Resources and relationships: Social networks and mobility in the workplace
Resources and relationships: Social networks and mobility in the workplace
复制标题
DOI：
10.2307/2657354
复制
发表时间：
1997-10-01
影响因子：
9.1
通讯作者：
Baron, JN
中科院分区：
文献类型：
--
作者：
Podolny, JM;Baron, JN
我们研究了工作场所中个人网络的结构和内容如何影响组织内的流动性。与先前的研究一致，我们发现。个人的流动性通过拥有一个庞大而稀疏的非正式联系网络来获得信息和资源而得到加强。然而，与以前的工作相比，我们强调一致的角色期望的性能和流动性的重要性。我们发现证据表明，定义明确的绩效期望更有可能来自一个小的，密集的个人网络。我们开发了一个类型的网络内容和文件的网络结构和内容之间的相互作用，在高科技公司的员工之间的流动性分析。我们还研究了领带持续时间对流动性的影响如何因领带内容而异。我们讨论了我们的研究结果对网络和组织流动性的理论和研究的影响。
We examine how the structure and content of individuals' networks in the workplace affect intraorganizational mobility. Consistent with prior research, we find that an. individual's mobility is enhanced by having a large, sparse network of informal ties for acquiring information and resources. However in contrast to previous work, we emphasize the importance of consistent role expectations for performance and mobility. We find evidence that well-defined performance expectations are more likely to arise from a small, dense network of individuals. We develop a typology of network contents and document the interaction between network structure and content in analyses of mobility among employees of a high-technology firm. We also examine how the effects of tie duration on mobility vary by tie content. We discuss the implications of our results for theory and research on networks and organizational mobility.