How Could the Invisible Power of Informal Network Inspire Contextual Performance?

非正式網絡對脈絡績效的影響：以個人社會資本為中介變項

10.6147/JHRM.2007.0703.05

陳冠浤(Guan-Hong Chen)；李燕華(Yen-Hua Lee)；柯元達(Yuan-Ta Ko)

非正式網絡 ； 個人社會資本 ； 脈絡績效 ； 結構方程模式 ； informal network ； personal social capital ； contextual performance ； SEM

人力資源管理學報

7卷3期（2007 / 09 / 01）

91 - 115

英文

社會網絡及社會資本已在近年來成為組織行爲研究範疇的重要議題，本研究旨在探討個人於組織中非正式網絡（諮詢網絡及友誼網絡）的結構性位置，如何影響其所能從網絡中獲得的社會資本，以及是否會對其脈絡績效有正面的影響效果。經由蒐集自17家營利及非營利組織所蒐集到的505筆有效樣本進行寶證分析，研究結果發現，個體位於其工作諮詢及友誼網絡的中心性愈高時，所能獲得的社會資本亦愈高；而個人社會資本愈高，代表獲得的資源愈多，愈有能力協助同儕，亦愈有意願回餿組織；個人的社會網絡中心性，可透過社會資本的中介效果，對脈絡績效產生正向的影響。

Social networks and social capital issues have been combined with organizational behavior scope for decades. Nevertheless, the difficulty of methodology and data collection causes the rareness of related empirical study. We, in this study, attempted to contribute the work by developing a model that incorporates this overall argument in the form of a series of hypothesized relationships. This research based on collecting 505 valid questionnaires responding by managers from selected 17 companies including non-profit organization, insurance company and manufacturing firms. Empirically, the focus of this study is to gauge the normalized in-degree of centralities of informal networks (advice networks and friend networks) and personal social capital by social network analysis techniques. The results affirm that the mediating effects of personal social capital among informal networks and the employee's contextual performance are also attested.

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