Chapter 2: An Approach to Job Design for Mitigating the Impact of Negative Ties on Burnout and Job Performance

In contemporary organizations, interpersonal dynamics play a crucial role in employee well-being and productivity. However, negative relations between employees can significantly impact, especially if they involve influential individuals with high positive eigenvector centrality (PEC). High eigenvector centrality individuals often hold significant influence within an organization, and negative ties with them can exacerbate stress and burnout among employees. This chapter posits that managers must routinely assess negative relations within their organizations, particularly those involving individuals. An ergonomic approach based on these assessments in job design enhances job satisfaction and performance, which are critical in environments where negative interpersonal dynamics may otherwise lead to increased stress. By integrating concepts from organizational justice and workplace psychology, this study proposes incorporating mechanisms in job design to foster positive relationships and mitigate harmful effects, which reduces burnout and improves job performance. These mechanisms, for example, systematic assessments of social ties to identify negative relationships, provide managers practical tools to leverage social network analysis in job design, promoting a healthier work environment and organizational culture.