Identity Confirmation Networks and Cooperation in Work Groups

By L. Milton, James D. Westphal. 2005

188 citations recorded by the source corpus.

Subfields: Sociology and Political Science, Statistical and Nonlinear Physics

View Paper: https://www.semanticscholar.org/paper/1454974a8a188dc612cb6541ab692bd6f9b4c832

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Citations in the corpus

Transforming service employees and climate: a multilevel, multisource examination of transformational leadership in building long-term service relationships. (2007, methodology): “The cluster method adjusts the estimated variance– covariance structure of the error terms to account for the interdependence among observations from the same store and heterogeneous errors across stores (see Glomb & Liao, 2003; Liao, Arvey, Butler, & Nutting, 2001; Milton & Westphal, 2005).”
Collective Dynamics of Citizenship Behaviour: What Group Characteristics Promote Group-Level Helping? (2009, unknown): “, 1992; Williams and O’Reilly, 1998), but these positive attitudes may not induce actual behaviour of helping because of competition for resources such as promotion or positive appraisal from the manager (cf. the role of structural equivalence for cooperation; Milton and Westphal, 2005).”
Identity and identification at work (2016, background): “Empirical evidence suggests that mutual identity verification in a workgroup context predicts greater cooperation and performance (Milton & Westphal, 2005).”
The Negative Effects of Social Capital in Organizations: A Review and Extension (2017, unknown): “Network ties are facilitated by similarity and homophily (Milton and Westphal 2005), which again can generate perceptual homogeneity, thereby fueling groupthink.”
Identification in Organizations: An Examination of Four Fundamental Questions (2008, background): “Finally, the notion of relational identification suggests that network theories may have much to say about the dynamics of multiple identifications (cf. Ibarra, Kilduff, & Tsai, 2005; Milton & Westphal, 2005).”
Unpacking Organizational Ambidexterity: Dimensions, Contingencies, and Synergistic Effects (2009, result): “…linear regression estimates, an estimation approach that is also used by He and Wong (2004) for similar purposes, as well as by other recent studies that use difference scores to operationalize other conceptually meaningful constructs (e.g. Hogan, Barrett, & Hogan, 2007; Milton & Westphal, 2005).”
Perceived deep-level dissimilarity: Personality antecedents and impact on overall job attitude, helping, work withdrawal, and turnover (2008, methodology): “The cluster method can be combined with regular regression analysis (e.g., Milton & Westphal, 2005), as will be used in Study 1, and with advanced statistical models such as survival analysis (e.g., Liao, Arvey, Butler, & Nutting, 2001), as will be used in Study 2.”
Team diversity and team helping behavior: The mediating roles of team cooperation and team cohesion (2015, background): “Empirical research finds team members’ age and racial diversities to be negatively related to cooperative activities (Milton & Westphal, 2005).”
Toward an Understanding of Industry Commoditization: Its Nature and Role in Evolving Marketing Competition (2010, result): “For the 38 firms that provided a second response, the mean correlation across all pairs of respondents was .40 (pb .01), which compares favorably to some of the prior studies employing this procedure (e.g., Milton & Westphal, 2005; Morgan et al., 2004).”
Team Microdynamics: Toward an Organizing Approach to Teamwork (2014, background): “Milton and Westphal (2005) integrated the notion of identity confirmation with social network theory to find that cooperation arises from the alignment between team members on social perceptions of a member (in terms of valued characteristics such as intelligence or creativity), and the similarity…”