Positive Relationships at Work: An Introduction and Invitation.

By B. R. Ragins, Jane Button. 2007

141 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/e5103da49316204c6190e9e71d589705ce48a192

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In Organizational Behavior and Human Resource Management

Citations in the corpus

Relational and Identity Perspectives on Healthy Versus Unhealthy Pursuit of Callings (2012, background): “Positive relationships are considered a central source of life satisfaction, enrichment, and development for individuals (cf. Ragins & Dutton, 2007; Reis & Gable, 2003).”
Relationships at Work: Toward a Multidimensional Conceptualization of Dyadic Work Relationships (2009, methodology): “Acknowledging this deficiency, Ragins and Dutton (2007) argued that the field needed to “build bridges across silos of scholarship” (p. 5), “put relationships to the foreground of organizational studies” (p. 5), and “extend our boundaries of knowledge about relationships in organizations” (p. 6).”
To Disclose or Not to Disclose? Status Distance and Self-Disclosure in Diverse Environments (2009, unknown): “…(e.g., Blatt & Camden, 2006; Brass, 1984; Gabarro, 1987; Heimer, 1992; Hodson, 2001; Krackhardt, 1992; Labianca, Brass, & Gray, 1998; Lincoln & Miller, 1979; Ragins & Dutton, 2006; Simons & Peterson, 2000), as well as performance (Gruenfeld, Mannix, Williams, & Neale, 1996; Jehn & Shah, 1997).”
Out of the Box? How Managing a Subordinate’s Multiple Identities Affects the Quality of a Manager-Subordinate Relationship (2015, unknown): “A positive organizational scholarship (POS) perspective on positive relationships at work (Dutton & Heaphy, 2003; Ragins & Dutton, 2007) and relational-cultural theory (RCT) (Jordan, Kaplan, Miller, Stiver, & Surrey, 1991; Miller & Stiver, 1997) provide a complementary lens on resource utilization…”
Sentiment analysis in organizational work: Towards an ontology of people analytics (2018, background): “Relationships can take many forms: They may be destructive (e.g., contempt) or constructive (e.g., support), depleting or life-giving (Ragins & Dutton, 2007).”
Cultivating a resilient top management team: The importance of relational connections and strategic decision comprehensiveness (2013, methodology): “We further draw on recent literature on high quality relationships (Dutton, 2003; Dutton and Heaphy, 2003; Ragins and Dutton, 2007) to investigate how relational connections marked by connectivity between TMT members help cultivate TMT resilience, thus contributing to a better understanding of the…”
Job Search and Voluntary Turnover in a Boundaryless world: a Control Theory Perspective (2011, background): “There is a growing awareness of the importance of positive work relationships (Ragins & Dutton, 2007) or high-quality connections (Dutton & Heaphy, 2003) characterized by vitality, mutuality, and positive regard.”