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Interpersonal relationship

About: Interpersonal relationship is a research topic. Over the lifetime, 22392 publications have been published within this topic receiving 937957 citations. The topic is also known as: interpersonal status & relationship.


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Journal ArticleDOI
TL;DR: This paper surveyed 497 graduate international students at a research university regarding their social patterns and found that students who socialised with Americans the most functioned comfortably in the American culture, socialized with students from other countries, and participated in campus cultural events.
Abstract: The researcher surveyed 497 graduate international students at a research university regarding their social patterns because previous research indicates that they benefit from interactions with Americans. Students who socialized with Americans the most functioned comfortably in the American culture, socialized with students from other countries, and participated in campus cultural events.

258 citations

Journal ArticleDOI
TL;DR: This article reviews the literature on risk factors for victimization in romantic relationships of adolescent girls and young adult women and recommends which clientele should be targeted, which risk factors should be considered, and when programs should be implemented.
Abstract: This article reviews the literature on risk factors for victimization in romantic relationships of adolescent girls and young adult women. The review includes 61 empirical studies published between 1986 and 2006 that have investigated risk factors for sustained psychological, sexual, and physical violence in romantic relationships of young women ages 12 to 24. An ecological approach is used as a conceptual model to review risk factors into four categories: sociodemographic factors, individual factors (personal and interpersonal), environmental factors (family, community, and peers), and contextual factors (linked to the romantic relationship). Methodological limitations of the studies in terms of measurement issues, samples studied, research designs, and underlying conceptual models are discussed. Finally, implications for prevention programming are considered. Recommendations are presented about which clientele should be targeted, which risk factors should be considered, and when programs should be imple...

257 citations

Journal ArticleDOI
TL;DR: In this article, the authors explore how life course theory can bridge sociological and psychological research by viewing friendship as shaped by sociohistorical forces and as regulating human development, and they advocate using life course theories to weave together the varied elements of this literature and to generate new lines of research for the next millennium.
Abstract: Contemporary sociologists and psychologists have long been interested in youth friendship, and have generated a large but disconnected body of literature on this topic. In this essay, I advocate using life course theory to weave together the varied elements of this literature and to generate new lines of research for the next millennium. First, I survey four general themes of contemporary research: friendship and development, the nature and structure of friendship, friendship culture, and the social context of friendship. Second, I explore how life course theory can bridge sociological and psychological research by viewing friendship as shaped by sociohistorical forces and as regulating human development. Four general issues are discussed: pathways and trajectories, the social embeddedness of relationships, long-term perspectives on friendship, and methodological issues pertinent to life course treatments of friendship. By drawing on life course principles, future researchers can advance understanding of the role of friendship in young people's lives.

257 citations

Journal ArticleDOI
TL;DR: It is suggested that being "embedded" in a strong network of social relations provides protection against disability by reducing risk of developing disability.

257 citations

Journal ArticleDOI
TL;DR: In this article, the authors discuss the changing nature of this relationship with specific focus on the impact on employee commitment and suggest suggestions as to how organizations might better manage their relationships with employees and provide an agenda for future research by I-O psychologists.
Abstract: The Canadian workplace is undergoing extensive changes that have the potential to alter dramatically the psychological commitments that employees experience with regard to their work. The purpose of this article is to examine the interplay between these changes and employee commitment. We begin by outlining a well-established three-component model of commitment and identifying some of the changes taking place in the world of work. The potential impact of these changes on employee commitment is then discussed with respect to three selected themes: changes in the nature of employees' commitment to the organization, changes in the focus of employees' commitment, and the multiplicity of employer-employee relationships within organizations. Finally, we discuss the implications of the changes in commitment for both practitioners and researchers within the field of I-O psychology.There are major changes taking place in the political, economic, and societal climate in Canada and throughout the developed world. These changes are having a tremendous impact on the world of work and how organizations do business. Among the things affected by organizational attempts to adapt to these changes is their relationship with employees. In this article, we discuss the changing nature of this relationship with specific focus on the impact on employee commitment. In light of this discussion, we offer suggestions as to how organizations might better manage their relationships with employees, and provide an agenda for future research by I-O psychologists. To begin, however, we provide a brief overview of what we currently know about the nature, development, and consequences of employee commitment.Commitment in the WorkplaceTheory and research on workplace commitment is most developed in the area of employee commitment to organizations (Morrow & McElroy, 1993). Until relatively recently, organizational commitment was viewed as a unidimensional construct, but there was little consensus on the nature of the construct (Meyer & Allen, 1991). Today, it is well recognized that employees' commitment to the organization can take different forms (e.g., Allen & Meyer, 1990; O'Reilly & Chatman, 1986). Allen and Meyer (1990), for example, identified three common themes among the uni-dimensional conceptualizations of commitment. The first, which they labelled affective commitment, is characterized by an emotional attachment to, identification with, and involvement in the organization. The second, continuance commitment, reflects a perceived cost associated with discontinuing employment. Finally, normative commitment consists of a belief that it is one's moral obligation to remain with the organization. Allen and Meyer argued that a more complete understanding of an employee's relationship with an organization is achieved by recognizing that he or she might experience all three of these forms of commitment to varying degrees.Although there are a variety of factors that have the potential to contribute to the development of affective, continuance, and normative commitment, including individual differences, the strongest influences tend to be situational (Meyer & Allen, 1997). Affective commitment appears to be strengthened by work experiences that contribute to employees' "comfort" in the organization (e.g., good interpersonal relations; role clarity) as well as their sense of "competence" and self-worth (e.g., participation; feedback; challenge). Continuance commitment increases as a function of actions or decisions, in or outside the workplace, that make the retention of valued assets (e.g., company benefits; status in the community) contingent on their continued employment in the organization. Normative commitment is influenced by familial/cultural or organizational socialization experiences that emphasize the appropriateness of continued service, or by the receipt of benefits from the organization (e. …

257 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
2023211
2022514
2021551
2020776
2019798
2018738