Combs for the excellent feedback and guidance in the review process. Acknowledgements: We would like to express our gratitude to the two anonymous reviewers and especially to our editor James G. Our article contributes to the literature on family businesses and turnover by linking the affective side of interpersonal relationships to CEO retention and turnover. Conceptualizing their relationship as an exchange triad, we show how imbalances influence the affective attachment created in this triad and outline the implications for turnover. We focus on the relationship between a non-family CEO and two generations of the owner family. By employing a social exchange perspective, we reveal under which conditions affective attachment come into being. In this article, we investigate how affective attachment between actors influences the turnover and retention process of non-family CEOs in family firms.
Interpersonal relationships are an important factor in organizations, and a growing number of articles examine how such relationships affect why people stay or leave organizations. We conclude by offering an agenda for future scholarship. In doing so, we move beyond the positive–negative dichotomy by implicating discrete emotions and their interpersonal functions for workplace relationships. We then advance existing workplace relationships literature by integrating the social functions of emotions perspective. We organize our review into four streams: sources, outcomes, dynamics, and measurement. Specifically, in this review, we move beyond the tendency to pit positive and negative relationships against each other and, instead, spotlight theory and research associated with ambivalent and indifferent relationships, which are prevalent and impactful yet persistently understudied. At the same time, there remain pressing calls for work relationships to be front and center in management literature, demanding an organizationally specific “relationship science.” This article addresses these calls by unifying multiple scholarly fields of interest to develop a comprehensive understanding of interpersonal workplace relationships. Share your progress and finished LINGON hat photos using #lingonhat hashtag and tagging on Instagram.Workplace relationships are a cornerstone of management research.
If only using one color for a unicolored hat:ġ00g (100g) Fino by Manos del Uruguay (100g / 450m)Ĥmm US6 /40cm 16in circular needle or longer (using Magic Loop technique)ĪND 4mm US6 Double Pointed Needles if preferred for decreasing stitch countĪn option for the LINGON Set is available as well, which includes a pattern for the matching LINGON Scarf.
two skeins in two different colorsĬolors in feature: Color A - 100g ‘Boudoir’, Color B - 100g ‘Havisham’ (recommended instructional videos provided in pattern)Ī (B) Final garment measurement: 47 (50) cm 19 (20) in The mix of colors in the yarn used as well as the normal time of year for lingonberry harvest being at the beginning of fall when we start using hats and scarves is what inspired this name. LINGON means ‘lingonberry’ in Swedish – a beautiful and sweet red berry that grows in the bountiful forests in northern Sweden. It can be worn both inside and out, with two colorways. This will create a tube for the hat to be folded into a double fabric. The same pattern will be used to knit in the opposite direction from the provisional cast-on edge in a second color. The hat will be knit in the round working decreases to shape the crown. Two colors are used to create a color shift between the brim and the crown of the hat. The LINGON Hat is knit with a luxurious Merino Wool and Silk blend Yarn.
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