Integrating Personality and Social Networks: A Meta-Analysis of Personality, Network Position, and Work Outcomes in Organizations

• 成果类型: Article
• 署名作者: Fang, Ruolian; Landis, Blaine; Zhang, Zhen; Anderson, Marc H.; Shaw, Jason D.; Kilduff, Martin
• 署名单位: National University of Singapore; University of London; University College London; Arizona State University; Arizona State University-Tempe; Iowa State University; Hong Kong Polytechnic University
• 刊物名称: ORGANIZATION SCIENCE
• ISSN/ISSBN: 1047-7039
• DOI: 10.1287/orsc.2015.0972
• 发表日期: 2015
• 页码: 1243-1260
• 关键词: Social networks; Network position; Structural holes; Brokerage; indegree centrality; personality; self-monitoring; Big Five personality traits; Meta-analysis

摘要

Using data from 138 independent samples, we meta-analytically examined three research questions concerning the roles of personality and network position in organizations. First, how do different personality characteristics-self-monitoring and the Big Five personality traits-relate to indegree centrality and brokerage, the two most studied structurally advantageous positions in organizational networks? Second, how do indegree centrality and brokerage compare in explaining job performance and career success? Third, how do these personality variables and network positions relate to work outcomes? Our results show that self-monitoring predicted indegree centrality (across expressive and instrumental networks) and brokerage (in expressive networks) after controlling for the Big Five traits. Self-monitoring, therefore, was especially relevant for understanding why people differ in their acquisition of advantageous positions in social networks. But the total variance explained by personality ranged between 3% and 5%. Surprisingly, we found that indegree centrality was more strongly related to job performance and career success than brokerage. We also found that personality predicted job performance and career success above and beyond network position and that network position partially mediated the effects of certain personality variables on work outcomes. This paper provides an integrated view of how an individual's personality and network position combine to influence job performance and career success.