PROFESSIONAL
DEVELOPMENT AND HUMAN RESOURCES MANAGEMENT IN NETWORKS
Evgeniy Rudnev
Moscow State City Pedagogical University, Russian
Federation
E-mail: leadershiprudnev@yahoo.com
Submission: 10/10/2015
Accept: 05/02/2016
ABSTRACT
Social networks occupy more places in development of people and
organizations. Confidence in institutions and social networking are different
and based on referentiality in Internet. For
communication in network persons choose a different strategies and behavior in
LinkedIn, resources of whom may be in different degree are interesting in Human
Resources Management for organizations. Members of different social groups and
cultures demonstrate some differences in interaction with Russian identity
native. There are gender differences behavior in networks. Participating in
groups need ethical behavior and norms in social networking for professional
development and communication in future.
Keywords:
social networks; virtual communication; referentiality;
trust; behavior strate-gies; gender differences;
ethics in social networking
1. INTRODUCTION
In
paper «Worker autonomy and the drama of digital networks in organizations»
(1999) Philip Brey wrote, that people including into
digital networks is «technological drama”. However, a few years later there are studies that
reveal different aspects of behavior
and building networks: on network
power and globalization (GREWAL, 2003), networks (SCHULTZ-JONES, 2008),
sub-networks, uncertainty and knowledge sharing (MILAR; CHOI, 2010), Source for
Information (KJOS, 2009), vertex processes (ALMQUIST. 2013), motif-based
characterizations (CUNNINGHAM, et al. 2015), friendship networks and social
status (BALL; NEWMAN, 2013), repeated interaction networks (WANG; et al. 2013),
modeling of networks (HOFF, et al. 2013), detection of structural features (SCHAUB,
et al. 2015), multi-modal dark networks
(GERDES, 2014), graphical models for dynamic networks (WIT; ABBRUZZO, 2015) mid
size cliques in networks (SLATER; ITZCHACK; LOUZOUN, 2014), the variety of local
and global patterns in empirical networks (RICHARDS; WORMALD, 2014),
vulnerability and power on networks (BOZZO; FRANCESCHET; RINALDI, 2015),
algebraic structures of complex networks (SIMAS; ROCHA, 2015).
Anderson
(2008) noted - when other network members are not important to a person, or are
disliked, people may actually prefer to disagree with that social network
member (and therefore, may be quite comfortable with attitude heterogeneity
with the network. In parallel, research is being conducted with the use of
network analysis in organizations. For
example, on diversity of relationships, and whether an actor's topological
position in a social network (GRECH, 2009)
Social
networks allow organizations not only to declare themselves, but also be a resource
for development of individuals and organizations. The advantage of social
networks as opposed to really - existing organizations is on freedom of persons
into association or group, which serves as a powerful tool for development: can
detect an similar problems; meet with various experiences and options to
address them; meet with leading experts in various fields of science and
business; share their experiences and to express respect to the opinions and
experiences of others.
There
is not accurate statistics of registered users with the global-social networks.
The number of users of Facebook and Twitter ranges of the population of China and India (Fasebook - over 1.25 billion users and more than 240
billion contacts. Contacts, Twitter - 232 million users (PISKORSKI, 2014), and Linkedin - close to the population of the United States of
America (380 million).
The
world's largest professional network is Linkedin
(USA). It is the most interesting to study the behavior of adults in the Linkedin network. According to Francesca Gino, Harvard
University professor, we have not fully complete information about a person and
his purposes in networks. At the same time professional communication networks
is useful to the extent that the person is willing to share information with
other people. This situation can be compared to the work of on-line platform Cursera.
In
this case, the author reveals some exclusive information, which previously
shared with the door closed in the audience. However, the mere provision of
in-formation is just an excuse for information exchange and communication, but
communication between adults.
Block
and Grund (2014) answered: “What are the substantive
implications that follow for the formation and dissolution of social relationships
when individuals have more than one attribute in common? While similarity on
more than one attribute might increase opportunities to meet, this does not
have to translate into friendship relationships being formed.
Not
all of individuals’ attributes might be salient and matter when social
relationships are formed”. Adults, unlike children and teenagers have a rich
social experience - both personal and professional. In this connection there
may be between people of knowledge differences - a subjective picture of the
world that can be both the foundation for the emergence of virtual
communication and confidence, and obstacle.
The
essence of social networking is the information exchange and social capital
building (KOZYREV, 2011), that is
personal and professional development by the network resources. “As People
already spend a great deal of time engaged in work or education-based
activities. Most activities, however, restrict interactions to a limited set of
people, implying that people will often be unable to establish new
relationships that fit them.
As a
consequence, this method of establishing new relationships will entail
substantial bredth interaction costs. Broker-based
means of establishing new relationships afford greater breadth than is possible
through activities” (PISKORSKI, 2014) Information exchange is the process of
transferring, presenting and evaluating the visual and contextual information
in the network.
Participation
in the exchange of information is determined by the motivation of the participant
network - passive perception, curiosity,
motive to achieve, the search of answer to question, solution and
opportunities. A higher degree of development contributes to active
participating position of a person in the network.
However,
modern social networks for adults are a new type of high-yield companies, based on the exchange of
information, advertising sales, restriction to information access for potential
employees of the organizations and customers. According Anik
(2011) connecting others leads to increased well-being and micro level
(matchmaking) can translate into social capital at the macro level (increasing
social network density).
The
specificity of human presence in the professional network is that a participant
is a member of organization - with values and standards of work, and from the
other hand is a potential partner in the business and employees of other
organizations.
Implementation
of human motivation and support of commercial success with social-networking
provides a virtual connection. Virtual communication is the degree of contact
between people by means of communication network that enables people to carry
out information exchange and professional development.
Virtual
communication can be described by two characteristics - strength and depth.
Strength is the degree of influence is exerted on the person as a result of the
information exchange. The strength of the virtual connection is manifested in
power provided by one person to another.
However,
in a virtual environment, power is manifested differently. For example, to
access to some of network members - the person is influencing have to use a few
words or expressions of the titles of articles, comments and personal judgments,
that to demonstrate a power. Thus, the power of virtual communication is more
humane than in real organizations, and the person receiving the information retains
freedom of choice in decision.
Depth
is the degree of sympathy in virtual environment communication. The depth of
the virtual connection is shown in the number of positive assessments of
judgments, expert opinions, information which a person shares in social
networks, assessment of competencies in the profile.
2. METHODS AND PROCEDURES OF THE STUDY
In this study, the case method is
used (MAYLOR; BLACKMON,2005) – analysis of one case. On the first stage was
formed the profile of Linkedin with a total amount of
785 co-contacts. The number of contacts included - professors from the universities
of the world with different status and country of origin, General Directors,
HR- specialists, journalists, artists, professionals and middle managers - men
and women in the ages of 25 to 85 years. Then the file was destroyed as a
result of a hacker attack and again restored. Step experiment was 3 months -
from cooking-yang of March 2015. The study recorded the following:
a) The degree of deviation of repeated contact
invitations to participants, were part of a network contacts;
b) Initiatives invitation to contact - before the
destruction of the profile, and after.
For the purity of the experiment for
a period of recovery profile author of the study initiated contact invitation
only parties that were parts of the network.
During the research the following
question arises: is different the accepted understanding of confidence in the
organizations of traditional type from confidence in social networks? and on
what it is based? what and how different people's behavior in a professional
network? what are the relations of individual and group? What behavior is coming
to more confidence and recognition of the network of professional contacts?
In the study, there were several
hypotheses:
a) gender differences in the behavior of online and
offline - are no different;
b) the national identity plays a role in establishing international
contacts;
c) the relationships of individual and group network are determined on the rules established by
leader;
d) foreigners are employed in Russia - less trusted than
the individuals of Russian identity.
2.1. Confidence in social networks
Of particular note is the phenomenon of confidence in social networks. In the human sciences trust is understood as:
·
social capital accumulated by society in effective communication (ANTONENKO, 2006,
384);
·
the main factor for establishing a long-term communication and integration (KOZYREV 2011, 20);
·
community members
arising the expectation that the
other members are behaving more or less predictably,
fairly and with attention to the needs of others, in accordance with certain general rules (FUKUYAMA, 2008, 52).
It is
emphasized that without confidence and mutual respect can neither unite people,
not to involve various social groups in the process of close and constructive
cooperation (KOZYREV, 2011), and society,
where there is the trust is able to organize the work of people in a more
flexible manner and on a collectivist basis, it is able to delegate more responsibility
from the grassroots level.
(FUKUYAMA,
2008) The nature of confidence in social networks differs from the confidence
in the institutions of the "traditional" type, which is associated
with the motives of the presence in the social network: the search for people
on the basis of professional interest; mediation parties who come into contact;
ability to communicate at a distance (economic barrier); uncertainty and risk; referentiality as a factor of confidence in social
networks.
Watts
and Koput (2014) emphasized that diversity can create
a structure characterized by suppleness. This occurs because a preference for
diversity promotes overlapping and redundant weak ties during the early stages
of network formation.
Preferentiality
is the degree of coincidence of members interests in the network. Than more is
a level of referentiality
than higher the degree of confidence. However, people having the same interest
may be in competition situations. That's why the profiles of network
participants often are viewed by their direct competitors.
At
the same time, along with the referentiality to
establish a virtual communication and confidence can have the same meaning as
in normal conversation - attraction (the emergence of man by man perception
appeal and sympathy of one of them to another, often not realized) (BODALEV, 2015).
Since
the attraction eliminates the unequal relations - on the Internet, it is stronger.
We have determined that when agents choose the timing of their decisions
strategically, they order themselves in a manner such that those with the best
information decide first, and those with worse information are willing to wait
in order to learn from early decision makers (ROGERS, 2006)
2.2.
Behavior strategies in LinkedIn
In
the social network Linkedin are observed the
different behavior strategies participants.
The network structure around an object can tell us a lot about that object. (CUNNINGHAM,
et al. 2015) Rogers (2006) recognizes,
first, each individual has an intrinsic value.
Second,
each individual allocates a resource budget across links to others. Third, the
benefit that one individual receives from another is the product of the total value
of the other agent and the strength of the relevant link. Thus, more valuable
agents and stronger links confer greater benefit.
Fourth,
the total value of each agent is the sum of the intrinsic value and the benefits
from all of the connections to other agents. Thus, value is achieved both
through intrinsic value and through high quality connections to other high
value agents.
First strategy -
leader of the network - the carrier of an idea, often has a scientific degree,
a professor or advisor status (more 1000 contacts). Places own materials, presents the materials of
others, initiates group discussions, encourages others. As a rule, he (she) has
own website, is published offline actively.
Maybe
to monitor other experts and comment their expert materials or opinion.
Responds to letters, socially active, has a wide range of contacts - from the
thousands and above, has a global impact - strong and deep the virtual
connection.
The
main motives - self-assertion, expanding influence, support status. The high
level of personal point of view, personality. Not more than 5% of the total
number of participants in the network. From the point of view of
personal-development and personnel management in the organization can be useful
as an expert. However, such people usually have
a high degree of selfrealisation,
can occupy a managerial position.
Thus,
reluctant to sacrifice a freedom, adhering to the organization as an employee.
The persons of this strategy have the motives of a higher order, so they can be
considered as the invited experts, emphasizing the status-diffract ion with
special conditions of employment - a creative work, the work in the project,
the quality of the supervisor, more flexible working hours.
Second strategy – expert (500 and more contacts).
From 10 to 15% of the network
members. The man, who is a professional
in some niche or sector. Unlike the first strategy, people carrier, as a rule, does
not produce its own product (texts),
but shows a high level of activity in the network (presents, relates to wrote a
comment).
One of behavior tactics
- information monitoring on the profile and the
active exchange of it, which causes a high level of trust
and provides a high level of
traffic in the network profile. For example, economic
pharmacist presents the materials on
relevant medicine topics, the specialist on retail on various aspects of
retailing - from rent to the current state of retail in Russia, director of
environmental projects - with a humorous approach to smoking, furniture design,
original, unfamiliar objects of nature that inducing curiosity.
Representatives
of this group may exhibit a deviant behavior. In this case, the content is not
the same professional context (for example, a sports podiatrist with a French
identity - of France, love, gender, art). People who choose this strategy may have a greater need for self-promotion,
recognition, raising the status of network resources. Such a person has a wide
range of contacts, including abroad.
His
(her) life may be useful from the point of view of the organization. However,
as a rule, such people have sufficient income and status, and the conditions of
their employment to wear a personalized character, for example, a higher
position in the administrative hierarchy, leadership in meaningful projects
providing additional conditions for the application of knowledge and
experience. However, such people at least can trust an unknown brands and
companies.
Third strategy - specialist - most members of the network. He (she) strives to keep up with the time or go to the
networks to address personally
significant problems on the advice of
friends. May have
the status of a premium member.
Since this is a fairly broad group, the representatives of
this strategy may vary based on - job search, coping
with risk behavior (selected psychologists, often with some recognition outside
the network), representation of the
organization in a virtual environment.
Loyal to the network rules - prefer not to take risks, accept invitations
from known persons, nothing comment or comment occasionally, showing the
position of compromise ("Yes, in part - the truth"), advertise the
service corresponding to the profile of their activities or positions of the
line sometimes, demonstrate own achievements, which creat
the illusion of activity. They have a small circle of contacts in the network
from 30 to 500, can use the network of other participants, but are not willing
to share his (her). They have a potential interest as employers because some of
this group are not satisfied in work now.
Fourth strategy - the refusal to communicate on the network base in Internet. Up to 3% of
the network, as the famous people such as "ordinary" members of the
network. Number of contacts - 1-2. The main theme - the reluctance to compress
virtually, avoiding unnecessary risks, skeptical attitude to virtual
communication, social networks in general.
Give
preference to live communication. In some cases, one can observe two files at
the party - with the fourth strategy and the strategy of higher order when the
person taking the fourth strategy is becoming more active in social networks.
With regard to people with a fourth strategy can be applied two kinds of
tactics in terms of the potential for real organizations - both offer special
work (like the people are choosing the first and the second strategies) as well
as a place for the development of abilities, the disclosure of the potential
(like working with the third strategy people).
2.3.
International
communication in the network
An
indication of orientation to international communication is the profile of the
Russian party in English language. Member representing information about
himself in his profile in English language, as a rule, has international
contacts, and thus can be a source of new contacts abroad and is aimed at a
wider circle of colleagues. The experience of building the profile in Linkedin shows that with the support of Russian identity is
actively enter into communication carriers other identities (Hindus, Americans,
Italians, French, Swedes, British, Australians, Arabs, Austrians, Swiss).
Network
analysis provides an intuitive association of social power with access, but it
also adds an important qualification: access may impose constraints on autonomy
as well as offer opportunities for influence. Network structures and ties also
create behavioral expectations: states in certain positions can be expected to
play certain roles. For example, (Hafner-Burton, Kahler and Montgomery, 2009) Germany’s foreign policy
orientation cannot be easily predicted by its overall capabilities, whether
military or economic. Its combination of reciprocal constraint within dense,
overlapping networks is one that the German elite has maintained since 1945.
That
is why the representatives of the nations
that show the opposite behavior (by the number of rejections and received invitations) are
Germans. Most active
in contacts linking are eastern
men and representatives of the African
continent with a doctoral degree (for
example, Iranians, Moroccans, Indians), which may be due the need for greater recognition of the scientists of non-European origin and
their contribution to science and the whole interest to Russia
as a source of information.
The
largest number of rejected invitations shown Norse
and Japanese men. In general,
immigrants, foreigners (regardless of sex) often initiate contact with his hand, that perhaps due
to the more pronounced in this social group needs for social recognition. In general, representatives of oriental culture, demonstrate a greater commitment in the loyalty to
the network, which may be due to the collectivist type of most Eastern cultures.
As Merluzzi, Hitler (2010) write “vary in their emphasis
towards cooperation versus individual achievement”.
Most
social groups in the LinkedIn network belongs to the Americans, which are
associated in general with a focus on the theme of leadership (assuming the
initiative in the debate) and socionic approach to
research, is quite common in the United States, as a social norm in science.
Monitoring
shows that in general, Americans exhibit the behavior inherent in and outside
the Internet, in particular, the priority of the protection of private property
and the rights to it. In social groups, there is a tolerant attitude towards a
foreigners. At the same time to place comments in the first stage in a group,
they are reviewed and censored leader or moderator, and then placed for access
to other members of the group.
Only
with the acquisition of confidence - compliance with the adopted rules -
socialization in the group open access initiatives for commenting or
discussion. In general, Americans exhibit a twofold relation to the comments of
a foreigner - ignored (you will not notice, or rather, simply, to express their
own point of view, because in American culture preference is given to the
personal - personal - achievements), or react approvingly, show a
participation, positive emotions in the comments - recognize ("you develop interesting
ideas", "this is a decisive factor-conductive," etc.)
Currently, Americans strive to make a participation in social networks, the social norm. In particular, to consider the information in employment - the presence in the
networks to the activity and
visits to various resources. Currently, there are legal acts that prohibit doing it. For example, the California agreement privacy. Since
such a rule is in the process of social experiment, one can argue about
it as controversial.
However,
most likely its establishment - a
matter of time, because now is
formed another social norm,
according to which people who are not included
in social networks, can be
attributed to a group of social
phobia. In this connection, such
a person may be limited access to
certain types of employment or
work in employment.
2.4.
Women in LinkedIn
social network
Women
are actively involved in network of professional contacts. Observations show that women of eastern origin are more active in contacts initiating,
independently from affiliation and place of residence (for example, Japanese, Thais or US immigrants with Turkish or Russian roots of
Eastern origin). While women of American and European origin are great
restraint - curiosity, prefer to contact at the initiative of foreign men
(social norms accepted in society (non-Internet) are satisfied in Internet
too).
However,
this provision is shown is not uniform. The degree of activity of women in
contact initiating in social network with a man are depended the position which
they occupied in the organization and the degree of entrepreneurship is needed
for performing their professional duties (eg, a
specialist of the international department of
University, HR-consultant, lawyer).
Than
more a woman is self-employed or her occupation manifestations enterprise
requires, to a greater extent, it "breaks" social norm
"initiative in communication comes from man." In addition, we are
faced with the opposite behavior,
than higher the status of women in the organizational hierarchy, the probability of its rejection of the invitation to dialogue, initiated by the man above.
In general, in case of interruption
of contact women tend more often 1.5 to
reject the re-invitation to the
information exchange as compared to men. Among men, often by re-sloping
invitation in the case of interruption of the contact by the representative of creative professions
(journalists, artists), it is possible
to con-with reference to show.
In other words, in the case of various professions interests of people tend to trust others from the general principles of trust, rather the motive of
curiosity or subjective motives. Men
and women's network structures differ in several important ways. Although no
major differences were found in instrumental networks, males break status
boundaries in friendships more often and have higher prestige in the friendship
networks. (HASAN, 2010)
Can
say that men are more "frivolous" than a woman,
that is, make decisions faster - accept or reject, at the invitation. In general, the restoration of confidence that women need
more information about the reasons for
interruption of the contact. In general, the confidence does not depend on the time of interruption of the contact.
Certain social groups in social networks account for expats (foreigners
employed labor in Russia) - in my experience of the European ranks men (French, Italians, Germans). In general, expats demonstrate a high level of confidence that can be associated with one hand, with a higher level of trust in society in Europe.
On the other hand, the need for friends with the Russian national identity. The hypothesis that expats have less
trust in the interruption of
contact than the kind
of native national identity
has not been confirmed.
2.5.
Social groups and
human in the network
Box-Steffensmeier, Christenson (2014) in their research noted
while many of the same factors shape membership networks, religious, labor, and
political organizations do not share the same structure as each other or as the
business, civic and professional groups.
In
social networks, people can belong to a large number of social communities on
the basis of professional interests - the content of the groups can be
complementary or similar, and the degree of participation - a leading member of
influencing, making the first steps. Experience in building my own profile
showed that enter social group is more difficult during the initial entry,
which can be a link, but the lack of experience at the initial stage of
networks use, as well as the fact that this procedure is determined the rules
are established by the leader - the initiator of the group.
Carter
and Dechurch (2012) emphasize that the leadership in
the network describes a set of people and models of influence-relations binding
them. The direction and understanding of patterns provides an understanding of
the impact of the adoption of rules in the group. In general, at the present
stage, many previously closed groups tend to be more open, due to the limited
resources to the development of the group, in this case, and greater
opportunities for the development of specialists, including heads of
organizations.
G.B.
Schmidt showed that the development of the group depends on how leaders can
best facilitate communication and to ensure coordination between people, as
opposed to face to face communication in real organizations. (SCHMIDT, 2014)
The
more participants in the group, the
more opinions and richer information exchange, the smaller - the
exclusive opinion or information, but less influenced
by the group on the network.
Increasingly popular hypothesis of
belonging to a not-how many teams in the network and their interaction with each other as a team can surface
treat the problem, and in the interaction,
dance with others - to offer new solutions that
ultimately poses-wills
to make innovation more feasible. (Sullivan, Lungeanu, Dechurch, 2015)
2.6.
Ethical aspects of network communication
Despite
the rules established directly with the developers of networks - has not
developed standards relating to
communication on the Internet. The
problem of ethics is becoming one
of the leading modern research. (NEUBERT;
WU; ROBERTS, 2013). However, the standards
that enhance the exchange of information
for the personal development of professionals in the organization and human
resources management in general are
necessary:
·
Borrowing contacts moderation. Excessive borrowing contacts as a result of the establishment of a virtual connection
can lead to the interpretation of
the individual consumer type and reduce the level of trust. In addition, it
can narrow circle of contacts
and cause a negative opinion about human behavior in the network.
·
Positive attitude to people. The criticism, disagreement,
difference in points of view are appropriate in a social network, and can extend the view of the considered professional problems. Overall, however, more positive
views in attitude - assessment – create a greater confidence and promote a mutual recognition in the social network.
·
Express their point of view. Attitude to others' opinions and positions
indicates a greater openness, reveals the motivation rights,
increases the attractiveness for other people, the number of invitations
based on the reference and the number of contacts, and hence the power of the virtual link.
·
Information about professional events or work. Sharing personal professional information - where and what is happening, what a busy man -
expands an idea of a person as a professional, aspects of his life in the profession. A different experience and approach to work form the idea of individuality.
In
social networks, you can watch some
incidents. In particular, the person with 3000
contacts can bind 15 million. Professionals, and a man with 300
contacts - 17
million, due to the choice of strategy in building a network. The
wider interest of a person
and the more curiosity as a personal
quality, the broader outlook and chat - more opportunities for the development of richer information exchange, professional development activities, information for organizations
development.
Thus,
social networks provide opportunities for professional development and
human resources management in
organizations.
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