Unrequited Workplace Relationships and the Emergence of Negative Ties in Organisational Networks

Workplace relationships are inherently dynamic, wherein previously positive or neutral interpersonal ties can shift toward negativity. Emergent theoretical and empirical evidence suggests that negative ties are particularly detrimental in organisational contexts. Yet, little has been done for understanding why workplace relationships can pursue a declining trajectory and eventually, transition into negative ties. Drawing upon social exchange and self-regulation theories, this study aims to shed light on this transition process. We posit that unrequited relationships, where one party invests more than the other in a workplace relationship, increase the likelihood of transitioning into negative ties over time. Furthermore, we argue that narcissistic personality traits amplify these effects, while empathic concern serves as a buffer, counteracting the influence of unrequited relationships. We find empirical evidence for these arguments in a longitudinal study conducted among the employees in an Italian architectural firm. The trajectory of workplace relationships declines due to unharmonised social exchanges between dyad members, with these effects moderated by individual differences in narcissism and empathy.