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组织,团队和工作流动性:一种社会微动力学方法,灵感来自美国一家大型组织
Bryan Adams1, Valentín Vergara Hidd1, Daniel Stimpson2
1Computational and Data Sciences, George Mason University, Fairfax, VA, USA.
Royal Society open science
|September 25, 2025
概括
工人的就业流动性是由社会联系驱动的. 这项研究表明,与前同事的团聚显著影响大型组织内的职位变化,突出了社会资本的重要性.
科学领域:
- 组织行为组织行为.
- 社会学 社会学 社会学
- 网络科学 网络科学
背景情况:
- 现有的工人流动模式往往过于简化了组织,忽视了社会纽带和团队结构.
- 对于大型组织来说,了解内部职位变化至关重要,但缺乏现实的建模.
- 来自美国陆军的一个大型民用组织的数据为研究工人流动提供了独特的机会.
研究的目的:
- 引入一种新的框架,以理解组织是团队组成的组合,并发展社会联系.
- 调查社会联系,特别是工人团聚在推动就业流动方面的作用.
- 评估与劳动力供需相比,工人团聚的预测能力.
主要方法:
- 利用了美国陆军大型民用组织十年来精确的,暂时解析的数据.
- 追踪组织团队内的人员组成变化.
- 将工人团聚的影响与劳动力供需,以及职业专业化和没有专业化的影响进行了比较.
主要成果:
- 很大比例的职位转移 (34%的稳定团队,总体32%) 导致工人团聚.
- 工人团聚被发现是工作变化的最一致的预测因素,超过了劳动力市场因素.
- 增加一起度过的时间和较小的团队规模与员工团聚的可能性有积极的相关性.
结论:
- 社会资本,特别是与以前的同事团聚的愿望,在塑造内部就业流动性方面发挥着主导作用.
- 在团队中建立的熟悉和信任促进团聚,并影响职业道路.
- 在大型组织中准确预测职位流动性需要考虑团队结构和其中形成的社会联系.
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