Business Commons^™

Interpersonal Counterproductive Work Behaviors: Distinguishing Between Person-Focused Versus Task-Focused Behaviors And Their Antecedents, Violet Ho

Management Faculty Publications

Purpose – This study proposes a nuanced perspective for conceptualizing interpersonal counterproductive work behaviors (ICWBs) by distinguishing them into behaviors that hinder other workers’ task performance (task-focused ICWBs), and those that are personal in nature (person-focused ICWBs). A relational stress perspective is adopted to examine work-based dependence relational stressor and negative-affect relational stressor as predictors of each category of behavior, with trait competitiveness as a moderator.

Design/methodology/approach – Deductive and inductive approaches were used to generate items measuring each type of ICWBs, and the two-factor ICWB structure was validated using data from 136 respondents. Data from a different sample of …

Differential Impact Of Directors’ Social And Financial Capital On Corporate Interlock Formation, Nicholas Harrigan, Matthew Bond

Research Collection School of Social Sciences

Exponential random graph models (ERGMs) are increasingly applied to observed network data and are central to understanding social structure and network processes. The chapters in this edited volume provide a self-contained, exhaustive account of the theoretical and methodological underpinnings of ERGMs, including models for univariate, multivariate, bipartite, longitudinal and social-influence type ERGMs. Each method is applied in individual case studies illustrating how social science theories may be examined empirically using ERGMs. The authors supply the reader with sufficient detail to specify ERGMs, fit them to data with any of the available software packages and interpret the results.

Toward A Theory Of Extended Contact: The Incentives And Opportunities For Bridging Across Network Communities, Maxim Sytch, Adam Tatarynowicz, Ranjay Gulati

Research Collection Lee Kong Chian School Of Business

This study investigates the determinants of bridging ties within networks of interconnected firms. Bridging ties are defined as nonredundant connections between firms located in different network communities. We highlight how firms can enter into these relationships because of the incentives and opportunities for action that are embedded in the existing network structure. Specifically, we propose that the dynamics of proximate network structures, which reflect firms' and their partners' direct connections, affect the formation of bridging ties by shaping the value-creation and value-distribution incentives for bridging. We also argue that the evolving global network structure affects firms' propensity to form bridging …

Social Networks And Risk Taking: Evidence From Corporate Control Activities, Yen Teik Lee

Research Collection Lee Kong Chian School Of Business

This paper investigates the impact of social ties between the Chief Executive Officer (CEO) andboard members on corporate risk-taking in mergers and acquisitions (M&As) and on shareholdervalue. Using a measure of CEO-director connections in a large sample of U.S. firms from 2000 to2010, we document that boardroom connections lower firm acquisitiveness. If connected CEOsundertake M&As, they are less likely to choose focus acquisitions, and more likely to pay in stock.CEO-board connections do not enhance firm value in M&As. Higher levels of boardroomconnection are associated with lower announcement returns and lower subsequent return on assets.Our results are robust to alternative explanations …

Emosonet: An Emotion-Aware Social Network For Emotional Wellbeing, Zerrin Yumak-Kasap, Yu Chen, Pearl Pu

Faculty Publications, Information Systems & Technology

This paper presents our initial ideas towards developing an emotion-aware social network for the purpose of increasing emotional wellbeing. The framework will use sensors and behavior analysis methods in order to infer users’ stress level automatically with minimal user effort and use audio, animation and vibro-tactile feedback for enhanced engagement. Additionally, we will explore the role of social support, social influence and gamification for sustained behavior change.

Employers’ Use Of Social Networking Sites In The Selection Process, Stephanie L. Black, Andrew F. Johnson

Management Faculty Publications

Purpose:

This paper discusses human resources practices related to social networking sites.

Design/Methodology/Approach:

Authors used existing literature to present seven propositions about social media implications in human resources. Findings Human resources practitioners are more frequently using social media in recruitment, selection and hiring practices. At the same time, organizations lack boundaries and policies for doing so.

Conclusions/Recommendations:

Human resource departments should encourage decision makers to document all information gathered via social networking sites, and make sure the information is valid and the site is reliable.