企业员工社会网络度中心性对个人绩效的影响——度异质性的调节作用

The Effect of Employees' Social Network Degree Centrality on Their Individual Performance: The Modulating Effects of Degree Heterogeneity

内嵌在经济活动中的社会关系对企业员工绩效的影响是绩效研究的重点之一,近年来的实证研究却并未获得一致的结论。为揭示网络结构与员工绩效间的关系,本文引入一个新的概念——度异质性。度中心性反映个体在网络中的绝对权利大小,而度异质性反映了这种权利在网络中的分布。利用2009年西安调查数据研究发现,正式网络中的度中心性没有对员工个人绩效产生影响;非正式网络度中心性对个人绩效产生显著正向影响,且受到度异质性的反向调节作用。

Currently,more and more researches focus on the effects of social relation embedding in economic activities on employee's individual performance. However,no consistent conclusion is drawn. In order to reveal the relationship between network structure and the employee's performance,this paper introduces a new concept——degree heterogeneity. Degree centrality represents the absolute power of individuals in the networks,while degree heterogeneity denotes the distribution of such power. Using the 2009 survey data from Xi'an,we find that the degree centrality has a positive influence on employee's performance in informal networks( not in formal network),while the degree heterogeneity negatively adjusts the relationship between degree centrality and employee's performance.