Please use this identifier to cite or link to this item: http://scholarbank.nus.edu.sg/handle/10635/14415
Title: Organizational restructuring and social network changes: Implications on work performance, work satisfaction and satisfaction with changes
Authors: LEE CHAU CHIN, GRACE
Keywords: Organizational Change, Organizational Restructuring, Social Networks, Turnover, Work Performance, Work Satisfaction
Issue Date: 24-Jan-2005
Source: LEE CHAU CHIN, GRACE (2005-01-24). Organizational restructuring and social network changes: Implications on work performance, work satisfaction and satisfaction with changes. ScholarBank@NUS Repository.
Abstract: While organizational scholars have acknowledged the importance of understanding how employee attitude, reactions and morale are impacted following organizational restructuring, there has been little attention paid to the mediating effects of social network structure in explaining employee outcomes. This study seeks to fill this gap in the literature by examining how changes in employeesa?? network centrality and structural holes induced by organizational restructuring impacted employeesa?? work satisfaction, satisfaction with changes and work performance.Network centrality and structural holes of employeesa?? advice and trust networks were tracked at three points in time: before, three months after, and nine months after organizational restructuring. Results indicated that trust network centrality of employees was significantly lower nine months after organizational restructuring when compared to pre-restructuring levels. In contrast, advice network centrality and structural holes in survivorsa?? advice networks were significantly higher after restructuring compared to pre-restructuring levels. Survivors who were more central in advice networks and had more structural holes in their networks were more satisfied with working in the organization and with changes in the organization three months after restructuring. Findings showed that advice network turnover had a negative impact on satisfaction with organizational changes. The study also provided empirical support for the contribution of network variables to work performance. Specifically, advice network centrality and structural holes were associated with higher work performance ratings by supervisors in the post-restructured context respectively.
URI: http://scholarbank.nus.edu.sg/handle/10635/14415
Appears in Collections:Ph.D Theses (Open)

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