Structural Power and Emotional Processes in Negotiation: A Social Exchange Approach

This chapter focuses in the abstract on when and how repeated negotiations between the same actors foster positive feelings or emotions and, in turn, an affective commitment to their relationship. However, we have in mind applications to pivotal dyads within organizations and also to the emergence of friction” or stickiness” in market relations. Implicit in the idea that negotiations in pivotal dyads shape institutional patterns is the notion that repeated negotiations between the same two actors are likely to become more than instrumental ways for the particular actors to get work done. We suggest a simple process by which dyadic negotiations give rise to incipient affective commitments that make the relationship an expressive object of attachment in its own right. When such transformations occur, future negotiations are not just efforts to solve yet another concrete issue or problem that the particular actors face; they come to symbolize or express the existence of a positive, productive relationship. Commitments that have an emotional/affective component tend to make the exchange relation an objective reality with intrinsic value to actors. In Berger and Luckmann\u27s (1967) terms, the relation becomes a third force.

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

The Antecedents of a ‘Chilly Climate’ for Women Faculty in Higher Education

The literature on women’s under-representation in academia asserts that faculty women face a ‘chilly climate’, but there are few theoretically based studies examining this proposition. Relational demography, organizational justice, and social network theories all identify possible antecedents of ‘chilly climate’. Using survey data of faculty at a private Midwestern US university, we test whether the perception of exclusion (chilly climate) is influenced by demographic dissimilarity, and perceptions of fairness and gender equity. We find that faculty women perceive more exclusion from academic departments with a low representation of women, consistent with relational demography. Perceptions of procedural fairness and gender equity are powerful factors that foster inclusion and warm the climate for both men and women. The ‘chilly climate’ for women faculty is a complex phenomenon with multiple causes. Policies that fail to address these multiple causes are unlikely to be effective

Voice Flows To And Around Leaders: Understanding When Units Are Helped Or Hurt By Employee Voice

In two studies, we develop and test theory about the relationship between speaking up, one type of organizational citizenship behavior, and unit performance by accounting for where employee voice is flowing. Results from a qualitative study of managers and professionals across a variety of industries suggest that voice to targets at different formal power levels (peers or superiors) and locations in the organization (inside or outside a focal unit) differs systematically in terms of its usefulness in generating actions to a unit's benefit on the issues raised and in the likely information value of the ideas expressed. We then theorize how distinct voice flows should be differentially related to unit performance based on these core characteristics and test our hypotheses using time-lagged field data from 801 employees and their managers in 93 units across nine North American credit unions. Results demonstrate that voice flows are positively related to a unit's effectiveness when they are targeted at the focal leader of that unitwho should be able to take actionwhether from that leader's own subordinates or those in other units, and negatively related to a unit's effectiveness when they are targeted at coworkers who have little power to effect change. Together, these studies provide a structural framework for studying the nature and impact of multiple voice flows, some along formal reporting lines and others that reflect the informal communication structure within organizations. This research demonstrates that understanding the potential performance benefits and costs of voice for leaders and their units requires attention to the structure and complexity of multiple voice flows rather than to an undifferentiated amount of voice.Business Administratio

Social construction of organizational justice: A social network perspective

Master'sMASTER OF SCIENCE (MANAGEMENT

Social intra-organizational connection: effects in three relational domains

Purpose – The purpose of this paper is to present the construct of social intra-organizational connection (SIC). This construct reflects the extent to which a focal actor believes his alters present behaviors of social inclusion in relation to himself. This assessment compares the ego’s expectations of being included and the behavior of inclusion performed by those alters with whom the actor has more frequent interactions. The effects of this construct are tested in the organizational domain regarding the intention to leave, in the domain of co-workers regarding cooperation and in the family domain regarding work–family conflict. Design/methodology/approach – The survey data were collected from 380 Brazilian workers. Findings – The results confirmed the effects of SIC in the relational domain of the organization through the variation in the focal actor’s intention to leave. In the sphere of coworkers, the effects of SIC were found in the variation of the degree of cooperation. In the family sphere, SIC had an influence upon the intensity of the work–family conflict. Originality/value – The research indicates that the behavior of making direct contacts and more frequent interactions by the focal actor extends to other relational spheres through the transitions of the organizational member between the domains of organization, coworkers and family. This paper draws attention to the need to consider the local networks, both within and beyond the organization, and their effects on each other

The Dissimilar Effects of Fairness on Knowledge Sharing in Distributed Workgroups: A Social Network Perspective

Distributed workgroups are increasingly adopted by global organizations, enabled by technology advances. While social ties and performance of such workgroups have been examined in existing literature, the distinctions in knowledge sharing practices remain blurred. We developed a research model to examine the effects of social ties on knowledge sharing practices through the lens of justice perceptions (i.e., fairness) from a dyadic level. The model was tested in a field study of distributed workgroups at a large multinational organization. Our results suggested that Simmelian-tied dyads (dyads embedded in three-person cliques) had significant influence on justice perceptions and knowledge sharing. Expertise knowledge sharing was influenced by procedural and informational justice perceptions. Contrary to previous studies, our study suggested that product knowledge sharing occurred regardless of distributive justice perception. The findings provided insights to the mechanisms underlying social ties, justice perceptions, and knowledge sharing