网络结构模式与员工个人绩效——基于整体网络的分析

Network Structure Mode and Employees’ Performance——based on Whole-network Analysis

结构洞是社会网络的重要测度指标之一,已有关于结构洞与个人绩效之间关系的研究主要针对单一网络,缺少多种类型网络的比较分析;由结构洞所决定的中介人身份的影响范围问题也一直被国内企业员工绩效的研究所忽视。针对以上问题,本文从整体网络的视角出发,依据结构洞理论,以中国某中小企业118名员工为研究对象,通过分析其正式网络及非正式网络,探究影响企业员工个人绩效的网络结构模式。研究结果表明:(1)与正式网络相比,非正式网络显著地影响着员工的个人绩效;(2)间接跨越结构洞的资源是企业员工难以利用的,而直接中介人相比间接中介人会获得更高的个人绩效;(3)"中介人的中介人"网络结构模式才是带来企业员工获利的根本。

Structural hole is one of the important indicators of social networks. As for relationship between structural holes and individual performance, previous researches mainly focus on one type of social network, lacking of comparison of different types of social networks. Besides it, few researches have considered the reach of structural holes on Chinese SME. In this paper, considering two types of networks and the scope of power from structural holes, using data of network and performance of 118 employees of a Chinese enterprise, the authors aim to clarify the relationship between employees＇ performance and their social network structure in Chinese SME form whole-network perspective. The results show that the informal network, but not formal network, has a significant impact on employees＇ performance. Individual performance of brokerage is greater for direct contacts than indirect contacts. Broker-of-brokers will be the winner of the competition.