网络数据蕴含着巨大的科研价值，贸易网络、金融网络、高铁网络、创新网络、知识网络、信息网络、人口网络、生产网络……万物皆可视为网络或与网络有关。网络在经济研究中起着重要作用，网络形成演化的过程与机制、网络效应、网络位置对个体选择都可能产生重要影响，使用网络的概念，探究网络的结构，已经成为计量经济学的一门新手段、新时尚。为此我们专门开发了《复杂网络与经济学应用研究科研训练营》，通过基础讲解，论文复刻，帮助大家掌握该研究方法。
今天笔者给大家分享一些《Academy Of Management Review》发表的与网络分析的研究，以便学习网络分析等新方法在经济管理领域的应用（排名不分先后，有遗漏欢迎朋友们补充）。
注：为方便大家阅读，公众号“社科学术汇”后台回复“AMR网络”获取文章PDF，仅用于学术交流，原文版权归原作者和原发刊所有。更多与社科因果推断、文本、音像、网络结构数据挖掘、机器学习、网络爬虫相关的学术资源交流，请“社科学术汇”公众号后台回复“社群”添加
Kuwabara K, Hildebrand C A, Zou X. Lay theories of networking: How laypeople’s beliefs about networks affect their attitudes toward and engagement in instrumental networking[J]. Academy of Management Review, 2018, 43(1): 50-64.
【英文摘要】There is growing evidence of a "knowing-doing gap" in networking: many people feel conflicted or ambivalent about engaging in instrumental networking, even while recognizing the importance of being well-connected. Here we turn to an important piece of the puzzle that has been undertheorized: laypeople's beliefs about the nature of networks. Borrowing from the literature on lay theories in motivational psychology, we examine the effects of how laypeople construe different components of networks-individuals and their social intelligence, social relations, and social capital-as relatively fixed or malleable. We explain how each belief affects people's attitudes toward both the utility and morality of networking, with consequences for their engagement in different forms of networking (searching for new ties, maintaining existing ties, and leveraging social capital). We also consider these beliefs' downstream consequences for the size, diversity, and cohesiveness of networks people build. Overall, by examining the role of domain-specific beliefs and attitudes that undermine people's motivation to network, our model departs from existing views of networking based on rationality, personality, and perception to shed new light on the motivational psychology of networking.
【英文关键词】IMPLICIT THEORIES; SOCIAL NETWORKS; EMOTIONAL INTELLIGENCE; PERSONALITY;
【中文摘要】越来越多的证据表明，人际关系网中存在“知行差距”:许多人对参与工具性人际关系网感到矛盾或矛盾，尽管他们认识到了良好人际关系网的重要性。在这里，我们转向这个未被理论化的难题的一个重要部分:外行人对网络本质的信念。借用动机心理学中非专业理论的文献，我们检验了非专业人员如何将网络的不同组成部分——个人及其社会智力、社会关系和社会资本——解释为相对固定或可塑的影响。我们解释了每种信念如何影响人们对网络的效用和道德的态度，以及对他们参与不同形式的网络的影响(寻找新的联系，维持现有的联系，利用社会资本)。我们也考虑这些信念对人们建立的网络的规模、多样性和凝聚力的下游影响。总的来说，通过检查削弱人们网络动机的特定领域信念和态度的作用，我们的模型从基于理性、个性和感知的现有网络观点出发，为网络的动机心理学提供了新的线索。
【中文关键词】隐性理论；社交网络；情商；性格；
Robertson K M, O’Reilly J, Hannah D R. Finding meaning in relationships: The impact of network ties and structure on the meaningfulness of work[J]. Academy of Management Review, 2020, 45(3): 596-619.
【英文摘要】Research has pointed to the importance of interpersonal relationships in the meaningfulness of work, but significant and under-examined issues remain. For example, what types of relationships have the potential to produce a sense of meaningfulness of work? Further, through what mechanisms do these relationship features affect meaningfulness of work? To answer these questions, we adopt a social networks theory lens to explore how the content and structure of an individual's network ties can influence his or her experience of meaningfulness at work. Our central argument is that network features produce various social resources that facilitate the conditions that create meaningfulness of work. We develop a theoretical model that links the resources provided from three overarching network types, which we label the entrepreneurial, clique, and community-of-practice networks, to three distinct pathways to meaningfulness of work. We also incorporate individuals' meaning-related preferences into our model, by explaining how the efficacy of social network resources in producing meaningfulness of work will depend on whether the facilitated pathway appeals to an individual's authentic self.
【英文关键词】SOCIAL NETWORKS; JOB; LIFE; SELF; WORKPLACE; RESOURCES; IDENTITY; STRENGTH; COHESION; FRIENDS
【中文摘要】研究已经指出了人际关系在工作意义中的重要性，但是仍然存在重要的和未被研究的问题。例如，什么类型的关系有可能产生工作的意义感？此外，这些关系特征通过什么机制影响工作的意义？为了回答这些问题，我们采用社会网络理论的视角来探索个人网络关系的内容和结构如何影响他或她对工作意义的体验。我们的中心论点是，网络特征产生了各种社会资源，促进了创造工作意义的条件。我们开发了一个理论模型，将三种主要网络类型(我们称之为企业家网络、小团体网络和实践社区网络)提供的资源与三种不同的工作意义化途径联系起来。我们还将个人的意义相关偏好纳入到我们的模型中，解释了社会网络资源在产生工作意义方面的功效将如何取决于促进路径是否吸引个人的真实自我。
【中文关键词】社交网络；工作；生活；自我；职场；资源；身份；实力；凝聚力；朋友
Methot J R, Rosado-Solomon E H, Allen D G. The network architecture of human capital: A relational identity perspective[J]. Academy of Management Review, 2018, 43(4): 723-748.
【英文摘要】Managing constellations of employee relationships is a core competency in knowledge-based organizations. It is timely, then, that human resource management scholars and practitioners are adopting an increasingly relational view of human resources. Whereas this burgeoning stream of research predominantly positions relationships as pathways for the transmission of resources, we shift attention by spotlighting that the interplay between human resource practices and informal relationships perforates deeper than resource flows; it also influences how individuals view and define themselves in the context of their dyadic and collective relationships. Moreover, because human resource practices routinely involve human capital movement into, within, and out of the organization, these practices have implications for the network architecture of organizations. We integrate the social network perspective with the theory of relational identity to present a relational theory of human resource management that informs how modifications to internal social structures stimulated by human resource practices can influence individual outcomes by transforming individuals' self-concepts as relationships are gained, altered, and lost.
【英文关键词】HUMAN-RESOURCE MANAGEMENT; PERFORMANCE WORK SYSTEMS; SOCIAL NETWORKS; LONGITUDINAL EXAMINATION; ORGANIZATIONAL OUTCOMES; INFORMAL NETWORKS;
【中文摘要】管理员工关系是知识型组织的核心能力。那么，人力资源管理学者和实践者采用一种越来越关系化的人力资源观是适时的。虽然这种新兴的研究流主要将关系定位为资源传递的途径，但我们通过强调人力资源实践和非正式关系之间的相互作用必然比资源流动更深入来转移注意力；它还影响个人如何看待和定义他们在二元和集体关系中的自我。此外，由于人力资源实践通常涉及人力资本流入、流出组织，这些实践对组织的网络架构有影响。我们将社会网络观点与关系认同理论相结合，提出了一种人力资源管理的关系理论，该理论揭示了人力资源实践刺激的内部社会结构的改变如何通过在关系获得、改变和失去时改变个人的自我概念来影响个人结果。
【中文关键词】人力资源管理；绩效工作系统；社交网络；纵向检查；组织成果；非正式网络；
Hernandez E, Menon A. Corporate strategy and network change[J]. Academy of Management Review, 2021, 46(1): 80-107.
【英文摘要】Networks change when either the ties or the nodes are modified. Research on interfirm networks has conceptualized network change as being driven almost exclusively by modifications in ties (additions and deletions). Yet firms frequently engage in actions that modify the ownership and existence of nodes: acquisitions "collapse" nodes, divestitures "split" nodes, industry entries "create" nodes, and industry exits "remove" nodes. The literatures on corporate strategy and organizational networks have mostly overlooked the implications of node-modifying actions for network change. We explore those implications in three ways. First, we systematically analyze and compare the network-changing properties of the six node- and tie-changing actions. Second, we link the strategic objectives that boundedly rational firms pursue through each corporate action to changes in their ego network positions (openness, closure, and status). Third, we consider how these local network changes set off ripple effects that create externalities for the networks of the focal firm's immediate partners and that modify the structure of the global network. The result is a much more expansive understanding of the mechanisms driving structural change in interfirm networks.
【英文关键词】SOCIAL-STRUCTURE; STRUCTURAL HOLES; PERFORMANCE; INNOVATION; DYNAMICS; ACQUISITIONS; PERSPECTIVE; CAPABILITY; PRODUCERS; ALLIANCES
【中文摘要】当连接或节点被修改时，网络也随之改变。对企业间网络的研究将网络变化概念化为几乎完全由关系的修改(增加和删除)驱动。然而，企业经常从事改变所有权和节点存在的行为:收购“瓦解”节点，剥离“分割”节点，行业进入“创建”节点，行业退出“移除”节点。关于企业战略和组织网络的文献大多忽略了节点修改行为对网络变化的影响。我们从三个方面探讨这些含义。首先，我们系统地分析和比较了六种节点和连接改变动作的网络改变特性。第二，我们将有限理性企业通过每个企业行为追求的战略目标与它们自我网络位置的变化(开放、封闭和地位)联系起来。第三，我们考虑这些本地网络变化如何引发连锁反应，为核心企业的直接合作伙伴的网络创造外部性，并修改全球网络的结构。结果是对驱动企业间网络结构变化的机制有了更广泛的理解。
【中文关键词】社会结构；结构孔；性能；创新；动态；收购；透视；能力；制片人；联姻
Khattab J, Van Knippenberg D, Pieterse A N, et al. A network utilization perspective on the leadership advancement of minorities[J]. Academy of Management Review, 2020, 45(1): 109-129.
【英文摘要】Social network researchers have shown that, compared to their effect on majority employees, structural constraints can cause minority employees to end up in network positions that limit their access to resources (i.e., social capital) and that consequently limit their access to professional opportunities. These findings, however, do not explain why structurally equivalent minority and majority employees achieve differential returns of social capital on their leadership advancement. We propose that majority and minority employees differ in terms of network utilization, which is the extent to which individuals utilize their existing network ties. We theorize why and how network utilization processes-career and work utilization of network ties-can explain employees' (i.e., actors) influence on their leadership advancement. We also explicate the process through which actors' direct and indirect network connections (i.e., alters) contribute to such outcomes through both career-supporting utilization and work-supporting utilization with actors. We conclude by outlining the boundary conditions of network utilization theory, a theory that changes the current understanding of how existing social network ties can perpetuate the underrepresentation of minorities in leadership positions.
【英文关键词】SEX-ROLE STEREOTYPES; SOCIAL NETWORKS; IMPLICIT LEADERSHIP; GENDER STEREOTYPES; RACIAL-DIFFERENCES; DIVERSITY CLIMATE; CAREER SUCCESS; HELP-SEEKING; PERFORMANCE; WOMEN
【中文摘要】社交网络研究人员已经表明，与其对多数员工的影响相比，结构性约束可能导致少数员工最终处于限制他们获得资源(即社会资本)的网络职位，从而限制他们获得职业机会。然而，这些发现并没有解释为什么结构相同的少数群体和多数群体员工在他们的领导地位提升时获得了不同的社会资本回报。我们认为，多数派和少数派员工在网络利用方面存在差异，网络利用是指个人利用其现有网络关系的程度。我们从理论上解释了网络利用过程——网络关系的职业和工作利用——为什么以及如何解释员工(即行动者)对其领导力提升的影响。我们还解释了行动者的直接和间接网络联系(即改变)通过行动者的职业支持利用和工作支持利用对这种结果做出贡献的过程。我们最后概述了网络利用理论的边界条件，这一理论改变了当前对现有社会网络关系如何使少数群体在领导职位上的代表性不足永久化的理解。
【中文关键词】性别角色定型观念；社交网络；隐性领导；性别刻板印象；种族差异；多样性气候；事业成功；求助；性能；女人
Perry-Smith J E, Mannucci P V. From creativity to innovation: The social network drivers of the four phases of the idea journey[J]. Academy of Management Review, 2017, 42(1): 53-79.
【英文摘要】Interest has burgeoned, in recent years, in how social networks influence individual creativity and innovation. From both the theoretical and empirical points of view, this increased attention has generated many inconsistencies. In this article we propose that a conceptualization of the idea journey encompassing phases that the literature has so far overlooked can help solve existing tensions. We conceptualize four phases of the journey of an idea, from conception to completion: idea generation, idea elaboration, idea championing, and idea implementation. We propose that a creator has distinct primary needs in each phase: cognitive flexibility, support, influence, and shared vision, respectively. Individual creators successfully move through a phase when the relational and structural elements of their networks match the distinct needs of the phase. The relational and structural elements that are beneficial for one phase, however, are detrimental for another. We propose that in order to solve this seeming contradiction and the associated paradoxes, individual creators have to change interpretations and frames throughout the different phases. This, in turn, allows them to activate different network characteristics at the appropriate moment and successfully complete the idea journey from novel concept to a tangible outcome that changes the field.
【英文关键词】RESEARCH-AND-DEVELOPMENT; AFFECT-BASED TRUST; TECHNOLOGICAL INNOVATION; WEAK-TIES; EMPLOYEE CREATIVITY; KNOWLEDGE TRANSFER; GROUPTHINK PHENOMENON; PRODUCT DEVELOPMENT; ADVICE NETWORK; MEDIATING ROLE
【中文摘要】近年来，人们对社交网络如何影响个人创造力和创新越来越感兴趣。从理论和经验的角度来看，这种越来越多的关注产生了许多不一致。在这篇文章中，我们提出了一个包含了迄今为止被文献忽略的阶段的思想旅程的概念化可以帮助解决现存的紧张。从构思到完成，我们将一个想法的旅程概念化为四个阶段:想法产生、想法阐述、想法支持和想法实现。我们认为创作者在每个阶段都有不同的基本需求:认知灵活性、支持、影响力和共同愿景。当个人网络的关系和结构元素与某个阶段的独特需求相匹配时，个人创作者就成功地度过了这个阶段。然而，对一个阶段有益的关系和结构元素对另一个阶段是有害的。我们建议，为了解决这个看似矛盾和相关的悖论，个体创作者必须在不同的阶段改变解释和框架。这反过来允许他们在适当的时候激活不同的网络特征，并成功地完成从新颖概念到改变领域的有形结果的想法之旅。
【中文关键词】研究和发展；基于情感的信任；技术创新；弱关系；员工创造力；知识转移；集体审议现象；产品开发；咨询网；中介角色
Pillemer J, Rothbard N P. Friends without benefits: Understanding the dark sides of workplace friendship[J]. Academy of Management Review, 2018, 43(4): 635-660.
【英文摘要】Although many scholars and practitioners have assumed that workplace friendships lead to desirable organizational outcomes, a growing body of research suggests important complexities and downsides associated with them. This indicates a need to better understand how and when workplace friendships may lead to harmful outcomes, especially in light of organizational and technological shifts that are changing the way employees connect. Drawing on theories of close relationships, social exchange, and boundary management, we present a theoretical framework highlighting how four defining features of friendship (informality, voluntariness, communal norms, and socioemotional goals) are in tension with four fundamental elements of organizational life (formal roles, involuntary constraints, exchange norms, and instrumental goals). We also highlight how mutual self-disclosure and perceived similarity develop and deepen friendships but also lead to downsides for individuals, groups, and organizations. We articulate how specific features of a focal friendship clique (e.g., closeness, maturity, and status of members) may amplify or buffer negative aspects and how social media affect friendship formation and tensions. Our theoretical framework should inform new theory and research on positive relationships at work and boundary management of professional and personal identities, as well as how changes to work and technology affect workplace relationships.
【英文关键词】GROUP DECISION-MAKING; DEEP-LEVEL DIVERSITY; WORK GROUP DIVERSITY; SELF-DISCLOSURE; SOCIAL NETWORKS; INTERPERSONAL-ATTRACTION; ROMANTIC RELATIONSHIPS; PROCEDURAL JUSTICE; PERSPECTIVE-TAKING; KNOWLEDGE TRANSFER
【中文摘要】尽管许多学者和从业者认为工作场所的友谊会带来理想的组织结果，但越来越多的研究表明，这种友谊有着重要的复杂性和负面影响。这表明需要更好地理解工作场所的友谊如何以及何时可能导致有害的结果，尤其是在组织和技术变革正在改变员工联系方式的情况下。利用亲密关系、社会交换和边界管理的理论，我们提出了一个理论框架，强调友谊的四个定义特征(非正式性、自愿性、公共规范和社会情感目标)如何与组织生活的四个基本要素(正式角色、非自愿约束、交换规范和工具性目标)处于紧张状态。我们还强调了相互的自我表露和感知的相似性如何发展和加深友谊，但也会给个人、团体和组织带来负面影响。我们阐述了一个焦点友谊团体的具体特征(例如，成员的亲密度、成熟度和地位)如何放大或缓冲负面影响，以及社交媒体如何影响友谊的形成和紧张关系。我们的理论框架应该为关于工作中的积极关系和职业与个人身份的边界管理的新理论和研究提供信息，以及工作和技术的变化如何影响工作场所的关系。
【中文关键词】群体决策；深层次的多样性；工作组多样性；自我表露；社交网络；人际吸引；浪漫的关系；程序正义；换位思考；知识转移
Rouse E D. Where you end and I begin: Understanding intimate co-creation[J]. Academy of Management Review, 2020, 45(1): 181-204.
【英文摘要】Creative work is a social process that requires effective collaboration between individuals. Accordingly, theories account for the ways creativity takes place in teams and groups and the role that social networks play in shaping creativity. However, scholars have largely overlooked the role that dyads play in creative work within organizations. This article builds theory on how intimate co-creation occurs and how it influences the generation of creative ideas over time. I theorize that as people create together, they engage in intimate creative interactions, which under certain circumstances lead to the development of a shared interpersonal boundary (i.e., a sense of "we"). This shared interpersonal boundary influences creativity by circumscribing a closed, safe space in which the dyad can explore divergent ideas and manage the paradoxes of creativity; it also enables shared scripts and schemas that help the dyad move through creative blocks. By integrating theories of intimate interactions, psychological ownership, and interpersonal relationships, this article advances our understanding of how dyads-specifically, intimate co-creation-influence creative work.
【英文关键词】PSYCHOLOGICAL OWNERSHIP; PRODUCTIVITY LOSS; SELF-DISCLOSURE; POSITIVE；RELATIONSHIPS; BRAINSTORMING GROUPS; INTEGRATIVE MODEL; WORK; INNOVATION; ORGANIZATIONS; IDENTITY
【中文摘要】创造性工作是一个社会过程，需要个人之间的有效合作。相应地，理论解释了团队和团体中创造力发生的方式，以及社会网络在塑造创造力中的作用。然而，学者们在很大程度上忽视了二人组在组织内创造性工作中的作用。这篇文章建立了亲密的共同创作是如何发生的，以及它如何随着时间的推移影响创造性想法的产生的理论。我的理论是，当人们一起创作时，他们会进行亲密的创造性互动，这在某些情况下会导致共享的人际边界的发展(即“我们”的感觉)。这种共享的人际边界通过界定一个封闭、安全的空间来影响创造力，在这个空间中，二元体可以探索不同的想法并管理创造力的悖论；它还支持共享脚本和模式，帮助二人组在创意模块间移动。通过整合亲密互动、心理所有权和人际关系的理论，这篇文章推进了我们对两人一组——特别是亲密的共同创造——如何影响创造性工作的理解。
【中文关键词】心理归属；生产力损失；自我表露；积极的关系；集思广益小组；整合模式；工作；创新；组织；身份
Park S, Mathieu J E, Grosser T J. A network conceptualization of team conflict[J]. Academy of Management Review, 2020, 45(2): 352-375.
【英文摘要】Previous research has highlighted how interpersonal- and task-based conflicts can impact work team effectiveness. The majority of such work, however, has implicitly treated both types of conflict as shared team properties. Yet each team member may perceive or experience varying degrees of conflict with other team members, suggesting that individuals may have unique conflict experiences. Moreover, individual members may interact differently with each other on task assignments, which leads to a complex interplay between task flow and conflict relations. Therefore, we propose a more fine-grained theoretical conception of conflict dynamics as multiplex network configurations in conjunction with task flow interdependencies. Dyadic tie configurations of conflict and task relations generate different interpersonal dynamics, which, in turn, affect overall task effectiveness. As a way of bypassing dysfunctional conflict relations, members may pursue workarounds, which result in deviations from optimal task flow patterns and have implications for overall team effectiveness. Finally, we discuss the implications of the network conceptualization with three illustrative network configurations that may arise from different combinations of dyadic patterns and conclude with theoretical, methodological, and practical implications of adopting this multiplex network conception.
【英文关键词】GROUP DECISION-MAKING; TASK CONFLICT; NEGATIVE RELATIONSHIPS; INTRAGROUPCONFLICT; SOCIAL NETWORKS; CONSTRUCTIVE CONTROVERSY; WORKPLACE CONFLICT; BAD APPLES; WORK GROUP; PERFORMANCE
【中文摘要】先前的研究强调了人际冲突和基于任务的冲突如何影响工作团队的效率。然而，大多数这样的工作都隐含地将这两种类型的冲突视为共享的团队属性。然而，每个团队成员都可能感知或经历不同程度的与其他团队成员的冲突，这表明个人可能有独特的冲突经历。此外，个体成员在任务分配上可能以不同的方式相互作用，这导致了任务流和冲突关系之间复杂的相互作用。因此，我们提出了一个更细粒度的冲突动态的理论概念，即结合任务流相互依赖性的多路网络配置。冲突和任务关系的二元关系结构产生不同的人际动力，进而影响整体任务的有效性。作为一种绕过功能失调的冲突关系的方式，成员可能会寻求变通办法，这导致偏离最佳任务流模式，并对整体团队效率产生影响。最后，我们讨论了网络概念化的含义，用三个说明性的网络配置来说明，这些网络配置可能来自二元模式的不同组合，并以采用这种多元网络概念的理论、方法和实践含义来结束。
【中文关键词】群体决策；任务冲突；负面关系；社会团体成员之间的冲突；社交网络；建设性的争议；职场冲突；坏苹果；工作组；表演
Khazanchi S, Sprinkle T A, Masterson S S, et al. A spatial model of work relationships: The relationship-building and relationship-straining effects of workspace design[J]. Academy of Management Review, 2018, 43(4): 590-609.
【英文摘要】The physical layout of office space design has evolved to reflect the complexity of modern work and the transitory nature of contemporary employment. Although scholars have investigated the influence of physical workspace design on individual and organizational performance, there is a dearth of research evaluating its impact on work relationships. We contextualize workplace relationships in their physical environment and propose that spatial dimensions common to modern workspaces actively influence workplace relationships, focusing specifically on the spatial dimensions of proximity, workspace assignment, privacy, and crowding. Our spatial model of work relationships proposes that these elements work through relationship-building mechanisms, such as communication content, face-to-face frequency, communication duration, and identity marking, as well as through relationship-straining mechanisms, such as territoriality and ego depletion, to differentially influence both positive and negative relational ties at work. We highlight the trade-offs as well as the relational costs and benefits associated with modern office space dimensions and provide the first step in assessing the impact of the variations in spatial design found in the modern office space.
【英文关键词】OPEN-PLAN OFFICE; SOCIAL NETWORKS; PHYSICAL-ENVIRONMENT; SELF-DISCLOSURE; POSITIVE RELATIONSHIPS; EMPLOYEE REACTIONS; PSYCHOLOGICAL OWNERSHIP; NEGATIVE RELATIONSHIPS; RELATIONSHIP QUALITY; COMMUNICATION
【中文摘要】办公空间设计的物理布局已经发展到反映现代工作的复杂性和当代就业的短暂性。虽然学者们已经研究了物理工作空间设计对个人和组织绩效的影响，但缺乏评估其对工作关系影响的研究。我们将工作场所关系置于其物理环境中，并提出现代工作场所常见的空间维度积极影响工作场所关系，特别关注邻近性、工作场所分配、隐私和拥挤的空间维度。我们的工作关系空间模型提出，这些因素通过关系建立机制(如沟通内容、面对面频率、沟通持续时间和身份标记)以及关系紧张机制(如领域和自我损耗)发挥作用，对工作中的积极和消极关系产生不同的影响。我们强调了与现代办公空间尺寸相关的权衡以及相关成本和收益，并为评估现代办公空间中空间设计变化的影响提供了第一步。
【中文关键词】开放式办公室；社交网络；物理环境；自我表露；积极的关系；员工的反应；心理归属；负面关系；关系质量；沟通
往期优质内容
学术研究：那些审稿快，录用概率大的期刊（CSSCI和SSCI）推荐
