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The present study examined the impact of various types of co-worker similarity (demographic, value, and behavioral style preference) on the evolution of co-worker affect. Data were collected in conjunction with a 4-week training program designed to provide executive training and development to senior-level executives. Study participants were 43 senior-level managers enrolled in the program. These managers were assigned to five- or six-person case study teams as a part of the training. At three times during the 4-week program, team members rated each other on social liking, co-worker preference, and behavioral attributions (190 dyadic pairs were used in the analyses). Similarity in demographic characteristics and in behavioral style preferences contributed significantly to the prediction of liking and co-worker preference. All three types of similarity predicted various attributions and perceptions, although the pattern of prediction changed over time. The results and possibilities for future research are discussed.
Co-worker interaction is required to fulfill many job responsibilities. Thus positive co-worker relationships appear integral to achieving and maintaining a productive work environment. Empirical studies have linked co-worker relationships to job satisfaction, organizational commitment, absenteeism, and burnout (Blau, 1981; Leiter, 1988; Leiter & Maslach, 1988; Scott & Taylor, 1985). The quality of interaction between co-workers also affects communication effectiveness, perceptions of equity, and competitive behavior (Fisher & Smith, 1969; Griffeth, Vecchio, & Logan, 1989; Turban & Jones, 1988). Therefore, it is important to better understand how co-worker relationships are initiated and evolve. To gain such understanding it is necessary to study not only the consequences of positive or negative coworker relationships but to focus also on the factors that produce such relationships and the processes through which they evolve. Various studies have examined such issues in regard to supervisor-subordinate interactions, but less is known about peer relationships in the workplace. The present study was designed to investigate the role of various aspects of similarity in the development of co-worker relationships.
CONSEQUENCES OF CO-WORKER RELATIONSHIPS
In a meta-analysis of 23 studies regarding co-worker relationships and job-related variables, Scott and Taylor (1985) reported an average correlation of r = -.21 between satisfaction with co-workers and frequency of absenteeism. Moretti (1986) found that low satisfaction with co-workers, combined with attitudes toward violence and dishonesty, predicted the amount of job-related damage and waste...