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

SES编号：1003281 PI：琳达D. MolmCo-PI：Scott V. Savage亚利桑那大学本项目测试两种类型的社会交换（互惠和协商）是否会对参与者为了加入新的社会网络而退出社会网络的可能性产生不同的影响，以及结构性不平等是否会影响这种选择。互惠交换涉及一个行为者决定通过向另一个行为者提供利益来启动交换，而不知道另一个行为者是否会回报。谈判交换涉及行为者就交换条件讨价还价。将进行一项实验，以测试是否在一个社会网络交换的特点是互惠交流相比，协商交流，使演员不太可能离开他们现有的网络，一个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。流动性对雇主来说可能是昂贵的，许多雇主积极地试图提高员工的保留率。如果两种类型的互动研究不同地影响人们是否选择离开他们现有的社交网络，以便与新的社交网络中的人互动，将有证据表明，管理者可能提高员工保留率的一种方法是通过实施政策和结构，提倡一种形式的交流或互动。

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.