1932
0

Annual Review of Organizational Psychology and Organizational Behavior

Volume 12, 2025

Interpersonal Relationships in Organizations: Building Better Pipes and Looking Through Prisms

  • Kevin W. Rockmann1 and Caroline A. Bartel2
  • 1Costello College of Business, George Mason University, Fairfax, Virginia, USA; email: [email protected] 2McCombs School of Business, University of Texas at Austin, Austin, Texas, USA
  • Vol. 12:295-320 (Volume publication date January 2025)
  • First published as a Review in Advance on September 19, 2024
  • Copyright © 2025 by the author(s).
    This work is licensed under a Creative Commons Attribution 4.0 International License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited. See credit lines of images or other third-party material in this article for license information.

Abstract

In this review, we attempt to make sense of the broad, complex, fascinating yet incomplete literatures that implicate interpersonal relationships in organizations by focusing on how relationships are treated and what relationships do for organizations and the people therein. We leverage the existing literature to push the study of interpersonal relationships in organizations in three ways. First, we conceptualize relationships in ways that are deeper than are typically studied, in terms of the nature of interpersonal bonds, the trajectory of relationships, and how relationships are measured. Second, we build on multilevel research that demonstrates how (top-down) organization-level processes and relational systems impact dyadic relationships and associated outcomes, and how (bottom-up) those same relationships implicate organizational processes and outcomes. Third, we describe the potential of viewing relationships not just as pipes for the direct transmission of knowledge and socioemotional support but as prisms for studying indirect processes of attention and interpretation.

Keyword(s): interpersonal relationships, relational coordination, relational systems
Loading

Article metrics loading...

/content/journals/10.1146/annurev-orgpsych-110622-061354
2025-01-21
2025-06-20
Loading full text...

Full text loading...

/deliver/fulltext/orgpsych/12/1/annurev-orgpsych-110622-061354.html?itemId=/content/journals/10.1146/annurev-orgpsych-110622-061354&mimeType=html&fmt=ahah

Literature Cited

  1. Allen TD, Eby LT, Chao GT, Bauer TN. 2017.. Taking stock of two relational aspects of organizational life: tracing the history and shaping the future of socialization and mentoring research. . J. Appl. Psychol. 102:(3):324–37
     [Crossref] [Google Scholar]
  2. Anand S, Hu J, Liden RC, Vidyarthi PR. 2011.. Leader-member exchange: recent research findings and prospects for the future. . In The Sage Handbook of Leadership, ed. A Bryman, D Collinson, K Grint, B Jackson, M Uhl-Bien , pp. 311–25. London:: Sage
     [Google Scholar]
  3. Argyris C. 1996.. Unrecognized defenses of scholars: impact on theory and research. . Organ. Sci. 7:(1):79–87
     [Crossref] [Google Scholar]
  4. Baker W, Dutton JE. 2007.. Enabling positive social capital in organizations. . In Exploring Positive Relationships at Work, ed. JE Dutton, BR Ragins , pp. 325–46. Mahwah, NJ:: Lawrence Erlbaum Assoc.
     [Google Scholar]
  5. Baldwin M. 1992.. Relational schemas and the processing of social information. . Psychol. Bull. 112::461–84
     [Crossref] [Google Scholar]
  6. Balkundi P, Kilduff M, Harrison DA. 2011.. Centrality and charisma: comparing how leader networks and attributions affect team performance. . J. Appl. Psychol. 96:(6):1209–22
     [Crossref] [Google Scholar]
  7. Ballinger GA, Rockmann KW. 2010.. Chutes versus ladders: anchoring events and a punctuated-equilibrium perspective on social exchange relationships. . Acad. Manag. Rev. 35:(3):373–91
     [Google Scholar]
  8. Bannya AR, Bainbridge HTJ, Chan-Serafin S. 2022.. HR practices and work relationships: a 20 year review of relational HRM research. . Hum. Resour. Manag. 62:(4):391–412
     [Crossref] [Google Scholar]
  9. Barley SR. 1990.. The alignment of technology and structure through roles and networks. . Adm. Sci. Q. 35:(1):61–103
     [Crossref] [Google Scholar]
  10. Barsade SG, O'Neill OA. 2014.. What's love got to do with it? A longitudinal study of the culture of companionate love and employee and client outcomes in a long-term care setting. . Adm. Sci. Q. 59:(4):551–98
     [Crossref] [Google Scholar]
  11. Bartel CA, Rockmann K. 2024.. The disease of indifference: how relational systems provide the attentional infrastructure for organizational resilience. . Strateg. Organ. 22:(1):18–48
     [Crossref] [Google Scholar]
  12. Barton MA, Kahn WA. 2019.. Group resilience: the place and meaning of relational pauses. . Organ. Stud. 40:(9):1409–29
     [Crossref] [Google Scholar]
  13. Bezrukova K, Thatcher S, Jehn KA, Spell CS. 2012.. The effects of alignments: examining group faultlines, organizational cultures, and performance. . J. Appl. Psychol. 97:(1):77–92
     [Crossref] [Google Scholar]
  14. Bianchi F, Filippi-Mazzola E, Lomi A, Wit EC. 2024.. Relational event modeling. . Annu. Rev. Stat. Appl. 11::297–319
     [Crossref] [Google Scholar]
  15. Blau PM. 1964.. Exchange and Power in Social Life, Vol. 34. New York:: Wiley
     [Google Scholar]
  16. Bolton R, Logan C, Gittell JH. 2021.. Revisiting relational coordination: a systematic review. . J. Appl. Behav. Sci. 57:(3):290–322
     [Crossref] [Google Scholar]
  17. Borgatti SP, Foster PC. 2003.. The network paradigm in organizational research: a review and typology. . J. Manag. 29:(6):991–1013
     [Google Scholar]
  18. Bowlby J. 1969.. Attachment and Loss, Vol. 1: Attachment. London:: Hogarth
     [Google Scholar]
  19. Bowlby J. 1980.. Attachment and Loss, Vol. 3: Loss, Sadness and Depression. London:: Hogarth
     [Google Scholar]
  20. Brickson SL. 2007.. Organizational identity orientation: the genesis of the role of the firm and distinct forms of social value. . Acad. Manag. Rev. 32:(3):864–88
     [Crossref] [Google Scholar]
  21. Buengeler C, Piccolo RF, Locklear LR. 2021.. LMX differentiation and group outcomes: a framework and review drawing on group diversity insights. . J. Manag. 47:(1):260–87
     [Google Scholar]
  22. Carmeli A. 2009.. Positive work relationships, vitality, and job performance. . In Emotions in Groups, Organizations and Cultures, Vol. 5, ed. CEJ Härtel, NM Ashkanasy, WJ Zerbe , pp. 45–71. Bingley, UK:: Emerald Group Publ.
     [Google Scholar]
  23. Carmeli A, Tishler A, Edmondson AC. 2012.. CEO relational leadership and strategic decision quality in top management teams: the role of team trust and learning from failure. . Strateg. Organ. 10:(1):31–54
     [Crossref] [Google Scholar]
  24. Casciaro T, Gino F, Kouchaki M. 2014.. The contaminating effects of building instrumental ties: how networking can make us feel dirty. . Adm. Sci. Q. 59:(4):705–35
     [Crossref] [Google Scholar]
  25. Casciaro T, Lobo MS. 2008.. When competence is irrelevant: the role of interpersonal affect in task-related ties. . Adm. Sci. Q. 53:(4):655–84
     [Crossref] [Google Scholar]
  26. Chaffin D, Heidl R, Hollenbeck JR, Howe M, Yu A, et al. 2017.. The promise and perils of wearable sensors in organizational research. . Organ. Res. Methods 20:(1):3–31
     [Crossref] [Google Scholar]
  27. Chiaburu D, Harrison D. 2008.. Do coworkers make the place? Conceptual synthesis and meta-analysis of lateral social influences in organizations. . J. Appl. Psychol. 93:(5):1082–103
     [Crossref] [Google Scholar]
  28. Colbert AE, Bono JE, Purvanova RK. 2016.. Flourishing via workplace relationships: moving beyond instrumental support. . Acad. Manag. J. 59:(4):1199–223
     [Crossref] [Google Scholar]
  29. Collins CJ, Clark KD. 2003.. Strategic human resource practices, top management team social networks, and firm performance: the role of human resource practices in creating organizational competitive advantage. . Acad. Manag. J. 46:(6):740–51
     [Crossref] [Google Scholar]
  30. Collins NL, Feeney BC. 2000.. A safe haven: an attachment theory perspective on support seeking and caregiving in intimate relationships. . J. Pers. Soc. Psychol. 78:(6):1053–73
     [Crossref] [Google Scholar]
  31. Colquitt JA, LePine JA, Zapata CP, Wild RE. 2011.. Trust in typical and high-reliability contexts: building and reacting to trust among firefighters. . Acad. Manag. J. 54:(5):999–1015
     [Crossref] [Google Scholar]
  32. Costa AC, Fulmer CA, Anderson NR. 2018.. Trust in work teams: an integrative review, multilevel model, and future directions. . J. Organ. Behav. 39:(2):169–84
     [Crossref] [Google Scholar]
  33. Cropanzano R, Mitchell MS. 2005.. Social exchange theory: an interdisciplinary review. . J. Manag. 31:(6):874–900
     [Google Scholar]
  34. Cyr A-A, Breton-Miller IL, Miller D. 2023.. Organizational social relations and social embedding: a pluralistic review. . J. Manag. 49:(1):474–508
     [Google Scholar]
  35. Dirks KT, de Jong B. 2022.. Trust within the workplace: a review of two waves of research and a glimpse of the third. . Annu. Rev. Organ. Psychol. Organ. Behav. 9::247–76
     [Crossref] [Google Scholar]
  36. Dirks KT, Ferrin DL. 2002.. Trust in leadership: meta-analytic findings and implications for research and practice. . J. Appl. Psychol. 87:(4):611–28
     [Crossref] [Google Scholar]
  37. Dirks KT, Lewicki RJ, Zaheer A. 2009.. Repairing relationships within and between organizations: building a conceptual foundation. . Acad. Manag. Rev. 34:(1):68–84
     [Crossref] [Google Scholar]
  38. Dobrow SR, Chandler DE, Murphy MW, Kram KE. 2012.. A review of developmental networks. . J. Manag. 38:(1):210–42
     [Google Scholar]
  39. Duarte NT, Goodson JR, Klich NR. 1994.. Effects of dyadic quality and duration on performance appraisal. . Acad. Manag. J. 37:(3):499–521
     [Crossref] [Google Scholar]
  40. Dutton JE. 2003.. Energize Your Workplace: How to Create and Sustain High-Quality Connections at Work. San Francisco:: Wiley & Sons
     [Google Scholar]
  41. Dutton JE, Heaphy ED. 2003.. The power of high quality connections. . In Positive Organizational Scholarship: Foundations of a New Discipline, ed. KS Cameron, JE Dutton, RE Quinn , pp. 263–78. San Francisco:: Berrett-Koehler
     [Google Scholar]
  42. Dutton JE, Ragins BR, eds. 2007.. Exploring Positive Relationships at Work: Building a Theoretical and Research Foundation. Mahwah, NJ:: Lawrence Erlbaum Assoc.
     [Google Scholar]
  43. Dutton JE, Workman KM, Hardin AE. 2014.. Compassion at work. . Annu. Rev. Organ. Psychol. Organ. Behav. 1::277–304
     [Crossref] [Google Scholar]
  44. Dwyer RF, Schurr PH, Oh S. 1987.. Developing buyer-seller relationships. . J. Mark. 51:(2):11–27
     [Crossref] [Google Scholar]
  45. Eby LT, Durley JR, Evans SC, Ragins BR. 2006.. The relationship between short-term mentoring benefits and long-term mentor outcomes. . J. Vocat. Behav. 69:(3):424–44
     [Crossref] [Google Scholar]
  46. Eby LT, Robertson MM. 2020.. The psychology of workplace mentoring relationships. . Annu. Rev. Organ. Psychol. Organ. Behav. 7::75–100
     [Crossref] [Google Scholar]
  47. Ferrin DL, Dirks KT, Shah PP. 2006.. Direct and indirect effects of third-party relationships on interpersonal trust. . J. Appl. Psychol. 91:(4):870–83
     [Crossref] [Google Scholar]
  48. Ferris GR, Liden RC, Munyon TP, Summers JK, Basik KJ, Buckley MR. 2009.. Relationships at work: toward a multidimensional conceptualization of dyadic work relationships. . J. Manag. 35:(6):1379–403
     [Google Scholar]
  49. Ferris GR, Munyon TP, Basik K, Buckley MR. 2008.. The performance evaluation context: social, emotional, cognitive, political, and relationship components. . Hum. Resour. Manag. Rev. 18:(3):146–63
     [Crossref] [Google Scholar]
  50. Gibson KR. 2018.. Can I tell you something? How disruptive self-disclosure changes who “we” are. . Acad. Manag. Rev. 43:(4):570–89
     [Crossref] [Google Scholar]
  51. Giddens A. 1984.. The Constitution of Society: Outline of the Theory of Structuration. Berkeley:: Univ. Calif. Press
     [Google Scholar]
  52. Gittell JH. 2002.. Coordinating mechanisms in care provider groups: relational coordination as a mediator and input uncertainty as a moderator of performance effects. . Manag. Sci. 48:(11):1408–26
     [Crossref] [Google Scholar]
  53. Gittell JH. 2006.. Relational coordination: coordinating work through relationships of shared goals, shared knowledge and mutual respect. . In Relational Perspectives in Organizational Studies, ed. O Kyriakidou, MF Özbilgin , pp. 74–94. Cheltenham, UK:: Edward Elgar Publ.
     [Google Scholar]
  54. Gittell JH. 2016.. Transforming Relationships for High Performance: The Power of Relational Coordination. Palo Alto, CA:: Stanford Univ. Press
     [Google Scholar]
  55. Gittell JH, Douglass A. 2012.. Relational bureaucracy: structuring reciprocal relationships into roles. . Acad. Manag. Rev. 37:(4):709–33
     [Crossref] [Google Scholar]
  56. Gittell JH, Seidner R, Wimbush J. 2010.. A relational model of how high-performance work systems work. . Organ. Sci. 21:(2):490–506
     [Crossref] [Google Scholar]
  57. Gittell JH, Weinberg DB, Bennett AL, Miller JA. 2008.. Is the doctor in? A relational approach to job design and the coordination of work. . Hum. Resour. Manag. 47:(4):729–55
     [Crossref] [Google Scholar]
  58. Gottfredson RK, Aguinis H. 2017.. Leadership behaviors and follower performance: deductive and inductive examination of theoretical rationales and underlying mechanisms. . J. Organ. Behav. 38::558–91
     [Crossref] [Google Scholar]
  59. Gottfredson RK, Wright SL, Heaphy ED. 2022.. A critical review of relationship quality measures: Is a fresh start needed?. J. Occup. Organ. Psychol. 95:(3):624–59
     [Crossref] [Google Scholar]
  60. Graen GB, Uhl-Bien M. 1995.. Relationship-based approach to leadership: development of leader-member exchange (LMX) theory of leadership over 25 years: applying a multi-level multi-domain perspective. . Leadersh. Q. 6:(2):219–47
     [Crossref] [Google Scholar]
  61. Granovetter MS. 1973.. The strength of weak ties. . Am. J. Sociol. 78:(6):1360–80
     [Crossref] [Google Scholar]
  62. Heaphy ED, Byron K, Ballinger GA, Gittell JH, Leana C, Sluss DM. 2018.. Introduction to special topic forum: the changing nature of work relationships. . Acad. Manag. Rev. 43:(4):558–69
     [Crossref] [Google Scholar]
  63. Heaphy ED, Dutton JE. 2008.. Positive social interactions and the human body at work: linking organizations and physiology. . Acad. Manag. Rev. 33:(1):137–62
     [Crossref] [Google Scholar]
  64. Heider F. 1958.. Perceiving the other person. . In The Psychology of Interpersonal Relations, pp. 20–58. Hoboken, NJ:: Wiley & Sons
     [Google Scholar]
  65. Ilies R, Nahrgang JD, Morgeson FP. 2007.. Leader-member exchange and citizenship behaviors: a meta-analysis. . J. Appl. Psychol. 92:(1):269–77
     [Crossref] [Google Scholar]
  66. Ingram P, Zou X. 2008.. Business friendships. . Res. Organ. Behav. 28::167–84
     [Google Scholar]
  67. Johns G. 2006.. The essential impact of context on organizational behavior. . Acad. Manag. Rev. 31:(2):386–408
     [Crossref] [Google Scholar]
  68. Kahn WA. 1998.. Relational systems at work. . Res. Organ. Behav. 20::39–76
     [Google Scholar]
  69. Kahn WA, Barton MA, Fellows S. 2013.. Organizational crises and the disturbance of relational systems. . Acad. Manag. Rev. 38:(3):377–96
     [Crossref] [Google Scholar]
  70. Kahn WA, Barton MA, Fisher CM, Heaphy ED, Reid EM, Rouse ED. 2018.. The geography of strain: organizational resilience as a function of intergroup relations. . Acad. Manag. Rev. 43:(3):509–29
     [Crossref] [Google Scholar]
  71. Kilduff M, Krackhardt D. 1994.. Bringing the individual back in: a structural analysis of the internal market for reputation in organizations. . Acad. Manag. J. 37:(1):87–108
     [Crossref] [Google Scholar]
  72. Kilduff M, Lee JW. 2020.. The integration of people and networks. . Annu. Rev. Organ. Psychol. Organ. Behav. 7::155–79
     [Crossref] [Google Scholar]
  73. Kim PH, Cooper CD, Dirks KT, Ferrin DL. 2013.. Repairing trust with individuals versus groups. . Organ. Behav. Hum. Decis. Proc. 120:(1):1–14
     [Crossref] [Google Scholar]
  74. Krachler N. 2023.. Getting to what works: how frontline HRM relationality facilitates high-performance work practice implementation. . Hum. Resour. Manag. 33:(4):1053–73
     [Crossref] [Google Scholar]
  75. Krackhardt D, Kilduff M. 2002.. Structure, culture and Simmelian ties in entrepreneurial firms. . Soc. Netw. 24:(3):279–90
     [Crossref] [Google Scholar]
  76. Kram KE. 1983.. Phases of the mentor relationship. . Acad. Manag. J. 26:(4):608–25
     [Crossref] [Google Scholar]
  77. Kram KE. 1985.. Mentoring at Work. Glenview, IL:: Scott, Foresman
     [Google Scholar]
  78. Labianca G, Brass DJ. 2006.. Exploring the social ledger: negative relationships and negative asymmetry in social networks in organizations. . Acad. Manag. Rev. 31:(3):596–614
     [Crossref] [Google Scholar]
  79. Lau DC, Liden RC. 2008.. Antecedents of coworker trust: leaders’ blessings. . J. Appl. Psychol. 93:(5):1130–38
     [Crossref] [Google Scholar]
  80. Lawler EE. 2001.. An affect theory of social exchange. . Am. J. Sociol. 107::321–52
     [Crossref] [Google Scholar]
  81. Lazar M, Miron-Spektor E, Chen G, Goldfarb B, Erez M, Agarwal R. 2022.. Forming entrepreneurial teams: mixing business and friendship to create transactive memory systems for enhanced success. . Acad. Manag. J. 65:(4):1110–38
     [Crossref] [Google Scholar]
  82. Leana CR, Van Buren HJ III. 1999.. Organizational social capital and employment practices. . Acad. Manag. Rev. 24:(3):538–55
     [Crossref] [Google Scholar]
  83. Lee HW, Kim E. 2020.. Workforce diversity and firm performance: relational coordination as a mediator and structural empowerment and multisource feedback as moderators. . Hum. Resour. Manag. 59:(1):5–23
     [Crossref] [Google Scholar]
  84. Leonardi P, Contractor N. 2018.. Better people analytics. . Harvard Bus. Rev. 96:(6):70–81
     [Google Scholar]
  85. Liden RC, Anand S, Vidyarthi P. 2016.. Dyadic relationships. . Annu. Rev. Organ. Psychol. Organ. Behav. 3::139–66
     [Crossref] [Google Scholar]
  86. Mahoney J. 2000.. Path dependence in historical sociology. . Theor. Soc. 29:(4):507–48
     [Crossref] [Google Scholar]
  87. Martin R, Thomas G, Guillaume Y, Lee A, Epitropaki O. 2016.. Leader-member exchange (LMX) and performance: a meta-analytic review. . Pers. Psychol. 69::67–121
     [Crossref] [Google Scholar]
  88. Martin SR, Harrison SH, Hoopes C, Schroeder J, Belmi PR. 2022.. Talking shop: an exploration of how talking about work affects our initial interactions. . Organ. Behav. Hum. Decis. Proc. 168::104104
     [Crossref] [Google Scholar]
  89. Mayer RC, Davis JH, Schoorman FD. 1995.. An integrative model of organizational trust. . Acad. Manag. Rev. 20:(3):709–34
     [Crossref] [Google Scholar]
  90. McDermott AM, Conway E, Cafferkey K, Bosak J, Flood PC. 2019.. Performance management in context: formative cross-functional performance monitoring for improvement and the mediating role of relational coordination in hospitals. . Int. J. Hum. Resour. Manag. 30:(3):436–56
     [Crossref] [Google Scholar]
  91. Meeker BF. 1971.. Decisions and exchange. . Am. Sociol. Rev. 36:(3):485–95
     [Crossref] [Google Scholar]
  92. Methot JR, Melwani S, Rothman NB. 2017.. The space between us: a social-functional emotions view of ambivalent and indifferent workplace relationships. . J. Manag. 43:(6):1789–819
     [Google Scholar]
  93. Methot JR, Rosado-Solomon EH, Allen DG. 2018.. The network architecture of human capital: a relational identity perspective. . Acad. Manag. Rev. 43:(4):723–48
     [Crossref] [Google Scholar]
  94. Methot JR, Rosado-Solomon EH, Downes PE, Gabriel AS. 2021.. Office chitchat as a social ritual: the uplifting yet distracting effects of daily small talk at work. . Acad. Manag. J. 64:(5):1445–71
     [Crossref] [Google Scholar]
  95. Miller JB, Stiver IP. 1997.. The Healing Connection: How Women Form Relationships in Therapy and in Life. Boston: Beacon:
     [Google Scholar]
  96. Molm LD, Collett JL, Schaefer DR. 2007.. Building solidarity through generalized exchange: a theory of reciprocity. . Am. J. Sociol. 113:(1):205–42
     [Crossref] [Google Scholar]
  97. Morgeson FP, Mitchell TR, Liu D. 2015.. Event system theory: an event-oriented approach to the organizational sciences. . Acad. Manag. Rev. 40:(4):515–37
     [Crossref] [Google Scholar]
  98. Mossholder KW, Richardson HA, Settoon RP. 2011.. Human resource systems and helping in organizations: a relational perspective. . Acad. Manag. Rev. 36:(1):33–52
     [Crossref] [Google Scholar]
  99. Nahrgang JD, Morgeson FP, Ilies R. 2009.. The development of leader-member exchanges: exploring how personality and performance influence leader and member relationships over time. . Organ. Behav. Hum. Decis. Proc. 108::256–66
     [Crossref] [Google Scholar]
  100. Nishii LH, Mayer DM. 2009.. Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader-member exchange in the diversity to turnover relationship. . J. Appl. Psychol. 94:(6):1412–26
     [Crossref] [Google Scholar]
  101. Olekalns M, Caza BB, Vogus TJ. 2020.. Gradual drifts, abrupt shocks: from relationship fractures to relational resilience. . Acad. Manag. Ann. 14:(1):1–28
     [Crossref] [Google Scholar]
  102. O'Neill OA, Rothbard NP. 2017.. Is love all you need? The effects of emotional culture, suppression, and work-family conflict on firefighter risk-taking and health. . Acad. Manag. J. 60:(1):78–108
     [Crossref] [Google Scholar]
  103. O'Reilly CA, Chatman JA. 1996.. Culture as social control: corporations, cults, and commitment. . Res. Organ. Behav. 18::157–200
     [Google Scholar]
  104. Petriglieri JL, Obodaru O. 2019.. Secure-base relationships as drivers of professional identity development in dual-career couples. . Adm. Sci. Q. 64:(3):694–736
     [Crossref] [Google Scholar]
  105. Pillemer J, Rothbard N. 2018.. Friends without benefits: understanding the dark sides of workplace friendship. . Acad. Manag. Rev. 43:(1):635–660
     [Crossref] [Google Scholar]
  106. Podolny JM. 1993.. A status-based model of market competition. . Am. J. Sociol. 98::829–72
     [Crossref] [Google Scholar]
  107. Podolny JM. 2001.. Networks as the pipes and prisms of the market. . Am. J. Sociol. 107:(1):33–60
     [Crossref] [Google Scholar]
  108. Ragins BR, Ehrhardt K, Lyness KS, Murphy DD, Capman JF. 2017.. Anchoring relationships at work: high-quality mentors and other supportive work relationships as buffers to ambient racial discrimination. . Pers. Psychol. 70:(1):211–56
     [Crossref] [Google Scholar]
  109. Ramaswamy K. 1997.. The performance impact of strategic similarity in horizontal mergers: evidence from the U.S. banking industry. . Acad. Manag. J. 40:(3):697–715
     [Crossref] [Google Scholar]
  110. Rau D. 2005.. The influence of relationship conflict and trust on the transactive memory: performance relation in top management teams. . Small Group Res. 36:(6):746–71
     [Crossref] [Google Scholar]
  111. Reich TC, Hershcovis MS. 2011.. Interpersonal relationships at work. . In APA Handbook of Industrial and Organizational Psychology, Vol. 3: Maintaining, Expanding, and Contracting the Organization, ed. S Zedeck , pp. 223–48. Washington, DC:: Am. Psychol. Assoc.
     [Google Scholar]
  112. Ren Y, Argote L. 2011.. Transactive memory systems 1985–2010: an integrative framework of key dimensions, antecedents, and consequences. . Acad. Manag. Ann. 5:(1):189–229
     [Crossref] [Google Scholar]
  113. Salvato C, Vassolo R. 2018.. The sources of dynamism in dynamic capabilities. . Strateg. Manag. J. 39:(6):1728–52
     [Crossref] [Google Scholar]
  114. Scandura TA, Meuser JD. 2022.. Relational dynamics of leadership: problems and prospects. . Annu. Rev. Organ. Psychol. Organ. Behav. 9::309–37
     [Crossref] [Google Scholar]
  115. Shapiro DL, Hom P, Shen W, Agarwal R. 2016.. How do leader departures affect subordinates’ organizational attachment? A 360-degree relational perspective. . Acad. Manag. Rev. 41:(3):479–502
     [Crossref] [Google Scholar]
  116. Sherony KM, Green SG. 2002.. Coworker exchange: relationships between coworkers, leader-member exchange, and work attitudes. . J. Appl. Psychol. 87::542–48
     [Crossref] [Google Scholar]
  117. Simpson JA, Rholes SW, Oriña M, Grich J. 2002.. Working models of attachment, support giving, and support seeking in a stressful situation. . Pers. Soc. Psychol. B 28:(5):598–608
     [Crossref] [Google Scholar]
  118. Sluss DM, Ashforth BE. 2007.. Relational identity and identification: defining ourselves through work relationships. . Acad. Manag. Rev. 32:(1):9–32
     [Crossref] [Google Scholar]
  119. Sluss DM, Ashforth BE. 2008.. How relational and organizational identification converge: processes and conditions. . Organ. Sci. 19:(6):807–23
     [Crossref] [Google Scholar]
  120. Soltis SM, Methot JR, Gittell JH, Harris TB. 2023.. Leveraging relational analytics in human resource research and practice. . Hum. Resour. Manag. 62:(4):377–89
     [Crossref] [Google Scholar]
  121. Stea D, Pedersen T, Foss NJ. 2017.. The relational antecedents of interpersonal helping: ‘quantity’, ‘quality’ or both?. Brit. J. Manag. 28:(2):197–212
     [Crossref] [Google Scholar]
  122. Stephens JP, Heaphy E, Dutton JE. 2011.. High-quality connections. . In The Oxford Handbook of Positive Organizational Scholarship, ed. GM Spreitzer, KS Cameron , pp. 385–99. Oxford, UK:: Oxford Univ. Press
     [Google Scholar]
  123. Stephens JP, Heaphy ED, Carmeli A, Spreitzer GM, Dutton JE. 2013.. Relationship quality and virtuousness: emotional carrying capacity as a source of individual and team resilience. . J. Appl. Behav. Sci. 49:(1):13–41
     [Crossref] [Google Scholar]
  124. Sun T, Schilpzand P, Liu Y. 2023.. Workplace gossip: an integrative review of its antecedents, functions, and consequences. . J. Organ. Behav. 44:(2):311–34
     [Crossref] [Google Scholar]
  125. Tasselli S, Kilduff M, Menges JI. 2015.. The microfoundations of organizational social networks: a review and an agenda for future research. . J. Manag. 41:(5):1361–87
     [Google Scholar]
  126. Umphress EE, Labianca G, Brass DJ, Kass E, Scholten L. 2003.. The role of instrumental and expressive social ties in employees’ perceptions of organizational justice. . Organ. Sci. 14:(6):738–53
     [Crossref] [Google Scholar]
  127. Vidyarthi PR, Liden RC, Anand S, Erdogan B, Ghosh S. 2010.. Where do I stand? Examining the effects of leader-member exchange social comparison on employee work behaviors. . J. Appl. Psychol. 95:(5):849–61
     [Crossref] [Google Scholar]
  128. Vuori T, Huy QN. 2016.. Distributed attention and shared emotions in the innovation process: how Nokia lost the smartphone battle. . Adm. Sci. Q. 61:(1):9–51
     [Crossref] [Google Scholar]
  129. Yu A, Matta FK, Cornfield B. 2018.. Is leader-member exchange differentiation beneficial or detrimental for group effectiveness? A meta-analytic investigation and theoretical integration. . Acad. Manag. J. 61:(3):1158–88
     [Crossref] [Google Scholar]
/content/journals/10.1146/annurev-orgpsych-110622-061354
Loading
Interpersonal Relationships in Organizations: Building Better Pipes and Looking Through Prisms
Annual Review of Organizational Psychology and Organizational Behavior 12, 295 (2025); https://doi.org/10.1146/annurev-orgpsych-110622-061354
/content/journals/10.1146/annurev-orgpsych-110622-061354
/content/journals/10.1146/annurev-orgpsych-110622-061354
Loading

Data & Media loading...

Most Cited Most Cited RSS feed

This is a required field
Please enter a valid email address
Approval was a Success
Invalid data
An Error Occurred
Approval was partially successful, following selected items could not be processed due to error