Although many managers have downplayed the effect of supportive relation in the work, it may be an important factor in fostering positive performance-related consequences for any organization. Johnson (1999) assert that formation of strong intimate relationship between individual in the work place may eventually lead to positive outcomes for organization productivity since such ties leads to greater motivation and cooperation and may raise productivity compared to those individual who lacks such emotional bonding.
Individuals with strong emotional bonds have greater tendency to share information compared to those who don’t have such attachments. Therefore such bonds can be a source of competitive advantage especially when an organization has a diverse workforce (Bezrukova and Jehn, 2004). However human relations theories asserts that individuals are likely to associate more with those who they are similar to and therefore the facilitation of such relationship may be a daunting task for management. (Yin, 2003) Despite the great interest from the human resource management to enhance such relations especially among the dissimilar individual in the workplace, there is little that is known about factors which enhances or which inhibits the formation of such relations.