a social influence analysis of perceived organizational support
a social influence analysis of perceived organizational support
a social influence analysis of perceived organizational support
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likely to discuss sensitive issues with friends than with other <strong>organizational</strong> members (Sias &<br />
Cahill, 1998). As a result, friendship ties are related to different outcomes in organizations than<br />
are advice ties. For instance, Morrison (2002) found that friendship network size was positively<br />
related to <strong>organizational</strong> commitment, while advice network size was not. Krackhardt and Stern<br />
(1988) demonstrated that individuals were more likely to share resources with friends from other<br />
departments than with non-friends during a simulated <strong>organizational</strong> crisis. Finally, individuals<br />
tend to make career decisions that are similar to those <strong>of</strong> their friends (Kilduff, 1990; Krackhardt,<br />
1992).<br />
A key point about friendship ties is that they <strong>of</strong>ten develop between individuals with<br />
similar personal characteristics such as race, gender, age, and religion (Marsden, 1988; Ibarra,<br />
1992). As a result, friends are <strong>of</strong>ten utilized for <strong>social</strong> comparison. For instance, Wheeler and<br />
Miyake (1992) found that <strong>social</strong> comparison was most frequent among close friends, followed by<br />
friends with whom individuals were somewhat close, and least likely among individuals who<br />
were not friends. Friends are also likely to compare the treatment that they receive from other<br />
parties that they are affiliated with as well (Ho, 2002). Therefore, employees may compare their<br />
beliefs concerning the extent to which they are <strong>support</strong>ed by the organization to friends’ beliefs<br />
about <strong>organizational</strong> <strong>support</strong>.<br />
Role Model Ties. While advice ties and friendship ties have been the focus <strong>of</strong> much <strong>social</strong><br />
networks research in the past, the relationship between an employee and another individual<br />
whom the employee considers to be a role model has not been conceptualized as a network tie.<br />
Such a relationship is similar to a friendship or advice relationship; the only difference is the<br />
content <strong>of</strong> the relationship. In advice or friendship ties, the content is advice or friendship; in an<br />
employee-role model tie an employee admires the success or attributes <strong>of</strong> another employee.<br />
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