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Yan J, Yu Z, Fernandes K, Xiong Y. Dual networks: how does knowledge network embeddedness affect firms' supply chain learning? INTERNATIONAL JOURNAL OF OPERATIONS & PRODUCTION MANAGEMENT 2023. [DOI: 10.1108/ijopm-08-2022-0507] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 03/16/2023]
Abstract
PurposeTo explore the mechanism that shapes firms' supply chain learning (SCL) practices, this study examines the relationship between firms' knowledge network embeddedness and their SCL practice in a supply chain network, as well as the moderating role of supply chain network cohesion in this relationship.Design/methodology/approachUsing patent application data and supply chain partner information from 869 listed firms between 2011 and 2020 in China, this study uses fixed-effect regression models to reduce endogeneity problems by controlling for individual heterogeneity effects that cannot be observed over time.FindingsFirms' knowledge network embeddedness has an inverted U-shaped effect on their SCL, and this non-linear relationship is conditional on supply chain network cohesion, which strengthens (weakens) the positive (negative) effect of knowledge network embeddedness on SCL.Practical implicationsThe findings show that managers can reconcile the downsides of knowledge network embeddedness on SCL by fostering greater supply chain network cohesion.Originality/valueDrawing from the network pluralism perspective, this study contributes to supply chain literature by extending the research context of the antecedents of SCL from a single-network setting to a dual-network setting. It extends the network pluralism perspective by showing that not only positive effects but also negative effects of network embeddedness can transfer from one network to another.
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Shin SK, Kang K, Sanders GL. The effects of perceived network characteristics on knowledge exchange in virtual communities. DECISION SCIENCES 2023. [DOI: 10.1111/deci.12591] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/25/2023]
Affiliation(s)
- Seung Kyoon Shin
- College of BusinessUniversity of Rhode Island Kingston Rhode Island USA
| | - Kyungwoo Kang
- School of Business Middle Georgia State University Macon Georgia
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Joo MK, Cruz KS. Formal Mentoring and Protégés’ Leadership Development: The Roles of Protégés’ Informal Mentoring Networks, Political Skill, and Gender. GROUP & ORGANIZATION MANAGEMENT 2023. [DOI: 10.1177/10596011221150869] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/10/2023]
Abstract
We seek to better understand how formal mentoring may impact protégés’ leadership development by arguing that protégés’ informal mentoring networks help explain the relationship between formal mentoring and two protégé leadership development outcomes: motivation to lead and promotability. We also argue that protégés’ political skill and gender serve as boundary conditions of these mediated relationships. Using 100 South Korean mentor-protégé dyads in four organizations across three points in time, we find that a higher level of formal mentoring is positively associated with the quality of protégés’ informal mentoring networks, which, in turn, is positively associated with protégés’ motivation to lead, but not protégés’ promotability. We also find that the relationship between a higher level of formal mentoring and the quality of protégés’ informal mentoring networks is strengthened when protégés have a higher level of political skill. In addition, we find that female protégés obtain more informal mentoring networking benefits from their formal mentors than male protégés. Theoretical and practical implications are discussed.
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Papafilippou V, Efthymiadou C. Identity work in the backstage: exploring the role of expatriate bubbles in identity work of self-initiated expatriate engineers through a Goffmanian lens. JOURNAL OF GLOBAL MOBILITY: THE HOME OF EXPATRIATE MANAGEMENT RESEARCH 2022. [DOI: 10.1108/jgm-06-2022-0031] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/09/2022]
Abstract
PurposeWhile there is vast research on expatriate adjustment, it is still known very little on how self-initiated expatriates (SIEs) in particular might cope with identity conflicts and how they engage with identity work. What is more, although there is some literature on the existence of expatriate bubbles, this does not cover how these bubbles might impact identity work. The purpose of this paper is to explore identity work that is taking place within expatriate bubbles and thus advance our knowledge on both expatriate bubbles and expatriate adjustment.Design/methodology/approachThe study reports on the analysis of in-depth, semi-structured interview data collected from 37 self-initiated expatriate engineers from Greece, Spain and Italy, currently residing in Bristol, UK.FindingsPrevious studies have argued that expatriate bubbles impede adjustment. The study analysis, however, shows that expatriate bubbles can be not only a powerful mechanism for coping with foreignness and strengthening their sense of belonging but also act as identity workspaces where SIEs engaged with identity work and navigated identity conflicts.Originality/valueThe present study addresses two empirical gaps: the paucity of literature on the identity work that self-initiated expatriates engage with and the paucity studies on self-initiated expatriate engineers. The study also has a theoretical contribution as, drawing upon a Goffmanian dramaturgical framework sheds light on the back regions of performance taking place within expatriate bubbles. Thus, showing how SIEs relax but also rehearse their performances in order to reduce any identity gaps triggered by the new organisational and national context.
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Zagenczyk TJ, Powell EE. Social networks and citizenship behavior: The mediating effect of organizational identification. HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.1002/hrm.22144] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Affiliation(s)
- Thomas J. Zagenczyk
- Poole College of Management North Carolina State University Raleigh North Carolina USA
| | - E. Erin Powell
- Poole College of Management North Carolina State University Raleigh North Carolina USA
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Johnson TD, Joshi A, Kreiner GE. Bridgework: A Model of Brokering Relationships Across Social Boundaries in Organizations. ORGANIZATION SCIENCE 2022. [DOI: 10.1287/orsc.2022.1631] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
Relationships are central to organizing, work, and organizations. Yet, in many instances, relationships do not build themselves, and third-party actors are often needed to intervene in situations, persuade individuals, and facilitate connections across disconnected actors in organizations. Little is known about the strategies through which third-party actors can broker relationships across what are considered to be intractable social boundaries—membership in stigmatized or nonstigmatized social identity-based groups. We build a process theory of what we call “bridgework,” the strategy used by third-party agents, intermediaries, and allies to bridge by shifting value-related perceptions about actors on the other side of social identity-based divides. More specifically, we focus on a stigmatizing social identity that can create boundaries that are often reinforced through informal network ties. Based on interviews, participatory observation, and archival data with job coaches for adults with autism spectrum disorders and related developmental disabilities, we showcase a model of bridgework—a combination of internal and external strategies across three stages (adding, stabilizing, and maintaining perceptions of value) to facilitate relationships between stigmatized and nonstigmatized members of organizations. We discuss how our grounded model contributes to the rich traditions of research on stigma, brokerage, disability studies, positive relationships, and compassion in organizations.
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Affiliation(s)
- Tiffany D. Johnson
- Scheller College of Business, Georgia Institute of Technology, Atlanta, Georgia 30308
| | - Aparna Joshi
- Smeal College of Business, Pennsylvania State University, State College, Pennsylvania 16801
| | - Glen E. Kreiner
- Department of Management, David Eccles School of Business, University of Utah, Salt Lake City, Utah 84112
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Reality checks for career women: An interpretevist paradigm. JOURNAL OF MANAGEMENT & ORGANIZATION 2022. [DOI: 10.1017/jmo.2019.42] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Abstract
AbstractThis paper reflects on the latent organisational process that leads tothe scarcity of women in senior positions. Utilising characteristics of legitimisation, institutionalisation and self-determination theories the paper observes how women manage upward mobility. Subsequently, it was important to investigate the mid-level cohorts, as there lies the critical question triggering the anomaly. Focusing on the public sector with an interest in gendered organisations, the study examines law enforcement. Conversely, the aim of this paper is to focus on why there is a continued dearth in the number of policewomen at top level positions in USA and Australia. A qualitative study with a phenomenological approach is applied. Semi-structured interviews are conducted with 40 policewomen in mid-management positions in American and Australian law enforcement. It further aims to explore the linkages of the ongoing paucity of gendered leadership in organisations, questioning how these will influence women's ability to advance to higher-level positions.
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Wu J, Huang X, Wang B. Social-technical network effects in open source software communities: understanding the impacts of dependency networks on project success. INFORMATION TECHNOLOGY & PEOPLE 2022. [DOI: 10.1108/itp-09-2021-0684] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose To better understand the success of an open source software (OSS) project, this study aims to examine the role of social dependency networks (i.e. social and technical dependencies) in online communities.Design/methodology/approach This study focuses on dependencies using three network metrics – degree centrality, betweenness centrality and closeness centrality – in developer and module networks. A longitudinal analysis from the projects hosted at Sourceforge.net is conducted to examine the effects of social and technical networks on the success of OSS projects. To address our research questions, we have constructed research models to investigate the social network effects in developer networks, the technical network effects in module networks, and the social-technical network effects in both types of networks.Findings The results reveal nonlinear relationships between degree centrality in both social and technical networks and OSS success, highlighting the importance of a moderate level of degree centrality in team structure and software architecture. Meanwhile, a moderate level of betweenness centrality and a lower level of closeness centrality between developers lead to a higher chance of OSS project success.Originality/value This study is the first attempt to consider the network metrics in both module networks of the technical sub-system and developer networks of the social sub-system to better understand their influences on project success.
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Castilla EJ. Gender, Race, and Network Advantage in Organizations. ORGANIZATION SCIENCE 2022. [DOI: 10.1287/orsc.2021.1534] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
Universities and colleges often engage in initiatives aimed at enrolling students from diverse demographic groups. Although substantial research has explored the impact of such diversity initiatives, less understood is the extent to which certain application strategies may continue to favor historically privileged groups, especially white men, as they seek admission to selective programs. With this study, I begin to address this gap by investigating the gender and racial implications of application endorsements—a common, often informal, network practice of signaling support for certain applicants that is shown to significantly boost an applicant’s chances of admission. Using unique data on the applicants and matriculants to a full-time MBA program at one elite U.S. business school, I first assess whether the endorsement advantage differs across demographic groups. Building on the social networks, selection, and inequality literatures, I then identify and test three key theoretical mechanisms by which the endorsement process may potentially benefit white men more than women and racial minorities. Although I do not find evidence in the studied program that the application endorsement is valued differently by key admissions officers or that it provides a different quality signal depending on the applicant’s gender or race, I do find that white men are significantly more likely than women and minorities to receive application endorsements. I conclude by discussing the implications of this study for understanding how gender and racial differences in accessing advantageous (often informal) network processes may undermine organizational efforts to achieve demographic equality and diversity.
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Moser JR, Ashforth BE. My network, my self: A social network approach to work-based identity. RESEARCH IN ORGANIZATIONAL BEHAVIOR 2022. [DOI: 10.1016/j.riob.2022.100155] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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The accurate judgment of social network characteristics in the lab and field using thin slices of the behavioral stream. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2021. [DOI: 10.1016/j.obhdp.2021.09.002] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022]
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Sgourev SV. Materiality as a Basis for Valuation Entrepreneurship: Re-modeling Impressionism. ORGANIZATION SCIENCE 2021. [DOI: 10.1287/orsc.2020.1419] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
This paper addresses the recognized need for connecting scholarship on materiality and evaluation by conceptualizing how materiality provides grounds for “valuation entrepreneurship.” It extends the scope of materiality scholarship by considering an ignored organizational outcome while offering stronger evidence for the role of supply-side factors in social evaluation. The theoretical model posits that materiality affords opportunities for identity construction and social organization that can lead to the emergence of a new theory of value contesting the evaluative regime. This framework is applied to the reanalysis of a famous case: Impressionism. The analysis shows that new materials and methods of painting served as a “focus” for the social organization of artists with a shared identity of craftsmen. These artists espoused a new theory of value that advocated the “unfinishedness” of artworks and used natural perception as an objective basis for contestation of the “subjective” evaluative regime at the salons. The contestation had political overtones, drawing on cultural resources and scientific tenets to justify the valorization of individuality and decentralization of art appraisal. An endogenous account of culture in action presents materiality as a natural counterpoint to the emphasis on conceptualization.
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Affiliation(s)
- Stoyan V. Sgourev
- École Supérieure des Sciences Économiques et Commerciales (ESSEC) Business School, Cergy 95021 France
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Li J, Yu Y. From collaborative research to new product development: why a central or brokered network position is not enough. JOURNAL OF KNOWLEDGE MANAGEMENT 2021. [DOI: 10.1108/jkm-06-2020-0473] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Although collaborative research is believed to be an important means of accessing external knowledge, research on whether taking a strategic network position benefits new product development (NPD) is inconclusive. This study aims to unravel the conditions under which taking a strategic position within a collaborative research network is conducive for a firm’s NPD.
Design/methodology/approach
Drawing on social network theory, absorptive capacity theory and knowledge recombinant studies, this study examines how strategic network positions (i.e. degree centrality and structural holes) and knowledge base cohesion (i.e. local and global cohesion) in tandem affect a firm’s NPD. A panel data set of 366 firms in the Chinese automobile sector (2002–2010) is empirically analyzed, using the panel negative binomial approach with random effects and several alternate estimation approaches.
Findings
This study reveals that, rather than the volume of a firm’s knowledge base, its cohesion determines how it absorbs and uses knowledge accrued from collaborative research for NPD. Specifically, this paper finds that centrally positioned firms have greater NPD when their knowledge bases are locally cohesive, while firms spanning structural holes have more NPD when their knowledge bases are globally cohesive.
Originality/value
Successfully transferring collaborative research outcomes into product innovation is difficult. This study contributes to the literature on strategic network positions and NPD. The findings advance the understanding of knowledge base cohesion’s moderating role in explaining how firms absorb and exploit external knowledge for internal innovation. The findings also have important implications for managers who wish to promote product innovation by engaging in collaborative research with external partners.
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Lieff SJ, Baker L, Poost-Foroosh L, Castellani B, Hafferty FW, Ng SL. Exploring the Networking of Academic Health Science Leaders: How and Why Do They Do It? ACADEMIC MEDICINE : JOURNAL OF THE ASSOCIATION OF AMERICAN MEDICAL COLLEGES 2020; 95:1570-1577. [PMID: 31996558 DOI: 10.1097/acm.0000000000003177] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/10/2023]
Abstract
PURPOSE Networking is essential to leadership effectiveness in the business context. Yet little is known about leadership networking within the academic health science context. If we are going to train academic leaders, we must first understand the relational, network-based activities of their work. The purpose of this study was to explore how academic health science leaders engage in networking activities in the academic health science context. METHOD A constructivist grounded theory approach guided our study. The authors interviewed 24 academic health science leaders who were enrolled in the New and Evolving Academic Leadership program at the University of Toronto and used social network mapping as an elicitation method. Interviews, which were conducted between September 2014 and June 2015, explored participants' networks and networking activities. Constant comparative analysis was used to analyze the interviews, with attention paid to identifying key networking activities. RESULTS Academic health science leaders were found to engage in 4 types of networking activities: role bound, project based, goal/vision informed, and opportunity driven. These 4 types were influenced by participants' conception of their role and their perceived leadership work context, which in turn influenced their sense of agency. CONCLUSIONS The networking activities identified in this study of academic health science leaders resonate with effective networking activities found in other fields. The findings highlight that these activities can be facilitated by focusing on leaders' perceptions about role and work context. Leadership development should thus attend to these perceptions to encourage effective networking skills.
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Affiliation(s)
- Susan J Lieff
- S.J. Lieff is professor, Department of Psychiatry, Faculty of Medicine, University of Toronto, and director of academic leadership development, Centre for Faculty Development, St. Michaels Hospital and Faculty of Medicine, Toronto, Ontario, Canada
| | - Lindsay Baker
- L. Baker is assistant professor, Department of Psychiatry, Faculty of Medicine, University of Toronto, and scientist and lead educator-researcher, Li Ka Shing Knowledge Institute and Centre for Faculty Development, St. Michael's Hospital, Toronto, Ontario, Canada
| | - Laya Poost-Foroosh
- L. Poost-Foroosh is an Associated Medical Services Phoenix Project Fellow and a research consultant, Toronto, Ontario, Canada
| | - Brian Castellani
- B. Castellani is professor of sociology, Durham University, Durham, United Kingdom, and adjunct professor of psychiatry, Northeast Ohio Medical University, Rootstown, Ohio
| | - Frederic W Hafferty
- F.W. Hafferty is professor of medical education, Division of General Internal Medicine, Program in Professionalism and Values, and College of Medicine, Mayo Clinic, Rochester, Minnesota; ORCID: https://orcid.org/0000-0002-5604-7268
| | - Stella L Ng
- S.L. Ng is director of research, Centre for Faculty Development, and Arrell Family Chair in Health Professions Teaching, St. Michael's Hospital and University of Toronto, Toronto, Ontario, Canada
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Struben J, Lee BH, Bingham CB. Collective Action Problems and Resource Allocation During Market Formation. STRATEGY SCIENCE 2020. [DOI: 10.1287/stsc.2020.0105] [Citation(s) in RCA: 14] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Abstract
Collective action is critical for successful market formation. However, relatively little is known about how and under what conditions actors overcome collective action problems to successfully form new markets. Using the benefits of simulation methods, we uncover how collective action problems result from actor resource allocation decisions interacting with each other and how the severity of these problems depends on central market- and actor-related characteristics. Specifically, we show that collective action problems occur when actors undervalue the benefits of market-oriented resource allocation and when actors contribute resources that are imperfectly substitutable. Furthermore, we show that collective action problems occur when actors are embedded in networks with others sharing a similar role in market formation. Collectively, our findings contribute new insights to organization theory regarding collective action and market formation and to strategy on value creation and strategic decision making regarding resource allocation.
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Affiliation(s)
| | - Brandon H. Lee
- Melbourne Business School, University of Melbourne, Carlton, Victoria 3053, Australia
| | - Christopher B. Bingham
- Kenan-Flagler Business School, The University of North Carolina at Chapel Hill, Chapel Hill, North Carolina 27599
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Annosi MC, Monti A, Martini A. Individual learning goal orientations in self‐managed team‐based organizations: A study on individual and contextual variables. CREATIVITY AND INNOVATION MANAGEMENT 2020. [DOI: 10.1111/caim.12377] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
Affiliation(s)
- Maria Carmela Annosi
- Business Management and Organization Group Wageningen University & Research Wageningen Netherlands
| | - Alberto Monti
- Department of Management and Technology and ASK Research Center Bocconi University Milan Italy
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Washington AL. Uncertain risk: assessing open data signals. TRANSFORMING GOVERNMENT- PEOPLE PROCESS AND POLICY 2020. [DOI: 10.1108/tg-09-2019-0086] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Open data resources contain few signals for assessing their suitability for data analytics. The purpose of this paper is to characterize the uncertainty experienced by open data consumers with a framework based on economic theory.
Design/methodology/approach
Drawing on information asymmetry theory about market exchanges, this paper investigates the practical challenges faced by data consumers seeking to reuse open data. An inductive qualitative analysis of over 2,900 questions asked between 2013 and 2018 on an internet forum identified how a community of 15,000 open data consumers expressed uncertainty about data sources.
Findings
Open data consumers asked direct questions that expressed uncertainty about the availability, interoperability and interpretation of data resources. Questions focused on future value and some requests were devoted to seeking data that matched known sources. The study proposes a data signal framework that explains uncertainty about open data within the context of control and visibility.
Originality/value
The proposed framework bridges digital government practice to information signaling theory. The empirical evidence substantiates market aspects of open data portals. This paper provided a needed case study of how data consumers experience uncertainty. The study integrates established theories about risk to improve the reuse of open data.
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Zhang Y, Huxham C. Collective identity construction in international collaborations. JOURNAL OF GENERAL MANAGEMENT 2020. [DOI: 10.1177/0306307019886181] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
This article explores the dynamic processes of collective identity formation among the participating organizational members in interorganizational collaborations that cross national boundaries. A longitudinal, qualitative multi-case study research approach was adopted in the empirical investigation of collective identity in three international business collaborations that involve a Sino-British strategic partnership, a Sino-Australian, and a Sino-Polish joint venture. Based on the analyses of the data collected from in-depth interviews, participant observation, and archival materials, a theoretical framework of collective identity (re)formation is developed. It suggests that two inseparable elements (states and processes) constitute a cyclic and enduring process of collective identity formation through partners’ orchestrating discursive resources involving a common sense of ‘we-ness’. The shifts between various states are driven by partners’ processes of negotiation, integration, solidification, and reformation of collective identity. A deconstruction process may also emerge, giving rise to the termination of the collaborative relationship. The research presented in this article advances the understanding of collective identity formation in the field of organizational identity by extending the discursive perspective of collective identity into the context of interorganizational collaborations that cross national borders. This research also provides further empirical evidence on the active role played by organizational members in the use of cultural narratives as strategic resources to express their identity beliefs, which differs from the deterministic view of culture in shaping organizational members’ behaviors.
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Einarsdottir T, Rafnsdottir GL, Sigurdardottir MS, Torfason MT. Networks, homogeneity and gender in Icelandic business elites. SCANDINAVIAN JOURNAL OF MANAGEMENT 2020. [DOI: 10.1016/j.scaman.2019.101091] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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Pauksztat B, Salin D. Targets' Social Relationships as Antecedents and Consequences of Workplace Bullying: A Social Network Perspective. Front Psychol 2020; 10:3077. [PMID: 32082211 PMCID: PMC7005667 DOI: 10.3389/fpsyg.2019.03077] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/19/2019] [Accepted: 12/28/2019] [Indexed: 11/17/2022] Open
Abstract
Research on workplace bullying has largely focused on individual and organizational factors that place individuals in a vulnerable position. Although theorists have highlighted social aspects of workplace bullying and its antecedents, the role of individuals' social relations with other members of their organization has rarely been examined empirically. Drawing on insights from social network research and research on social rejection, the purpose of this study was to examine the relationship between exposure to bullying and employees' informal social relationships (here: friendships; negative relationships) with other members of their organization. Data from two waves of surveys among 249 employees in eight organizations in Finland were analyzed using stochastic actor-oriented modeling. We found that employees' centrality (i.e., the number of their relationships) had no effect on exposure to bullying. However, exposure to bullying affected targets' perceptions of their relationships with colleagues: employees who had experienced bullying subsequently reported significantly more friendship relationships, but not significantly more negative relationships, suggesting that aggressive or antisocial responses may be more muted in field settings than in experimental settings. Our study contributes to research on workplace bullying by providing a more detailed understanding of the relationship between workplace bullying and employees' social relations, and by offering insights about the consequences of workplace bullying for targets' social relations.
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Affiliation(s)
- Birgit Pauksztat
- Department of Business Studies, Uppsala University, Uppsala, Sweden
| | - Denise Salin
- Department of Management & Organization, Hanken School of Economics, Helsinki, Finland
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Operti E, Y. Lampronti S, Sgourev SV. HoldYour Horses: Temporal Multiplexity and Conflict Moderation in the Palio di Siena (1743–2010). ORGANIZATION SCIENCE 2020. [DOI: 10.1287/orsc.2019.1283] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Affiliation(s)
- Elisa Operti
- Department of Management, ESSEC Business School, Cergy Pontoise Cedex 95021, France
| | - Shemuel Y. Lampronti
- Strategy and International Business Group, Warwick Business School, University of Warwick, Coventry CV4 7AL, United Kingdom
| | - Stoyan V. Sgourev
- Department of Management, ESSEC Business School, Cergy Pontoise Cedex 95021, France
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Rink F, Stoker JI, Ryan MK, Steffens NK, Nederveen Pieterse A. Gender Differences in How Leaders Determine Succession Potential: The Role of Interpersonal Fit With Followers. Front Psychol 2019; 10:752. [PMID: 31130886 PMCID: PMC6509144 DOI: 10.3389/fpsyg.2019.00752] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/13/2018] [Accepted: 03/18/2019] [Indexed: 11/13/2022] Open
Abstract
This paper examined the existence of gender differences in the degree to which leaders' perceptions of successor potential is influenced by interpersonal fit. In Study 1 (N = 97 leaders, N = 280 followers), multi-source field data revealed that for male leaders, ratings of followers' potential as successors were positively related to interpersonal fit, measured by the degree to which followers' saw their leadership as being close and interpersonal (i.e., being coaching, transformational, and leading by example). For female leaders, these relationships were absent, suggesting that they are less influenced by interpersonal fit. In Study 2 (N = 311 leaders), a scenario study provided causal evidence that male leaders rated potential successors more positively when they perceived greater interpersonal fit with followers, whereas female leaders' successor ratings were not informed by perceptions of fit. We discuss the theoretical and practical implications for gendered leadership successor perceptions in organizations.
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Affiliation(s)
- Floor Rink
- Faculty of Economics and Business, University of Groningen, Groningen, Netherlands
| | - Janka I. Stoker
- Faculty of Economics and Business, University of Groningen, Groningen, Netherlands
| | - Michelle K. Ryan
- Faculty of Economics and Business, University of Groningen, Groningen, Netherlands
- Psychology, College of Life and Environmental Sciences, University of Exeter, Exeter, United Kingdom
| | - Niklas K. Steffens
- School of Psychology, The University of Queensland, Brisbane, QLD, Australia
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Abstract
PurposeThe purpose of this paper is to describe how one group of ADVANCE Project researchers investigated faculty co-authorship networks to identify relationships between women’s positions in these networks, their research productivity and their advancement at the university – and to make those relationships transparent.Design/methodology/approachMultiple methods for capturing faculty network data were evaluated, including collecting self-reported data and mining bibliometric data from various web-based sources. Faculty co-authorship networks were subsequently analyzed using several methodologies including social network analysis (SNA), network visualizations and the Kaplan–Meier product limit estimator.FindingsResults suggest that co-authorship provides an important way for faculty to signal the value of their work, meaning that co-authoring with many others may be beneficial to productivity and promotion. However, patterns of homophily indicate that male faculty tend to collaborate more with other men, reducing signaling opportunities for women. Visualizing these networks can assist faculty in finding and connecting with new collaborators and can provide administrators with unique views of the interactions within their organizations. Finally, Kaplan–Meier survival studies showed longitudinal differences in the retention and advancement of faculty based on gender.Originality/valueTogether, these findings begin to shed light on subtle differences that, over time, may account for the significant gender disparities at STEM institutions, patterns which should be investigated and addressed by administrators. Lessons learned, as well as the novel use of SNA and Kaplan–Meier in investigating gender differences in STEM faculty, provide important findings for other researchers seeking to conduct similar studies at their own institutions.
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Martínez Ardila HE, Mora Moreno JE, Camacho Pico JA. Networks of collaborative alliances: the second order interfirm technological distance and innovation performance. JOURNAL OF TECHNOLOGY TRANSFER 2018. [DOI: 10.1007/s10961-018-9704-2] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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Davies A, Manning S, Söderlund J. When neighboring disciplines fail to learn from each other: The case of innovation and project management research. RESEARCH POLICY 2018. [DOI: 10.1016/j.respol.2018.03.002] [Citation(s) in RCA: 58] [Impact Index Per Article: 9.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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Ozkazanc-Pan B, Clark Muntean S. Networking towards (in)equality: Women entrepreneurs in technology. GENDER WORK AND ORGANIZATION 2018. [DOI: 10.1111/gwao.12225] [Citation(s) in RCA: 40] [Impact Index Per Article: 6.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Carnabuci G, Emery C, Brinberg D. Emergent Leadership Structures in Informal Groups: A Dynamic, Cognitively Informed Network Model. ORGANIZATION SCIENCE 2018. [DOI: 10.1287/orsc.2017.1171] [Citation(s) in RCA: 19] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
Affiliation(s)
| | - Cécile Emery
- Centre for Leadership & Decision Making, Business School, University of Surrey, Guildford GU2 7XH, United Kingdom
| | - David Brinberg
- Department of Marketing, Pamplin College of Business, Virginia Polytechnic Institute and State University, Blacksburg, Virginia 24061
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Ekanayake S, Childerhouse P, Sun P. The symbiotic existence of interorganizational and interpersonal ties in supply chain collaboration. INTERNATIONAL JOURNAL OF LOGISTICS MANAGEMENT 2017. [DOI: 10.1108/ijlm-12-2014-0198] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Social network perspective to interorganizational relations focuses on the effect of organizations’ external relationships in collaboration as opposed to their internal resources and capabilities. It presumes that effectively managing such relationships is vital to gaining collaborative synergies. The purpose of this paper is to contribute to the growing interest in the social network perspective to explain supply chain collaboration.
Design/methodology/approach
Literature from the network field is discussed in the context of interorganizational collaboration. A logistics service provider’s network is explored in depth leading to the inductive construction of a multi-level model of social network collaboration.
Findings
The conceptual model provides a useful lens to evaluate supply chain collaboration. The symbiotic relationship between interorganizational and interpersonal networks is highlighted as vital for effective collaboration.
Research limitations/implications
The conceptual model has only been developed from a single network. Wider application is required to ensure generalizability. The critical role of the personal networks of boundary spanning actors at different levels wants further investigation.
Practical implications
Partners’ intra-organizational structures and personal ties of boundary spanners, both at the senior and operational level, have a profound effect on supply chain operations.
Originality/value
Personal networks interact with organizational networks and complement each other in yielding interfirm collaborative synergies.
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Ben Hador B. Three levels of organizational social capital and their connection to performance. JOURNAL OF MANAGEMENT DEVELOPMENT 2017. [DOI: 10.1108/jmd-01-2016-0014] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Exploring the mechanisms through which social capital (SC) operates in organizations is highly important for both researchers and practitioners. As a theoretical concept, the role and functions of SC in organizations are framed in various ways but not clearly enough. Practitioners would like to understand how relationship intensifies performance; the purpose of this paper is to better understand the mechanisms through which SC influences performance in organizations.
Design/methodology/approach
A conceptual framework for different levels of SC in organizations has been developed and presented, as well as propositions regarding the suggested impact of each level on performance have been stated.
Findings
Drawing on a variety of literatures, it is argued that there are three levels of SC in organizations – personal, intra-organizational, and external; each level has unique features and benefits, and also, each level holds different risks. It is suggested that every SC level strengthens other components of performance.
Originality/value
Organizations strive to improve their performance and to create a better working atmosphere for their employees; nurturing SC properly helps in achieving these goals. This paper promotes understanding of the benefits and risks of SC, how to avoid these risks, and how to improve personal and collective performance and organizational outcomes.
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Fortin I, Oliver D. To imitate or differentiate: Cross-level identity work in an innovation network. SCANDINAVIAN JOURNAL OF MANAGEMENT 2016. [DOI: 10.1016/j.scaman.2016.09.001] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
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The influence of knowledge networks on a firm’s innovative performance. JOURNAL OF MANAGEMENT & ORGANIZATION 2016. [DOI: 10.1017/jmo.2016.32] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
AbstractThis paper explores the concept of knowledge networks in order to disclose how firms are able to increase innovative performance as a result of network structure and network content, which concern how firms connect with network partners (network structure), what the essence of exchange is for firms to acquire knowledge in the network (knowledge heterogeneity), and why firms need to cooperate with others (knowledge cognition). By using a sample of 144 high-technology firms in Taiwan’s science parks to test the hypotheses, the results of this study show that, while network structures do impact on a firm’s innovative performance, access to heterogeneous knowledge and increasing a firm’s knowledge in terms of defining and recognizing novel knowledge should be considered, since both play critical roles in facilitating innovative performance. These findings suggest that knowledge flow through a firm’s relationships must be understood in terms of network structure and content.
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Abstract
A firm’s growth and survival depends on the ability of its managers to explore for new business and knowledge; yet, exploration is challenging for most large, established firms. Extending prior research into networks and exploration, we propose that a key characteristic of managers’ external networks – the extent to which their networks include relationships built using predominately individual rather than firm resources – is positively related to managers’ abilities to explore for new business and knowledge in large firms. We propose that networks with more individual ties provide more diverse knowledge, enable greater autonomy and ease access to resources from contacts, hence facilitating exploration. Analysis of an original dataset of external networks of 77 senior managers in a large global consulting firm provides support for our arguments. We find that individual ties are positively related to exploration and, furthermore, that the positive (negative) relationship between sparse (dense) networks and exploration increases with the number of individual ties in managers’ networks.
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Abstract
Identity and identification remain very popular constructs for organizational scholars, regularly generating a bounty of provocative research. To help maintain the generativity of these root constructs, I suggest four “course corrections” for our explorations, namely, focusing more on (1) the core aspect of identification, that is, the definition of self in terms of a target; (2) other targets of identification aside from the organization; (3) the dark side of identification; and (4) perspectives of identity beyond social identity theory/self-categorization theory.
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Ngoma M, Dithan Ntale P. Psychological capital, career identity and graduate employability in Uganda: the mediating role of social capital. INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT 2016. [DOI: 10.1111/ijtd.12073] [Citation(s) in RCA: 19] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Muhammad Ngoma
- The Dean of the Faculty of Graduate Studies & Research at Makerere University Business School; Kampala Uganda
| | - Peter Dithan Ntale
- A Deputy Director in the Directorate of Doctoral Studies at Makerere University Business School; Kampala Uganda
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D’Andreta D, Marabelli M, Newell S, Scarbrough H, Swan J. Dominant Cognitive Frames and the Innovative Power of Social Networks. ORGANIZATION STUDIES 2016. [DOI: 10.1177/0170840615613374] [Citation(s) in RCA: 19] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
In this paper, we illustrate the link between social network structures, dominant cognitive frames on network purpose and the innovative power of a network, through a mixed-method comparative analysis of two knowledge translation networks (KTNs) in the English National Health Service (NHS). Our findings illustrate several challenges for networked forms of organization linked to different manifestations of social networks (centralized/decentralized) and dominant cognitive frames (polarizing/loosely clustered). Our paper contributes a better understanding of how dominant frames on network purpose emerge alongside the development of network structure itself, and explores how this interplay between dominant frames and social networks impacts upon the collaborative work that supports the network’s innovative power.
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Collectivism-oriented human resource management and innovation performance: An examination of team reflexivity and team psychological safety. JOURNAL OF MANAGEMENT & ORGANIZATION 2015. [DOI: 10.1017/jmo.2015.50] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
AbstractThis article investigated how collectivism-oriented human resource management can influence on innovation performance through team reflexivity and team psychological safety. Using a sample of 200 research-oriented teams in Chinese universities, the empirical results clearly indicate that collectivism-oriented human resource management is beneficial to teams’ innovation performance. The results of the mediating model show how team reflexivity and team psychological safety mediate the relationship between collectivism-oriented human resource management and innovation performance. The implications for researchers and practitioners are also discussed.
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Bhardwaj A, Qureshi I, Konrad AM, Lee SH(M. A Two-Wave Study of Self-Monitoring Personality, Social Network Churn, and In-Degree Centrality in Close Friendship and General Socializing Networks. GROUP & ORGANIZATION MANAGEMENT 2015. [DOI: 10.1177/1059601115608027] [Citation(s) in RCA: 17] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
We examine the role of self-monitoring personality in shaping network change in two important types of social relationships. In a two-wave social network study, we find that individuals with higher levels of self-monitoring derive persistent personality-linked in-degree centrality benefits in the general socializing network but have fading benefits over time in the close friendship network. Simultaneous examination of the formation and dissolution of relationships over time (network churn) reveals that this pattern of network change is shaped by differential reactions of relationship partners to individuals based upon level of self-monitoring in the two network types. Overall, by incorporating the dynamic reactions of relationship partners, the findings contribute to the understanding of the complex relationship between personality and social network development.
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Fonti F, Maoret M, Whitbred R. Cognitive Categorization and Network Perception: Cognitive Aggregated Social Structures in Opaque Networks. ADVANCES IN STRATEGIC MANAGEMENT-A RESEARCH ANNUAL 2015. [DOI: 10.1108/s0742-332220150000032005] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Tschopp C, Unger D, Grote G. Are support and social comparison compatible? Individual differences in the multiplexity of career-related social networks. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2015. [DOI: 10.1111/jasp.12338] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Cécile Tschopp
- Department of Management, Technology, and Economics; ETH Zurich; Switzerland
| | - Dana Unger
- Department of Management, Technology, and Economics; ETH Zurich; Switzerland
| | - Gudela Grote
- Department of Management, Technology, and Economics; ETH Zurich; Switzerland
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Barbulescu R. The Strength of Many Kinds of Ties: Unpacking the Role of Social Contacts Across Stages of the Job Search Process. ORGANIZATION SCIENCE 2015. [DOI: 10.1287/orsc.2015.0978] [Citation(s) in RCA: 81] [Impact Index Per Article: 9.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
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41
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What are Genosociograms and How Can We Generate, Analyze, and Interpret them? Theoretical and Applied Perspectives on the Network of Relationships. CONTEMPORARY FAMILY THERAPY 2015. [DOI: 10.1007/s10591-015-9339-5] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
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Gubbins C, Garavan T. Social Capital Effects on the Career and Development Outcomes of HR Professionals. HUMAN RESOURCE MANAGEMENT 2015. [DOI: 10.1002/hrm.21727] [Citation(s) in RCA: 20] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/10/2022]
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Abstract
Studies of social networks in organizations confront analytical challenges posed by the multilevel effects of hierarchical relations between organizational subunits on the presence or absence of informal network relations among organizational members. Conventional multilevel models may be usefully adopted to control for generic forms of non-independence between tie variables defined at multiple levels of analysis. Such models, however, are unable to identify the specific multilevel dependence mechanisms generating the observed network data. This is the basic difference between multilevel analysis of networks and the analysis of multilevel networks. The aim of this article is to show how recently derived multilevel exponential random graph models (MERGMs) may be specified and estimated to address the problems posed by the analysis of multilevel networks in organizations. We illustrate our methodological proposal using data on hierarchical subordination and informal communication relations between top managers in a multiunit industrial group. We discuss the implications of our results in the broader context of current theories of organizations as connected multilevel systems.
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Affiliation(s)
- Paola Zappa
- Social Network Analysis Research (SoNAR) Center, University of Italian Switzerland, Lugano, Switzerland
| | - Alessandro Lomi
- Social Network Analysis Research (SoNAR) Center, University of Italian Switzerland, Lugano, Switzerland
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Abstract
The analysis elaborates and illustrates a proposition on brokerage that is implicit in existing research—that through self-assembling their ties, brokers may trigger chains of events with systemic consequences that they can only partly control or benefit from. By relaxing the assumption of strategic control, the analysis contributes to reducing the discrepancy between micro and macro levels of analysis. This approach is illustrated with the case of the Ballets Russes (1909–1929) and its founder Sergei Diaghilev, who revolutionized the arts in the early 20th century by aggregating developments in dance, music, design and literature. The role of a catalyst emerges in connecting artists on the supply side and in matching supply and demand for novelty. Catalysis was triggered by the interaction between identity and field-level fragmentation when the personal network of an unusually multifaceted broker became a platform for the interpenetration of heretofore disconnected social networks. However, in escalating Modernism Diaghilev’s brokerage contributed to the demise of the social world that generated the Ballets Russes.
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Are Social Ties Always Valuable to Knowledge Search? Contextualizing Knowledge Search by Foreign Subsidiary Executives in an Emerging Economy. MANAGEMENT INTERNATIONAL REVIEW 2015. [DOI: 10.1007/s11575-014-0234-3] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
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46
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Zhang X, Wang C. Network Positions and Contributions to Online Public Goods: The Case of Chinese Wikipedia. J MANAGE INFORM SYST 2014. [DOI: 10.2753/mis0742-1222290202] [Citation(s) in RCA: 56] [Impact Index Per Article: 5.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Affiliation(s)
- Xiaoquan Zhang
- a School of Business and Management, Hong Kong University of Science and Technology
| | - Chong Wang
- a School of Business and Management, Hong Kong University of Science and Technology
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Brands RA, Kilduff M. Just Like a Woman? Effects of Gender-Biased Perceptions of Friendship Network Brokerage on Attributions and Performance. ORGANIZATION SCIENCE 2014. [DOI: 10.1287/orsc.2013.0880] [Citation(s) in RCA: 43] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
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Gulati R, Srivastava SB. Bringing Agency Back into Network Research: Constrained Agency and Network Action. CONTEMPORARY PERSPECTIVES ON ORGANIZATIONAL SOCIAL NETWORKS 2014. [DOI: 10.1108/s0733-558x(2014)0000040004] [Citation(s) in RCA: 29] [Impact Index Per Article: 2.9] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/12/2023]
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50
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Bridwell-Mitchell EN, Lant TK. Be Careful What You Wish For: The Effects of Issue Interpretation on Social Choices in Professional Networks. ORGANIZATION SCIENCE 2014. [DOI: 10.1287/orsc.2013.0840] [Citation(s) in RCA: 16] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/20/2022]
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