scholarly journals Is Informal Networks Influence Technological Innovation of R&D Team Member: A Topology, Measurement, and Consequences

2010 ◽  
Vol 1 (2) ◽  
Author(s):  
Chen Ming Hung
Keyword(s):  
Social Networks ◽  
Social Network ◽  
Technological Innovation ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Innovation Management ◽  
Informal Networks ◽  
Individual Level ◽  
Solid Foundation ◽  
The Relationship

The management of the social networks of individual technological innovation has been hampered by the lack of a comprehensive typology for categorizing of social networks. Based on social support and social exchange theory, this study develops a social networks typology that identifies three constructs type of social networks. This study also point to limitation with the measurement of individual innovation and outline the five constructs design to overcome these limitations. The study then examines the relationship between social networks and technological innovation. The results suggest that technological innovation was significantly influenced by the informal centrality and tie strength of all three social network types. Furthermore, the relationship can be explaining more variance by adding specificity asset as positive moderate variable. The theoretical framework of this study brings informal social network phenomenon into technological innovation management in individual level. Both the typology for conceptualizing the nature of social networks and the constructs for scaling the measurement of technological innovation of this study provide a solid foundation on exploring the application in new contexts.

scholarly journals Out-of-Place Content: How Repetitive, Offensive, and Opinion-Challenging Social Media Posts Shape Users’ Unfriending Strategies in Spain

2021 ◽  
Vol 10 (12) ◽  
pp. 460
Author(s):  
Beatriz Jordá ◽  
Azahara Cañedo ◽  
Márton Bene ◽  
Manuel Goyanes
Keyword(s):  
Social Media ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Future Research ◽  
Individual Values ◽  
Individual Level ◽  
The Individual ◽  
The Relationship ◽  
Depth Interviews

Filtering strategies enable social media users to remove undesired content from their feeds, potentially creating homophilic environments. Although previous studies have addressed the individual-level factors and content features that influence these decisions, few have solely focused on users’ perceptions. Accordingly, this study applies social exchange theory to understand how users socially construct the process of unfriending. Based on 30 in-depth interviews with young Spaniards, we identify a widespread pattern of rejection over repetitive, opinion-challenging, and offensive posts, which we conceptualize as out-of-place content, a type of social media stimulus that hinders substantive online exchanges and challenges users’ understanding of social reality and individual values. This study contributes to current literature on unfriending by suggesting that filtering strategies are implemented gradually when posts overwhelm users’ tolerance threshold. Our findings also suggest that their deployment hinges on the closeness of the relationship between peers and social commitments formed in specific platforms. Future research is needed to assess to what extent the patterns identified in our interviews are present in the overall population.

scholarly journals A Study on the Millennials Usage Behavior of Social Network Services: Effects of Motivation, Density, and Centrality on Continuous Intention to Use

2021 ◽  
Vol 13 (5) ◽  
pp. 2680
Author(s):  
Gwijeong Park ◽  
Fangxin Chen ◽  
Le Cheng
Keyword(s):  
Social Network ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Network Services ◽  
Intention To Use ◽  
Social Reward ◽  
Individual Level ◽  
Usage Behavior ◽  
Social Network Services ◽  
Major Factors

Whether in terms of social media platforms, mobile pay apps or an increasing acceptance of RFID chips in humans, technology has transformed everyday life for consumers. Social networks have experienced enormous growth as online personal networking media. Social exchange theory (for motivation and social reward) and theories of collective action can be applied in order to understand how an individual’s behavior may exert effects on or receive influences from other users with regard to the continuance usage intention of social apps. First, this study aims to examine behavioral characteristics of the Millennials, and takes flow and social reward systematically so as to explore SNS users’ continuance based on SNS characteristics. Targeting Millennials SNS users, this study empirically examines users’ continuance intention at individual level and simulates users’ continuance behavior at group level, which are expected to be influential as a next generation of purchasing group, focusing on social network services (SNS) usage. Second, this study tries to suggest strategic implications by identifying key factors that dominate SNS users’ behavior in the process of experiencing SNS. For the empirical purpose, this study analyzes the relationship between SNS characteristics (motivation to use, density, and centrality) and usage behavior (flow, social reward, and continuous intention to use). As a result, each construct of motivation to use SNS, SNS density, and SNS centrality are positively linked with flow. Motivation to use SNS and SNS centrality are positively associated with social reward, however, SNS density does not have a significant effect on social reward. In addition, flow and social reward turn out to have positive linkage with continuous intention to use respectively. The findings of this study are expected to provide implications for researchers and operators in related fields to identify various factors that explain the SNS usages of the Millennials, especially the major factors that sustain SNS involvement and activities. This study can enrich both SNS continuance theory, and help SNS operators to manipulate resources effectively to attract and retain users.

Social Networks and Business Performance of Igbo Migrant Traders in Ibadan, South-West Nigeria

2014 ◽  
Vol 12 (2) ◽  
Author(s):  
Deborah O. Obor ◽  
Emeka E. Okafor
Keyword(s):  
Social Support ◽  
Social Networks ◽  
Social Network ◽  
Social Exchange ◽  
Business Performance ◽  
Exploratory Research ◽  
Business Growth ◽  
South West ◽  
Key Informant ◽  
Depth Interviews

This study focused on social networks and business performance among Igbo businessmen in Ibadan, South-west Nigeria through the exploratory research design. Social exchange, social network and social capital theories were employed as theoretical framework. Twenty-six in-depth interviews, key informant interviews and case studies were conducted with purposively selected respondents in four business locations in Ibadan. The results showed that among the factors that facilitated migration of the Igbo to Ibadan were their interest to learn a trade, their inability to attain higher education, and having a relative in Ibadan. The types of social networks available showed that social network was not location bound, as all the respondents belonged to town progressive unions and mutual benefits/cooperative associations. Social networks played vital roles in business performance, including social support, access to loan, business growth and expansion. The main challenges to maintaining adequate social network in business were distrust, envy, unbridled competition, dishonesty and inability to keep terms of agreement. The study concludes that social networks have positively influenced the business performance of migrant Igbo in Ibadan. There is need for the Igbo to strengthen their social networks through honesty, forthrightness, and transparency in all their dealings.

scholarly journals When and How Does Sustainable HRM Improve Customer Orientation of Frontline Employees? Satisfaction, Empowerment, and Communication

2021 ◽  
Vol 13 (7) ◽  
pp. 3693
Author(s):  
Youngsam Cho ◽  
Yongduk Choi
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Customer Orientation ◽  
Frontline Employees ◽  
Hrm Practices ◽  
Employees Satisfaction ◽  
Organizational Empowerment ◽  
Research Findings ◽  
Comprehensive Framework ◽  
The Relationship

This study investigated the relationship between sustainable human resource management (HRM) practices, employee satisfaction, and customer orientation of frontline employees (FLEs) in the hotel industry from the perspective of internal marketing. Specifically, the study focused on three facets of sustainable HRM practices (i.e., training, reward, and benefit) as well as organizational empowerment and communication as FLE-supportive contexts. Although some studies have examined the relationship between HRM practices and customer orientation, they overlooked the importance of service context in facilitating FLE customer orientation. Thus, this study developed a comprehensive framework based on social exchange theory and self-determination theory. The results show that all three facets of the sustainable HRM practices were positively related to FLEs’ satisfaction. FLEs’ satisfaction was also positively related to their customer orientation. Furthermore, both organizational empowerment and communication moderated the relationship between FLEs’ satisfaction and customer orientation, which showed a positive relationship only when FLEs perceived high organizational empowerment or communication. The research findings provide beneficial theoretical and practical implications.

Team Networks and Team Identification: The Role of Leader-Member Exchange

2013 ◽  
Vol 41 (7) ◽  
pp. 1115-1123 ◽  
Author(s):  
KeXin Guan ◽  
ZhengXue Luo ◽  
JiaXi Peng ◽  
Zhen Wang ◽  
HaiTing Sun ◽  
...  
Keyword(s):  
Social Exchange ◽  
Social Identity Theory ◽  
Social Exchange Theory ◽  
Team Identification ◽  
Leader Member Exchange ◽  
Exchange Relationships ◽  
Member Exchange ◽  
The Mean ◽  
The Relationship

We examined the relationship among team networks, leader-member exchange (LMX), and team identification in the workplace. Social network theory, social exchange theory, and social identity theory served as references for our theoretical propositions and analyses. We collected data from a sample of 223 teams of military personnel, serving in the artillery in West China. We found that the team networks had a significant effect on team identification. Further, the variance and the mean for LMX in teams interacted in influencing team identification (β =-.893, p < .01). Our findings indicated that creating productive networks in teams would be useful to enhance team identification, the effect of which may be carried on through to building exchange relationships between leader and follower.

scholarly journals Status Quos Are Made to be Broken: The Roles of Transformational Leadership, Job Satisfaction, Psychological Empowerment, and Voice Behavior

SAGE Open ◽  
2021 ◽  
Vol 11 (2) ◽  
pp. 215824402110067
Author(s):  
Sehrish Ilyas ◽  
Ghulam Abid ◽  
Fouzia Ashfaq ◽  
Muhammad Ali ◽  
Wasif Ali
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Psychological Empowerment ◽  
Employee Voice ◽  
Voice Behavior ◽  
Multiple Mediation ◽  
Significant Difference ◽  
The Relationship

Employee voice behavior has attained significant attention in contemporary research due to its positive consequences for both workers and employers. Drawing on the social exchange theory, this study examined the mediating role of job satisfaction and psychological empowerment on the relationship between transformational leadership and employee’s voice behavior. Data were collected through survey questionnaires by utilizing a three-wave time-lagged study design from employees from diverse private and public sector organizations in Pakistan. The parallel multiple mediation is tested through Hayes’s process macro. The results indicate that job satisfaction and psychological empowerment partially mediate the relationship between transformational leadership and employee’s voice behavior. Further analysis depicts that both job satisfaction and psychological empowerment leveraged under transformational leadership act as parallel mediators and have no statistical significant difference between them. The theoretical and managerial implications are discussed.

Employee engagement in non-Western contexts: The link between social resources Ubuntu and employee engagement

2021 ◽  
pp. 147059582110078
Author(s):  
Joy Tauetsile
Keyword(s):  
Employee Engagement ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Positive Association ◽  
Supervisor Support ◽  
Social Resources ◽  
Sub Saharan Africa ◽  
Management Concepts ◽  
The Relationship ◽  
Colleague Support

Underpinned by Social Exchange Theory (SET) this study examines the relationship between social resources and employee engagement using the Ubuntu construct as a mediating variable. Employee engagement conceptualized as a positive work-related mind-set has demonstrated positive association with both supervisor support and colleague support. The study uses data collected from employees in organizations in Botswana (n = 438) to assess the relationship between social resources and employee engagement using Ubuntu as a mediating variable. Using mediation analysis, findings suggest that high levels of Ubuntu enhance the strength of the relationship among supervisor support, colleague support and employee engagement. These findings open significant potential for future studies identifying the cultural peculiarities as well as managerial implications of management concepts such as employee engagement in non-western settings and underlining the importance of the Ubuntu concept in managing staff in a sub-Saharan Africa country.

Effects of suppliers’ trust and commitment on customer involvement

2015 ◽  
Vol 115 (6) ◽  
pp. 1041-1066 ◽  
Author(s):  
Yi Li ◽  
Gang Li ◽  
Taiwen Feng
Keyword(s):  
Social Exchange ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Governance Mechanism ◽  
Relational Governance ◽  
Content Type ◽  
Customer Involvement ◽  
Specific Investment ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the relationships among suppliers’ trust and commitment, transaction-specific investment, switching cost, and customer involvement within the context of relational governance mechanism and the social exchange theory. Design/methodology/approach – The authors use survey data from 214 Chinese manufacturing firms and employ the structural equation model to verify the conceptual model. Findings – Relational governance benefits customer involvement. Transaction-specific investment mediates the relationship between trust and commitment of suppliers. Switching costs negatively moderate the relationship between suppliers’ trust and customer involvement, but positively moderate the relationship between suppliers’ commitment and customer involvement. Research limitations/implications – The authors focus on two key elements of relationship, namely, trust and commitment of suppliers, but neglect other relational factors, such as relational norms and interdependence. Originality/value – These findings broaden the understanding and present new directions for the implementation of customer involvement from the perspective of relational governance and social exchange theory.

Voice Climate, TMX, and Task Interdependence: A Team-Level Study

2018 ◽  
Vol 50 (2) ◽  
pp. 199-226
Author(s):  
Jinyun Duan ◽  
Yue Xu ◽  
M. Lance Frazier
Keyword(s):  
Decision Making ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Task Interdependence ◽  
Innovative Performance ◽  
Team Decision Making ◽  
Mediation Analyses ◽  
Team Member Exchange ◽  
Team Decision ◽  
The Relationship

Drawing on social exchange theory, the current research hypothesizes voice climate as a mediator of the relationship between team-member exchange (TMX) and both team decision-making effectiveness and innovative performance. Furthermore, we propose that task interdependence moderates the mediational relationship between TMX, voice climate, team decision-making effectiveness, and innovative performance. Survey results based on 294 members and their leaders from 73 entrepreneur teams demonstrated that TMX is positively related to voice climate and the two outcome variables. In addition, the relationships between TMX and both decision-making effectiveness and innovative performance are mediated by voice climate perceptions, respectively. Task interdependence moderated the relationship between TMX and voice climate, whereas moderated-mediation analyses indicated that the mediational relationship between TMX, voice climate, and both outcomes is stronger when task interdependence is high rather than low.

The Indirect Effect of Justice Perceptions on Job Satisfaction Among Hispanic Employees

2018 ◽  
Vol 40 (4) ◽  
pp. 486-503 ◽  
Author(s):  
Laura Heron ◽  
Robert Coseano ◽  
Valentina Bruk-Lee
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Attitudes And Behaviors ◽  
Justice Perceptions ◽  
The Relationship ◽  
Overall Job Satisfaction ◽  
The U.S

The notion that justice perceptions greatly influence behaviors and attitudes at work has been supported in the organizational behavior literature. Given the significant increase of Hispanic employees in the U.S. workforce in the last two decades, more research is needed to understand how justice relates to important outcomes in this population. The present study uses social exchange theory to examine conflict as a mediator of the relationship between justice and overall job satisfaction, and three individual facets of job satisfaction in a sample of 154 working Hispanic young adults in a variety of jobs. Findings indicate that conflict mediates the relationship between each dimension of justice and overall job satisfaction, and between two out of three examined facets of job satisfaction. The results provide evidence for the importance of justice perceptions in determining the attitudes and behaviors of Hispanic employees in the workplace.

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