature of anger--having the capacity of both negative and positive consequences--is increasingly acknowledged by influential scholars (Geddes & Callister, 2007; Gibson & Callister, 2010; Miron-Spektor & Rafaeli, 2009). For instance, both theory and data point out that anger expression can have important adaptive functions such as signaling that goals are blocked, communicating to others that their actions are viewed as threatening, and mobilizing protective actions when dealing with a perceived threat (Averill, 1983; Izard, 1993; Tafrate, Kassinove, & Dundin, 2002). In addition, most research on consequences of anger expression in the workplace focuses on individuals' characteristics and the intensity of the expression of anger. This focus, however, doesn't capture the significant social components of emotions including how their expression shapes the emotions, thoughts and behaviors of others (Hareli & Rafaeli, 2008; Parkinson, Fischer, & Manstead, 2005). The goal of this dissertation is to advance understanding of the complexity of workplace anger expression, focusing specifically on outcomes and social components of emotions. To do this, the dissertation proposes a Model of Workplace Anger Response Cycles (WARC). The model shows that the outcomes of anger expression are influenced by the interaction of the expresser and a social partner and the context where this interaction occurs--e.g. organizational culture, emotional climate, and anger expression tolerance. In addition, the model proposes that these interactions form emotional cycles and identifies factors that affect the association of anger expression and its positive or negative outcomes, namely, intensity of the message, characteristics of the individuals involved and their relationship. Given the complexity and number of variables included in the WARC model, only some were studied empirically for this dissertation. The empirical study reported here involved collection of data from full and part time employees (n=177) through on-line surveys, which were analyzed using Partial Least Square Structural Equation Modeling (PLS-SEM). The results show the salience of relationship quality, observer response, power, and gender in the explanation of outcomes of anger expression in the workplace. In particular, results support existing evidence that female expressions of anger are negatively judged compared to those by male (e.g., Brescoll & Uhlmann, 2008; Gibson, Schweitzer, Callister, & Gray, 2009; Lewis, 2000). Furthermore, findings indicate that even in organizations where anger expressions are more accepted, in general, expressions of anger by females are less welcome than those from males. Additionally, this study provides further evidence that when anger is expressed to a lower power individual, results are more positive--i.e., anger feelings are reduced and problematic situations improve--than when anger is expressed to a higher power individual (Fitness, 2000; Kuppens, Van Mechelen, & Meulders, 2004; Van Kleef & Côté, 2007). Finally, findings of this study show that relationship quality among the interactants is critical to explain the outcomes of anger expression. Furthermore, results show that relationship quality effects are partially mediated by observer response, and moderated by zone of anger tolerance. Thus, results confirm the underlying general hypothesis of this work, that emotional experiences and consequent related interactions are strongly tied to context characteristics. Therefore, to truly understand this type of phenomena and be able to predict results, consideration of multi-level variables must be integrated to the analysis.
Temple University--Theses

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5

Fields, Thomas Brandon. "How Servant Leadership Impacts Interpersonal Conflict Between Employees and Their Supervisors." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5334.

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Managing interpersonal conflict between employees and their supervisors continues to be a challenge for all employees. Researchers have studied how leadership styles relate to conflict management in organizations, but little is known about how servant leadership relates to conflict management in the workplace. Servant leadership is a management style in which one motivates his or her employees by serving them. The purpose of this dissertation was to investigate how 7 servant leadership dimensions exhibited by supervisors correlated with 5 conflict management styles used by employees when employees had a conflict with their supervisor. A web-based survey invitation was shared with social service employees in 1 social service organization, an online participant recruitment service, and several social service-related groups on LinkedIn, and resulted in a sample of 230 participants. Stepwise multiple regression analysis was used to determine if a predictive relationship existed between the servant leadership dimensions, measured by the Servant Leadership Scale, and helpful and unhelpful conflict management styles, measured by the Rahim Organizational Conflict Inventory-II. Servant leadership exhibited by supervisors correlated positively with both helpful and unhelpful conflict management styles used by employees. Findings from this dissertation can facilitate social change by helping supervisors learn how their actions impact their staff members' preferred conflict management styles. Specifically, supervisors can modify their leadership styles to encourage staff members to use the integrating conflict management style when disagreements arise between them and their staff members.

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Islam, Md Rashedul. "Extraversion and Emotional Expressiveness: Moderators of the Relationship between Curmudgeon Personality and the Quality of Social Relationships." Wright State University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=wright1591791970254614.

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7

McIntyre, Nancy. "Ethnic minority migrant Chinese in New Zealand a study into their acculturation and workplace interpersonal conflict experiences : a thesis submitted to Auckland University of Technology in fulfilment of the requirements for the degree of Master of Philosophy (MPhil), 2008." Click here to access this resource online, 2008. http://hdl.handle.net/10292/380.

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This study makes an important academic contribution by adding a new dimension to the existing scholarly literature on the acculturative processes of immigrants through its findings from an investigation into ethnic minority migrant Chinese Chinese’s acculturation experiences in relation to workplace interpersonal conflict in New Zealand. The literature reviewed illustrates the complexities of the acculturation process for immigrants and is of prime importance and relevance to this study. The literature provides an informed academic foundation that aligns with the subject matter under study. The focus of this study is on the acculturation process experienced by ethnic minority migrant Chinese in New Zealand as they strive to adapt to various aspects of their new surroundings. The study inquires into whether the length of acculturation has an influence on ethnic minority migrant Chinese’s handling of workplace interpersonal conflict in the New Zealand. The researcher’s interest in conducting this study arises from her own personal acculturation and workplace interpersonal conflict experiences as an ethnic minority migrant Chinese. A phenomenological interpretive research methodology was adopted for this study. One-on-one indepth interviews of 25 ethnic minority migrant Chinese from China (Mainland), Indonesia, Malaysia, Singapore, Taiwan, and Vietnam provided primary data on the individual migrant’s experience and perspective on acculturation and workplace interpersonal conflict in New Zealand. The findings from the 25 ethnic minority migrant Chinese interviewed reveal the complexities and difficulties in the acculturation process, as they attempt to adapt to various aspects of their new environment. The adaptive strategies used almost certainly mean that the immigrants will have to make changes in their thinking, attitude, speech, and social conduct. There is a particular emphasis on the study of intercultural dynamics at play in the face of workplace interpersonal conflict between immigrants and members of the host society. The acculturation process is made more difficult for migrants who have negative workplace encounters in their intercultural interactions resulting in misunderstandings and conflict. The findings also reveal the migrants’ response mechanisms, particularly in learning to be more assertive. This study found that the cultural orientations of the ethnic migrant Chinese are such that for many, this concept (assertiveness) has to be learned since it runs counter to their educational, cultural tradition, and familial upbringing. The principles of Confucianism are deeply rooted, such as respect for authority and an emphasis on ‘giving-face’ to others and preserving social harmony. From this study’s findings, there is empirical evidence that Confucian principles are deeply entrenched in the ethnic minority migrant Chinese’ psyche irrespective of which country of origin they come from. In addition, the findings show that the acculturation experiences are unique to the individual migrant, depending on the person’s previous exposure to a foreign environment, language proficiency and personality. This study shows that the acculturation process experienced by these migrants was a period of personal growth and development, acquiring self-confidence, self-rationalisation, changes, and adjustments. Also, the findings reveal that while the length of residence in the host country is a significant factor for these migrants, other factors are significant as well, such as acquiring a certain level of language proficiency and increasing self-confidence.

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Staubach, Jessica L. "Identifying and Implementing Traits of Actionable Racial Allyship in the Workplace at Miami University." Miami University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=miami1619122995812556.

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9

Wittgenstein, John. "The Moderating Role of Personality on Workplace Conflict and Outcomes." FIU Digital Commons, 2013. http://digitalcommons.fiu.edu/etd/1548.

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The purpose of this study was twofold. The first was to further clarify and expand or understanding of the relationship between interpersonal conflict, incivility, and their roles as stressors in the stressor-strain relationship. The second goal was to examine how neuroticism, extraversion, agreeableness, conscientiousness, trait anger, and sphere specific locus of control moderate the stressor-strain relationship between task conflict, relationship conflict, incivility and workplace and health outcomes. The results suggest that extraversion, neuroticism, conscientiousness, agreeableness, trait anger, and locus of control play significant roles in how workplace aggression affects individuals. These findings suggest that occupations that experience a high level of workplace aggression should consider incorporating these personality traits into their selection system as a way of limiting or reducing the effects workplace aggression can have on individual health, wellbeing, and job outcomes.

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Burress, Mary Ann. "The Relationship between Team Leader Behaviors and Team Performance and Satisfaction." Thesis, University of North Texas, 1996. https://digital.library.unt.edu/ark:/67531/metadc278408/.

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The purpose of this study, a quasi experimental design, was to investigate the relationship between team leader behavior and team performance and satisfaction. This field research tested leader behavior dimensions from two theoretical models of team effectiveness: Hackman's (1992) "expert available coaching," and Cohen's (1994) "encouraging supervisory behaviors." The relationship between coaching behaviors and team performance, employee, and customer satisfaction was assessed. Manager behavior was assessed with the SMT Leader Survey (Burress, 1994), an instrument determined appropriate for team environments, that measures Communication, Administration, Leadership, Interpersonal Skills, Thinking, and Flexibility. Employee satisfaction and performance information was archival data provided by the organization. The results demonstrated that leader behavior is a less important component of team effectiveness than initially expected. Even though direct customer interaction was 25% of these manager jobs and considered the organization's most important predictor of corporate profitability, no relationship between leader behavior and customer satisfaction was found. Among the key findings was, that while flexibility differentiated leader behavior more than any other scale, its relationship with both team performance and team satisfaction was negative. Interpersonal skills were positively associated with team performance, while leadership was positively associated with team performance and satisfaction. The SMT data were factor analyzed and formed into three factors. Two were historical leadership constructs: consideration (which correlated positively with employee satisfaction) and structure. A third factor, decisiveness, was negatively related to team performance. This research determined some essential skills for managing high performance teams and improving employee satisfaction. The results indicate that managers in a team environment may need to alter their roles if high performance and employee satisfaction are organizational objectives. Possibilities include building and developing the corporation's business, creating in depth relationships with customers, and establishing alliances and partnerships with other organizations. These roles will require new manager skills which have the potential to increase manager job satisfaction and augment manager value to the corporation.

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Persson, Filip, and Daniel Karlsson. "Ett förändrat samarbete mellan kollegor : En fallstudie av Maxkompetens Växjökontor och hur distansarbete påverkat deras samarbete under Covid-19 pandemin." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-104797.

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Detta är en studie som syftar till att skapa fördjupad förståelse i hur samarbetet mellan medarbetarna på Maxkompetens Växjökontor har förändrats under ett långt distansarbete. Majoriteten av interaktionen mellan medarbetarna har tidigare utgjorts av att träffas fysiskt på kontoret men i samband med Folkhälsomyndighetens rekommendationer om distansarbete har den fysiska interaktionen minskat. I en undersökning om vilka utmaningar som upplevs svårast med distansarbete har det framkommit att samarbete med kollegor är den största utmaningen. Tidigare studier som genomförts innan Covid-19 pandemin menar att företag bör arbeta mer på distans i framtiden. Det som dessa studier inte reflekterat över är dock i vilken omfattning distansarbete försvårar medarbetarnas sociala relationer och samarbete med varandra. Denna studie utgörs av en kvalitativ fallstudie med en abduktiv forskningsansats. Den empiriska datainsamlingen baseras på semistrukturerade intervjuer med fem medarbetare från Växjökontoret. Studien har sin utgångspunkt i sociala relationer, vilket är en grundförutsättning för samarbete mellan medarbetare. Ett starkt socialt stöd och småpratande ökar möjligheten till goda sociala relationer och samarbete. När den fysiska interaktionen minskar mellan medarbetare finns det risk för att de sociala relationerna och samarbetet påverkas negativt. Slutsatsen visar att samarbetet mellan medarbetarna var sämre under första halvåret av pandemin. Detta då den ovana situationen med ett distanserat arbetssätt gjorde att det förekom lägre kommunikation och samspel mellan medarbetarna. Numera har medarbetarna ett starkt samarbete på distans. De har hittat nya sätt att samarbeta på genom att de är mer aktiva i att kontakta varandra på distans. Medarbetarna har fått ett lärande om både för- och nackdelar med distansarbetet. Det har visat sig vara svårt att finna digitala alternativ för att ersätta spontana småprat och den fysiska interaktionen. Avslutningsvis är det tydligt att öppen-dörr-kommunikation fungerar sämre på distans, detta då det kräver ett initiativ från medarbetare vilket underlättas vid den fysiska interaktionen.

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12

Meglich-Sespico, Patricia A. "Perceived Severity of Interpersonal Workplace Harassment Behaviors." Kent State University / OhioLINK, 2006. http://rave.ohiolink.edu/etdc/view?acc_num=kent1163625282.

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13

Savoie, Valerie. "Workplace violence : interpersonal tendencies, victimisation and disclosure." Thesis, University of Huddersfield, 2014. http://eprints.hud.ac.uk/id/eprint/20348/.

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Research on workplace violence has mostly studied organisational and personal consequences of the phenomenon, and has focussed on specific “at risk” occupations (e.g. A&E), offering very little data on other elements such as disclosure, victims’ individual characteristics, the range of violence involved, and victimisation in ‘low risk’ occupations. This research examines a new perspective of the nature of violence in the context of home-visit settings by looking at victimisation in a “low risk” occupation: loan sellers. It offers a more in-depth definition of workplace victimisation “outside office” settings by studying violence experienced by taxi drivers. Based on the Interpersonal Transaction model of offending put forward by Canter (1989) suggesting a certain degree of interpersonal interaction between the offender and the victim, the present study investigates the possible relationship between victims’ interpersonal tendencies and victimisation and crime disclosure. By using the Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B) scale (Schutz, 1958) analyses were conducted to look at relationships between victims’ interpersonal tendencies and victimisation (types of incident experienced) and crime disclosure. Two samples were recruited: 1) 1,868 Polish home-visit loan sellers, 2) 47 British taxi drivers. All participants completed a questionnaire with the FIRO-B scale and two British taxi drivers were interviewed for case studies. Quantitative analyses revealed that victims scored significantly higher on Received Control and Socio-Emotional Affect than non-victims. Significant relationships were found between certain types of incidents and interpersonal tendencies: Expressed Control and physical threat from an intoxicated customer (Kendall’s tau b=.237, p<.05), actual violence from an intoxicated customer (Kendall’s tau b=.279, p<.05), and multiple victimisations (Kendall’s tau b=.227, p<.05). Differences were observed between samples. Loan sellers were more frequently victimised by customers who did not appear intoxicated compared to taxi drivers who were more likely to be victimised by inebriated customers. The latter also seemed to be more at risk of more serious forms of violence. As to disclosure, loan sellers who reported an incident obtained significant higher scores on Received Control and lower scores on Socio-Emotional Affect and Expressed Control than those who did not report an incident. Taxi drivers obtained a significant Kendall tau correlation between reporting and Expressed Control (Kendall’s tau b=.283, p<.05), which is opposing results from the loan sellers sample. Qualitative analyses revealed “inaction from the police” and “waste of time” as the two main reasons for not reporting an incident. Interactions with the offender and behaviours leading to escalation were also dominant themes within the two case studies. By examining the relationship between victims’ interpersonal tendencies and workplace victimisation and disclosure, the current study offers a foundation for the development of an Interpersonal Transaction model of Victimisation and opens new research avenues on personality correlates of crime disclosure.

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Robles, Renard Tatsuya. "Humility in Interpersonal Relationships." Thesis, Umeå universitet, Institutionen för idé- och samhällsstudier, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-162368.

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This paper aims to establish a conception of humility which can be of use in nurturing interpersonal relationships of intrinsic value. The conception of humility asserted herein is a doxastic one that demands that an individual make an as-accurate-as-possible estimation of her knowledge, merits, and accomplishments in relation to others, in relation to the totality of knowledge, merits, and accomplishments, both actual and possible, of humankind, and in relation to an ideal. This paper asserts that humility consists of both a cognitive and an attitudinal component. The necessary cognitive component is an acknowledgment of the presence of great unknowable mysteries at play in every situation and every interaction between persons, which is further specified as the acknowledgment of the unknowability of the inner lives and consciousnesses of others. It is asserted that the attitudinal component of humility must result from the cognitive component and consists in keeping this acknowledgment consciously in mind in interactions in personal relationships and adopting actions and responses to others which are congruent with this acknowledgement. The conception of humility advocated in this paper takes points from the traditional Jewish conception of humility as presented by Daniel M. Nelson, a later account as formulated by the Jewish philosopher Martin Buber as well the more recent accounts of humility asserted by André Comte-Sponville, Julia Driver, G. Alex Sinha, J.L.A Garcia and Aaron Ben-Ze’ev.

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Min, Hanyi. "The Reconceptualization and Measurement of Workplace Interpersonal Distrust." Bowling Green State University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1530548720774842.

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16

Langford, Rachel. "Interpersonal relationships and military trauma." Thesis, University of Warwick, 2013. http://wrap.warwick.ac.uk/60375/.

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An increasing evidence base is evolving which attempts to understand the consequences of the deployment of military troops to war zones and what may mediate these. Chapter one critically appraises the literature examining the link between secure attachment style classification, the dimensions of attachment anxiety and avoidance and operational stress injury. The results indicate that the reviewed articles used a variety of attachment measures, including discourse and self-report measures, which produce different results about the relationship between adult attachment and operational stress injury. The methodological limitations of the studies and implications of these findings for psychological therapies are discussed. Suggestions for future research are made, including longitudinal studies which measure attachment and mental health prior to deployment, and whether certain personality variables mediate the relationship between attachment and operational stress injury. Chapter two presents a qualitative analysis of the experiences of and roles played by the partners of military personnel receiving care for operationally-attributed mental health difficulties. Similar research has been carried out internationally, but as far as the author is aware British military partners had not been investigated. Grounded theory analysis of semi-structured interviews led to the development of a theoretical model, which explains the effect of operational events on service members and their partners, and the ways adopted to manage these. It is suggested that enhanced understanding of this process, aided by communication and services, helps to dissipate the couples’ distress, although barriers to communication and services were identified. Results are discussed in accordance with existing literature. Implications for service provision to deliver information and support for partners, and ideas for future research which tests the effects of partners receiving these, are made. Chapter three is a reflective paper based upon the thoughts, opinions and experiences the author had whilst carrying out the literature review and empirical research.

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Mo, Yuet-Ha. "Interpersonal trust and business relationships." Thesis, University of Oxford, 2004. http://ora.ox.ac.uk/objects/uuid:1004afdd-05c8-48ca-b6ac-c9bfa671640b.

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The research was multi-method as it combined qualitative semi-structured interviews with quantitative surveys. The thesis concludes by discussing cultural implications for the formation of trust among business people in the UK and China, and future research directions.

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18

Du, Bois Craig A. "The relationships we live by." Theological Research Exchange Network (TREN), 1998. http://www.tren.com.

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Rochford, Kylie C. "Intentionality in Workplace Relationships: The Role of Workplace Relational Self-efficacy." Case Western Reserve University School of Graduate Studies / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=case152241513207526.

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Maguire, Katheryn Coveley. "Communication and communal coping in long-distance romantic relationships." Access restricted to users with UT Austin EID Full text (PDF) from UMI/Dissertation Abstracts International, 2001. http://wwwlib.umi.com/cr/utexas/fullcit?p3034936.

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Naidoo, Kameshni. "Workplace conflict : the line manager's role in preventing and resolving workplace conflict." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/95588.

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Thesis (MBA)--Stellenbosch University, 2012.
ENGLISH ABSTRACT: The costs of conflict within organizations is higher than is often realized due, amongst others, to lowering morale and lower productivity of employees. One of the most common reasons provided during exit interviews when employees resign from organizations, is the manner in which conflicts were addressed by management. A high turnover of employees has a significant cost to organizations as companies have to spend more money to recruit new employees than they would have needed to had the conflicts that had arisen were effectively resolved. Often as a result of poor conflict resolution within organizations, companies are faced with high litigation costs when employees seek resolution from labour courts and other dispute resolution bodies. The main objective of this study was to identify the role line managers play in resolving and preventing conflicts and to establish strategies that line managers can implement when faced with conflict in their teams. The research methodology for this study first involved a study of relevant literature to determine the theory regarding conflict resolution within organizations. Research reports, dissertations, internet websites, articles and books were used in an attempt to formulate a theoretical basis for this study. Thereafter an empirical survey was conducted among employees of an organization that had already undergone a restructuring process as well as an organization that is currently undergoing a restructuring in order to determine the employees’ views on how conflict within their organizations has been or is being resolved. Questionnaires were formulated by the writer and submitted to responders. The reason the writer had used organizational restructuring as a point of departure for the empirical study, is that organizational restructuring is an example of a project within companies whereby many conflicts arise and line managers need to be proficient in being able to handle these conflicts as well as be able to prevent conflicts from arising. Finally, an analysis of the empirical study was performed so that adequate and relevant conclusions and recommendations could be established.
AFRIKAANSE OPSOMMING: Die koste van konflik binne organisasies is hoër as wat dikwels besef as gevolg van, onder andere, tot die verlaging van moraal en laer produktiwiteit van werknemers. Een van die mees algemene redes wat gedurende afrit onderhoude wanneer werknemers van organisasies bedank, is die wyse waarop konflikte deur die bestuur aangespreek is. 'N hoë omset van die werknemers het 'n beduidende koste vir organisasies as maatskappye het meer geld te spandeer om nuwe werknemers te werf as wat hulle sou nodig het om die konflikte wat ontstaan het is effektief opgelos. Dikwels as gevolg van swak konflikoplossing binne organisasies, maatskappye uitgedaag word met 'n hoë litigasie koste wanneer werknemers soek resolusie van arbeid howe en ander geskilbeslegting liggame. Die hoofdoel van hierdie studie was om te identifiseer die rol lynbestuurders speel in die oplossing en voorkoming van konflikte en strategieë wat lynbestuurders kan implementeer wanneer hulle gekonfronteer word met die konflik in hul spanne te vestig. Die navorsingsmetodologie vir hierdie studie het die eerste keer betrokke by 'n studie van die relevante literatuur om die teorie te bepaal ten opsigte van konflikhantering binne organisasies. Navorsingsverslae, proefskrifte, internet webtuistes, artikels en boeke is gebruik in 'n poging om 'n teoretiese grondslag vir hierdie studie te formuleer. Daarna was 'n empiriese opname uitgevoer onder die werknemers van 'n organisasie wat reeds 'n proses van herstrukturering ondergaan sowel as 'n organisasie wat tans herstrukturering ondergaan om die werknemers se menings te bepaal oor hoe konflik binne hul organisasies opgelos was en/of huidiglik opgelos word. Vraelyste is deur die skrywer geformuleer en aan individue uitgehandig. Die rede waarom die skrywer gebruik het organisatoriese herstrukturering as 'n punt van vertrek vir die empiriese studie, is dat organisatoriese herstrukturering is 'n voorbeeld van 'n projek binne maatskappye waarby baie konflikte ontstaan en lynbestuurders moet vaardig wees in staat is om hierdie konflikte te hanteer, asook in staat wees om die ontstaan van konflikte te voorkom. Ten slotte is 'n ontleding van die empiriese studie uitgevoer sodat voldoende en relevante gevolgtrekkings en aanbevelings vasgestel kon word.

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Ongyod, Anthony. "Popular music and communication in interpersonal relationships." Thesis, University of Hawaii at Manoa, 2003. http://hdl.handle.net/10125/7114.

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This research investigates how people use popular music, particularly wedding songs, to communicate. Participants were gathered at a bridal expo who either "Have a Wedding Song" or have "Witnessed a Wedding Song". Results indicate that people do indeed communicate using music. Interpersonal partners have a wedding song because a wedding song is symbolic, tradition, expresses feelings, important, and romantic. Couples chose a particular song for their wedding because the appointed song expresses the couple's feelings, has sentimental value, is representative of the relationship, has meaningful lyrics, and sounds good. The most important messages communicated in a song were: "I love you", "I want to be with you", and "I want everyone to know how I feel". The most important emotions were: "Love", "Warmth", and "Happiness". Finally, wedding partners generally communicate to their partner or to both their partner and the audience. Implications and directions for future research are discussed.
viii, 122 leaves

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Vandine, Alicia M. "The effects of cancer on interpersonal relationships." Morgantown, W. Va. : [West Virginia University Libraries], 2003. http://etd.wvu.edu/templates/showETD.cfm?recnum=2995.

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Tilley, J. Michael. "Interpersonal relationships and community in Kierkegaard's thought." Lexington, Ky. : [University of Kentucky Libraries], 2008. http://hdl.handle.net/10225/892.

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Thesis (Ph. D.)--University of Kentucky, 2008.
Title from document title page (viewed on October 29, 2008). Document formatted into pages; contains: viii, 253 p. Includes abstract and vita. Includes bibliographical references (p. 247-252).

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McCarthy, Lisa Kay. "Agoraphobia and Interpersonal Relationships: Theory and Research." W&M ScholarWorks, 1994. https://scholarworks.wm.edu/etd/1539625929.

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Rashid, Farzana. "Extracting Dimensions of Interpersonal Interactions and Relationships." Thesis, University of North Texas, 2020. https://digital.library.unt.edu/ark:/67531/metadc1707342/.

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People interact with each other through natural language to express feelings, thoughts, intentions, instructions etc. These interactions as a result form relationships. Besides names of relationships like siblings, spouse, friends etc., a number of dimensions (e.g. cooperative vs. competitive, temporary vs. enduring, equal vs. hierarchical etc.) can also be used to capture the underlying properties of interpersonal interactions and relationships. More fine-grained descriptors (e.g. angry, rude, nice, supportive etc.) can also be used to indicate the reasons or social-acts behind the dimension cooperative vs. competitive. The way people interact with others may also tell us about their personal traits, which in turn may be indicative of their probable success in their future. The works presented in the dissertation involve creating corpora with fine-grained descriptors of interactions and relationships. We also described experiments and their results that indicated that the processes of identifying the dimensions can be automated.

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Hoel, H., and Sabir I. Giga. "Destructive Interpersonal Conflict in the Workplace: The Effectiveness of Management interventions." Manchester Business School, 2006. http://hdl.handle.net/10454/3837.

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No
This report, by Helge Hoel and Sabir I Giga of the University of Manchester Business School, with contributions from Brian Faragher, can be accessed here. The research has resulted in the successful completion of the first academic anti-bullying intervention study, comparing the effectiveness of interventions across different organisational contexts and involving the implementation of a complex design in order to apply scientific rigour. Phase 1 established for the first time the apparent scale of bullying at work, and the sectors in which it appears to be most prevalent. Research evidence obtained from this work was input to phase 2 which was completed in 2006 and was designed to Establish a risk assessment tool kit for assessing the risk of bullying in organisations Identify the interventions most likely to be effective in given situations Although the study was unable to establish beyond doubt the efficacy of a particular intervention, there is evidence to suggest that theoretically sound, well planned and aptly delivered interventions can make a difference, particularly when sufficient time is allocated and the proportion of staff being trained is significant enough to have an impact upon behaviour. A conference to launch the findings of this research took place in November 2006. It attracted substantial media attention. The application of these tools in organisations where bullying does occur had the capability to substantially improve morale and staff retention, and to reduce risk of claims for compensation or at employment tribunals.

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Lambruschini, Sherill L. "The connection spectrum| How leaders experience interpersonal connection in the workplace." Thesis, California Institute of Integral Studies, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10117906.

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The purpose of this study was to understand more deeply the process and nature of interpersonal connections among leaders in the workplace. Specifically, this study was guided by the primary inquiry question, “How do leaders experience interpersonal connections in the workplace?” A total of 20 leaders ranging from entry to executive levels were studied. This study employed the qualitative method of constructivist grounded theory. The objective of grounded theory is to generate, inductively, a theory about basic social and psychological processes. As a researcher, employing the constructivist grounded theory methodology provided me the opportunity to inquire into the experiences of interpersonal connections of leaders in the workplace. As a result of the inquiry, I generated a theory that provided more information about how leaders behaved in and the depth of their interpersonal connection experiences. The significance of this study is that it furthers relational leadership discourse and provides more awareness about how leaders connect and behave in their experiences of interpersonal connections. The study also sheds light on interpersonal connections outside the workplace.

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Burnett, R. "Conceptualisation of personal relationships." Thesis, University of Oxford, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.379886.

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Pringle, Jennifer D. "Partners' attributions for memory performance in interpersonal relationships." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0002/MQ45376.pdf.

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Ho, Petula Sik Ying, and 何式凝. "A study of interpersonal relationships in male homosexuality." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1990. http://hub.hku.hk/bib/B31976268.

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Morrison, Paul Anthony. "The meaning of caring interpersonal relationships in nursing." Thesis, Sheffield Hallam University, 1991. http://shura.shu.ac.uk/3132/.

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This thesis explores nurses' and patients' perceptions of caring relationships in a hospital context. An attempt is made to discover the meaning these caring relationships have for the nurses who provide care and for the patients who participate in this process. The nurses enter into the caring relationship as voluntary and professional participants. The patients come into hospital because of illness. The relationship entered into is claimed to be a caring relationship yet little is known about the personal experiences of the participants. In the first part of the study the repertory grid technique was used to structure interviews with 25 experienced nurses. Personal constructs were elicited and rated during the interviews. Six major themes emerged from a content analysis of the constructs. These were: personal qualities, clinical work style, interpersonal approach, level of motivation, concern for others, and use of time. The personal cost of caring for the nurses surfaced as a significant aspect of the caring relationship. In the second part of the study 10 nurses and 10 hospitalised patients were interviewed. These were analysed by means of a method grounded in interpretive phenomenology which focuses on the informants' lived experiences. Nine general themes emerged which captured the nurses' experiences of caring relationships. The themes were: patient dependency, patient circumstances, effectiveness, emotional involvement, stress, preparedness, ward constraints, role uncertainty, and personal benefits. The patients' experiences of being cared for were embodied in four general themes quite different from the nurses. The themes were: vulnerability, self-presentation, service evaluation, and other concerns. The thesis provides many details about the perceptions of caring relationships through the exploration of the lived experiences of nurses and patients in hospital. An extended picture of caring relationships in nursing has emerged. The need to take account of both the professional and consumer perspective is emphasised as it highlights important discrepancies between the views of carers and those they care for. Professional carers must be able to understand the patient in order to care in a personalised way and the approach used here demonstrates how this understanding can be achieved. Such an approach could also be used in nursing practice. The findings and methods used here should also be of interest to other helping professions and consumers of health care.

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Krajewski, Linda Susan. "Interpersonal forgiveness in close relationships: An attachment perspective." CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2642.

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Close interpersonal relationships are the foundation of human society. The goal in this study was to investigate the relationships between forgiveness (self and others) and the two dimensions of attachment (anxiety and avoidance).

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Yeung, Kit Yuk Natalie. "Management of interpersonal relationships in Cantonese personal advertisements." HKBU Institutional Repository, 2003. http://repository.hkbu.edu.hk/etd_ra/486.

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McKeown, Shelley. "Expected responses within interpersonal relationships among individuals with eating disorders : a cognitive-interpersonal perspective." Thesis, University of Leicester, 2003. http://hdl.handle.net/2381/31176.

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The current study aimed to consider the application of the cognitive-interpersonal framework (Safran, 1990a, 1990b) to further the understanding of eating disorders, by exploring interpersonal schemas of individuals with and without eating disorders. Three groups of females (non-dieters, dieters and clinical eating disorders) were recruited to participate in the study and aimed to reflect a proposed spectrum of eating distress. Individuals completed the Interpersonal Schema Questionnaire, (ISQ; Hill and Safran, 1994) which assessed expectations about how significant others would respond in certain situations. The current study employed a Multivariate Analysis of Variance (MANOVA) to explore differnces in interpersonal schemas between the three groups. Results indicated that individuals with eating disorders differed from non eating-disordered individuals on the type of responses expected from significant others, the degree of complementarity within those responses and how desirable they experienced those responses. Overall, individuals with eating disorders presented with 'hostile' interpersonal schemas indicating that they expected more hostility from others in a variety of situations. Results are discussed within a cognitive-interpersonal framework (Safran, 1990a, 1990b). It appeared that individuals with eating disorders were 'stuck' in unhelpful ways of relating that were reinforced through `hostile' interpersonal schemas. It is suggested that individuals may regenerate their eating disorders through such perpetuating cognitive-interpersonal cycles. The current study strengthens the argument for the combination of cognitive and interpersonal theories to enhance the effectiveness of the assessment and treatment of eating disorders. Additionally, results invite further research on interpersonal cognition and the role of such in eating disorders.

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Pierotti, Abigail J. "Stressful workplace relationships: a qualitative and quantitative exploration." Diss., University of Iowa, 2014. https://ir.uiowa.edu/etd/1381.

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Stressful workplace relationships, such as abusive supervision, social undermining, and victimization, are rampant in the workplace, presenting serious challenges to individuals and organizations. This research attempts to shed new light on factors that lead to an individual experiencing a stressful relationship at work. Using a mixed methods approach, I assess a number of relationship dynamics by evaluating these relationships both from the perspective of individuals who may be the target of stressful relationship behaviors, as well as individuals who may be actors driving the stressful relationship. I first use a qualitative approach in Study 1 to get a broad sense of these relationships, including how these relationships come about, traits and behaviors of each party, coping strategies, and various outcomes. Based on this study's conclusions, and in concert with existing theories and research, I then conduct a quantitative study to specifically look at a number of factors that lead to a stressful relationship. Focusing on supervisor-subordinate dyads, Study 2 examines how supervisor behaviors are related to perceptions of subordinate arrogance, and how specific supervisor behaviors impact subordinates on both personal and professional levels. This study will also examine whether subordinate self-determination mediates the relationship between supervisor behaviors and subordinate outcomes. This research addresses a number of gaps in the literature, including: a) how perceptions of another individual motivate stress-causing behaviors, b) how perceived behaviors of one individual contribute to another (target) individual experiencing a stressful work relationship, and c) the role target self-determination plays in the relationship between actor behaviors and subordinate outcomes.

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Porter, Lana E. (Lana Elizabeth). "Managing intergroup conflict in interpersonal relationships : how women maintain intimate relationships with men." Thesis, McGill University, 1995. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=29114.

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The thesis describes a program of research that investigated whether women's perceptions of intergroup conflict between men and women impact upon their interpersonal relationships with men. A series of three studies focus on two groups of women: women who perceive a high amount of gender-based discrimination and women who perceive relatively little gender-based discrimination. Unexpectedly, despite significant differences between the two groups in terms of their social indentities as women and their gender ideologies, there were no differences between them with respect to the nature and extent of their work, platonic, and intimate relationships with men. Two psychological mechanisms that may enable a woman to prevent perceptions of intergroup discrimination from impacting upon her intimate relationships are examined: the exceptional case and dissociative mechanisms. Although no support was found for the dissociative mechanism, strong support was found for the exceptional case mechanism. Women who perceive a high amount of discrimination, compared to those who perceived relatively little, are more likely to view their partners as exceptional in terms of their support of women's issues. Moreover, it was demonstrated in Study 3 that the male partners of these women are actually exceptional in terms of their support, as well as their negotiation, of women's issues.

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Mak, Chun-nam. "Language and communication a sociolinguistic study of newcomers' socialization into the workplace /." Click to view the E-thesis via HKUTO, 2009. http://sunzi.lib.hku.hk/hkuto/record/B43224209.

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Fowler, Jamie. "Communication within the workplace a study at Westconsin Credit Union /." Menomonie, WI : University of Wisconsin--Stout, 2004. http://www.uwstout.edu/lib/thesis/2004/2004fowlerj.pdf.

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Zhao, Xingjian. "The need for goodwill in trust relationships." Diss., Online access via UMI:, 2007.

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Imai, Tatsuya. "Interaction to achieve self-verification in the romantic relationships." Diss., Connect to online resource - MSU authorized users, 2008.

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Le, Roux Philippa. "Interpersonal staff relationships and the healthy school : educators' experiences." Thesis, Stellenbosch : University of Stellebosch, 2004. http://hdl.handle.net/10019.1/1050.

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Thesis (MEdPsych (Educational Psychology))--University of Stellenbosch, 2004.
ENGLISH ABSTRACT: My study aims to ascertain whether interpersonal staff relationships have a role to play in the healthy development of a school as an organisation. My specific focus is on how educators experience these relationships, and how they impact on the educators' commitment to a particular school. My research design consisted of three case studies. I used a semi-structured questionnaire with each case and at a later date had a group discussion. My analysis of the questionnaires' data provided tentative themes for inclusion and further exploration in the group discussion. The combination of two data production phases resulted in the confirmation and expansion of the data. My study shows that various factors impact on interpersonal staff relationships within a school. These interpersonal staff relationships have a bearing on the continuance, moral and alienative dimensions of commitment, and impact on staff retention and job performance. They also impact directly on the health of the educators. Thus interpersonal staff relationships would seem to have an important role to play in the development of healthy schools. I conclude by acknowledging the limitations of this study, and recommending further research.

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Guild, Sonny. "A model for enhancing interpersonal relationships within mission teams." Theological Research Exchange Network (TREN), 1996. http://www.tren.com.

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Renny, Lana. "Grandiose and persecutory beliefs : exploring perceptions of interpersonal relationships." Thesis, Canterbury Christ Church University, 2016. http://create.canterbury.ac.uk/15016/.

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Research suggests that interpersonal difficulties are reported by those who experience grandiose beliefs, however the processes and the relationship with the belief have seen limited exploration and are poorly understood. The present study aimed to explore the perceptions of interpersonal relationships and self-esteem of people who have grandiose beliefs and to explore if these accounts are consistent with existing theory. A qualitative design was employed using interpretative phenomenological analysis (IPA) to explore participants' subjective understanding of experiences. Semi-structured interviews were carried out with eight individuals who were purposively sampled. Transcripts were analysed using IPA. Four superordinate themes emerged: ‘Others as disregarding’; ‘Fragile sense of self’; ‘Lost in a frightening world’ and ‘Surviving’. The study found that participants' accounts were characterised by difficult interpersonal relationships in both early and adult life. The participants' sense of self was complex and lacking in coherence, thus previously used measures of “self-esteem” may not adequately capture the subtleties of the experiences. The sense of self was set in a social context characterised by feelings of powerlessness isolation and lack of trust. In the context of limited resources the results suggest the beliefs function to make sense of experiences and to help the participants survive. These findings confirm that the belief may, in part, serve to protect participants from poor “social self-esteem”. These findings provide avenues to further exploration of processes and provide recommendations for clinicians and services.

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Scott, Kristin Damato. "THE DEVELOPMENT AND TEST OF AN EXCHANGE-BASED MODEL OF INTERPERSONAL WORKPLACE EXCLUSION." UKnowledge, 2007. http://uknowledge.uky.edu/gradschool_diss/534.

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The vast majority of social exclusion research has taken place outside of the workplace (i.e., in social settings). In addition, researchers often use a myriad of terms (i.e., ostracism, exclusion, rejection) when describing and investigating exclusion-related phenomena thus contributing to widespread conceptual confusion with respect to this construct. Moreover, past studies have failed to consider the role of social exchange in determining how individuals may react to being excluded by others particularly in a work setting. I sought to address these issues by conducting three multi-wave studies which develop and test a social-exchange based model of interpersonal workplace exclusion (IWE). Specifically, I created and validated two measures (i.e., coworker and supervisor) of IWE. In addition, I examined the discriminant, convergent and predictive validity of these scales. The results of these studies produced two distinct, unidimensional measures of IWE an 8-item coworker IWE scale and an 8-item supervisor IWE scale. Additional analyses revealed that IWE is negatively related to, albeit distinct from, workplace inclusion and is part of the broader conceptual domain of antisocial workplace behavior which includes theoretically similar constructs namely, workplace incivility, counterproductive workplace behavior and workplace bullying. In addition, IWE was found to be negatively related to perceived interpersonal fair treatment, job satisfaction and leader-member exchange (LMX) as well as positively related to job induced tension. Lastly, results of the third study provided support for an exchange-based model of IWE such that both coworker and supervisor IWE measures were associated with employee social undermining behavior, reduced effort and lower levels of organizational citizenship behaviors.

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Koester, Almut Josepha. "Interpersonal markers in workplace genres : pursuing transactional and relational goals in office talk." Thesis, University of Nottingham, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.364406.

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Wortley, Mark Elliott. "Factors influencing the transfer of trained interpersonal managerial skills back into the workplace." Master's thesis, University of Cape Town, 1997. http://hdl.handle.net/11427/13902.

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Bibliography: leaves 115-127.
This study investigated variables which influence the transfer of training, in an organisational context. Transfer of training is defined as the application of knowledge and skills, learned in a training setting, to other non-training (i.e., work) contexts. It has been estimated that considerable amounts of money and effort are wasted due to trained skills not being transferred back to the workplace. This phenomenon is a well known issue in the field of organisational training and has generated research into the question of what variables in addition to the training itself influence the transfer of training. Three key categories of variables that are cited in the literature on transfer of training were used in the current study: (a) individual (i.e., the learner/trainee) characteristics, (b) training design, and (c) transfer situation (work environment) characteristics. These three categories were used as core elements in the conceptual design of the study.

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Cutler, Tessa. "Adolescent Self-Described Volume of Texting: Discovering Relationships with Psychosocial Development and Interpersonal Relationships." DigitalCommons@USU, 2014. https://digitalcommons.usu.edu/etd/3696.

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Researchers explored the relationship among adolescent self-reported amounts of texting and self-esteem, self-construal, autonomy, and attachment. Data were collected from a high school in an urban area in the Mountain West. Participants included 180 students (53% female). Participants were asked to self-describe their volume of texting as high, medium, or low. Participants were also asked to complete the following scales: Rosenberg Self-Esteem Scale, the Self-Construal Scale, the Case Inventory, The Adolescent Autonomy Questionnaire, and The Modified Inventory of Parent and Peer Attachment. It is suggested that text messaging is more strongly related to self-esteem when texting is placed as the dependent variable for both males and females. Results showed that this was the pattern for each variable in question. Results also showed that Cognitive Autonomy mean scores were lower for females on four out of the five subscales of the autonomy measure. This finding was opposite from the mean scores of attachment, which revealed that females tend to have higher parental attachment scores than males.

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Western, Michelle C. "Dyadic Relationships in The Workplace| Antecedents to High-Quality LMX In Professional-Assistant Relationships." Thesis, Southern Illinois University at Edwardsville, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10272172.

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While there is a great deal of research on attorneys and law firms, the majority of it has focused solely on the attorney – very little exists regarding legal secretaries and other support staff, or the relationship between attorneys with legal secretaries and other support staff. The current research aimed to address this gap in the literature by examining the antecedents of high-quality attorney-secretary relationships through the framework of Leader-Member Exchange (LMX). Relationship quality was evaluated against values, cognitive styles, and self-identity. Legal assistants were asked to provide ratings for themselves and ratings for how they believed their attorneys would respond and similarity between the attorney and secretary ratings was calculated. Then, the moderating effects of core self-evaluations and emotional intelligence were analyzed. Although the results of this study did not support any of the hypotheses, there are several considerations which might have prevented significant relationships from emerging. Exploratory analyses were also conducted and benevolence was found to be a significant moderator. Implications and future research directions are discussed.

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Towry, Kristy Lynne. "Control in a teamwork environment : the impact of social ties on the effectiveness of mutual monitoring contracts /." Thesis, Full text (PDF) from UMI/Dissertation Abstracts International, 2002. http://wwwlib.umi.com/cr/utexas/fullcit?p3086719.

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