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dc.contributor.advisorAvery, Derek R.
dc.creatorVolpone, Sabrina DeeAnn
dc.date.accessioned2020-11-05T16:09:55Z
dc.date.available2020-11-05T16:09:55Z
dc.date.issued2013
dc.identifier.other870266827
dc.identifier.urihttp://hdl.handle.net/20.500.12613/3757
dc.description.abstractIn this manuscript I examine outcomes associated with social networks in organizations. Specifically, I consider how two characteristics of social networks (i.e., centrality, tie strength) can affect the performance and satisfaction of employees at work. Then, I explore the role that perceptions of fit (i.e., person-group fit, person-organization) may play in mediating the relationship between social network characteristics and (a) employee performance and (b) job satisfaction. Moreover, I investigate boundary conditions of the aforementioned mediated relationships (i.e., social network characteristics - fit perceptions - employee performance; social network characteristics - fit perceptions - job satisfaction). First, I consider how individual differences (i.e., racioethnicity, sex) generate employee dissimilarity that likely moderates the relationship between structural network characteristics and perceived fit in the mediated relationships proposed. Second, I examine an organizational variable (i.e., perceived diversity climate) as a first and second stage moderator of the aforementioned mediated relationships. Overall, it is necessary to investigate the relationships proposed in the model, because studying social networks helps us to understand why employees interact with certain individuals (or not with others) and how organizational outcomes are affected by employees' choices regarding their social networks.
dc.format.extent374 pages
dc.language.isoeng
dc.publisherTemple University. Libraries
dc.relation.ispartofTheses and Dissertations
dc.rightsIN COPYRIGHT- This Rights Statement can be used for an Item that is in copyright. Using this statement implies that the organization making this Item available has determined that the Item is in copyright and either is the rights-holder, has obtained permission from the rights-holder(s) to make their Work(s) available, or makes the Item available under an exception or limitation to copyright (including Fair Use) that entitles it to make the Item available.
dc.rights.urihttp://rightsstatements.org/vocab/InC/1.0/
dc.subjectBusiness
dc.subjectManagement
dc.subjectDissimilarity
dc.subjectDiversity Climate
dc.subjectEmployee Performance
dc.subjectEmployee Satisfaction
dc.subjectPerceived Fit
dc.subjectSocial Networks
dc.titleIT IS A SMALL WORLD AND IT IS ONLY GETTING SMALLER: EXPLORING THE RELATIONSHIP BETWEEN SOCIAL NETWORK CHARACTERISTICS AND OUTCOMES WHILE ACCOUNTING FOR THE INFLUENCE OF MEDIATORS AND MODERATORS
dc.typeText
dc.type.genreThesis/Dissertation
dc.contributor.committeememberHarold, Crystal M.
dc.contributor.committeememberAndersson, Lynne Mary
dc.contributor.committeememberRoberson, Quinetta M.
dc.description.departmentBusiness Administration/Human Resource Management
dc.relation.doihttp://dx.doi.org/10.34944/dspace/3739
dc.ada.noteFor Americans with Disabilities Act (ADA) accommodation, including help with reading this content, please contact scholarshare@temple.edu
dc.description.degreePh.D.
refterms.dateFOA2020-11-05T16:09:55Z


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