CoChat
Sign Up
Cited by 142Job Satisfaction and Organizational BehaviorStress and Burnout ResearchEmployee Performance and Management

Destructive de-energizing relationships: How thriving buffers their effect on performance.

Open access
Gerbasi, Alexandra, Porath, Christine L., Parker, Andrew, Spreitzer, Gretchen, Cross, Rob·2015·Journal of Applied Psychology
DOI 10.1037/apl0000015
Open this paper in CoChat — free account

Abstract

In this paper, we establish the relationship between de-energizing relationships and individual performance in organizations. To date, the emphasis in social network research has largely been on positive dimensions of relationships despite literature from social psychology revealing the prevalence and detrimental impact of de-energizing relationships. In 2 field studies, we show that de-energizing relationships in organizations are associated with decreased performance. In Study 1, we investigate how de-energizing relationships are related to lower performance using data from 161 people in the information technology (IT) department of an engineering firm. In Study 2, in a sample of 439 management consultants, we consider whether the effects of de-energizing relationships on performance may be moderated by the extent to which an individual has the psychological resource of thriving at work. We find that individuals who are thriving at work are less susceptible to the effects of de-energizing relationships on job performance. We close by discussing implications of this research.

Integrity signals

Registry

Crossref · 10.1037/apl0000015

Cites

65 of 65 references verified0 citation errors · 0 not checkable

Statistics

Recomputing p-values needs the paper’s full text.

Claims the paper makes

We couldn’t retrieve this paper’s full text, so its claims and self-check weren’t run. The registry and citation checks still apply.

Claims other papers make about this one

Each is checked against this paper’s own text: does it say what the citing paper says it does?

  • Research on the nonwork domain alone does not account for how individuals can behave agentically at work to generate and restore thriving-at-work resources.

    “However, research on the nonwork domain alone does not account for the ways in which individuals can behave agentically at work to generate and restore these thriving at work resources (Gerbasi et al., 2015;Geurts and Demerouti, 2003;Petrou and Bakker, 2016;Ren et al., 2022).”

    From Work hard or play hard: the effect of leisure crafting on opportunity recognition and venture performance (2023) · cites this paper as Gerbasi et al., 2015

Cites

Flagged first, then by citations

1 of the 66 references couldn’t be matched to a known paper.

Cited by

Sorted by citations

Related

Authors
Gerbasi, A., Porath, C. L., Parker, A., Spreitzer, G., & Cross, R.
Affiliations
  • Grenoble Ecole de Management (FR)
  • Georgetown University (US)
  • University of Michigan (US)
  • University of Virginia (US)
ORCID
Venue
Journal of Applied Psychology
Publisher
American Psychological Association (APA)
Published
2015-09
Volume
100
Issue
5
Pages
1423-1433
ISSN
  • 0021-9010 (ISSN-L)
  • 1939-1854
DOI
10.1037/apl0000015
OpenAlex
W2162706955
Cited by
142
References
66
Citations by year
2026: 8 · 2025: 11 · 2024: 12 · 2023: 20 · 2022: 19 · 2021: 18 · 2020: 21 · 2019: 11 · 2018: 8 · 2017: 9 · 2016: 3 · 2015: 1 · 2014: 1
FWCI
15.39
Type
journal article
Language
en
Open access
Licence
cc-by
Locations
  • Journal of Applied Psychology (publishedVersion)
  • PubMed (publishedVersion)
  • Open Research Exeter (University of Exeter) (acceptedVersion)
  • Open Research (University of Surrey) (submittedVersion)
  • Figshare (submittedVersion)
  • Durham Research Online (Durham University) (submittedVersion, cc-by)
Topics
  • Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Job Satisfaction and Organizational Behavior
  • Social Sciences › Psychology › Social Psychology › Stress and Burnout Research
  • Social Sciences › Human Factors and Ergonomics › Employee Performance and Management
Keywords
thriving at work, employee performance, psychological resources, moderation, information technology employees, management consultants, workplace social networks
MeSH terms
Work Performance, Adult, Employment, Humans, Interpersonal Relations, Social Support

About these checks

Registry, retraction, Cites and statistics results are computed, not judged, with one exception: a printed reference that no index lists is read once by a model before it counts as a citation error. Claims are extracted by a model and kept only when their quote appears verbatim in the text; each cited source is then checked, with a model’s help, for whether it says what the claim relies on. Those verdicts can be wrong — read the claim’s quote and the cited source before relying on one.

Statistics and arithmetic are recomputed, not judged.

Confidence bands are shown only for fields calibrated on our annotated test set. None is calibrated yet, so no band is shown.

What counts as a claim ›How we measure confidence ›How we check this ›

Are you an author, or do you see a problem with this page? Request a review