Quantifying and qualifying the links that bind

Employees’ links to organizations and coworkers represent an important factor related to many work-related constructs in the Industrial-Organizational (I-O) Psychology literature. Often, I-O researchers conceptualize these employee links through either the number of workplace links or an employee’s perceived social support. However, these conceptualizations are potentially limited. Research into Social Network Analysis has investigated different quality dimensions in links (e.g., link strength and valence) which can significantly influence outcomes in social, workplace, and general well-being contexts. Thus, the present thesis project was undertaken to explore whether incorporating these quality dimensions of link strength and link valence adds any incremental utility to our understanding of workplace constructs. Bivariate and partial correlation analyses were used to test hypotheses. Results indicated partial support for both link strength and link valence as new constructs for measuring links.

Grantor dc:publisher

University of Tennessee at Chattanooga

Author dc:creator

• Dirghalli, Jared

Contributors dc:contributor

• Cunningham, Christopher J. L.
• Zelin, Alexandra I.; O'Leary, Brian J.
• College of Arts and Sciences

• Organizational effectiveness
• Employee motivation
• Organizational behavior
• Psychology, Industrial

Licence

• https://rightsstatements.org/page/InC/1.0/?language=en

Language dc:language

English, eng

Repository record dc:identifier

https://scholar.utc.edu/theses/559

OAI identifier oai:identifier

oai:scholar.utc.edu:theses-1704