Interpersonal relations and job satisfaction: some empirical results in social and community care services

Carlo Borzaga · Sara Depedri

107 citations0/0 files storedCambridge University Press eBooks

No readable copy stored yet — this record is metadata only.

No open-access location is known for this record yet.

Literature note Cite in a project Citation map

Job Satisfaction and Organizational Behavior Employee Performance and Management Employment, Labor, and Gender Studies

Abstract

Introduction Involvement in a labour relation, like most things in economic life, can be viewed as a series of encounters (Gui, chapter 2 of this book) between entrepreneur and worker, worker and client, and among workers themselves. The relational environment resulting from these encounters is likely to influence workers' effort and their willingness to collaborate and exchange information useful for better performance. Hence, it can influence both the quantity and the quality of output. At the same time, the patterns and quality of relations affect the creation of relational goods, thus influencing the utility of the actors involved. The obviousness of these statements notwithstanding, the economic analysis of labour relations largely overlooks the interpersonal side. This is true first of all for those theories that interpret the interaction between worker and firm exclusively in terms of market exchange and consider the wage to be the most powerful device for increasing the intensity of labour supply. The influence exerted by aspects of work activity other than wages, among which are included relational ones, is deemed to be of limited importance and unpredictable, owing to workers' heterogeneity. The importance of interpersonal aspects in labour relations is underlined even by scholars who stress the importance of motivations to work and of other non-monetary factors. Instead of depicting the connection between wages and labour supply (in terms of hours or effort) as the result of individual utility maximisation, they focus on specific norms regulating group behaviour (Helper, Bendoly and Levine, 1999), on the emergence of trust between worker and firm (Akerlof, 1982) or else on the hypothesis that workers have altruistic feelings towards fellow employees (Rotemberg, 1994b).

Paper brief

Loading…

Cite this work

Citation unavailable for this work.

BibTeX RIS CSL-JSON

No public copy is stored for this record, so only the metadata is cited.

Citations in this library

Citation map →

Stored only when both papers are in the corpus — 107 citations exist upstream.

References

1973The Strength of Weak Ties 1985Economic Action and Social Structure: The Problem of Embeddedness 1988Social Capital in the Creation of Human Capital 1957A Theory of Cognitive Dissonance 1990Governing the Commons 2000Bowling alone 1967The Social Construction of Reality: A Treatise in the Sociology of Knowledge.1965The Logic of Collective Action

Cited by

2022Co-operative identity and the dual nature: From paradox to complementarities 2007Worker well-being and perceived fairness: Survey-based findings from Italy 2011The whole is more than the sum of its parts? How HRM is configured in nonprofit organizations and why it matters 2010The Effect of Corporate Social Responsibility on Social Capital Creation in Social Cooperatives 2010The Role of Cooperative and Social Enterprises: A Multifaceted Approach for an Economic Pluralism 2010Reciprocity and incentive pay in the workplace

Explore the map →

Papers that cite the same references — the relational fallback while embeddings are still backfilling.

Imported from OpenAlex (CC0) — nothing here is generated.