Integrating Personality and Social Networks: A Meta-Analysis of Personality, Network Position, and Work Outcomes in Organizations

Ruolian Fang, Blaine Landis, Zhen Zhang, Marc H. Anderson, Jason D. Shaw, Martin Kilduff

Research output: Contribution to journalArticle

91 Citations (Scopus)

Abstract

Using data from 138 independent samples, we meta-analytically examined three research questions concerning the roles of personality and network position in organizations. First, how do different personality characteristics-self-monitoring and the Big Five personality traits-relate to indegree centrality and brokerage, the two most studied structurally advantageous positions in organizational networks? Second, how do indegree centrality and brokerage compare in explaining job performance and career success? Third, how do these personality variables and network positions relate to work outcomes? Our results show that self-monitoring predicted indegree centrality (across expressive and instrumental networks) and brokerage (in expressive networks) after controlling for the Big Five traits. Self-monitoring, therefore, was especially relevant for understanding why people differ in their acquisition of advantageous positions in social networks. But the total variance explained by personality ranged between 3% and 5%. Surprisingly, we found that indegree centrality was more strongly related to job performance and career success than brokerage. We also found that personality predicted job performance and career success above and beyond network position and that network position partially mediated the effects of certain personality variables on work outcomes. This paper provides an integrated view of how an individual's personality and network position combine to influence job performance and career success.

Original languageEnglish
Pages (from-to)1243-1260
Number of pages18
JournalOrganization Science
Volume26
Issue number4
DOIs
Publication statusPublished - 2015
Externally publishedYes

Cite this

Fang, Ruolian ; Landis, Blaine ; Zhang, Zhen ; Anderson, Marc H. ; Shaw, Jason D. ; Kilduff, Martin. / Integrating Personality and Social Networks : A Meta-Analysis of Personality, Network Position, and Work Outcomes in Organizations. In: Organization Science. 2015 ; Vol. 26, No. 4. pp. 1243-1260.
@article{984c31f821cf4cf4aa19758f87863951,
title = "Integrating Personality and Social Networks: A Meta-Analysis of Personality, Network Position, and Work Outcomes in Organizations",
abstract = "Using data from 138 independent samples, we meta-analytically examined three research questions concerning the roles of personality and network position in organizations. First, how do different personality characteristics-self-monitoring and the Big Five personality traits-relate to indegree centrality and brokerage, the two most studied structurally advantageous positions in organizational networks? Second, how do indegree centrality and brokerage compare in explaining job performance and career success? Third, how do these personality variables and network positions relate to work outcomes? Our results show that self-monitoring predicted indegree centrality (across expressive and instrumental networks) and brokerage (in expressive networks) after controlling for the Big Five traits. Self-monitoring, therefore, was especially relevant for understanding why people differ in their acquisition of advantageous positions in social networks. But the total variance explained by personality ranged between 3{\%} and 5{\%}. Surprisingly, we found that indegree centrality was more strongly related to job performance and career success than brokerage. We also found that personality predicted job performance and career success above and beyond network position and that network position partially mediated the effects of certain personality variables on work outcomes. This paper provides an integrated view of how an individual's personality and network position combine to influence job performance and career success.",
keywords = "social networks, network position, structural holes, brokerage, indegree centrality, personality, self-monitoring, Big Five personality traits, meta-analysis, SELF-MONITORING PERSONALITY, 5-FACTOR MODEL, INDIVIDUAL-PERFORMANCE, STRUCTURAL-ANALYSIS, ADVICE NETWORKS, JOB-PERFORMANCE, CAREER SUCCESS, BEHAVIOR, BROKERAGE, CENTRALITY",
author = "Ruolian Fang and Blaine Landis and Zhen Zhang and Anderson, {Marc H.} and Shaw, {Jason D.} and Martin Kilduff",
year = "2015",
doi = "10.1287/orsc.2015.0972",
language = "English",
volume = "26",
pages = "1243--1260",
journal = "Organization Science",
issn = "1047-7039",
publisher = "INFORMS",
number = "4",

}

Integrating Personality and Social Networks : A Meta-Analysis of Personality, Network Position, and Work Outcomes in Organizations. / Fang, Ruolian; Landis, Blaine; Zhang, Zhen; Anderson, Marc H.; Shaw, Jason D.; Kilduff, Martin.

In: Organization Science, Vol. 26, No. 4, 2015, p. 1243-1260.

Research output: Contribution to journalArticle

TY - JOUR

T1 - Integrating Personality and Social Networks

T2 - A Meta-Analysis of Personality, Network Position, and Work Outcomes in Organizations

AU - Fang, Ruolian

AU - Landis, Blaine

AU - Zhang, Zhen

AU - Anderson, Marc H.

AU - Shaw, Jason D.

AU - Kilduff, Martin

PY - 2015

Y1 - 2015

N2 - Using data from 138 independent samples, we meta-analytically examined three research questions concerning the roles of personality and network position in organizations. First, how do different personality characteristics-self-monitoring and the Big Five personality traits-relate to indegree centrality and brokerage, the two most studied structurally advantageous positions in organizational networks? Second, how do indegree centrality and brokerage compare in explaining job performance and career success? Third, how do these personality variables and network positions relate to work outcomes? Our results show that self-monitoring predicted indegree centrality (across expressive and instrumental networks) and brokerage (in expressive networks) after controlling for the Big Five traits. Self-monitoring, therefore, was especially relevant for understanding why people differ in their acquisition of advantageous positions in social networks. But the total variance explained by personality ranged between 3% and 5%. Surprisingly, we found that indegree centrality was more strongly related to job performance and career success than brokerage. We also found that personality predicted job performance and career success above and beyond network position and that network position partially mediated the effects of certain personality variables on work outcomes. This paper provides an integrated view of how an individual's personality and network position combine to influence job performance and career success.

AB - Using data from 138 independent samples, we meta-analytically examined three research questions concerning the roles of personality and network position in organizations. First, how do different personality characteristics-self-monitoring and the Big Five personality traits-relate to indegree centrality and brokerage, the two most studied structurally advantageous positions in organizational networks? Second, how do indegree centrality and brokerage compare in explaining job performance and career success? Third, how do these personality variables and network positions relate to work outcomes? Our results show that self-monitoring predicted indegree centrality (across expressive and instrumental networks) and brokerage (in expressive networks) after controlling for the Big Five traits. Self-monitoring, therefore, was especially relevant for understanding why people differ in their acquisition of advantageous positions in social networks. But the total variance explained by personality ranged between 3% and 5%. Surprisingly, we found that indegree centrality was more strongly related to job performance and career success than brokerage. We also found that personality predicted job performance and career success above and beyond network position and that network position partially mediated the effects of certain personality variables on work outcomes. This paper provides an integrated view of how an individual's personality and network position combine to influence job performance and career success.

KW - social networks

KW - network position

KW - structural holes

KW - brokerage

KW - indegree centrality

KW - personality

KW - self-monitoring

KW - Big Five personality traits

KW - meta-analysis

KW - SELF-MONITORING PERSONALITY

KW - 5-FACTOR MODEL

KW - INDIVIDUAL-PERFORMANCE

KW - STRUCTURAL-ANALYSIS

KW - ADVICE NETWORKS

KW - JOB-PERFORMANCE

KW - CAREER SUCCESS

KW - BEHAVIOR

KW - BROKERAGE

KW - CENTRALITY

U2 - 10.1287/orsc.2015.0972

DO - 10.1287/orsc.2015.0972

M3 - Article

VL - 26

SP - 1243

EP - 1260

JO - Organization Science

JF - Organization Science

SN - 1047-7039

IS - 4

ER -