When does centrality matter? Scientific productivity and the moderating role of research specialization and cross‐community ties

The present study addresses the ongoing debate concerning academic scientific productivity. Specifically, given the increasing number of collaborations in academia and the crucial role networks play in knowledge creation, we investigate the extent to which building social capital within the academic community represents a valuable resource for a scientist's knowledge‐creation process. We measure the social capital in terms of structural position within the academic collaborative network. Furthermore, we analyse the extent to which an academic scientist's research specialization and ties that cross‐community boundaries act as moderators of the aforementioned relationship. Empirical results derived from an analysis of an Italian academic community from 2001 to 2008 suggest academic scientists that build social capital by occupying central positions in the community outperform their more isolated colleagues. However, scientific productivity declines beyond a certain threshold value of centrality, hence revealing the existence of an inverted U‐shaped relationship. This relationship is negatively moderated by the extent to which an academic focuses research activities in few scientific knowledge domains, whereas it is positively moderated by the number of cross‐community ties established. Copyright © 2012 John Wiley & Sons, Ltd.     

Predicting early career research productivity: the case of management faculty

We used a longitudinal design to examine the predictors of early career research productivity for 152 management professors over the first six years of their career. Results revealed early career research productivity to be a function of dissertation advisor research productivity, pre‐appointment research productivity, and the research output of a faculty member's academic origin and academic placement. However, the effects of these predictors varied over time in terms of strength. The findings are discussed in terms of guiding the evaluation and hiring of new researchers in knowledge‐based industries. Copyright © 2003 John Wiley & Sons, Ltd.     

Personality and social networks in organizations: A review and future directions

Recent research linking individuals' personality characteristics to their social networks has brought a new understanding of how individual patterns of behavior affect networks in organizations. This review summarizes the major advancements in the three areas of social network research relevant to organizational behavior: (a) brokerage and structural holes; (b) network centrality and network size; and (c) strength of ties. This review also provides an agenda outlining three key opportunities for future research. These opportunities involve personality and social network change, bidirectional and dyadic processes, and the potential effect of network position on personality expression. Copyright © 2015 John Wiley & Sons, Ltd.     

Human capital diversity in the creation of social capital for team creativity

We highlight the social aspects of team creativity by proposing that team creativity is influenced by two types of team social capital: bridging and bonding social capital. Going beyond the structural perspective, we posit that team‐level human capital diversity is one of the potential antecedents of social capital for team creativity. We suggest that network structures are formed by teammates' interactions, which are largely the result of differences in their individual characteristics. The results of an empirical study using 36 teams of MBA students showed that the interaction of team‐bridging social capital with team‐bonding social capital was positively and significantly related to team creativity. Knowledge variety and knowledge disparity had a joint effect on team‐bridging social capital, and knowledge separation was negatively related to team‐bonding social capital. Moreover, team social capital mediated the effects of knowledge diversity on team creativity. Our study has several important implications for team creativity, social networks, and diversity research. Copyright © 2013 John Wiley & Sons, Ltd.     

Social movements,the occupational arena and changes in career consciousness: The case of women flight attendants

The impact of social movements as a major environmental influence in the evolution of career consciousness was analysed based on extensive interviews of women flight attendants. The aim was to elicit the women's view of their work lives over the past two decades. Flight attendants working in the 1960s entered with the expectation of a short-term job. From their accounts of personal development and from reviews of newspaper accounts, court cases and union documents, the influence of three major social movements became apparent. The Civil Rights Movement prompted flight attendants to challenge the legality of airline rules that prevented them from working past age 32. The Women's Movement reinforced the value and seriousness of women's commitment to a career and enabled flight attendants to challenge traditional notions of the incompatibility of occupation and family. The Occupational Health Movement, by addressing the collective problems of creating a healthy work environment, mobilized women flight attendants to recognize their long-term career investment. The findings suggest that social movements provide an additional dimension that is relevant for the future study of career development and continuing occupational socialization.     

Relationships between psychological contract breach and employee well‐being and career‐related behavior: The role of occupational future time perspective

Relationships between psychological contract breach and employee well‐being and career‐related behavior cannot sufficiently be explained by social exchange and reciprocity theories, yet the alternative mechanisms underlying these associations are currently not well understood. Based on the psychological contract perspective on careers, the goal of this study was to examine indirect effects of psychological contract breach on emotional engagement, emotional exhaustion, and career‐related behavior through two dimensions of occupational future time perspective (i.e., focus on opportunities and focus on limitations). Data came from 405 employees in Australia, who responded to three surveys across 12 months. Results showed that psychological contract breach had indirect effects on emotional engagement and exhaustion through focus on opportunities and focus on limitations, respectively, and on career‐related behavior through focus on opportunities. Another mechanism, psychological contract violation, was only related to employees' organizational deviance. These findings highlight the important role of occupational future time perspective dimensions as employees' evaluations of future career‐related opportunities and limitations. These evaluations may change in response to psychological contract breach and, in turn, might impact on employee well‐being and career‐related behavior.     

Trevor Kletz's scholarly legacy: A co-citation analysis

Dr. Kletz is one the pioneers in the process safety area, known widely for his work on inherent safety design and loss prevention. He worked 38 years in Imperial Chemical Industries, and became a fulltime researcher only after his retirement. He published more than 200 papers and 15 books during his retirement. The intellectual basis analysis presented in this article shows that he frequently cited his books in his articles, indicating that his industrial experience was very influential to his scholarly contributions. Lawley, H.G. was one of the researchers whose work had most influence on Kletz's research. Among Dr. Kletz's publications, the article ‘What You Don't Have, Can't Leak’ has the highest impact, while his most influential book is ‘Process plants: A handbook for inherently safer design’. The references co-citation network is divided in two clearly connected components: his earlier work related to infra-red spectra, and his later work addressing process safety related topics, including inherent safety and hazard and accident analysis. Both his work and that of his followers is rooted in a similar intellectual basis within process safety research, in which particularly Dr. Kletz's earlier work forms an influential original body of knowledge rooted in his industrial experience. His career is a prime example of how process safety research has been strongly influenced by knowledge from industrial practice, illustrating that a continued strong connection between industry and academia can lead to very fruitful outcomes. It is hoped that the presented analysis can inspire especially young graduates with academic interests to first embark on an industrial career to gain industrial experience before aiming to contribute to academic process safety knowledge.     

Understanding organizational embeddedness and career success: Who and what you know

Integrating job embeddedness theory with the sponsored and contest mobility perspectives, we developed and tested a model linking organizational embeddedness with two indicators of career success within the organization (promotion and career satisfaction), via the mediating roles of employees' organizational sponsorship network and job-related human capital development. Data from 188 employees and their supervisors over a 1-year period showed that, after controlling for employees' initial levels of career satisfaction and job performance, only job-related human capital development transmitted the positive effects of organizational embeddedness on promotion and career satisfaction. Supplemental analyses revealed that organizational sponsorship network's positive effects on promotion and career satisfaction were transmitted indirectly, via job-related human capital development. Our findings illustrate the importance of integrating sponsored and contest mobility perspectives and contribute to research on organizational embeddedness by extending its outcomes to include career success within the organization and specifying the process through which organizational embeddedness is related to career success within the organization.     

Relationship between protean career orientation and work–life balance: A resource perspective

Despite the commonly held belief that a protean career orientation (PCO) enables employees to achieve more balance in their lives, little is known about the relationship between PCO and work–life balance. Using two waves of data collection separated by 2.5 years, this study examined the relationship between PCO and work–life balance among a sample of 367 college‐educated employees in the United States. Analysis was conducted to empirically distinguish PCO from conceptually related constructs, and structural equation modeling was used to examine the process that explains the linkage between PCO and balance. We found that PCO was positively related to work–life balance. We also found support for the role of several resources (social capital, psychological capital, and perceived employability) that explain the relationship between PCO and balance. In particular, PCO was associated with extensive career planning activities that were related to the accumulation of three forms of career capital—human capital, social capital, and psychological capital. In turn, social capital and psychological capital were associated with high employability, which was related to greater work–life balance for individuals who take a whole‐life perspective on their careers. We discuss the theoretical and practical implications of the findings and provide suggestions for future research. Copyright © 2015 John Wiley & Sons, Ltd.     

Family structure,job characteristics,rewards and strains as related to work-role centrality of employed and self-employed professional women with children

This study of the work-role centrality (WRC) of 419 professional women with children in Israel was carried out by means of a mailed questionnaire. WRC measures cognitive investments in the work role, relative to the person's other roles. The results show that these women generally are highly work-centred, autonomous and rewarded, and experience little work overload, but some person-role conflict on the job. Employment status, job scope, job autonomy and career anchorage, as well as job rewards, especially intrinsic, are strongly related to work-role centrality. Family characteristics are not related to WRC. Despite their demanding jobs, these women still perform the traditionally feminine tasks in the family, even when husbands are supportive. Employment status is an important intervening variable in the relationship of WRC and other job characteristics.     

Stayers versus movers: Social capital and early career imprinting among young professionals

We investigate what interfirm career mobility patterns would emerge if individuals are motivated by the job rewards they obtain as a function of their experience in organizations. We articulate two career strategies that individuals employ to navigate their early careers—commitment to a single employer and “job hopping” between different employers. Each strategy generates social capital (an individual's structure of social relations) but of a different kind. Embeddedness in the same organization over time develops a strong local identity and reputation within the firm. Boundary spanning through experience in different organizations creates opportunities for connecting people and ideas and for knowledge transfer between firms. We posit and present evidence that the choice between these two strategies is conditioned by social experience at the onset of one's career—the length of tenure with the first employer—which sorts individuals into “stayers” and “movers.”     

Multiple categorization in resume screening: Examining effects on hiring discrimination against Arab applicants in field and lab settings

Debate exists as to what the more appropriate prediction is regarding the effects of multiple stigmatized group memberships on employment discrimination. The ethnic prominence (EP), multiple minority status (MMS), and subordinate male target hypotheses were assessed for the combined effects of ethnic group membership (Arabic), sex, social status, and job type on hiring evaluations. Two correspondence tests in the field (Study 1) and two experimental studies in the lab (Study 2) and in the field (Study 3) were conducted. Studies 1 and 2 showed evidence for the EP hypothesis when low‐status jobs were tested. The odds for rejection were four times higher for Arab than for Dutch applicants. Applicants' sex, socio‐economic status, and external client contact did not moderate findings (Study 1). The effect of applicants' ethnic group membership was further moderated by raters' motivation to control prejudice (Study 2). Study 3 showed evidence for the MMS hypothesis. We found double jeopardy against Arab women who applied for high‐status jobs when recruiters' prejudice was controlled. Study findings show that discrimination in resume screening may depend upon the particular intersection of applicant, job, and recruiter characteristics. We discussed implications for anonymous resume screening and research on evaluation of applicants possessing multiple stigmatizing characteristics. Copyright © 2011 John Wiley & Sons, Ltd.     

Long work hours: a social identity perspective on meta‐analysis data

The current study utilizes social identity theory to investigate employees' work hours. Specifically, we use meta‐analysis to examine the relationships between hours worked and indicators of organizational identity (e.g., organizational support and tenure), occupational identity (e.g., human capital investments and work centrality), and family identity (e.g., family responsibilities and family satisfaction). The meta‐analysis also allowed us to explore other important correlates of hours worked (e.g., situational demands, job performance, mental health, and physical health), moderating variables (e.g., age, gender, and job complexity), and curvilinear relationships of work hours to social identity indicators. Overall, we found that occupational factors and situational demands had the strongest relationships with hours worked, hours worked were negatively associated with measures of employee well‐being, gender had several significant moderating effects, and there were curvilinear relationships between hours worked and well‐being and work–family conflict variables. The article concludes with directions for future theoretical and empirical research. Copyright © 2008 John Wiley & Sons, Ltd.     

A multilevel perspective of interpersonal trust: Individual,dyadic, and cross‐level predictors of performance

While it is generally known that interpersonal trust facilitates individual functioning, few studies have examined the role of specific features of the interpersonal trust network — individual, dyadic, third‐party, and network‐level features — on individual performance. We adopt a multilevel perspective of interpersonal trust to examine how individuals' performance is not only predicted by their individual‐level centrality in the interpersonal trust network but also moderated, at the network level, by the overall centralized nature of that network. Further, we examine whether mutual trust relationships at the dyadic level, as well as shared trust ties to common third parties, can predict individuals' performance. We test our hypotheses with 206 members in 15 professional networking groups and find that interpersonal trust operates at multiple levels to predict members' performance in terms of generating income from business referrals. These findings provide theoretical and practical implications on how interpersonal trust relationships operate and can be managed for performance gains. Copyright © 2016 John Wiley & Sons, Ltd.     

社会资本对山区居民山洪灾害应急避险能力的影响研究*

为研究社会资本对山区居民应急避险能力的影响,在广泛调研的基础上采用结构方程模型分析社会资本与山区居民应急避险能力各要素之间的作用关系。结果表明:个人网络对避险知识和避险意识有显著的正向影响,对避险行为影响不显著;信任与避险知识和避险意识呈显著的正向影响,而与避险行为呈反向影响,但信任可以通过避险知识和避险意识间接正向影响避险行为;互惠对避险知识影响不显著,但互惠与避险意识和避险行为存在显著的正向关系;避险知识和避险意识对避险行为呈显著正向影响,其中避险意识对避险行为影响更为显著。因此可以通过增加山区居民社会资本的方式提高山区居民山洪灾害应急避险能力。     

Job and industry fit: the effects of age and gender matches on career progress outcomes

Using a sample of 232 MBA alumni, we tested the impact of respondent age, gender, and their interaction on career progress outcomes (managerial level, number of promotions, and salary) and whether age‐ and gender‐type of contexts moderated these relationships. Women's salaries did not increase much with age, whereas men's salaries showed a marked increase with age. We also found a gender × job gender‐type effect on salary, such that women earned somewhat higher salaries in masculine‐typed jobs, while men earned considerably higher salaries in feminine‐typed jobs. In addition, we observed a three‐way interaction between gender, age, and age‐type of industry indicating that younger men received more promotions in old‐typed industries, while younger women received more promotions in young‐typed ones. Results are discussed in light of cognitive matching approaches and status characteristics theory. Copyright © 2004 John Wiley & Sons, Ltd.     

Applying models of employee identity management across cultures: Christianity in the USA and South Korea

Identity management refers to the decisions individuals make about how they present their social identities to others. We examined cross‐cultural differences in distancing and affirming identity management strategies of Christian‐identified employees utilizing samples from the USA and South Korea. Religious centrality, risks of disclosure, pressure to assimilate to organizational norms, and nation were key antecedents of chosen identity management strategies. Risks of disclosure and pressure to assimilate related to more distancing and less affirming strategies when religious centrality was low, but nation served as a boundary condition for the moderating effects of religious centrality. Distancing strategies related to negative outcomes regardless of religious centrality, but affirming strategies only related to positive outcomes when religious centrality was low. We discuss how this work contributes to theoretical and practical understanding of identity management in the workplace and across cultures. Copyright © 2014 John Wiley & Sons, Ltd.     

Thriving in a self‐made niche: how to create a successful academic career in organizational behavior

Granting that organizational behavior may be a field with a weak paradigm, this can be viewed as an advantage rather than as a nemesis that makes success in an academic career nearly impossible for neophytes to the field. The weak paradigm allows many niches to emerge. A niche is an identifiable, circumscribed area of scholarly inquiry that can provide a good match with the individual's qualifications, interests, and career aspirations. Within these niches individual scholars can thrive. There a newcomer can find colleagues with similar interests, form partnerships, exchange information, and, in general, derive support for a career. Characteristics of niches are described and examples are provided. How niches evolve and the notion of creating one's own niche are discussed. The implications of the niche composition of organizational behavior for developing a successful academic career, and advice how to go about doing it, are provided. Tyros will fare much better if they adopt a niche strategy rather than seeing themselves as sitting ducks in a shooting gallery due to the role of chance factors in career advancement. Copyright © 2008 John Wiley & Sons, Ltd.     

Boundaryless careers,social capital,and knowledge management: Implications for organizational performance

The purpose of this paper is to critically assess the utilization of boundaryless careers in organizations through the lens of how they impact the formation and deployment of organizational social capital. We build a model of the positive and negative effects of boundaryless careers on social capital formation by proposing a more nuanced picture of boundaryless careers. We divide boundaryless careers into four types: internal psychological, internal enacted, external psychological and external enacted. Our model delineates the conditions under which different types of boundaryless careers affect the formation and deployment of organizational structural, relational and cognitive social capital and offer propositions based on our analysis. In addition we examine type of knowledge (exploratory or exploitative) pursued by the firm as a key moderator for the relationships we propose. Copyright © 2008 John Wiley & Sons, Ltd.     

Are “job hoppers” trapped in hedonic treadmills? Effects of career orientations on newcomers' attitude trajectories

Joining a new organization to change jobs is an influential event in an employee's career. Thus, inter-organizational job changes have sparked growing scholarly interest, especially in the temporal dynamics involved in detaching from organizations and adapting to new ones. While it is widely accepted that employees adapt differently to job changes, the influence of employees' career orientations on changes in job attitudes has not yet been considered. This is surprising given that a key difference between self-centered and organization-centered career orientations is a positive attitude toward job changes. Building on hedonic adaptation, we examined how career orientations influence changes in job satisfaction and turnover intention throughout a job change. We compared self-centered and organization-centered employees using random coefficient modeling on two longitudinal data sets with voluntary job changers. Our results illustrate that self-centered career orientations foster a stronger decline in job satisfaction with the new employer, as well as a larger increase in turnover intention, than organization-centered career orientations. In contrast, employees with organization-centered career orientations experienced an upward trend in job satisfaction toward the end of the first year. Our findings offer important implications for research on the determinants of job attitude trajectories when individuals join a new organization.