사회자본과 조직몰입간의 관계에 관한 연구: Burt의 구조적 공백(Structure Holes) 이론을 중심으로 The Study on the Relationship between Social Capital and Organizational Commitment: Focusing on Burt's Structural Holes
The purpose of the study is to investigate the relationship between social capital (i.e.,structural holes) and organizational commitment. The social capital can be defined as trust, norms, and networks that can improve the efficiency of society by facilitating coordinated actions. The social networks, one of components of social capital, can be classified into structural holes(Burt, 1992) and network closure(Coleman, 1990). Basically, structural holes represent the social gap between two groups or two actors. Structural holes are weak ties between clusters of densely connected individuals or actors. Brokerage across structural holes is the key to the social capital. By using a path analysis, the relationship between structural holes and organizational commitment is examined. In this theoretical model, job satisfaction and job commitment are employed as a mediating variable. Empirical results show that structural holes has the statistically significant positive impact on organizational commitment through mediating variables such as job satisfaction and job commitment.
The purpose of the study is to investigate the relationship between social capital (i.e.,structural holes) and organizational commitment. The social capital can be defined as trust, norms, and networks that can improve the efficiency of society by facilitating coordinated actions. The social networks, one of components of social capital, can be classified into structural holes(Burt, 1992) and network closure(Coleman, 1990). Basically, structural holes represent the social gap between two groups or two actors. Structural holes are weak ties between clusters of densely connected individuals or actors. Brokerage across structural holes is the key to the social capital. By using a path analysis, the relationship between structural holes and organizational commitment is examined. In this theoretical model, job satisfaction and job commitment are employed as a mediating variable. Empirical results show that structural holes has the statistically significant positive impact on organizational commitment through mediating variables such as job satisfaction and job commitment.
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