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Journal ArticleDOI

Gender differences in the creation of different types of social capital : A multilevel study

01 Jan 2006-Social Networks (North-Holland)-Vol. 28, Iss: 1, pp 24-37
TL;DR: Men were shown to be more effective in creating hard social capital, but, unexpectedly, women were not found to be the emotional specialists they often are thought to be.
About: This article is published in Social Networks.The article was published on 2006-01-01. It has received 165 citations till now. The article focuses on the topics: Social mobility & Social status.
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Journal ArticleDOI
TL;DR: In this paper , the authors make a theoretical contribution to the possible role of gender in the relationship between Project Citizenship Behavior (PCB) and Network Capital (NC) by examining PCB on the basis of fundamental gender differences.
Abstract: Just as organizational citizenship behavior reaches conceptual saturation with numerous studies, theoretical studies are needed in conceptualizing Project Citizenship Behavior (PCB). Therefore, in the project-based business world, the number of which is increasing day by day, this concept will be better filled with various studies that establish theoretical connections with the PCB concept. The aim of the research is to make a theoretical contribution to the possible role of gender in the relationship between PCB and Network Capital (NC). In this direction, we first started by examining PCB on the basis of fundamental gender differences. Secondly, with a dialectical approach, the multiplicity of theoretical connections (i.e., increasing effect of social capital on citizenship behaviors) between PCB and interpersonal NC also raises the question of whether employees exhibit PCB for NC development. It is suggested that the more an individual exhibits PCB the more likely he develops his network. Thus, we hypothesized; “displaying PCB can be a precursor for network capital of employees according to their gender.” After the extensive literature review we can theoretically say that exhibiting PCB may affect individuals NC creation capabilities. Although the relationship between PCB and gender is limited to a few studies in the literature, the lack of a study that conceptually examines the effect of PCB on individual NC is an element that increases the importance of the research. It is expected that this conceptual approach would contribute to the organizational behavior literature in understanding of the relationships between these concepts.

1 citations

BookDOI
01 Apr 2011
Abstract: • A submitted manuscript is the version of the article upon submission and before peer-review. There can be important differences between the submitted version and the official published version of record. People interested in the research are advised to contact the author for the final version of the publication, or visit the DOI to the publisher's website. • The final author version and the galley proof are versions of the publication after peer review. • The final published version features the final layout of the paper including the volume, issue and page numbers.

1 citations


Cites background from "Gender differences in the creation ..."

  • ...Hence, they are not the emotional specialists old stereotypes would make us believe (Van Emmerik, 2006)....

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  • ...A distinction can be made between two broad categories of collaborative capital (Van Emmerik, 2006): • Hard collaborative capital refers to the creation of task-oriented resources that can be used to achieve valued career outcomes....

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  • ...A so-called supportive team climate reduces the risk that team members suffer from burnout and increases the chance that team members are engaged in their job (Van Emmerik, 2006). target primarily formal networks....

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  • ...For instance, hierarchical position determines in part the opportunities to create collaborative capital (Van Emmerik, 2006)....

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Journal ArticleDOI
TL;DR: In this paper, the effects of gender on long-term patient outcomes after care has already been accessed, in order to improve quality of care and mitigate healthcare disparities, were assessed.

1 citations

03 Oct 2009
TL;DR: This article explored the multiple dimensions of collaborative and career development relevant relationships among academic scientists and explored the added value of having multi-dimensional or multiplex relationships with colleagues within and outside of ones own research institution for men and women academic scientists in six STEM fields.
Abstract: What relationships do scientists build in order to further their productivity and career development? Individuals form networks of relationships that provide them with advice, support, and access to various work related resources (Seibert, Kraimer et al. 2001). The social network literature distinguishes between strong and weak network ties (Granovetter 1973; Burt 1992) that benefit an individual in the distinct ways providing various instrumental or expressive resources (Lin 2001). Less is said about the benefits of the multiplex ties, namely relationships that are determined by more than one type of the exchange. The purpose of this study is to explore the multiple dimensions of collaborative and career development relevant relationships among academic scientists. It explores the added value of having multi-dimensional or multiplex relationships with fellow scientists within and outside of ones own research institution for men and women academic scientists in six STEM fields Cummings and Higgins (2006) found that individuals’ personal network consist of an inner and outer core, and that the inner core is formed by stronger ties that provide more expressive and less instrumental support. This is consistent with the social network research suggests that different types of relationships provide different types of resources (Podolny and Baron 1997; Plickert, Côté et al. 2007) and that gender differences in network composition and structure, as well as effects of ties on outcomes exist (Lin 2006; van Emmerik 2006). Network research has also recognized that individuals seek difference resources from different individuals. Saint-Charles and Mongeu (2009) found that, individuals call upon alters for friendship or for expertise based on the nature of the situation and the availability of information. In social network terms, the structure of ties matter, where strong ties are seen as bonding and weak as bridging and thus bringing about different career outcomes (Granovetter, 1973, Burt, 2001). Our recent examination of the mentor or developmental networks of academic scientists have found that ego networks that are defined by the type of the relationship (e.g. support, advice, collaboration) tend to overlap (Melkers, Kiopa and Fonseca, 2008) and provide varying levels of developmental support accordingly. This study builds on that work to address the composition of the workplace networks of academic scientists. We address how the structure and content of relationships is developed and maintained over the time, and how it impact flow of the resources that are important for success and academic productivity in science. Data for this research are drawn from a large multi stage national study of women and men academic scientists in Research Intensive Universities in the U.S. (NETWISE 2006-2009) representing six STEM fields. The first survey of the study was conducted online at the beginning of 2007and it yielded 1764 responses and provided information about developmental and professional networks of researchers, organizational features of their departments and their demographic information. The second survey planned for spring 2009 is designed to provide data on the dynamics of the networks of scientists. The poster will present descriptive analysis of the developmental networks of men and women academic scientists in six STEM fields as well as causal model exploring how tie content and structure relates to the resources that social relationships may provide. This research moves beyond the understanding of ties as strong vs. weak by modeling faculty workplace relationships as multiplex and providing various resources valued in academic production, including the expertise on grant getting and publishing.

1 citations

References
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Journal ArticleDOI
TL;DR: In this paper, it is argued that the degree of overlap of two individuals' friendship networks varies directly with the strength of their tie to one another, and the impact of this principle on diffusion of influence and information, mobility opportunity, and community organization is explored.
Abstract: Analysis of social networks is suggested as a tool for linking micro and macro levels of sociological theory. The procedure is illustrated by elaboration of the macro implications of one aspect of small-scale interaction: the strength of dyadic ties. It is argued that the degree of overlap of two individuals' friendship networks varies directly with the strength of their tie to one another. The impact of this principle on diffusion of influence and information, mobility opportunity, and community organization is explored. Stress is laid on the cohesive power of weak ties. Most network models deal, implicitly, with strong ties, thus confining their applicability to small, well-defined groups. Emphasis on weak ties lends itself to discussion of relations between groups and to analysis of segments of social structure not easily defined in terms of primary groups.

37,560 citations

Journal ArticleDOI
TL;DR: A new sex-role inventory is described that treats masculinity and femininity as two independent dimensions, thereby making it possible to characterize a person as masculine, feminine, or "androgynous" as a function of the difference between his or her endorsement of masculine and feminine personality characteristics.
Abstract: This article describes the development of a new sex-role inventory that treats masculinity and femininity as two independent dimensions, thereby making it possible to characterize a person as masculine, feminine, or "androgynous" as a function of the difference between his or her endorsement of masculine and feminine personality characteristics. Normative data are presented, as well as the results of various psychometric analyses. The major findings of conceptual interest are: (a) the dimensions of masculinity and femininity are empirically as well as logically independent; (6) the concept of psychological androgyny is a reliable one; and (c) highly sex-typed scores do not reflect a general tendency to respond in a socially desirable direction, but rather a specific tendency to describe oneself in accordance with sex-typed standards of desirable behavior for men and women. Both in psychology and in society at large, masculinity and femininity have long been conceptualized as bipolar ends of a single continuum; accordingly, a person has had to be either masculine or feminine, but not both. This sex-role dichotomy has served to obscure two very plausible hypotheses: first, that many individuals might be "androgynous" ; that is, they might be both masculine and feminine, both assertive and yielding, both instrumental and expressive—depending on the situational appropriateness of these various behaviors; and conversely, that strongly sex-typed individuals might be seriously limited in the range of behaviors available to them as they move from situation to situation. According to both Kagan (1964) and Kohlberg (1966), the highly sex-typed individual is motivated to keep his behavior consistent with an internalized sex-role standard, a goal that he presumably accomplishes by suppressing any behavior that might be con

7,984 citations

Journal ArticleDOI
TL;DR: In this paper, the authors present an argument and evidence for a structural ecology of social capital that describes how the value of an individual's social capital to an individual is contingent on the number of people doing the same work.
Abstract: I present argument and evidence for a structural ecology of social capital that describes how the value of social capital to an individual is contingent on the number of people doing the same work. The information and control benefits of bridging the structural holes—or, disconnections between nonredundant contacts in a network—that constitute social capital are especially valuable to managers with few peers. Such managers do not have the guiding frame of reference for behavior provided by numerous competitors, and the work they do does not have the legitimacy provided by numerous people doing the same kind of work. I use network and performance data on a probability sample of senior managers to show how the value of social capital, high on average for the managers, varies as a power function of the number of people doing the same work.

3,376 citations

Journal ArticleDOI
TL;DR: In this article, the authors present the results of a study on organizational cultures in twenty units from ten different organizations in Denmark and the Netherlands, which came from in-depth interviews of selected informants and a questionnaire survey of a stratified random sample of organizational members.
Abstract: Geert Hofstede University of Limburg Bram Neuijen University of Groningen Denise Davat Ohayv Institute for Research on intercultural Cooperation Geert Sanders University of Groningen This paper presents the results of a study on organizational cultures in twenty units from ten different organizations in Denmark and the Netherlands. Data came from in-depth interviews of selected informants and a questionnaire survey of a stratified random sample of organizational members. Data on task, structure, and control characteristics of each unit were collected separately. Quantitative measures of the cultures of the twenty units, aggregated at the unit level, showed that a targe part of the differences among these twenty units could be explained by six factors, related to established concepts from organizational sociology, that measured the organizational cultures on six independent dimensions. The organizational culture differences found resided mainly at the levei of practices as perceived by members. Scores of the units on the six dimensions were partly explainable from organizational idiosyncrasies but were also significantly correlated with a variety of task, structural, and control-system characteristics of the units.

3,294 citations

Journal ArticleDOI
TL;DR: In this article, a framework is developed for conceptualizing the processes that occur between dominants and tokens, and three perceptual phenomena are associated with tokens: visibility, polarization, and assimilation, where tokens' attributes are distorted to fit preexisting generalizations about their social type.
Abstract: Proportions, that is, relative numbers of socially and culturally different people in a group, are seen as critical in shaping interaction dinamics, and four group types are identified in the basis of varying proportional compositions. "Skewed" groups contain a large preponderance of one type (the numerical "dominants") over another (the rare "tokens"). A framework is developed for conceptualizing the processes that occur between dominants and tokens. Three perceptual phenomena are associated with tokens: visibility (tokens capture a disproportionate awareness share), polarization (differences between tokens and dominants are exaggerated), and assimilation (tokens' attributes are distorted to fit preexisting generalizations about their social type). Visibility generates performance pressures; polarization leads dominants to heighten their group boundaries; and assimilation leads to the tokens' role entrapment. Illustrations are drawn from a field study in a large industrial corporation. Concepts are exten...

2,426 citations