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  • Structure of Egocentric Network as Predictor of Job Satisfaction and Job Performance in Organizational Environment

Educational Programme
Final Grade
Year of Graduation
Anastasiia Lysenko
Structure of Egocentric Network as Predictor of Job Satisfaction and Job Performance in Organizational Environment
Applied Social Psychology
(Master’s programme)
The following study is devoted to the problem of effectiveness of weak ties in organizational environment. The research was conducted to test ‘strength in weakness effect’ suggested by M. Granovetter (1973) as an effect of more effective job finding by the candidates actively using their weak contacts in the search. Grannovetter claims in his study that weak ties are beneficial for the job search.

Based on the current theory we made an assumption that weak ties will be also associated with higher effectiveness at work that can be reflected in its two components, job satisfaction and job performance.

The results demonstrated that hypothesis based on Granovetter’s theory is supported partly. Weak ties of certain type do have significant influence on task performance, however the effect exist only in narrow circle ties group. At the same time weak ties of another ties has negative influence on task performance that partly explain the contradictions in different studies of weak ties theory. Only one of the hypotheses was partly proven: less pronounced strong ties in the group of narrow circle ties network relate positively to contextual job performance and organizational job satisfaction.

The results also show that weak and strong ties have more impact on the individual effectiveness in the narrow circle ties egocentric network. This results show that, once job has been found, in organizational environment strong ties are quite beneficial in terms of increasing employees’ job satisfaction and job performance and weak ties have an ambiguous influence on that relation in the narrow circle ties network. For the future studies it can also be perspective to investigate the way how the content of ties and the interaction of strong and weak ties influence of employees’ individual outcomes in organization.

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