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Expertise and specialization in organizations: a social network analysis
European Journal of Work and Organisational Psychology
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Building and maintaining employability is important for employees and organizations in a changing world of work. Research considered work-related learning as an antecedent of employability but provided ambiguous findings. We attribute this inconsistency to the multidimensionality of the constructs involved. Drawing on Conservation of Resources Theory, we investigated the links of three different forms of work-related learning (i.e., informal, formal, and self-regulated learning) with both internal (i.e., within the organization) versus external (i.e., in the general labour market) and qualitative (i.e., finding a better job) versus quantitative (i.e., finding another job) perceived employability. Our two-wave study (N = 307 employees) showed that informal learning positively relates to qualitative and quantitative internal employability, but not to any type of external employability. Conversely, self-regulated learning is positively linked to qualitative external employability, but not to quantitative external or any type of internal employability. Formal learning (i.e., training and workshops) surprisingly did not contribute to employability at all. Furthermore, we did not find that learning forms conceptually associated with more resource investment regarding effort would show stronger relations with employ-ability. We discuss learning-related strategies to foster employability and address the missing association between formal learning and employability, calling for more sophisticated measures of formal learning.
Team and individual incentives are ubiquitous in sales, but little is known about their impact on collaboration when they are applied simultaneously. The presence of both types of incentives creates a "coopetitive" environment, where forces of collaboration and competition coexist. We examine how such environments impact the likelihood (Study 1) and the effectiveness (Study 2) of collaboration in the form of advice exchange. Exponential random graph modeling (ERGM) of network data of 540 salespeople reveals that individual incentives promote advice seeking but discourage advice giving, and team incentives stimulate advice giving but reduce advice seeking (Study 1). We also find that the effectiveness of advice depends on advice givers (Study 2). In particular, when advice givers have diverse team incentives, the advice is more effective and the need for additional advice is reduced, but when advice givers have diverse individual incentives, the advice is less effective and additional advice helps.
Informal networks are crucial for the functioning of public organizations and the quality of government service. Because of this, public administration scholars increasingly theorize on what drives informal network behavior, particularly in terms of whom public officials contact for information or advice. However, existing studies provide a rather rational and strategic account of how such networking occurs, pointing to factors, such as preference similarity, resource availability, and social capital as its main drivers. This article critiques the microfoundations of existing theoretical models, arguing that they (a) potentially require too extensive information-processing capabilities on behalf of individual decision-makers and (b) discount the role that affect and emotive responses are likely to play in the social activity of networked interaction. In response, this article proposes three lines of theorizing on how (interpersonal) affect can be incorporated into theorizing about the network behavior of public officials: (1) affect as a fallback strategy; (2) affect in the driver’s seat; and (3) affect as a decision distorter. Several methods are discussed to empirically pursue the presented lines of theorizing.
The ergm package supports the statistical analysis and simulation of network data. It anchors the statnet suite of packages for network analysis in R introduced in a special issue in Journal of Statistical Software in 2008. This article provides an overview of the new functionality in the 2021 release of ergm version 4. These include more flexible handling of nodal covariates, term operators that extend and simplify model specification, new models for networks with valued edges, improved handling of constraints on the sample space of networks, and estimation with missing edge data. We also identify the new packages in the statnet suite that extend ergm's functionality to other network data types and structural features and the robust set of online resources that support the statnet development process and applications.
The present study examines the effects of social interactions’ situational characteristics, emotions, and personality on self-perceived learning from social interactions at work based on diary and survey data. The sample comprises 43 German vocational education and training (VET) trainees in various apprenticeship programs. During the diary period of ten working days, the participants were instructed to record five typical social interactions at work every day. Quantitative data of 1,328 social interactions were analyzed by means of multilevel analysis. Regarding social interactions’ characteristics, the analysis revealed the baseline level of instrumentality, an interruption of the social interaction, its instrumentality and questions asked by the trainee during the interaction as positive predictors of self-perceived learning. A trainee’s higher speech proportion, however, was a negative predictor. Regarding state emotions, the emotional experiences of bored and motivated were identified as significant positive predictors of learning from social interactions at work. Emotions’ baseline level as well as personality traits had no significant influence. The results indicate that social interactions’ situational characteristics have the biggest influence on self-perceived learning from social interactions.
Expertise is featured by continued high performance in a particular domain. Expertise research has primarily focused on absolute expertise in structured domains such as chess and emphasized the significance of deliberate practice for expertise development. We investigated the development of relative expertise in commercial domains as part of ill-structured domains. Due to the ill-structuredness and acknowledging the use of the term expert in organizational practice, we developed a taxonomy to distinguish between four types of experts in the broader sense (relative expert, managerial relative expert, evolved specialist, and native specialist). Eighteen peer-nominated individuals from business-to-business sales departments from four German organizations participated in our interview study. A content analysis was applied using both deductive and inductive categorizations. The interview data clearly corresponds to the concept of progressive problem solving rather than to the concept of deliberate practice. Almost all our respondents referred to either “being thrown in at the deep end” by others (assigned complex tasks) or “jumping in at the deep end” of one’s own accord (self- selected complex tasks). However, the interview partners described features of deliberate practice for novices. In this very early stage of expertise development, more experienced colleagues structure parts of the ill-structured domain and enable deliberate practice while for advanced beginners and later stages expert development rather resembles progressive problem solving. Our results provide implications on how to foster expertise development in ill-structured domains. Possible limitations arise from the small sample, the peer-nomination process, and the retrospective nature of interview data.
In the context of office work, learning to handle an Enterprise Resource Planning (ERP) system is important as implementation costs for such systems and associated expectations are high. However, these expectations are often not met because the users are not trained adequately. Electronic Performance Support Systems (EPSS) are designed to support employees’ ERP-related problem-solving and informal learning. EPSS are supposed to enhance employees’ performance and informal workplace learning through task-specific and granular help in task performance and problem-solving. However, there is little empirical research on EPSS. Two survey studies addressed this research gap. In the first study, 301 people working in Human Resource (HR)-related positions and functions evaluated the learning potential of EPSS as well as potential advantages and obstacles concerning the implementation and use of EPSS. Though other measures are currently assessed as more important for learning, HR employees expect a strong increase in the significance of EPSS for employee learning. In the second study, 652 users of ERP software completed a questionnaire on characteristics of their daily work tasks, team characteristics, individual dispositions, their coping with ERP-related problems, and characteristics of EPSS. Findings indicate that the most frequently available and used approach when dealing with an ERP-related problem is consulting colleagues. Three EPSS types can be distinguished by their increasing integration into the user interface and their context-sensitivity (external, extrinsic, and intrinsic EPSS). While external and extrinsic EPSS are available to many users, intrinsic EPSS are less common but are used intensively if available. EPSS availability is identified to be a strong positive predictor of frequency of EPSS use, while agreeableness as well as the task complexity and information-processing requirements show small negative effects. Moreover, more intensive ERP users use EPSS more frequently. In general, ERP users value, features such as context-sensitivity, an integration of the EPSS into the ERP system’s user interface, the option to save one’s own notes, and information displayed in an extra window. It is expected that EPSS will play an important role in workplace learning in the future, along with other measures.
Social connections that reach distant places are advantageous for individuals, firms and cities, providing access to new skills and knowledge. However, systematic evidence on how firms build global knowledge access is still lacking. In this paper, we analyse how global work connections relate to differences in the skill composition of employees within companies and local industry clusters. We gather survey data from 10% of work-ers in a local industry in Sweden, and complement this with digital trace data to map co-worker networks and skill composition. This unique combination of data and fea-tures allows us to quantify global connections of employees and measure the degree of skill similarity and skill relatedness to co-workers. We find that workers with extensive local networks typically have skills related to those of others in the region and to those of their co-workers. Workers with more global ties typically bring in less related skills to the region. These results provide new insights into the composition of skills within knowledge-intensive firms by connecting the geography of network contacts to the diversity of skills accessible through them.
Discriminant validity was originally presented as a set of empirical criteria that can be assessed from multitrait-multimethod (MTMM) matrices. Because datasets used by applied researchers rarely lend themselves to MTMM analysis, the need to assess discriminant validity in empirical research has led to the introduction of numerous techniques, some of which have been introduced in an ad hoc manner and without rigorous methodological support. We review various definitions of and techniques for assessing discriminant validity and provide a generalized definition of discriminant validity based on the correlation between two measures after measurement error has been considered. We then review techniques that have been proposed for discriminant validity assessment, demonstrating some problems and equivalencies of these techniques that have gone unnoticed by prior research. After conducting Monte Carlo simulations that compare the techniques, we present techniques called CICFA(sys) and 𝜒2(sys) that applied researchers can use to assess discriminant validity.
The presence and cooperation of different age groups within the labor market is not only an interesting and unprecedented situation, but it is also a challenge for different groups of people: managers, human resources specialists, and co-workers. The youngest generation - called Generation Z - was born and raised in completely different circumstances than the other, older generations. Although representatives of Generation Z have only just joined the labor market, there are already opinions and characteristics of them. The aim of this paper is firstly to gather and analyses different opinions and characteristics of Generation Z present in the literature. The second aim is to verify those opinions and characteristics with a sample group of Generation Z representatives by asking them which of those opinions and characteristics they identify with. The results of the presented research may be useful for all those who interact with the youngest generation in the labor market.
Using the impact of the Soviet Union’s collapse on the performance of theoretical mathematicians as a natural experiment, we attempt to resolve the controversy in prior research on whether specialists or generalists have superior creative performance. While many have highlighted generalists’ advantage due to access to a wider set of knowledge components, others have underlined the benefits that specialists can derive from their deep expertise. We argue that this disagreement might be partly driven by the fact that the pace of change in a knowledge domain shapes the relative return from being a specialist or a generalist. We show that generalist scientists performed best when the pace of change was slower and their ability to draw from diverse knowledge domains was an advantage in the field, but specialists gained advantage when the pace of change increased and their deeper expertise allowed them to use new knowledge created at the knowledge frontier. We discuss and test the roles of cognitive mechanisms and of competition for scarce resources. Specifically, we show that specialists became more desirable collaborators when the pace of change was faster, but when the pace of change was slower, generalists were more sought after as collaborators. Overall, our results highlight trade-offs associated with specialization for creative performance.
The aim of this report is to elaborate on the centrality of social networks in the professional context (professional networks) of organizations. Professional networks are a career-relevant resource often called social capital. Social capital from professional networks entail relationships to colleagues or other departments, and can provide relevant and timely information or resources required for advancement on tasks and objectives. We will introduce different types of professional networks such as leadership networks, developmental networks or buy-in networks. Furthermore, the importance of professional networks for employees as well as employers will be explained. For employees, we will also provide information on the relevance of professional networks at different career stages.
This paper presents a new conceptualization of the project-oriented organization. The project-oriented organization is conceptualized as an entrepreneurial, future- and stakeholder-oriented innovating organization, which uses projects as temporary, task-focused organizations, to define, develop, and implement its strategies, to transform its structure, culture and behavior, and to define and develop new products, services, and business models. The concept of the project-oriented organization consists of the three segments (1) values, (2) structures, and (3) people. For each segment three important areas are described, which characterize a project-oriented organization. The model is theoretically based on a wide spectrum of management disciplines: (1) The orientations in the value segment have been developed in entrepreneurship, strategic management and technology and innovation management; (2) The foundations for the design of the socio-technical artefacts in the structure segment of derived from organizational design, planning and controlling, and ICT systems theory; (3) The foundations for the elements of the human side come from organizational behavior, human resource management, and knowledge management theories. Our model shows a clear linkage to these theories, references key articles, and gives special consideration to empirical studies in the realm of projects, programs, project portfolios, and project-based or project-oriented organizations. Thus, our assumption that the elements of our model are supposed to increase project success, innovation success, and business success is based on empirical evidence. © 2017 Elsevier Ltd and Association for Project Management and the International Project Management Association.
Background
In several health systems of advanced countries, reforms have changed primary care in the last two decades. The literature has assessed the effects of a variety of interventions and individual factors on the behavior of general practitioners (GPs). However, there has been a lack of investigation concerning the influence of the resources embedded in the GPs’ personal advice networks (i.e., social capital) on GPs’ capacity to meet defined objectives.
The present study has two goals: (a) to assess the GPs’ personal advice networks according to the social capital framework and (b) to test the influence of such relationships on GPs’ capacity to accomplish organizational goals.
Methods
The data collection relied on administrative data provided by an Italian local health authority (LHA) and a survey administered to the GPs of the selected LHA. The GPs’ personal advice networks were assessed through an ad-hoc instrument and interpreted as egocentric networks. Multivariate regression analyses assessed two different performance measures.
Results
Social capital may influence the GPs’ capacity to meet targets, though the influence differs according to the objective considered. In particular, the higher the professional heterogeneity of a GP personal advice network, the lower her/his capacity is to meet targets of prescriptive appropriateness.
Conclusions
Our findings might help to design more effective primary care reforms depending on the pursued goals. However, further research is needed.
Introduction:
Small and medium-sized enterprises (SMEs) have to cope with globalization effects and technological change. Thus, strategic competence development is important, especially for low-skilled blue-collar workers who often do basic manufacturing tasks. However, only few available tools match the criteria which are important for personnel management in SMEs, as manageability, transparency of process, usability for different personnel development tasks and methodological rigor.
Method:
Within the research project StraKosphere, we developed the Competence Management Tool (CMT), matching the requirements we derived from employee and management interviews, using an established tool. The CMT includes the measurement of professional, interpersonal, methodical and knowledge-based competences. Furthermore, add-ons for verbal skills and outside the job acquired skills (e.g. during hobbies and leisure) are available.
First, actual or future competence requirements for a job are defined and evaluated afterwards, concerning employees’ actual competences. Individual and aggregated reporting is possible.
Value:
Decision makers may use the instrument to manage the competences of their employees in a strategic, conceptually and methodologically well-grounded way. It satisfies SMEs’ needs and is approachable for different target groups inside enterprises.
The article examines how different factors affect the development of perceived expertise affirmation for individual team members and for teams as a whole. A multilevel model is developed and tested to provide insights into the development and effects of positive identities at work by focusing on the affirmation of expertise as a key component of the positive work identity of employees. The model also aims to delineate factors that motivate individuals in work teams and enhance understanding of how and when teams function effectively. Team-level antecedents are found to help explain how inter-team differences in perceived affirmation develop.
The purpose of this paper is to examine social network analysis from the perspective of expertise studies and workplace learning. While research on expertise has traditionally been individually oriented, the present paper explores its socially distributed dimensions. Expertise relies on transactive processes involving pursuit of a network of mutually supporting projects where earlier achievements are used to manage more demanding intellectual environments. The paper includes theoretical introduction, methodological considerations, and a minor review of SNA studies that are related to workplaces. The research of social networks stresses the importance of cross-boundary analyses of workplaces’ networks and even experts’ past relations in their former networks. Previous studies have indicated some relevance to study the significance of the worker’s network positions. SNA studies have indicated evidence especially as regards the importance of cohesive network positions, mediator and boundary crossing roles, and the relationship between informal and formal power positions. Particularly, previous research has demonstrated a relationship between network structure and instrumental outcomes. As regards for network profits, individual-level results appear to be easier to evaluate than group- or organizational-level gains.
Feedback-seeking behavior is generally used to acquire job-related information that enables performance improvement. However, it can also be a form of impression management that improves an employee’s reputation. In this study, we show that employees who hold an image enhancement motive are more likely to seek feedback from their supervisors. Further, this feedback-seeking behavior mediates the relationship between the image enhancement motive and task performance ratings, consistent with the self-concept enhancing tactician (SCENT) model. However, we additionally incorporate socioanalytic theory to demonstrate that this indirect effect is moderated: the image enhancement motive translates into greater feedback-seeking behavior and task performance ratings only for employees with high political skill, who are capable of acting on their image enhancement motive successfully.
The competencies at work lead to significant organizational development that provides knowledge based organisations with a competitive edge. A dynamic and growing organization needs to continually review its structure and systems, creating new roles and responsibilities. The identification of employee potential to ensure the availability of people to do different jobs helps to motivate employees in addition to serving organizational needs. As global business
competition shifts from efficiency to innovation and from enlargement of scale to creation of value, management needs are oriented towards the strategic use of human resources. A critical factor related to an organization’s long term success, is its ability to measure how well employees perform and to use that information to ensure the tangible results. Awareness of employees about mapping systems and upgradation of process is necessary for overall development of individuals and organization. The present paper discusses in detail the competency mapping at various levels in a knowledge based organization and analyzes the gaps in required skill to improve the level of competency. The investigation was carried out by taking a study on a R&D laboratory based at Chandigarh, India as a model Knowledge Based Organization.
The issue of common method variance (CMV) has become almost legendary among today's business researchers. In this manuscript, a literature review shows many business researchers take steps to assess potential problems with CMV, or common method bias (CMB), but almost no one reports problematic findings. One widely-criticized procedure assessing CMV levels involves a one-factor test that examines how much common variance might exist in a single dimension. This paper presents a data simulation demonstrating that a relatively high level of CMV must be present to bias true relationships among substantive variables at typically reported reliability levels. The simulation data overall suggests that at levels of CMV typical of multiple item measures with typical reliabilities reporting typical effect sizes, CMV does not represent a grave threat to the validity of research findings.
Research summary : This article uses Exponential Random Graph Models ( ERGMs ) to advance strategic management research, focusing on an application to board interlock network tie formation. Networks form as the result of actor attributes as well as through the influence of existing ties. Conventional regression models require assumptions of independence between observations, and fail to incorporate endogenous structural effects of the observed network. ERGMs represent a methodological innovation for network formation research given their ability to model actor attributes along with endogenous structural processes. We illustrate these advantages by modeling board interlock formation among Fortune 100 firms. We also demonstrate how ERGMs offer significant opportunities to extend existing strategy research and open new pathways in multiparty alliances, microfoundations of interorganizational network formation, and multiplexity of ties among actors .
Managerial summary : Social networks are increasingly important in the business world, not only between individuals but also between organizations. Firms can obtain information, resources, and status through their external network connections, and understanding how these outside ties form is an important goal of strategy research. Our paper helps advance this effort by introducing a new tool for social network analysis, Exponential Random Graph Models (ERGMs) to the management and strategy fields. We provide an example of this method, demonstrating how social network ties form between companies when they hire common directors to their boards. Executives can benefit from this research through a greater understanding of how corporate relationships are built with allies as well as among competitors . Copyright © 2015 John Wiley & Sons, Ltd.
Contemporary office work is becoming increasingly challenging as many routine tasks are
automated or outsourced. The remaining problem solving activities may also offer potential
for lifelong learning in the workplace. In this study, we analyzed problem solving in an
office work setting using an Internet-based, semi-standardized diary to collect data close to
the process. Thirteen employees in commercial departments of an automotive supplier
participated voluntarily; they recorded 64 domain-specific problem cases in total. Typical
problems were moderately complex but rather urgent. They were detected by means of
monitoring, augmented feedback or feedback from others. The problems detected
provoked states of high arousal, including both negative and positive emotions. We found
that seeking support from others was the most common approach to problem solving, and
that in general problem solving offered considerable learning possibilities. Experts were
confronted with more complex problems than novices, they more often solved problems
using their domain-specific knowledge, but they also preferred social support. Surprisingly,
experts reported higher negative emotional states after having detected a problem than
novices. The results, the diary method and the limitations of the study are discussed.
Special Issue on Computer Supported Collaborative Learning
There is common agreement about the importance of workplace learning. Discussions about the topic have mostly focused on two major components: formal training and informal learning. These components have become the defining features of workplace learning. This article proposes a conceptual framework of workplace learning that is comprised of the interaction of three variables: 1) the location of the learning; 2) the extent of planning that has been invested in developing and delivering the learning experiences; and, 3) the role of the trainer, facilitator, or others during the learning process. The need for the proposed framework stems from two concerns. First, formal training and informal learning represent incompatible levels of discourse, making it difficult to have a cohesive understanding of workplace learning. Second, workplace learning appear to exclude a large segment of HRD practice, particularly when formal training programs occur in the work setting.
Purpose
This paper aims to examine the impact of problem-solving activities, emotional experiences and contextual and personal factors on learning from dealing with software-related problems in everyday office work.
Design/methodology/approach
To measure the use of problem-solving activities, emotional experiences and the contextual factors of problem characteristics and learning in situ, a research diary was used. To measure team psychological safety (contextual factor) and personal factors, including the Big Five personality traits, occupational self-efficacy and technology self-efficacy, the authors administered a self-report questionnaire. In sum, 48 students from a software company in Germany recorded 240 diary entries during five working days. The data was analysed using multilevel analysis.
Findings
Results revealed that asking others and using information from the internet are positive predictors of self-perceived learning from a software-related problem, while experimenting, which was the most common activity, had a negative effect on learning. Guilt about the problem was positively related to learning while working in the office (as opposed to remote work), and feeling irritated/annoyed/angry showed a negative effect. Surprisingly, psychological safety had a negative effect on perceived learning.
Research limitations/implications
Major limitations of the study concern the convenience sample and the disregard for the sequence of the activities.
Originality/value
This study contributes to the limited empirical evidence on employees’ problem-solving activities and informal workplace learning in the software context. To overcome the shortcomings of previous studies using retrospective assessments and in-lab observations, this study uses the diary method to investigate in situ.
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.
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.
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.
This study advances understanding of the conditions under which a new worker improves organizational performance. We argue that the extent to which new group members have experience working as specialists or generalists is a critical factor in explaining performance after the new member joins. We conceptualize specialists as those who concentrate on a particular component of an organization’s task, whereas generalists perform all components of the task. As such, a specialist must coordinate with other group members to complete the group’s task, which makes a specialist more interdependent with other members and in possession of more organization-specific knowledge than a generalist. We predict that (1) groups receiving specialist new members do not perform as well after the new member joins as compared with groups receiving generalist new members and (2) groups with new members whose work experience and recipient group structure are aligned (i.e., generalist movers into generalist groups and specialist movers into specialist groups) perform better than groups with new members whose experience and recipient group structure are not aligned. We test our hypotheses using a laboratory study in which we manipulate the extent to which new members and incumbent members of recipient groups work as specialists or generalists. Participants work as generalists or specialists in three-person groups and receive a new member who acquired experience as a specialist or generalist in another group. We find support for our hypotheses and provide evidence on mechanisms through which potential new members’ backgrounds enable them to contribute significantly to their recipient groups. New members who acquire experience in a structure similar to that of their recipient organizations report that they experience greater fit with their new groups, which enables their recipient groups to perform better than groups where new members’ experience and recipient group structure are not aligned. Additionally, our results suggest generalists may be more likely than specialists to transfer knowledge to their new groups.
Purpose
This paper aims to provide an understanding of influencing motivation and volition in the transfer of learning within the context of technical training in different countries by controlling predictors.
Design/methodology/approach
In six countries, employees from one automotive company’s service centres were asked to complete two online questionnaires after a blended learning training program with technical content (t1: 7 to 12 days after the training, t2: 5 to 7 weeks after). In total, 441 technical staff members participated.
Findings
Results suggest that motivation and volition mediate the effects of peer support, content validity and supervisor support on training transfer after a technical training. The outcomes show that peer support has an important influence on motivation and that national culture is less important than company culture.
Research limitations/implications
The results should be tested further in different trainings, companies and countries.
Originality/value
This is one of the first international studies to confirm peer support and content validity as predictors for motivation to transfer after technical training. It is also the first instance of exploring possible mediation by motivation and volition on peer support and content validity after technical training in an intercultural context.
In this paper, social network analysis techniques and regression models are used to explain the impact of the level of knowledge development on ego-network redundancy in a community of hospital physicians. Our findings document that the level of knowledge development and the extent to which knowledge is homogeneously distributed amongst collaborating physicians are related to the redundancy of their advice networks, albeit with opposite effects. Our results highlight also that the impact of these relationships on network redundancy is moderated based on whether partnering individuals belong to different professional groups. Our results provide valuable input for the management of knowledge networks within professional organizations.
This review examines several recent books that deal with the impact of automation and robotics on the future of jobs. Most books in this genre predict that the current phase of digital technology will create massive job loss in an unprecedented way, that is, that this wave of automation is different from previous waves. Uniquely digital technology is said to automate professional occupations for the first time. This review critically examines these claims, puncturing some of the hyperbole about automation, robotics and Artificial Intelligence. The review argues for a more nuanced analysis of the politics of technology and provides some critical distance on Silicon Valley's futurist discourse. Only by insisting that futures are always social can public bodies, rather than autonomous markets and endogenous technologies, become central to disentangling, debating and delivering those futures.
This study draws on costly signaling theory (CST) and explores the hidden motive of proactive knowledge sharing. We theorize that the need for status drives employees to generously share their tacit knowledge and special expertise to obtain social recognition and status as conferred by supervisory appraisal. We tested our hypotheses based on the moderated mediation model using a sample of 146 supervisor–subordinate dyads that were collected from South Korean organizations. The present analysis supports the proposed theoretical framework based on CST, thereby providing new insights into the need for status as an unexplored hidden motive of proactive knowledge sharing and the roles of job design factors as contextual contingencies. This study offers theoretical and practical implications related to knowledge management, employee motivation, and job design.
Practitioners spend a lot of time and money creating custom competency models for their organizations. Are their efforts worth it?.
This Handbook provides a state-of –the art overview of the field of workplace learning from a global perspective. The authors are all well-placed theoreticians, researchers, and practitioners in this burgeoning field, which cuts across higher education, vocational education and training, post-compulsory secondary schooling, and lifelong education. The volume provides a broad–based, yet incisive analysis of the range of theory, research, and practical developments in workplace learning. The SAGE Handbook of Workplace Learning draws together a wide range of views, theoretical dispositions, and assertions and provides a leading-edge presentation by key writers and researchers with insight into the field and its current state. © Margaret Malloch, Len Cairns, Karen Evans and Bridget N. O’Connor 2011.
The roots of current disciplines and domains of study reach well back in history. An exploration of their development shows that these areas of knowledge have not only reflected cultural changes, but have also influenced societies, especially through formal educational systems. Besides being characterized by their focus on a particular part of the world, disciplines are also distinguished by a specific way of thinking about their respective domains of study. Psychological research has identified several features of these pathways to knowledge (e.g., reading, writing, history, mathematics, and science) that generally define the landscape of academic practice.
Previous research has demonstrated the critical role communication plays in a group’s ability to recognize its expert members. This study looks broadly at the different forms of communication that might influence expertise recognition and considers how structural, relational, and communicative factors are related to individuals’ success in having their expertise recognized by other group members. In addition, we advance a view of expertise recognition in terms of expertise sharing, and consider the circumstances under which an individual’s self-perceived expertise is likely to match the perceptions of other group members. Drawing on survey data from 99 employees at a financial services company, we find that it is communication practices, and not structural influences, that primarily relate to group members having their expertise recognized by coworkers. The findings extend theory that views attributions of individuals’ expertise in organizations as a communicative phenomenon that emerges through work practices.
Testing the equality of two population correlation coefficients when the data are bivariate normal and Pearson correlation coefficients are used as estimates of the population parameters is a straightforward procedure covered in many introductory statistics courses. The coefficients are converted using Fisher's z-transformation with standard errors (N − 3)−1/2. The two transformed values are then compared using a standard normal procedure. When data are not bivariate normal, Spearman's correlation coefficient rho is often used as the index of correlation. Comparison of two Spearman rhos is not as well documented. Three approaches were investigated using Monte Carlo simulations. Treating the Spearman coefficients as though they were Pearson coefficients and using the standard Fisher's z-transformation and subsequent comparison was more robust with respect to Type I error than either ignoring the nonnormality and computing Pearson coefficients or converting the Spearman coefficients to Pearson equivalents prior to transformation.Keywords:correlation coefficient;pearson correlation;spearman correlation;Fisher z-transformation