Collecting survey-based social network information in work organizations

This is the final version. Available on open access from Elsevier via the DOI in this recordCollecting social network data among organization members using surveys is challenging and requires a well-considered strategy. Based on extensive past experience with collecting social network information in work organizations with surveys, we identify and discuss four major elements of the data collection process, all linked with and dependent on the specific research question and objective: 1) negotiating access to the organization; 2) identifying the network’s boundary, the relevant formal organizational structures that affect social networks, and the sampling approach; 3) deciding how to approach research subjects and collect network data; and, 4) providing useful and ethically-sensitive feedback to the organization and its members. Decisions on each of these elements and their co-alignment, particularly with respect to the chosen research question, is crucial to a successful study. We offer guidelines and provide examples for each of these elements

A novel 60 GHz wideband coupled half-mode/quarter-mode substrate integrated waveguide antenna

A novel wideband substrate integrated waveguide (SIW) antenna topology, consisting of coupled half-mode and quarter-mode SIW resonant cavities, is proposed for operation in the 60 GHz band. This innovative topology combines a considerable bandwidth enhancement and a low form factor with compatibility with low-cost printed circuit board manufacturing processes, making it excellently suited for the next generation, high data rate wireless applications. Moreover, exploiting SIW technology, a high antenna-platform isolation is obtained, enabling dense integration with active electronics without harmful coupling. The computer-aided design process yields an antenna that covers the entire 57-64 GHz IEEE 802.11ad band with a measured fractional impedance bandwidth of 11.7% (7 GHz). The measured maximum gain and radiation efficiency of the prototype are larger than 5.1 dBi and 65%, respectively, within the entire impedance bandwidth

Group differences in reciprocity, multiplexity and exchange: Measures and application

Local forces structure social networks. One major and widely researched local force is reciprocity, often assumed to work homogeneously across actors-i. e., all actors are equally subject to the same level of force towards reciprocity. Other local forces, like multiplexity and exchange, are also often assumed to apply equally to different actors. But social theory provides us with ample arguments why such forces might be stronger in some subsets of actors than others, or why such forces might affect intergroup ties more than intragroup ties. In this paper we introduce standard measures to capture these group specific forces towards reciprocity, multiplexity, and exchange. All the measures control for differential tendencies of actors to initiate ties of various types. We also introduce a procedure by which differences in the strength of these forces between groups and subgroups can be statistically evaluated. © 2011 Springer Science+Business Media B.V

Social capital and employee well-being: Disentangling intrapersonal and interpersonal selection and influence mechanisms

We argue that sociological explanations proposed within the social capital framework to explain individual well-being are incomplete because they do not differentiate between interpersonal influence and selection mechanisms, on the one hand, and cognitive intra-personal processes, on the other. To this end, three theoretical models of the dynamic interaction between interpersonal trust and job satisfaction will be used to derive and empirically test six hypotheses. First, according to influence mechanisms, an individual's job satisfaction can be the result of the number of sociometric trust choices he or she receives (popularity effect) or the level of job satisfaction of those actors he/she trusts (contagion effect). Second, selection mechanisms postulate that a focal actor will be more likely to develop interpersonal trust in colleagues with a high job satisfaction (attractiveness effect) or with similar levels of job satisfaction as the focal actor (homophily effect). Third, according to intrapersonal spillover mechanisms, a high level of job satisfaction can either facilitate the creation of interpersonal trust relationships (satisfaction spillover effect), or individuals initiating a high number of interpersonal trust relationships can exhibit higher levels of satisfaction (trust spillover effect). To simultaneously test these six hypotheses, longitudinal intra-organizational social network data from a Dutch housing company (n = 57) were used. We found a significant contagion effect, but no support for a popularity effect or either selection effect. Moreover, contrary to what we expected, employees with a low level of job satisfaction were significantly more likely to develop trust relationships with others