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首页> 外文学位 >Transferring social capital from individual to team: An examination of moderators and relationships to innovative performance.
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Transferring social capital from individual to team: An examination of moderators and relationships to innovative performance.

机译：将社会资本从个人转移到团队：审查主持人及其与创新绩效之间的关系。

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摘要

In this dissertation, I explore the relationships between individual social capital, team social capital, and team innovative performance. The association between personal and group social capital is underexplored (Burt, 2000; Kilduff & Krackhardt, 2008), and is important to investigate so that we may improve our knowledge of how social capital transfers from individuals to their teams in ways that promote team innovation. I hope to contribute to the literature on social capital in teams in three important ways.;Within team-based settings with high innovation requirements, I first propose that the structural bridging social capital (i.e., ties outside the team) of team members is an important predictor of the team's structural bridging social capital. Second, transferring social capital from the individual to team level, I suggest that a team member's sharing of his/her bridging social capital resources is influenced by relational, cognitive, and task components, including group identification, dyadic trust, team member exchange, and shared vision. Finally, I investigate the role of transactive memory systems and bonding social capital (i.e., ties inside the team) in explaining the relationship between team structural bridging social capital and team innovative performance.;Study participants were 263 members of 38 project teams in the merchandising displays division of a large paperboard and packaging manufacturer in the United States. I find that individual bridging social capital predicts team structural bridging social capital. Additionally, psychological identification with team, psychological identification with organization, team member exchange, and shared vision moderate the relationship between individual and team structural social capital. I conclude by discussing the implications of these findings for social capital and team innovative performance theory and practice.
机译：本文探讨了个体社会资本，团队社会资本与团队创新绩效之间的关系。个人和团体社会资本之间的关联尚未得到充分的探索（Burt，2000； Kilduff＆Krackhardt，2008），这一点很重要，因此我们可以提高我们对社会资本如何从个人向团队转移到团队的认识，从而促进团队创新。 。我希望以三种重要的方式为团队中的社会资本文献做出贡献。在具有较高创新要求的基于团队的环境中，我首先建议将团队成员的结构性社会资本（即团队外部关系）架桥团队结构桥接社会资本的重要预测指标。其次，将社会资本从个人转移到团队层面，我建议团队成员共享其桥接社会资本资源的过程受关系，认知和任务组成部分的影响，包括组识别，二元信任，团队成员交换以及共同的愿景。最后，我研究了交易记忆系统和社会资本（即团队内部的纽带）之间的关系在解释团队结构桥接社会资本与团队创新绩效之间的关系时所起的作用。研究参与者是商品营销中38个项目团队的263名成员展示美国一家大型纸板和包装制造商的部门。我发现个人桥接社会资本可以预测团队结构桥接社会资本。此外，与团队的心理认同，与组织的心理认同，团队成员的交流以及共同的愿景，缓和了个人与团队结构性社会资本之间的关系。最后，我讨论了这些发现对社会资本和团队创新绩效理论与实践的意义。

著录项

  • 作者

    Edinger, Suzanne Keasey.;

  • 作者单位

    University of Maryland, College Park.;

  • 授予单位 University of Maryland, College Park.;
  • 学科 Business Administration Management.;Sociology Organizational.
  • 学位 Ph.D.
  • 年度 2012
  • 页码 130 p.
  • 总页数 130
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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