How do instrumental and expressive network positions relate to turnover? A meta-analytic investigation

Although social network methods have proven valuable for predicting employee turnover, an informed use of network methods for turnover management requires an integration and extension of extant networks-turnover research. To that end, this article addresses two relatively neglected issues in the networks-turnover literature: the lack of integration of turnover process models into networks-turnover research and the differential influence of “network content” (i.e., instrumental vs. expressive network resources) on turnover processes. To address these issues, we draw from social capital and turnover theories as a basis for investigating how turnover antecedents (i.e., work attitudes, job alternatives, and job performance) mediate the associations between instrumental and expressive degree centrality and turnover. We test a theoretical model using meta-analytic path analysis based on the results of random-effects meta-analyses (64 independent samples of working adults) of instrumental and expressive degree centrality in relation to job satisfaction, organizational commitment, job alternatives, job performance, and employee turnover. We found that both instrumental and expressive degree centrality relate to employee turnover, but through different mediating processes; instrumental degree centrality decreased the likelihood of turnover via job performance and organizational commitment, whereas expressive degree centrality decreased the likelihood of turnover via job satisfaction and organizational commitment. Furthermore, expressive degree centrality (as compared to instrumental degree centrality) had a negative association with turnover after accounting for these prominent turnover antecedents. These findings illustrate the importance of distinguishing between instrumental and expressive network positions in the turnover process as well as the value of leveraging employee networks for employee retention

PENGARUH INSTRUMENTAL DAN EXPRESSIVE NETWORK DENSITY TERHADAP KINERJA TIM: PEMEDIASI KEMAMPUAN INTEGRASI PENGETAHUAN TIM

Penelitian ini bertujuan untuk menguji dan menganalisis instrumental network density dan expressive network density terhadap kinerja tim yang dimediasi oleh kemampuan integrasi pengetahuan tim. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan metode survey, sedangkan teknik sampling menggunakan non probability sampling dengan metode purposive sampling. Unit analisis berada pada level tim yang dilakukan pada tim mahasiswa KKN di Universitas Gadjah Mada dan Universitas Negeri Yogyakarta. Setelah dilakukan agregasi, jumlah tim yang digunakan sebanyak 37 tim dengan jumlah kuesioner sebanyak 341 kuesioner. Pengujian untuk mengetahui adanya pengaruh dari mediasi dilakukan dengan menggunakan analisis regresi linier berganda (Baron dan Kenny, 1986). Berdasarkan pengujian dan analisis data, maka diperoleh hasil sebagai berikut : instrumental network density dan expressive network density berpengaruh positif dan signifikan terhadap kinerja tim, kemampuan integrasi pengetahuan tim tidak memediasi pengaruh instrumental network density terhadap kinerja tim, kemampuan integrasi pengetahuan tim tidak memediasi expressive network density terhadap kinerja tim. Kata kunci: Instrumental Network Density, Expressive Network Density, Kemampuan Integrasi Pengetahuan Tim dan Kinerja Tim

PENGARUH INSTRUMENTAL DAN EXPRESSIVE NETWORK DENSITY TERHADAP KINERJA TIM: PEMEDIASI KEMAMPUAN INTEGRASI PENGETAHUAN TIM

Penelitian ini bertujuan untuk menguji dan menganalisis instrumental network density dan expressive network density terhadap kinerja tim yang dimediasi oleh kemampuan integrasi pengetahuan tim. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan metode survey, sedangkan teknik sampling menggunakan non probability sampling dengan metode purposive sampling. Unit analisis berada pada level tim yang dilakukan pada tim mahasiswa KKN di Universitas Gadjah Mada dan Universitas Negeri Yogyakarta. Setelah dilakukan agregasi, jumlah tim yang digunakan sebanyak 37 tim dengan jumlah kuesioner sebanyak 341 kuesioner. Pengujian untuk mengetahui adanya pengaruh dari mediasi dilakukan dengan menggunakan analisis regresi linier berganda (Baron dan Kenny, 1986). Berdasarkan pengujian dan analisis data, maka diperoleh hasil sebagai berikut : instrumental network density dan expressive network density berpengaruh positif dan signifikan terhadap kinerja tim, kemampuan integrasi pengetahuan tim tidak memediasi pengaruh instrumental network density terhadap kinerja tim, kemampuan integrasi pengetahuan tim tidak memediasi expressive network density terhadap kinerja tim. Kata kunci: Instrumental Network Density, Expressive Network Density, Kemampuan Integrasi Pengetahuan Tim dan Kinerja Tim

Fostering Knowledge Exchange in Online Communities: A Social Capital Building Approach

Prior studies on knowledge contribution started with the motivating role of social capital to predict knowledge contribution but did not specifically examine how they can be built in the first place. Our research addresses this gap by highlighting the role technology plays in supporting the development of social capital and eventual knowledge sharing intention. Herein, we propose four technology-based social capital builders – identity profiling, sub-community building, feedback mechanism, and regulatory practice – and theorize that individuals’ use of these IT artifacts determine the formation of social capital, which in turn, motivate knowledge contribution in online communities. Data collected from 253 online community users provide support for the proposed structural model. The results show that use of IT artifacts facilitates the formation of social capital (network ties, shared language, identification, trust in online community, and norms of cooperation) and their effects on knowledge contribution operate indirectly through social capital

Network Configuration in App Design: The Effects of Simplex and Multiplex Networks on Team Performance

Members of mobile app design teams collaborate with each other to accomplish tasks and/or to socialize. However, how network configuration of instrumental and expressive interactions affects team creativity, efficiency, and satisfaction has not yet been studied. Accounting for both simplex and multiplex social networks in teams, this study develops a research model examining the mechanisms by which the centralization of different types of networks impacts team performance. To test our research hypotheses, we collected data from 62 student teams working on an app design class project. We found that the centralization of the instrumental-expressive multiplex network reduces teams’ information elaboration and similarity perception; the centralization of the instrumental simplex network is beneficial to information elaboration; and team information elaboration positively influences team creativity, efficiency, and satisfaction. We also found that team similarity perception negatively affects team creativity and positively affects team satisfaction. To alleviate concerns about the potential simultaneity bias between network configuration and information elaboration or similarity perception, we replicated the results based on a cross-lagged analysis with additional data collected from 48 design teams at two points: at team establishment and at project completion. This paper contributes to the literature on software development by examining the mechanisms via which the configuration of multiplex and simplex networks affects team performance

Engagement and exhaustion in healthcare:a network approach

Purpose Taking a network approach, the purpose of this paper is to investigate the social antecedents of work-related engagement and exhaustion in a sample of Dutch healthcare workers, examining how employees' structural position in the team (i.e. their centrality in the network) is associated with their engagement and exhaustion. Distinctions are made between instrumental networks (i.e. structural dependencies) and expressive networks (i.e. emotional connectedness through friendships). Design/methodology/approach Associations between job characteristics (quantitative demands, emotional demands and influence) and employees' centrality in the instrumental and expressive networks at work with their self-reported engagement and exhaustion were examined. Network centrality was assessed though a sociometric survey by the total number of nominations each employee received (in-degree centrality) or gave (out-degree centrality) and for both networks separately. Findings The results show that whereas job characteristics but not network centrality were associated with exhaustion, network centrality in the expressive network but not job characteristics was associated with engagement. In-degree centrality (being nominated by many co-workers as a friend) was positively associated with engagement, whereas out-degree centrality (nominating many co-workers as a friend) was negatively associated with engagement. Originality/value The results support recent findings concerning more multifaceted antecedents of engagement and exhaustion, and underline the importance considering social network characteristics in investigations of work engagement. On a methodological level, the differing results for in-degree and out-degree centrality underline the importance of not only relying on self-reported social relationships but to also capture other-reported data

Pengaruh Persepsi Dukungan Supervisor dan Sumber Jaringan Intra-Organisasi pada Niat Keluar : Peran Persepsi Dukungan Organisasional dan Komitmen Afektif sebagai Mediasi (Studi pada Karyawan PT. Kusumahadi Santosa)

ABSTRAK PENGARUH PERSEPSI DUKUNGAN SUPERVISOR DAN SUMBER JARINGAN INTRA-ORGANISASI PADA NIAT KELUAR : PERAN PERSEPSI DUKUNGAN ORGANISASIONAL DAN KOMITMEN AFEKTIF SEBAGAI MEDIASI (Studi pada Karyawan PT. Kusumahadi Santosa) Oleh: RYAN ADITYA NIM. F1213055 Salah satu sumber daya yang dimiliki perusahaan adalah sumber daya manusia atau karyawan. Permasalahan muncul ketika tindakan karyawan merugikan bagi perusahaan, misalnya keinginan keluar yang berdampak pada keputusan karyawan untuk meninggalkan perusahaan. Dalam meningkatkan retensi karyawan, perusahaan dapat meningkatkan komitmen dan mengurangi niat keluar karyawan dengan meningkatkan persepsi dukungan organisasional, persepsi dukungan supervisor, dan dukungan rekan kerja. Tujuan penelitian ini adalah untuk menguji: 1) pengaruh persepsi dukungan supervisor pada niat keluar 2) persepsi dukungan organisasional memediasi pengaruh antara persepsi dukungan supervisor pada niat keluar 3) pengaruh sumber jaringan intra-organisasi yang terdiri dari sumber jaringan ekspresif dan sumber jaringan instrumental pada niat keluar 4) persepsi dukungan organisasional memediasi pengaruh antara sumber jaringan ekspresif dan sumber jaringan instrumental pada niat keluar 5) pengaruh persepsi dukungan organisasional pada komitmen afektif 6) pengaruh komitmen afektif pada niat keluar 7) komitmen afektif memediasi pengaruh antara persepsi dukungan organisasional pada niat keluar. Penelitian ini dilakukan pada karyawan PT. Kusumahadi Santosa. Pengambilan sampel menggunakan teknik convenience sampling. Penelitian ini mengambil jumlah responden sebanyak 160 orang dengan teknik Maximum Likelihood Estimation. Teknik pengujian data menggunakan Structural Equation Modelling (SEM) dengan bantuan program SPSS Amos 22. Berdasarkan hasil analisis Structural Equation Modelling (SEM) yang menguji hipotesis dalam penelitian ini didapatkan hasil antara lain 1) persepsi dukungan supervisor berpengaruh negatif dan signifikan pada niat keluar 2) persepsi dukungan supervisor dapat berpengaruh tidak langsung secara negatif pada niat keluar dengan persepsi dukungan organisasional sebagai pemediasi 3) sumber jaringan ekspresif dan sumber jaringan instrumental tidak memiliki pengaruh langsung yang signifikan pada niat keluar 4) sumber jaringan ekspresif dan sumber jaringan instrumental dapat berpengaruh tidak langsung secara negatif terhadap niat keluar dengan persepsi dukungan organisasional sebagai pemediasi 5) persepsi dukungan organisasional memiliki pengaruh positif dan signifikan pada komitmen afektif 6) komitmen afektif memiliki pengaruh negatif dan signifikan pada niat keluar 7) persepsi dukungan organisasional berpengaruh tidak langsung secara negatif pada niat keluar dengan komitmen afektif sebagai pemediasi. Studi ini memiliki keterbatasan meliputi metode pengumpulan data yang digunakan yaitu dengan menggunakan kuesioner. Kelemahannya adalah adanya faktor yang mempengaruhi pendapat responden dalam menjawab kuesioner seperti kesibukan responden karena keterbatasan waktu dan juga kurang pemahaman responden terhadap indikator kuesioner yang diajukan. Selain itu objek yang diamati terfokus pada karyawan di departemen produksi PT. Kusumahadi Santosa. Oleh karena itu, dalam penelitian selanjutnya diharapkan melengkapi keterbatasan pada penelitian ini. Kata kunci: Persepsi Dukungan Organisasional, Persepsi Dukungan Supervisor, Sumber Jaringan Intra-Organisasi, Komitmen Afektif, Niat Kelua

Does The Gender Of The Manager Affect Who He/She Networks With?

Based on a sample of 72 managers from Hong-Kong and1032 associates identified by these managers, the results show that female managers network with other females for expressive support but when seeking instrumental contents, they network with male associates.  We also found that females are less likely to approach female associates they have strong ties with but are more likely to approach similarly ranked colleagues.   They are also unlikely to approach higher ranked female colleagues to network on instrumental contents.  Taken together, these results imply that for female managers seeking instrumental support, they should focus on peer-relationships with other females as well as on male associates with whom they have strong ties with. From a stakeholder’s point view, more attention should be paid to designing and implementing social policies and integrating a gender perspective into all public policies. This calls for setting up an integrated network of structure, mechanism and processes designed to arouse more gender-awareness, increase the number of women in decision-making role, facilitate the formulate of gender-sensitive policies and programs. Long-term strategies should be developed to build up women through personal growth process, promote integration and equality in the workplace

Culture dimensions in software development industry: The effects of mentoring

Software development is a human centric and sociotechnical activity and like all human activities is influenced by cultural factors. However, software engineering is being further affected because of the globalization in software development. As a result, cultural diversity is influencing software development and its outcomes. The software engineering industry, a very intensive industry regarding human capital, is facing a new era in which software development personnel must adapt to multicultural work environments. Today, many organizations present a multicultural workforce which needs to be managed. This paper analyzes the influence of culture on mentoring relationships within the software engineering industry. Two interesting findings can be concluded from our study: (1) cultural differences affect both formal and informal mentoring, and (2) technical competences are not improved when implementing mentoring relationships