Friendship Ties at Workplace and Managerial Effectiveness in Selected Nigerian Universities.
ABSTRACT
The study is on friendship ties at workplace and managerial effectiveness in selected Nigerian universities. This study therefore sought to identify the level of the relationship between “proximity” cause of workplace friendship formation and organizational commitment in selected Nigerian universities,
to ascertain the degree of the relationship between “proximity” cause of workplace friendship formation and absenteeism in selected Nigerian universities and to determine the nature of the relationship between “Work Value/Life Interest similarities” cause of workplace friendship formation and organizational commitment in selected Nigerian universities;
other objectives were to assess the degree of the relationship between “Work Value/Life Interest similarities” cause of workplace friendship formation and absenteeism in selected Nigerian universities, to examine the level of the relationship between “instrumentality” cause of workplace friendship formation and organizational commitment in selected Nigerian universities;
and to establish the degree of the relationship between “instrumentality” cause of workplace friendship formation and absenteeism in selected Nigerian universities. This study adopted survey research design.
INTRODUCTION
Informal relationships among employees within organizations in recent times have become a potential source of influence for job performance and organization success as a consequence of managerial effectiveness.
Friendships evolve from existing formal line of operations in the workplace environment and this is maintained for the advantage of the organization. Friendships according to Song (2006) are one of the essential human values and these friendships influence individual attitudes and behaviours.
These behaviours could be positive or negative; hence Ellingwood (2001) asserts that positive interpersonal relationships at work have an advantageous impact on both organization and the employees.
In the same vein, employees’ negative work attitudes can be mitigated when friends act as close confidants on bad and unpleasant work experiences (Anderson and Martin, 1995; Song and Olshfski, 2008; and Morrison, 2009).
The importance of workplace friendship to organizational outcomes engendered scholars paying attentions to its study. In the early nineteen – thirties, Mayo (1933) in Morrison (2004) brought the topic of workplace relationships to wide attention when he wrote the first management book focusing on the social needs of employees.
Mayo advocated the role of socio-emotional factors in determining employees’ behaviour, contending that the extent to which employees received social satisfaction in the workplace was the most powerful influence on productivity.
This influence can be seen in the provision of valuable individual and organizational outcomes. Subsequently, Maslow (1970) developed the classic theory of human motivation, which first described the “hierarchy of needs” and contended that as lower level needs (such as physiological and safety needs) are satisfied, higher level needs (such as social, esteem and self-actualization needs) emerged as motivators.
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StudentsandScholarship Team.
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