ABSTRACT

Peoples perception towards workplace relations and its influence on job performance was

chosen because of its controversial nature and prevalence within the workplace and achieving the

organisations goals.

In defining the variables that being persons perceptions and the influence on job performance

data was gathered by the use of reviewed articles and websites then investigated and measured

with the use of in-depth interviews.

The findings gathered was in general consensus with the literature gathered proving that there are

pros and cons to workplace relations and that it does influence job performance.

However, for future research individuals should look at female and male differences and their

individual motivations and influence on job performance.

INTRODUCTION
1
The focus of this research will be on interpersonal attraction investigating persons perceptions

towards workplace relations and its influence on job performance of people who have been

employed for a year or more. This topic was chosen because of the controversy it often creates in

the workforce and the achievement of organisational goals.

Workplace romance is any heterosexual relationship construed between two individuals of the

same firm that involves mutual sexual attraction. This relationship can be between peers,

supervisor and subordinate or across departments. This topic has been very controversial in

organisations because of the reactions it normally produces between performance and between

employees. Most of the research has postulated that companies have been very indecisive on

whether to implement policies regarding these types of relationships and what degree of

restrictions these policies should incorporate (Pierce, Byrne, & Aguinis, 1996).

It has been noted that this type of relationship occurs at different levels like hierarchical (boss-

subordinate) and lateral (peer-to-peer and across departments). The hierarchical level determines

the type or degree of reaction that the firm and members have. Also the way the development of

the relationship or the underlying reasons why it occurred plays a very crucial part in the effect

as well. For instance, whether its based on just romance, is a way to boost ones ego or if its job

related in terms of mainly to get rewards or favour (Karl & Sutton, 2000).

It has been said that most of the time office romances produce negative consequences when they

have dissolved. Normally resentment or awkwardness is caused because of favouritism

expressed or indiscreet displays of affection. Absenteeism and turnover can increase, morale can

decrease and persons may lack motivation because their innovation and effort may be

overshadowed if their boss is romantically involved with a team member (Wolgemuth, 2010).

2
However, it can be positive in that it can motivate the individuals in question and dependent on

their professionalism can be seen as a model to others and be an incentive in terms of fostering

team spirit and creativity (Karl & Sutton, 2000).

Both the quantitative and qualitative approaches will be utilised in this study. A quantitative

approach will be utilised which is empirical research by the collection of numerical data.

Basically the key concept in this approach is quantity and the utilisation of numbers to express

such. The structure of data is collected and converted into numbers which are then assigned to

things, people or events according to a set of rules.

It is then produced from either two sets of operations: counting or scaling. Counting is an

everyday type of measurement to develop a particular quantity. Scaling on the other hand

involves the identification of a particular characteristic or trait that is rated across a continuum

(Punch).

The advantages of this type of approach is that it is more objective in terms of concluding,

determines specifically the issues of causality and it also minimises the subjectivity of the

research. Its limitations are that it fails to identify the environment that the phenomenon being

examined occurs in and its inability to control that same environment. And because of its rigid

structure the outcomes of the research is limited to those outlined in the original research

(Matveev, 2009).

Qualitative research on the other hand, is the studying of social and cultural events including

people attitudes, beliefs and ideas within a naturalistic setting. It has many different forms of

gathering such data; this is inclusive mainly of in- depth interviews, observations and focus

groups.

3
In in- depth interviews persons are interviewed separately and are asked to give details and

thoughts on real life events .In observations persons are studied within their natural setting by

either an external or internal observer to gain ideas on persons actions and attitudes. Within focus

groups small groups are brought together to discuss a particular topic of interest (Peninsula

Reserach and Development Support Unit).

The advantages of this type of approach is that a more realistic angle is taken from the research

participants, the data collection methods, analysis and interpretation are more flexible and

participants can be interacted with. However, its limitations are that consist of personal bias

injected by the researcher, the primary goal of the research is strayed from. It requires a highly

experienced researcher to pick out the necessary themes crucial to the study and it can lack

consistency and reliability if some information is picked out and others left behind (Matveev,

2009).

The research tool used will be an in-depth interview which will help in identifying what persons

think on the specific topic in relation to the negative or positive consequences of workplace

romance, its formation and the implementation of workplace policies regarding such an

occurrence.

A thematic study analysis will be utilised to explain and predict the two variables; the

perceptions towards workplace romance and its influence on job performance. These variables

will be measured by investigating and gathering data by constructing a literature review and

conducting of several interviews to 10 males and 10 females. While conducting this research the

questions that will be considered are:

What are the pros and cons of workplace relations?

4
 Does it have any influence on job performance?

LITERATURE REVIEW

The purpose of this study is to investigate persons perceptions towards workplace romance and

its influence on job performance on people who have been employed for a year or more. The

variables that will be measured are peoples perceptions and its influence on job performance.
5
This will be measured first by the gathering of information with regards to the two variables by

setting up a number of themes that may be relevant. The themes examined include the definition

of workplace romance, types, its formation, benefits, limitations and the implementation of

organisational policies.

Definition of Worklace Romance

Workplace romance is a heterosexual relationship within a company between two members who

share a mutual attraction. Basically the relationship develops or becomes close when the

individuals have physically taken action with their feelings in the company (Pierce, Byrne, &

Aguinis, 1996, Lickey, Berry, & Whelan-Berry, 2009).

Types of Workplace Romances

There are three types of romances present within an organization. These are peer-to-peer

relationships, supervisor-subordinate relationships and ones where one or both of the

participating employees are married. The different types of relationships result in differential

influences with respect to the employees, work teams and the organisations as a whole. The

organisations culture, managers perceptions as well as employees attitudes are big

determinants on the risks and benefits on the firm and determine the specific policies formulated

to deal with such (Lickey, Berry, & Whelan-Berry, 2009).

Formation of Workplace Romance

Workplace romance commenced because of the increase influx of women within firms in recent

years, in terms of lawyers, veterinarians and even pharmacists. It was promulgated that if this

trend continued the frequency of workplace relations will be more prevalent. Due to a survey

6
done they found that individuals spend longer hours at work from the year 1986 to 2005 from an

average of 8.2 hours to 8.6 hours . Further research then demonstrated that the move towards a

more team oriented, collaborative, interactive structure increased the amount and length of time

that employees interacted therefore changing the workplace into a site for romantic involvement

(Applebaum, Berry, & Whelan-Berry, 2007). It was then posited that the attraction first starts

with an interpersonal relation which is based on three factors that being propinquity, repeated

exposure and attitude similarity (Pierce, Byrne, & Aguinis, 1996, Jones, 1999).

Propinquity

Propinquity basically has to deal with the proximity that two work colleagues are within.

Employees who work near each other or on a work related task have the potential to develop a

mutual attraction. Due to studies carried out there have been reports of three types of proximity

identified. The first is on going geographical proximity which is the positioning of work stations

which has initiated workplace romance by 63%. The second, on going work requirements like

business trips, supervising, consulting and training has been seen as one of the largest initiators

of workplace romance by 77%. Occasional proximity like impromptu meetings in the elevator

was also reported as a small percentage in fostering romance as well.

These three antecedents demonstrate that exposure to each other for long periods of time induce

more frequent social interaction therefore the likelihood of romantic liasons occuring are more

frequent.

Proximity though does produce the development of workplace romance because of the recurrent

contact and repeated exposure (Pierce, Byrne, & Aguinis, 1996).

7
Repeated Exposure

Repeated exposure actually determines the type of attitude a person develops whether negative

or positive towards the other. This type of attitude developed towards each other forms the basis

for potential building of trust and respect towards each other. The exposure creates an intimate

ambience which lowers reserve and social boundaries. The attitude though, towards each other is

normally based on shared character traits especially in terms of attitude (Pierce, Byrne, &

Aguinis, 1996).

Attitude similarity

Evidence has suggested that the greater the proportion of similar attitudes between two

colleaguesthe moreso they are to develop a positive attraction towards each other.This was

exemplified through the recruitment process carried out in organisations. Organisations recruit

individuals based on similar behavioural competencies and goals so that they align with the

firms culture. They doing this already proports the amount of individuals who would have

shared attitudes based on their goals and values because they were specifically hired for the

organisation. Todays firms unknowingly recruit potential romance partners because it is more

likely known that persons who have common goals are most likely to develop a mutual interest

in each other (Pierce, Byrne, & Aguinis, 1996).

The above factors aid in fostering interpersonal attraction because of the exposure and similarity

in values and goals therefore creating intimacy. However workplace romance is not derived from

intimacy alone but also arousal and physical attraction (Pierce, Byrne, & Aguinis, 1996).

Arousal

8
Previous studies demonstrated the use of the two factor theory of emotion to reveal that

passionate sexual feelings are normally a result of experiencing intense physiological arousal

and mislabelling the arousal as attributed to loving, passionate feelings for a nearby attractive

member of the opposite sex Also with the use of the excitation transfer theory, arousal can be

derived from a variety of factors including time deadlines, competitive demands, physical

exertion, extreme temperatures, dangerous working conditions and any other anxiety laden

situations. It was noted that any of these conditions where arousal and anxiety could occur

appear to induce romantic passionate feelings between coworkers when they interact (Pierce,

Byrne, & Aguinis, 1996).

Physical Attraction

Persons do not only engage in workplace romance because of arousal but also do this because of

the physical attraction in terms of status, body weight, height, race, e.t.c. It has been posited

though that women and men look for different things in terms of attraction. Men more look at

weight, features and body while women are more attracted because of stature or status; normally

because of the social power or dominance these men would have (Pierce, Byrne, & Aguinis,

1996).

Attitudes towards Workplace Romance

Employees perceptions towards workplace romances are dependent on the outcomes that comes

about as a result of such . It also has to do with the type of culture that the organization has

(Pierce, Byrne, & Aguinis, 1996). For instance, conservative cultures who normally go by

traditional values and practices are more resolute in females roles and are less flexible in the

acceptance of inappropriate behaviour, would normally dissuade workplace romance through the

9
employment of formal policies. On the other hand, liberal cultures who are moreso about the

fostering of creativity are more accepting of workplace romances (Foley & Powell, 1999).

Managers perceptions and the way they deal with workplace romance heavily impacts the type

of attitudes that employees have towards involved subjects. It was asseverated that managers

perceptions are hinged on the outcomes of the relationship. If it has positive effects like a

professional stance is withheld, performance remains the same and other coworkers are not

affected then they tend to be more lenient with their reprimands. If though, the involved romantic

partners form a coalition, are of different company status, act unprofessionally or married then

they tend to have a more negative stance towards the romance (Brown & Allgeier, 1995).

Employees attitudes may differ from those of their managers and this may cause some conflict.

The factors that may be an imprint on coworkers perceptions are the conflict of interest of the

participants, dysfunctioning of the workgroup, romance itself and the coworkers itself.

The conflict of interest comes about mostly from the boss-subordinate relationship which is

mostly condemned compared to peer-to-peer relationship. Workers in this circumstance believe

the involved subordinate is trying to personally advance themselves because of the status of the

boss. They also believe they will engage in pillow talk which is the sharing of confidential

information that would not be shared to anyone else giving them an advantage in gaining future

awards (Foley & Powell, 1999). Because of this it is said that coworkers can actually act out on

the couple by utilising ostracism, sabotage and blackmail or withdrawing from work inclusive of

turnover and absenteeism.

The dysfunctioning of the workgroup can be linked to ineffective communication and decreased

workflow among teams. The romance itself is contingent on the participants perceived motives

10
behind formation of romance ( love, ego, job-related) and their marital status. Coworker factors

are connected to the participants sexual overt behaviour (Jones, 1999).

Benefits

Although workplace romance seem to have more negative consequences it can actually improve

the overall work environment. It can increase the motivation of both parties and because of this

stimulate a mental energy which enables them to work longer hours and become more effective

in technical capabilities and behavioural characteristics seeking to reach self-actualisation. They

also can become more creative and innovative because of increased self-esteem and confidence;

influencing the work team. Workplace morale, communication and cooperation can be better

improved because of team members increased cohesion because of the aid of the subordinate.

Because of team cohesion, productivity, job satisfaction, relationships on the part of the involved

participants as well as the team members can enhance as well (Cole, 2009, Williams, Guiffre, &

Dellinger, 1999).

Limitations

The consequences of workplace relations include conflict of interest and the dysfunctioning of

the work team where high levels of gossip, jealousy, threat of career advancement, scorn,

lowered morale and distorted communication can occur. This would most likely result in

decreased productivity, increased absenteeism, conflict and turnover . This may also dependent

on the attitude toward the romance, the culture of the organization can be even worse resulting in

sexual harassment (Foley & Powell, 1999, Jones, 1999, Williams, Guiffre, & Dellinger, 1999).

(Jones, 1999, Pierce & Aguinis, Bridging the Gap Between Romantic Relationships and Sexual

Harassment in the Organization, 1997) spoke about With regards to the factors that lead to sexual
11
harassment, these seem to come about when and how the romantic relationship has dissolved.

The consequences being more negative especially in the case of a hierarchical romance. It can be

because of a supervisor terminating the romance and subordinate acting out in revenge,

subordinate terminates..supervisor attempts to rekindle and is seen as harassment and

supervisor relocates or teminates the subordinate in order to deal with the negative feelings

generated by frequent interaction with former partner (Jones, 1999, Pierce & Aguinis, 1997).

Workplace Romance and the implementation of Organisational Policies

An investigation of the implementation of organisational policies within a firm and the variables

that would contribute to such policies was carried out. Based on the results it was realised that

the context would heavily impact such an implementation.

There was a general consensus that the more lenient policy of taking no action was more

reasonable over stricter policies like verbal reprimand, written warning, transfers and

termination. Therefore, individuals believed that management should take no interest in couples

relationships outside of working hours. However, counselling as opposed to the take no action

policy was seen as even fairer because tackling such a potential disruptive topic could get out of

hand very easily. Therefore giving positive criticism in the form of counselling actually seems as

an effective management technique.

12
It was realised based on the respondents answers that the fairness of particular policies depended

on the situation; for example what kind of impact the actual romance had on the work team and

organization overall.

Stricter policies (verbal reprimand, written warning, and transfer) were attributed to couples

whose performance declined or who had visible displays of affection. However, the take no

action policy was attributed to couples whose performance improved and counselling was an

option if there was anger or resentment present among co-workers.

In terms of couple interaction like lateral couples (peer-to-peer) working in different departments

as opposed to ones working in the same department or hierarchical couples (supervisor-

subordinate), the more lenient policies such as take no action and counselling were seen as more

probable. Because these types of couples are non-managerial and they work in different

departments, they are not seen as such a danger to the work teams within the organization. They

are less likely to incite gossip, complaints, hostilities, perceptions of favouritism, distorted

communication, lower morale and lower productivity (Karl & Sutton, 2000).

Although implementing policies could be a method of guidance and serve as a protection against

liability, it is crucial that managers and employees work together to minimise the negative effects

of workplace romance. They have recognised that policies by themselves have weaknesses. They

stipulated that strict policies tend to sometimes cross the line sometimes being unethical while

lenient policies are heavily dependent on individuals personal judgement which can result in

inconsistencies among these judgements.

Some examples are that managers should have knowledge of when an office romance exists; this

entails a close relationship with employees so that they can be a source of information for

13
knowledge of such romances. To facilitate this it is vital to create path for employees to express

concerns about romantic relationships. Thus they should be alert and well trained about

counselling employees. The policies should have clear guidelines on sexual harassment

concerns; they should be job- related and be updated from time to time. With a concise

relationship that incorporates and highlight corporate policies between managers and employees

successful management of the policies can be maintained (Applebaum, Berry, & Whelan-Berry,

2007).

The second way that the variables will be measured is described in the methodology on how the

primary data was to be gathered.

METHODOLOGY

The sample utilised were persons who are employed for one year or more and who work in the

retail, accounting, tourism and hospitality and government industry. The ages range from 22 yrs

to about 50. Access to the participants was gained through work colleagues.

Both a qualitative and quantitative approach was utilised in this study to gain in depth knowledge

on peoples attitudes regarding the topic and basic statistics on the number of people who believe

certain phenomena.

A quantitative approach is empirical research by the collection of numerical data. Basically the

key concept in this approach is quantity and the utilisation of numbers to express such. The

structure of data is collected and converted into numbers which are then assigned to things,

people or events according to a set of rules. It is then produced from either two sets of

operations: counting or scaling. Counting is an everyday type of measurement to develop a

particular quantity. Scaling on the other hand involves the identification of a particular
14
characteristic or trait that is rated across a continuum (Punch). The advantages of this type of

approach is that it is more objective in terms of concluding, determines specifically the issues of

causality and it also minimises the subjectivity of the research. Its limitations are that it fails to

identify the environment that the phenomenon being examined occurs in and its inability to

control that same environment. And because of its rigid structure the outcomes of the research is

limited to those outlined in the original research (Matveev, 2009).

Qualitative research, on the other hand is the studying of social and cultural events including

people attitudes, beliefs and ideas within a naturalistic setting. It has many different forms of

gathering such data; this is inclusive mainly of in- depth interviews, observations and focus

groups.

In in- depth interviews persons are interviewed separately and are asked to give details and

thoughts on real life events .In observations persons are studied within their natural setting by

either an external or internal observer to gain ideas on persons actions and attitudes. Within focus

groups small groups are brought together to discuss a particular topic of interest (Peninsula

Reserach and Development Support Unit).

The advantages of this type of approach is that a more realistic angle is taken from the research

participants, the data collection methods, analysis and interpretation are more flexible and

participants can be interacted with. However, its limitations are that consist of personal bias

injected by the researcher, the primary goal of the research is strayed from. It requires a highly

experienced researcher to pick out the necessary themes crucial to the study and it can lack

consistency and reliability if some information is picked out and others left behind (Matveev,

2009).

15
The data will be analysed using a thematic approach which is searching through data to find

recurrent patterns or themes. This will enable the reordering of the data to present a realistic view

on peoples perceptions and its influence on job performance throughout (Subvista.com, 2010).

The variables; persons perceptions towards workplace romance and its influence on job

performance was defined by careful and thorough research under workplace romance and

therefore will be measured by the investigating and gathering of data by the use of in-depth

interviews. These in-depth interviews were conducted using the aid of field notes.

With the collection of data some limitations and challenges will be met. Those that may be

encountered are in terms of the interview could be; having the questions being interpreted in a

different manner than is wished, receiving unclear and ambiguous responses to the questions

posed and the availability of the interviewee. In addition, the potential difficulty in finding

suitable interviewees and the time it takes to do so.

16
FINDINGS

The sample examined for the study consisted of 20 individuals; 10 males and 10 females from

various work backgrounds and from as young as age 22 to 50. All of the individuals worked for

one year or more and come from the retail, accounting, tourism and hospitality and government

industry. Those in these industries noted that they had an extensive experience in the observation

of work relations and the impact it does have on job performance. The particular study posed is

set on answering two questions:

What are the pros and cons of workplace relations?

Does it have any influence on job performance?

In analysing the perceptions of workplace relations and the influence it may have on job

performance, thematic analysis will be utilised in exploring the data collected. This extract will

be divided into a number of subheadings dependent on the particular element that was being

explored at the time. Note that only 30% of the participants were engaged in workplace relations.

17
Types of Workplace Relations

Presently upon examination all three types of workplace relations; peer-to-peer relationships

(same department), peer-to-peer relationships (different departments) and boss-subordinate

relationships inquired about are present within the workplace according to the respondents.

However, peer-to-peer relations seem to be the most prominent relation reportedly present by

40%, now according to the sample.

Formation of Workplace Relations

Repeated exposure or constant contact was chosen as the most likely factor to produce

interpersonal relations and therefore romantic relations because situations like business trips,

working overtime and coping with death were reported to facilitate exposure repeatedly where

persons gained closeness and thus developed trust and respect for each other.

Physical attraction came in second because according to the respondents persons utilise the

workplace as grounds for finding a suitable mate. And thus within this atmosphere colleagues

may possess qualities that they think are crucial like status and prestige. Propinquity was

reported after and was described as being facilitated by after work functions where alcohol is

mostly consumed and together on team projects. The two reported after this were attitude

similarity and arousal placed which accumulated the same number of reports. These were stated

as factors because the participants believed that certain emotions are aroused when persons have

similar characteristics in common.

Motivation

18
About 45% of individuals stated that persons motives for engaging in a workplace relations is

more ego- related thus meaning it is for the excitement, sex and is more so a fling. It was posited

that this may occur because they may have fantasies of a particular person or they have certain

characteristics they like, like the right weight, features and height and thus may be a very

exciting thing to do. In addition, sexual encounters were reported to more occur in anxiety laden

situations like grief over a loved one or divorce where the goal is to relieve stress. Job related

motives was the second most recurrent by 35% because some of the situations listed for the

creation of a romantic relation was upward mobility, security and power. The love related motive

was only 25% because individuals do not think that most work relations occur for genuine causes

such as true love and companionship.

It was agreed by the respondents that status (65%) has a major influence on the motivation for

work colleagues engagement in romantic liaisons because of the physical characteristics that they

deem important to a mate. It was explained that boss-subordinate relations are especially noted

as an example of this where the subordinates look to gain prestige and power by their association

with the boss.

Gender as a determinant of the type of motive, the majority answered yes to this. They stated that

the two genders are seen in a different light. For instance females are more seen as participating

in these relations because of the job in terms of gaining promotions, luxuries and overall

climbing the ladder. Men on the other hand, more do it for excitement to brag about.

Perceptions

Most persons agreed that managers policies and procedures and therefore their perceptions

heavily influence co-workers perceptions. Also, the type of culture whether traditional or liberal

19
does influence how employees think as well, some respondents postulated that the rigidity of the

atmosphere may limit not necessarily the romance but the discovery of it. It was reported that no

matter what policies or culture is present, workers still engage in romantic liaisons and

individuals are human first then workers and that placing policies regarding this defies human

right.

However it was promulgated that the perceptions and culture of the firm more so define what

results from the realisation that the workplace relations are present and thus the actions that are

implemented to deal with such a case. These individuals stated that there are no policies

regarding workplace relations with the exception of one individual who said that it should not

occur in the same department. Most persons thought that they should not be implemented

because they do not interrupt the primary goal of the employment which is to acquire money and

provide services for the firm.

However, they believed that if any actions were to be taken it should be dependent on public

displays of affection which may be inappropriate and not suitable for the work atmosphere. The

take no action policy was most favoured by the participants, then transfer, verbal reprimand,

written warning and termination respectively.

Benefits of Romantic Work Relationships

Benefits were recorded from the sample pertaining to romantic work relations, examples given

were that persons can aid each other in understanding the job, communication can improve and

motivation can occur. Involved partners may live together and thus because of their comfort with

each other, team cohesion and productivity may increase. In addition, some mates may get

20
married and personally advance by gaining assets, experience great luxury and be more secure in

their jobs.

Negative Consequences

However, a lot more negative consequences were reported based on the couples professional

stance and demonstration of personal emotions. For instance, if couples fight at home they may

bring the tension to work and thus disrupt the workgroups functionality by distorting

communication. Public displays of affection may also damage the workgroups atmosphere

making it stifled and uncomfortable. Jealousy may be stirred up in co-workers because of the

public displays of affection or in the involved partners themselves because of interaction with

others. Workers may also feel threatened by the relations especially if its boss-subordinate and

their morale, self esteem and overall performance may decrease.

The most negative consequence that was agreed on as a result of romantic relations was the way

in which it was dissolved which can lead to sexual harassment. Individuals agreed more on that

this maybe a result of ego related or job related motives for engagement and no personal rewards

would be continually attained after termination. Persons may want to act out revenge against the

person and perhaps stalk them or try to blackmail them. Someone stated that if it was a fling,

most persons would not have placed effort into knowing the individuals personality and thus

find themselves with a lunatic or sociopath.

Impact on Job Performance

It was reported that all job performance factors would definitely be affected i.e. productivity,

flow of communication, team efficiency, creativity, job satisfaction, turnover, absenteeism,

conflict. It can either increase or decrease these factors. Productivity can be increased if the
21
persons have a smooth flow of communication with each other and thus bring out the best in

each other. On the other hand, if any arguments occur between the couple they can bring tension

into the office changing the atmosphere of the office conducive to work and reducing team

efficiency. This can result in conflict and jealousy among co-workers especially with

inappropriate displays of affection increasing absenteeism and turnover.

DISCUSSION AND CONCLUSION

Based on the findings, peer-to-peer relations (same department) are more prevalent within the

Barbadian work society and have an effect on employees, work team and organisation as a

whole. This demonstrated that employees are more attracted to each other or engage in relations

because of close contact and repeated exposure. It was recorded that companies have moved

towards more team oriented and interactive structures where employees spend longer hours

together on team projects as oppose to individual ones, therefore making the workplace into a

site for romantic involvement (Applebaum, Berry, & Whelan-Berry, 2007) Therefore, because

persons within a department are part of a team and are more likely to interact with each other on

daily basis, peer-to-peer relations in the same department may be very prominent as opposed to

relations in different departments or boss-subordinate relations. Employees within this type of

relation have more of an effect on the team and organisation because their other work colleagues

observe any interactions or attitudes positive or negative that they demonstrate because of their

presence within the team.

Repeated exposure was determined as one of the factors resulting in the formulation of an

interpersonal and then a romantic liaison as postulated by the literature. This was deemed to be

the more likely factor because they felt that trust and respect is built and social boundaries are

22
lowered thus creating an intimate ambience for romantic feelings to develop especially in times

of after work functions and business trips.

Participants felt that the motivation, managers perceptions and culture of the organisation had an

impact on what employees thought and how they were affected. However, they did not always

think these factors were important because these types of relations will carry on regardless of

other peoples thoughts. They deemed that inappropriate behaviour and bragging of the romantic

involvement more so stirred up jealousy, ostracism, disrupted communication and decreased

productivity.

For instance, womens motives were more perceived especially in a boss-subordinate relation as

looking for upward mobility and luxuries and men just for excitement. The literature did not

really cover the differentiation between women and men and their different type of emotions and

how they individually would affect the organisation as a whole. Thus this is a construct that

perhaps will be studied in the future.

Most of the benefits and negative consequences by the respondents were in consensus with the

literature in terms of increased job performance overall and the stirring up of jealousy, distorted

communication, conflict, increased absenteeism and turnover (Cole, 2009, Williams, Guiffre, &

Dellinger, 1999). In addition, it was agreed that sexual harassment could result from workplace

relations especially if it was a fling where each partner does not know one another and if in a

boss-subordinate relation the subordinate is rid of all the benefits they were receiving.

Within the Barbadian society based on the sample examined, most individuals stated though that

employees be permitted to date because individuals personal lives should not be disrupted

because they are humans first, then employees. In addition, presently there seems to be no

23
policies regarding workplace relations except for one individual who stated it must not be in the

same department. Most of them reported that no action should be taken as regards to policies and

that this only should occur if there is appropriate displays of public affection. This is in general

consensus with the literature which stipulates that the take no action policy was seen as fairer

(Karl & Sutton, 2000). However, only the stricter policies such as transfer and termination were

deemed fit if the relation got out of hand and if performance severely declined.

However, only 30% of this sample was in actual relations. Though that was the case many

reported that they knew people who were involved in such and even observed them within their

respective workplaces. Thus they were able to give high opinions and actual facts based on the

topic.

Therefore, based on the results reported there are pros and cons to being engaged in workplace

relations and they do influence job performance. However, its influence on job performance

according to respondents more has to do with persons motivation behind the involvement and

how they behave at work in front of others. Further research in this topic should relate at

differentiating female and males roles within the workplace and their individual impacts on job

performance.

24
REFERENCES

Applebaum, N., Berry, G., & Whelan-Berry, K. (2007). Fatal Attractions: The (Mis)
Management of Workplace Romance. International Journal of Business Research , 31-43.

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APPENDIX

Interview Schedule

Please fill out where appropriate. The answers to these questions will be anonymous and
confidential.

1. Which type of workplace romance is more prevalent?

Peer- to- peer relationships (same department)

Peer-to-peer relationships (different department)

Boss-subordinate relationships

2. Which factors are more prevalent in workplace attraction? (Please tick all that apply)

Propinquity (closeness to other work colleagues)

Repeated exposure (constant contact)

Attitude similarity

Arousal (passionate sexual feelings)

Physical attraction (body weight, stature, status, etc)

Other

3. List the types of situations you think would lead to the creation of a workplace relation?

27
4. Would the motive for engaging in workplace romance be more:

Love related (companionship, spouse)

Ego related (excitement, sex, and fling)

Job related (upward mobility, security, power)

5. Would this motive be dependent on:

No

b. Gender of the employee?

No

c. Type of relationship? (peer-to-peer, boss-subordinate)

6. Would co workers perceptions of workplace relations be influenced by:

Yes

No

b. Organisational culture (traditional vs liberal)

Yes

No

7. Would the previous determinants influence the type of outcomes that result? (Make
reference to previous question)

Yes

No

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8. Would conflict or disharmony arise because of the type of work relation? ( Refer to
question 1 for type)
Yes

No
9. What benefits could result because of workplace romance?

10. What negative consequences could occur because of workplace romance?

11. Could sexual harassment result from this and would it depend on how the relationship
was dissolved?

12. Should employees be permitted to date?

13. What actions do you think should be implemented regarding workplace romance? (Please
tick all that apply)

Take no action

Verbal reprimand

Written warning

Transfer
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 Termination

14. Within your current workplace are there any policies regarding romantic relations and if
so what are your thoughts regarding this?

15. Should the policies implemented be dependent on:

Formation of the relationship (refer to question 2)

Public displays of affection

16. Does engagement in workplace romance affect job performance

17. Have you ever been in a workplace romance?

No

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