Culture, Cognition, and Collaborative Networks in Organizations
By Sameer B. Srivastava, Mahzarin R. Banaji. 2011
194 citations recorded by the source corpus.
This article examines the interplay of culture, cognition, and social networks in organizations with norms that emphasize cross-boundary collaboration. In such settings, social desirability concerns can induce a disparity between how people view themselves in conscious (i.e., deliberative) versus less conscious (i.e., automatic) cognition. These differences have implications for the resulting pattern of intra-organizational collaborative ties. Based on a laboratory study and field data from a biotechnology firm, we find that (1) people consciously report more positive views of themselves as collaborative actors than they appear to hold in less conscious cognition; (2) less conscious collaborative–independent self-views are associated with the choice to enlist organizationally distant colleagues in collaboration; and (3) these self-views are also associated with a person’s likelihood of being successfully enlisted by organizationally distant colleagues (i.e., of supporting these colleagues in collaboration). By contrast, consciously reported collaborative–independent self-views are not associated with these choices. This study contributes to our understanding of how culture is internalized in individual cognition and how self-related cognition is linked to social structure through collaboration. It also demonstrates the limits of self-reports in settings with strong normative pressures and represents a novel integration of methods from cognitive psychology and network analysis.
Subfields: Social Psychology, Sociology and Political Science
View Paper: https://www.semanticscholar.org/paper/db0f22172f2f5b24881ee2a4d43f1f33b5b38270
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Citations in the corpus
- Duality in Diversity: How Intrapersonal and Interpersonal Cultural Heterogeneity Relate to Firm Performance (2019, background): “It is well-suited for comparing sparse, power-law distributions of words observed in natural language and has been used previously to measure the similarity of organizational members’ language use (Goldberg et al., 2016; Srivastava et al., 2018).”
- Scents and Sensibility: Olfaction, Sense-Making, and Meaning Attribution (2018, unknown): “In contrast to earlier work on this subject (see, e.g., Hoffmann 2014; Lizardo and Strand 2010; Martin 2010; Moore 2017; Srivastava and Banaji 2011; Vaisey 2009), I show that deciphering smells involves a dynamic interaction between nondeclarative and declarative culture, between practical and…”
- Discretion Within Constraint: Homophily and Structure in a Formal Organization (2012, unknown): “Recent research suggests that culturally influenced implicit attitudes toward collaboration may indeed affect the structure of social networks (Srivastava and Banaji 2011), and there may be a systematic gender difference in implicit attitudes.”