DOCTORAL DISSERTATION RESEARCH: Forms of Exchange, Uncertainty, and Retention in Social Networks

这个项目测试了两种类型的社会交换（互惠和协商）是否会不同地影响行为者退出一个社会网络以加入一个新的社会网络的可能性，以及结构不平等是否会影响这种选择。互惠交换是指一个行为者在不知道对方是否会回报的情况下，决定通过向对方提供利益来发起交换。协商交换涉及行为者就交换条件进行讨价还价。将进行一项实验，以测试在以互惠交换为特征的社会网络中，与协商交换相比，交换是否使行为者更不可能离开现有网络，进入不确定的替代社会网络。更广泛的影响这项研究有可能产生对组织有价值的结果。员工流失对雇主来说代价高昂，许多雇主积极尝试提高员工保留率。如果研究的两种互动类型不同，会影响人们是否选择离开现有的社交网络，以便与新的社交网络中的人互动，那么将有证据表明，管理者可能会通过实施倡导一种形式的交流或互动的政策和结构来提高员工保留率。

SES#: 1003281PI: Linda D. MolmCo-PI: Scott V. SavageUniversity of ArizonaThis project tests whether two types of social exchanges (reciprocal and negotiated) differentially affect the likelihood of actors exiting a social network in order to join a new social network and whether structural inequalities affect such choices. Reciprocal exchanges involve an actor deciding to initiate an exchange by providing benefits to another without knowing whether the other will reciprocate. Negotiated exchanges involve actors bargaining over the terms of an exchange. An experiment will be conducted to test whether exchanging in a social network characterized by reciprocal exchanges compared to negotiated exchanges make actors less likely to leave their existing networks for an uncertain alternative social network. Broader ImpactsThis research has the potential to generate results that are of valuable to organizations. Turnover can be costly for employers, and many employers actively try to improve employee retention rates. If the two types of interaction studied differentially affect whether people choose to leave their existing social networks in order to interact with people in a new social network, there will be evidence to suggest that one way managers might improve employee retention is by implementing policies and structures that advocate one form of exchange or interaction over the other.