In this paper, we review and analyze the emerging network paradigm in organizational research. We begin with a conventional review of recent research organized around recognized research streams. Next, we analyze this research, developing a set of dimensions along which network studies vary, including direction of causality, levels of analysis, explanatory goals, and explanatory mechanisms. We use the latter two dimensions to construct a 2-by-2 table cross-classifying studies of network consequences into four canonical types: structural social capital, social access to resources, contagion, and environmental shaping. We note the rise in popularity of studies with a greater sense of agency than was traditional in network research.

The study of complex social systems has traditionally been an arduous process, involving extensive surveys, interviews, ethnographic studies, or analysis of online behavior. Today, however, it is possible to use the unprecedented amount of information generated by pervasive mobile phones to provide insights into the dynamics of both individual and group behavior. Information such as continuous proximity, location, communication and activity data, has been gathered from the phones of 100 human subjects at MIT. Systematic measurements from these 100 people over the course of eight months have generated one of the largest datasets of continuous human behavior ever collected, representing over 300,000 hours of daily activity. In this thesis we describe how this data can be used to uncover regular rules and structure in behavior of both individuals and organizations, infer relationships between subjects, verify selfreport

ACKNOWLEDGEMENTS: We thank the senior editor on the manuscript, V. Sambamurthy, and the anonymous associate editor and reviewers for their many insightful suggestions on earlier

We explore the role of negative relationships in the context of social networks in work organizations. Though network researchers have emphasized the benefits and opportunities derived from positive interpersonal relationships, we examine the social liabilities that can result from negative relationships in order to flesh out the entire “social ledger. ” We define a negative relationship as an enduring, recurring set of negative judgments, feelings, and behavioral intentions towards another person – one person dislikes another. We identify the factors that lead to negative relationships in the workplace as well as factors that may moderate the relationship between negative relationships and individuals ’ task and socioemotional outcomes. We argue that these negative relationships may have greater power than positive relationships to explain workplace outcomes. We derive our argument from theory and research on negative asymmetry. Negative Relationships in Networks 3 “A man’s stature is determined by his enemies, not his friends. ”-- Al Pacino, City Hall Employees in organizations are embedded in social networks that can provide opportunities and benefits such as job attainment, job satisfaction, performance, salary, power, and promotions

The emerging work on understanding open source software has strongly argued for the importance of understanding what leads to effectiveness in OSS development, has frequently pointed to ideology and communication as probable factors in effectiveness, and has presented conflicting opinions about the role of trust in effectiveness. For all the discussion of these issues, there has been no comprehensive elaboration of what constitutes OSS ideology, and very little empirical data has been brought to bear on examining antecedents of OSS team effectiveness. This paper develops a framework of the OSS ideology (including specific norms, beliefs, and values) and a theoretical model to show how components of the ideology, combined with trust and communication, impact effectiveness in OSS teams. The research model proposes distinct roles for affective trust, cognitive trust, social communication, and task communication as determinants of OSS team effectiveness. Qualitative and quantitative data are analyzed to evaluate the model. The results suggest that in order for OSS projects to grow into the kind of large successes that prior work has studied, the teams that work on them should foster the norms and values of the larger community and maintain consistent task communication to develop cognitive trust among members. Keywords: Open Source Software, Trust, Ideology, Communication, Virtual Teams ISRL categories: DA01, DA06, DD02 EFFECTIVENESS IN OPEN SOURCE SOFTWARE DEVELOPMENT TEAMS While the practices associated with Open Source Software (OSS) development have been in use for decades, recent years have seen a surge of interest in OSS across developers, businesses, governments, and academic researchers. Since its inception, more than 67,000 projects have been registered on Sourcefo...

Abstract. Studying an evolving complex system and drawing some conclusions from it is an integral part of nature-inspired computing; being a part of that complex system, some insight can also be gained from our knowledge of it. In this paper we study the evolution of the evolutionary computation co-authorship network using social network analysis tools, with the aim of extracting some conclusions on its mechanisms. In order to do this, we first examine the evolution of macroscopic properties of the EC co-authorship graph, and then we look at its community structure and its corresponding change along time. The EC network is shown to be in a strongly expansive phase, exhibiting distinctive growth patterns, both at the macroscopic and the mesoscopic level. Keywords: Complex networks, evolutionary computation, social networks analysis 1

This research investigates the effects of social networks on students ’ performance in online education which uses networking as an adjunct mode for enhancing traditional face-to-face education or distance education. Using data from a 40-student course on Advanced Management Information Systems (AMIS), we empirically tested how social networks (friendly, advising, and adversarial) related to students’ performance. First, advising network variables are positively related to student performance both in the class and on the forum. Adversarial variables are negatively correlated with almost all students’ performance. Second, advising and adversarial network variables are good determinants for overall academic performance; however, adversarial network variables are not influential on students’ performance on the forum. Friendship network variables are not determinants of students ’ performance. Implications for the results are also discussed.

This paper integrates the largely independent literatures on networks and teams. Our objective is twofold: (1) to understand what constitutes an effective organizational network when much of the work of the organization is done by teams; and (2) to examine what the internal and external social capital needs of teams are. We raise questions to guide future research, and point to potential managerial implications.

We describe how recent advances in wearable sensing technology allow for unprecedented accuracy in studies of human behavior, particularly organizational behavior. We use one such platform, the Sociometric badge, to understand organizational behavior in two studies. In the first, we describe the collection of data over a period of one month in a German bank’s marketing division. We found that physical proximity had a high negative correlation with e-mail activity, and by combining behavioral data and electronic communication data we were able to very accurately predict self-reports of personal and group interaction satisfaction and performance. Next we describe an experiment at a data server configuration firm, and we discovered behavioral variables that had extremely high correlations with objective productivity measures. In both studies the fine-grained behavioral variables measured by the Sociometric badge played a critical role in predicting outcomes.

This pioneering study describes preliminary research on how combined analysis of social and psychological self might increase organizational creativity. By measuring inter-human interaction with sensor-equipped tags worn on the body we studied social interaction in a much closer, “microscopic” way than ever before. In a research project with 22 study subjects, who wore the badges during work for one month, we were able to predict social and psychological characteristics such as extroversion, neuroticism, openness, and agreeability based on microscopic social network analysis. We obtained control measures of these values with a standard psychological test (NEO-FFI) and found that a high contribution index was positively correlated with extroversion, and negatively correlated with neuroticism. Fluctuation in betweenness centrality was positively correlated with openness, and negatively correlated with agreeability. We were also able to obtain correlation between social network position and job satisfaction, and extroversion. On the practical side, our project offers preliminary results towards permitting organizations to realign their social structures to increase organizational creativity and effectiveness. On the theoretical side, this paper provides first insights into how social network analysis on the microscopic level might influence organizational research.