The Coevolution of Social Networks and Thoughts of Quitting

Tröster, Christian; Parker, Andrew; Knippenberg, Daan van; Sahlmüller, Ben

doi:10.5465/amj.2016.0914

Cited by 50 publications

(75 citation statements)

References 109 publications

(146 reference statements)

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“…First, a corporate volunteering climate can improve employees’ positive emotions because it can trigger the resource‐building process. COR theory indicates that resources are matters that people value, for example, positive feelings, feeling valuable to others and meaningful existence (Halbesleben et al ., 2014; Hobfoll, 2001; Troester et al ., 2019). According to COR theory (Bono et al ., 2013; Hobfoll, 1989), positive work events or organizational environments can trigger the resources‐building (e.g.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Integrating the Bright and Dark Sides of Corporate Volunteering Climate: Is Corporate Volunteering Climate a Burden or Boost to Employees?

Zhang

Wang²

2020

British J of Management

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Conventional wisdom is that a corporate volunteering climate should be beneficial to employees. We challenge this perspective by integrating person–environment fit and conservation of resources theories and providing an integrative model that examines how and when corporate volunteering climate produces positive and negative consequences for employees. Using a two‐wave time‐lagged study of 283 employees in 42 companies, our multilevel model shows that positive emotions mediate the relationship between corporate volunteering climate and work engagement, and perceived role overload mediates the relationship between corporate volunteering climate and work–family conflict. Employees’ communal orientation moderates the positive relationship between corporate volunteering climate and positive emotions, whereas competitive orientation moderates the positive relationship between corporate volunteering climate and perceived role overload. Communal orientation moderates the indirect effect between corporate volunteering climate and work engagement via positive emotions, but competitive orientation moderates the indirect effect between corporate volunteering climate and work–family conflict via perceived role overload. Our study provides balanced insights to help understand the benefits and costs of corporate volunteering climate in work and non‐work domains.

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Section: Theory and Hypothesesmentioning

confidence: 99%

Integrating the Bright and Dark Sides of Corporate Volunteering Climate: Is Corporate Volunteering Climate a Burden or Boost to Employees?

Zhang

Wang²

2020

British J of Management

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“…Its calculation took three steps. Step one, the self-reports method was used to collect the data for the whole advice network, which was frequently considered a valid measure of interactions (Li et al , 2020; Marsden, 1990; Troester et al , 2019). The whole advice networks were measured with the scale developed by Soda and Zaheer (2012).…”

Section: Methodsmentioning

confidence: 99%

The curvilinear relationship between advice-giving and innovative capability: a knowledge exchange and combination explanation of the moderated relations

Daojin

Yingtang

2021

CMS

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Purpose The purpose of this paper is to elucidate how the advice-giving affects innovative capability by involving knowledge exchange and combination as a mediator and contextual ambidexterity as an important contingency. Design/methodology/approach Based on a survey of 96 Chinese teams, a set of hypotheses was tested using regression analyzes. Findings The findings showed that contextual ambidexterity moderates the indirect effect of advice-giving on innovative capability through knowledge exchange and combination. When contextual ambidexterity is high, workers engage in more knowledge exchange and combination for the team at intermediate levels of advice-giving, the indirect effect of advice-giving at low levels and at high levels exist. When contextual ambidexterity is low, there is no indirect effect of advice-giving at any level. Practical implications Managers should be aware of the inverted U-shaped relationship between advice-giving and innovative capability and strengthen the construction of contextual ambidexterity. Originality/value This paper makes up for the theoretical gap between advice-giving and innovative capability. Furthermore, it provides a theoretical reference for practitioners to improve their innovative capability.

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“…Attribution perspective is a cognitive process by which individuals successfully transfer belongingness and contributive behaviors to their alumni online network platform. Alumni who want to maintain their social, influential and emotional attachments to their former institute (Tröster et al, 2018) may attribute their belongingness to the social network platform. In terms of physical distance to their former institutions, they will attribute all the characteristics of their former institution to the third party, an alumni online group via a social network platform (Bui et al, 2014).…”

Section: Jec 161mentioning

confidence: 99%

Capture coproduction behavior in networking alumni communities: Progress from platform belongingness, knowledge sharing, and citizenship behavior

Bui

Jeng

2021

JEC

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Purpose The purpose of this study is to investigate coproduction behavior in networking alumni communities via the progress from platform belongingness, knowledge sharing and citizenship behavior. Alumni networking communities have emerged as valuable assets for conserving institutional resources, supporting members and contributing new resources for alumni-institutional professional development. However, the previous literature has not yet captured the explicit processes by which these contributions are made. Design/methodology/approach Data from 711 respondents selected from an alumni collaboration network were subjected to structural equation modeling analysis. Findings The study explored resource conservation (belongingness) as the primary relational mechanism for alumni to share their instrumental resources (knowledge sharing), supporting resources (citizenship behavior) and competent resources (coproduction behavior). Knowledge sharing and citizenship behavior act as intermediate agents to trigger coproduction behavior. The authors show how subjective norm, group norm and trust is regarded as a tool to reduce bonding intrusiveness (i.e. the intrusive side-effects of a bond) and moderate the indirect effect of belongingness on coproduction and the direct effect of citizenship on coproduction. Research limitations/implications By applying attachment theory, conservation of resources theory and digital platform networking perspectives, this study describes major implications for designing inspiring and compatible community platforms. Practical implications Guidance is provided for improving sustainable alumni communities through citizenship-sharing and coproduction behavior. Social implications Online alumni communities are regarded as resource conservators, which can result in valuable coproduction, via the sharing of knowledge, expertise and skillsets to create profit for a range of institutions and industries. Originality/value Alumni networking platforms encourage alumni cohesiveness, stimulate knowledge exchange and improve professionalism.

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The Coevolution of Social Networks and Thoughts of Quitting

Cited by 50 publications

References 109 publications

Integrating the Bright and Dark Sides of Corporate Volunteering Climate: Is Corporate Volunteering Climate a Burden or Boost to Employees?

Integrating the Bright and Dark Sides of Corporate Volunteering Climate: Is Corporate Volunteering Climate a Burden or Boost to Employees?

The curvilinear relationship between advice-giving and innovative capability: a knowledge exchange and combination explanation of the moderated relations

Capture coproduction behavior in networking alumni communities: Progress from platform belongingness, knowledge sharing, and citizenship behavior

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