Improving organisational outcomes through weak ties: an investigation using behaviour settings

通过弱关系改善组织成果：使用行为设置的调查

• 批准号: 2887051
• 金额: --
• 依托单位: Imperial College London
• 依托单位国家: 英国
• 项目类别: Studentship
• 财政年份: 2023
• 资助国家: 英国
• 起止时间: 2023 至 无数据
• 项目状态: 未结题
• 来源: https://gtr.ukri.org/projects?ref=studentship-2887051
• 关键词: Improving; organisational; outcomes; through; weak

This research seeks to understand how to design for betterweak tie human connectivity outcomes using behavioursettings theory. Being connected to others is a fundamentalhuman need (Baumeister and Leary, 1995). Whiletechnology may increase the breadth of potential globalconnections, it does not provide us with the interpersonalconnection we need. This is a growing concern as we face aglobal loneliness epidemic (Cacioppo, 2009) while alsoseeing teams move to more remote working. Addressingthis connection need is an urgent need especially in light ofthe promised benefits of improved organisationalinnovation, creativity and productivity (e.g. Haveman &Wetts, 2019), as well as individuals being happier, morehealthy and likely to live longer (Holt-Lunstad, Smith,Baker, Harris, & Stephenson, 2015, Pinker, 2015). Thechallenge organisations face in fulfilling the need of humanconnection for both employee wellbeing and organisationperformance requires new thinking to support thedevelopment of connections.

本研究旨在了解如何使用行为设置理论设计更好的弱连接人际连接结果。与他人联系是人类的基本需求（Baumeister和Leary，1995）。虽然技术可能会增加潜在的全球联系的广度，但它并没有为我们提供我们需要的人际联系。这是一个越来越令人担忧的问题，因为我们面临着孤独的流行病（Cacioppo，2009），同时也看到团队转向更远程的工作。解决这种联系需求是一个迫切的需要，特别是考虑到改善组织创新，创造力和生产力的承诺好处（例如Haveman & Wessels，2019），以及个人更快乐，更健康，更长寿（Holt-Lunstad，Smith，Baker，Harris，&斯蒂芬森，2015，Pinker，2015）。组织在满足员工福利和组织绩效的人际关系需求方面面临的挑战需要新的思维来支持关系的发展。