In good company: how social capital makes organizations work

By D. J. Cohen, Laurence Prusak. UBIQ, 2001

811 citations recorded by the source corpus.

Subfields: Information Systems, Public Health, Environmental and Occupational Health, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/5236e6860e6bad071a5eff8826bfca8073ff5a82

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Citations in the corpus

Attributes of social and human capital disclosure and information asymmetry between managers and investors (2009, background): “Social capital relates to networks, social norms and other relationships, either within or outside the firm, that allow it to operate and thrive (Cohen and Prusak, 2001).”
Social capital and leadership development: Building stronger leadership through enhanced relational skills (2009, background): “The underlying issue is that developing individual leader competencies focused on traits and situational attributes does not equate to better leadership as today's leaders must operate in a marketplace that is both volatile and virtual ( Cohen and Prusak, 2001”
Contributing Knowledge to Electronic Knowledge Repositories: An Empirical Investigation (2005, background): “Prior research has also highlighted the importance of contextual social capital factors in influencing the conditions for knowledge sharing (Cohen and Prusak 2001; Nahapiet and Ghoshal 1998”
Environmental Standards and Labor Productivity: Understanding the Mechanisms that Sustain Sustainability (2013, neutral): “Work is a social activity that engages the same social needs and responses as any other part of life, such as the need for connection, cooperation, support, and trust (Cohen & Prusak, 2001).”
Cooperation and the Use of Technology (2007, background): “Face-to-face communication has a richness that electronic communication may never match (Prusak and Cohen, 2001).”
Organizational investments in social capital, managerial coaching, and employee work-related performance (2011, background): “, 2001) and on conceptual literature that proposes enabling and investing in social capital yield favorable work-related outcomes (e.g. Baker and Dutton, 2006; Cohen and Prusak, 2001), we propose that managerial behavior consistent with the notion of making organizational investments in social capit”
Knowledge sharing and the psychological contract: Managing knowledge workers across different stages of employment (2007, positive): “Developing more stable work groups with social norms that support sharing and promise keeping are also likely to be intrinsically rewarding, thus reinforcing obligations for subsequent exchanges of knowledge (Cohen and Prusak, 2001).”
Why Should I Share? Examining Social Capital and Knowledge Contribution in Electronic Networks of Practice (2005, result): “This finding seems to provide support to the argument that relational capital may not develop in electronic networks due to a lack of shared history, high interdependence, frequent interaction, and co presence (Cohen and Prusak 2001; Nahapiet and Ghoshal 1998; Nohria and Eccles 1992).”
Proactive personality, social capital, helping, and turnover intentions (2011, background): “High levels of trust relationships tend to indicate high social capital ( Cohen and Prusak, 2001”
Understanding knowledge sharing in virtual communities: An integration of social capital and social cognitive theories (2006, background): “Among the most key facets of the relational dimension are trust [20,29], norm of reciprocity [63], and identification [55].”
The Strength of Weak Ties You Can Trust: The Mediating Role of Trust in Effective Knowledge Transfer (2002, background): “of trust and networks in organizational settings (e.g., Cohen & Prusak 2001 ).”
“The Art of Knowing”: Social and Tacit Dimensions of Knowledge and the Limits of the Community of Practice (2005, background): “For example , Cohen and Prusak ( 2001 ) highlight similarities between CoP and social capital theories .”