ORGANIZATIONAL CLIMATE AND GENDER AS CORRELATES OF INTERPERSONAL RELATIONSHIP AT WORK
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ORGANIZATIONAL CLIMATE AND GENDER AS CORRELATES OF INTERPERSONAL RELATIONSHIP AT WORK
Chapter one
INTRODUCTION
Background of the study.
Members’ performance in any organisation is determined by their capacity to effectively communicate with their superiors, subordinates, and coworkers within the organisation, as well as with customers, suppliers, and the general public outside.
Interpersonal interactions are consequently a critical concern in any organisation. Most organisations have personnel problems rather than business difficulties.
People difficulties arise from defective interpersonal relationships, which impede the achievement of organisational goals. Efforts should be made to improve the interpersonal skills of persons at work.
Individuals with diverse behavioural tendencies interact with one another in the workplace. Interpersonal interactions at work may be influenced by these persons’ behavioural qualities. Dissimilar personal behaviours carried into the workplace frequently manifest as interaction processes at work (Stoetzer, Ahlberg, Zapf, Knorz, and Kulla, 1996).
Prior studies looked at interpersonal ties at work in terms of how they justify employees’ living conditions and work environments. Friendship relationships between men and women are similar in many ways (Wright, 1988), and there are significant differences between genders in terms of behaviour in same-sex friendships (Walker, 1994).
Gender differences in friendships have been consistently found in both the social psychology and organisational psychology literature. Women’s friendships are defined as communal, with greater self-disclosure, support, and complexity than male friendships (Markiewicz, Devine, & Kausilas, 2000; Winstead, 1986; Wright, 1988, 1991).
Men’s friendships can be classified as instrumental since they revolve around similar interests and activities and are action-oriented rather than person-oriented (Markiewicz et al., 2000; Messner, 1992; Winstead, 1986; Wright, 1988, 1991).
males’s relationships with other males are frequently competitive (Bird, 2003; Messner, 1992), with fewer instances of communicating personal feelings (Odden & Sias, 1997; Wood & Inman, 1993).
On the other hand, both men and women have been found to derive emotional support and therapeutic value from their relationships with women (Sapadin, 1988; Veniegas & Peplau, 1997), possibly due to women’s greater comfort with intimacy and their emphasis on successful relationships as part of their self-concept (Markiewicz et al., 2000).
Thus, data show that friendships with women are evaluated as more pleasurable, caring, and of greater overall quality (Sapadin, 1988). In terms of the function of friendships, literature on interpersonal relationships shows that while men achieve and define closeness by sharing activities, women achieve and define closeness by sharing feelings and emotions (Odden & Sias, 1997; Wood & Inman, 1993).
Similarly, Ashton and Fuerhrer (1993) discovered that men are less likely than women to seek emotional support when stressed or apprehensive. According to Flaherty and Richman (1989), the provision of social and emotional support was more likely to be influenced by women’s relationships, with women getting and providing more emotional social support than males during times of distress.
Statement of the Problem
Organisations around the world are made up of people who share similar goals, objectives, and ideas and work together to achieve what an individual cannot do alone. If the people that make up the place do not have positive relationships with one another, the organization’s goals may be difficult to achieve.
There are organisations where there are no cordial relationships between staff members, subordinates, and superiors; for example, when strife, jealousy, hatred, bias, backbiting, witch-hunting, and many other things coexist with the people, conflict is unavoidable, which may be harmful to the organisation.
As a result, for a healthy environment in any organisation, people must understand their differences and engage in the “give and take” that is the foundation of a true and genuine connection.
OBJECTIVE OF THE STUDY
The study’s aims are:
To determine the requirement for interpersonal relationships in the workplace.
To determine the factors affecting interpersonal relationships in the workplace.
To determine the association between organisational climate and gender interpersonal relationships at work.
Research Hypotheses
To ensure the study’s success, the researcher developed the following research hypotheses:
H0: No factors influence interpersonal relationships in the workplace.
H1: There are aspects that influence interpersonal relationships in the workplace.
H02: There is no association between organisational climate and gender interpersonal relationships at work.
H2: There is a link between organisational climate and gender interpersonal relationships in the workplace.
Significance of the Study
The research will be extremely valuable to students, organisations, and policymakers. The study will shed light on the organisational climate and gender as predictors of interpersonal relationships at work. The study will also serve as a reference for other researchers who would venture on the relevant topic.
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