Structural properties of work groups and their consequences for performance
Structural properties of work groups and their consequences for performance
复制标题
DOI：
10.1016/s0378-8733(02)00049-7
复制
发表时间：
2003-07-01
期刊：
影响因子：
3.1
通讯作者：
Cross, R
中科院分区：
文献类型：
--
作者：
Cummings, JN;Cross, R
在过去的几十年里，社交网络研究倾向于以自我为中心（例如员工）或有界网络（例如组织）作为主要分析单位。本文重新关注工作组，其中包括其个人成员和整个集合的结构属性。在对全球组织中 182 个工作组的研究中，我们发现组内领导者的结构漏洞以及核心-外围和等级组结构与绩效呈负相关。我们证明，即使在控制了群体沟通的平均水平之后，这些效应仍然存在，并讨论了对工作组和非正式组织中网络分析的未来的影响。 (C) 2003 Elsevier Science B.V. 保留所有权利。
Over the past several decades, social network research has favored either ego-centric (e.g. employee) or bounded networks (e.g. organization) as the primary unit of analysis. This paper revitalizes a focus on the work group, which includes structural properties of both its individual members and the collection as a whole. In a study of 182 work groups in a global organization, we found that structural holes of leaders within groups as well as core-periphery and hierarchical group structures were negatively associated with performance. We show that these effects hold even after controlling for mean levels of group communication, and discuss implications for the future of network analysis in work groups and informal organizations. (C) 2003 Elsevier Science B.V. All rights reserved.