员工自我监控能力如何影响社会网络中心性:靠领导还是广撒网?

How Employees' Self-monitoring Predicts Social Network Centrality:Upward or Horizontal Networking?

社会资本对个体在组织中的发展至关重要,但现有文献对个体如何在组织中获取社会资本这一问题关注不足。本文结合人格理论和社会资本理论,探究了组织中员工社会网络中心性形成的内在机制。基于对10个工作团队整体网络中174个个体数据的结构方程模型分析,本文发现:(1)自我监控能力强的员工往往拥有更高的社会网络中心性;(2)员工的两种社会交往方式——领导-下属交换和交往多样化,能够完全中介自我监控能力对社会网络中心性的正向影响。本研究探讨了工作场所中员工的自我监控能力对其社会网络中心性产生影响的内在机制,对理解组织中员工社会资本的形成和来源具有重要意义。

Social capital is essential to individual development in organizations, however, the current literature has not paid due attentions on how employees acquire social capital. Drawing upon personality and social capital theory, this study explored the underlying mechanism of the formation of employees’ social network centrality.Using structural equation modelling on 174 individual data in 10 work teams’ whole network, the following results were found:(1) employees with high self-monitoring are more likely to acquire social network centrality;(2) two kinds of social interaction, namely interaction with high status individuals and diverse colleagues, fully mediate the positive influence of self-monitoring on social network centrality. This study investigated the mechanisms underlying the in?uences of employees’ self-monitoring on their social network centrality in workplace, which is of great signi?cance to understanding employees’ social capital formation and source.