DOCTORAL DISSERTATION RESEARCH: Forms of Exchange, Uncertainty, and Retention in Social Networks

博士论文研究：社交网络中的交换形式、不确定性和保留

基本信息

批准号：
1003281
负责人：
Linda Molm
金额：
$ 0.87万
依托单位：
University of Arizona
依托单位国家：
美国
项目类别：
Standard Grant
财政年份：
2010
资助国家：
美国
起止时间：
2010-04-01 至 2011-03-31
项目状态：
已结题

来源：
https://www.nsf.gov/awardsearch/showAward?AWD_ID=1003281&HistoricalAwards=false
关键词：
DOCTORAL DISSERTATION RESEARCH Forms Exchange

项目摘要

SES#: 1003281PI: Linda D. MolmCo-PI: Scott V. SavageUniversity of ArizonaThis project tests whether two types of social exchanges (reciprocal and negotiated) differentially affect the likelihood of actors exiting a social network in order to join a new social network and whether structural inequalities affect such choices. Reciprocal exchanges involve an actor deciding to initiate an exchange by providing benefits to another without knowing whether the other will reciprocate. Negotiated exchanges involve actors bargaining over the terms of an exchange. An experiment will be conducted to test whether exchanging in a social network characterized by reciprocal exchanges compared to negotiated exchanges make actors less likely to leave their existing networks for an uncertain alternative social network. Broader ImpactsThis research has the potential to generate results that are of valuable to organizations. Turnover can be costly for employers, and many employers actively try to improve employee retention rates. If the two types of interaction studied differentially affect whether people choose to leave their existing social networks in order to interact with people in a new social network, there will be evidence to suggest that one way managers might improve employee retention is by implementing policies and structures that advocate one form of exchange or interaction over the other.

SES#：1003281PI：Linda D. MolmCo-PI：Scott V. Savage 亚利桑那大学该项目测试两种类型的社交交换（互惠和协商）是否对参与者退出社交网络以加入新社交网络的可能性产生不同的影响，以及结构性不平等是否会影响此类选择。互惠交换涉及一个行为者决定通过向另一个人提供利益来发起交换，而不知道另一个人是否会回报。协商交换涉及参与者就交换条款进行讨价还价。将进行一项实验，以测试与协商交换相比，以互惠交换为特征的社交网络中的交换是否会降低参与者离开现有网络而转向不确定的替代社交网络的可能性。更广泛的影响这项研究有可能产生对组织有价值的结果。人员流动对于雇主来说可能代价高昂，许多雇主积极尝试提高员工保留率。如果所研究的两种类型的互动对人们是否选择离开现有的社交网络以便与新的社交网络中的人互动产生不同的影响，那么就有证据表明，管理者提高员工保留率的一种方法是实施政策和结构提倡一种形式的交流或互动而不是另一种形式。