Homophily and Individual Performance

We study the relationship between choice homophily in instrumental relationships and individual performance in knowledge-intensive organizations. Although homophily should make it easier for people to get access to some colleagues, it may also lead to neglecting relationships with other colleagues, reducing the diversity of information people access through their network. Using data on instrumental ties between bonus-eligible employees in the equity sales and trading division of a global investment bank, we show that the relationship between an employee’s choice of similar colleagues and the employee’s performance is contingent on the position this employee occupies in the formal and informal hierarchy of the bank. More specifically, homophily is negatively associated with performance for bankers in the higher levels of the formal and informal hierarchy whereas the association is either positive or nonexistent for lower hierarchical levels. </jats:p

A relational view of Psychological Empowerment and Sense of Community in academic contexts: a preliminary study

Scholars need to pay attention to understand the factors that shape the interactions between individuals and social groups. Constructs like Psychological Sense of Community (PSoC) and Psychological Empowerment (PE) are powerful constructs used to evaluate the antecedents and the consequences of individual attachment to social settings. In parallel, recent advances in network analysis show that the position occupied within whole networks and ego-centric networks are relational factors that affect the subjective perception of membership to social groups. Studies that are conducted in organizational and community settings show strong associations between PSoC and PE. However, these connections have rarely been evaluated within natural settings such as the classroom context. On the other hand, although the theoretic basis of PSoC and PE claims that both processes are formed in a relational way, there are few studies that empirically evaluate the effects of social connectedness on the emergence of PSoC—referred to the classroom—and PE referred to academic-task development. The aim of this research is to determine the effects that the position occupied in formal and informal exchange networks induce on PSoC and PE dimensions. Sixty-four students enrolled in a master degree program (women = 68.8%, Mean age = 26.09, SD = 3.88) participated in this cross-sectional study. Multivariate analyses and network analyses were performed to test the hypotheses under study. The main research finding is that PSoC and PE are synergistic constructs that mutually shape to each other. In relational terms, by sending several nominations in informal networks, it is possible to generate notable impacts on some PSoC dimensions, while receipt of a wide number of nominations in formal contact networks is associated with high levels of PE. In addition, individuals who present high levels of PE are located in the core of formal exchange networks. These results are discussed in order to design actions to increase PSoC and PE in postgraduate academic settings

Unveiling homophily beyond the pool of opportunities

Unveiling individuals' preferences for connecting with similar others (choice homophily) beyond the structural factors determining the pool of opportunities, is a challenging task. Here, we introduce a robust methodology for quantifying and inferring choice homophily in a variety of social networks. Our approach employs statistical network ensembles to estimate and standardize homophily measurements. We control for group size imbalances and activity disparities by counting the number of possible network configurations with a given number of inter-group links using combinatorics. This method provides a principled measure of connection preferences and their confidence intervals. Our framework is versatile, suitable for undirected and directed networks, and applicable in scenarios involving multiple groups. To validate our inference method, we test it on synthetic networks and show that it outperforms traditional metrics. Our approach accurately captures the generative homophily used to build the networks, even when we include additional tie-formation mechanisms, such as preferential attachment and triadic closure. Results show that while triadic closure has some influence on the inference, its impact is small in homophilic networks. On the other hand, preferential attachment does not perturb the results of the inference method. We apply our method to real-world networks, demonstrating its effectiveness in unveiling underlying gender homophily. Our method aligns with traditional metrics in networks with balanced populations, but we obtain different results when the group sizes or degrees are imbalanced. This finding highlights the importance of considering structural factors when measuring choice homophily in social networks

Network Agency

The question of agency has been neglected in social network research, in part because the structural approach to social relations removes consideration of individual volition and action. But recent emphasis on purposive individuals has reignited interest in agency across a range of social network research topics. Our paper provides a brief history of social network agency and an emergent framework based on a thorough review of research published since 2004. This organizing framework distinguishes between an ontology of dualism (actors and social relations as separate domains) and an ontology of duality (actors and social relations as a mutually constituted) at both the individual level and at the social network level. The resulting four perspectives on network agency comprise individual advantage, embeddedness, micro-foundations, and structuration. In conclusion, we address current debates and future directions relating to sources of action and the locus of identity

Turnover During a Corporate Merger: How Workplace Network Change Influences Staying

This is the author accepted manuscript. The final version is available from the American Psychological Association via the DOI in this recordThe upheaval created by a merger can precipitate voluntary employee turnover, causing merging organizations to lose valuable knowledge-based resources and competencies precisely when they are needed most to achieve the merger’s integration goals. While prior research has shown that employees' connections to coworkers reduces their likelihood of leaving, we know little about how personal social networks should change to increase the likelihood of staying through the disruptive post-merger integration period. In a pre-post study of social network change, we investigate over fifteen million email communications between employees within two large merging consumer goods firms over two years. We use insights from network activation theory to posit and find that employees with high formal power (rank) and high informal status (indegree centrality) react to the merger's general uncertainty and threat by developing new social connections in a manner indicative of a network widening response: reaching out and connecting with those in the counterpart legacy organization. We also investigate whether increased personally-felt threat in the form of merger-related job insecurity strengthens these relationships, finding it does in the case of high formal power. We also find that employees increasing their cross-legacy social connections is key in reducing those employees' turnover after a merger. Our study suggests that network activation theory can be extended to explain network changes and not simply network cognition

Shining with the stars: competition, screening, and concern for coworkers' quality

We study how workers' concern for coworkers' ability (CfCA) affects competition in the labor market. Two firms offer nonlinear contracts to a unit mass of prospective workers. Firms may differ in their marginal productivity, while workers are heterogeneous in their ability (high or low) and their taste for being employed by any of the two firms. Workers receive a utility premium when employed by the firm hiring most high-ability workers and suffer a utility loss if hired by its competitor. These premiums/losses are endogenously determined. We characterize contracts and workers' sorting into the two firms under complete and private information on workers' ability. We show that CfCA is detrimental to firms, but it benefits high-ability workers, especially when their ability is observable. In addition, CfCA exacerbates the existing distortion in high-ability workers' sorting into the two firms