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Lesbian, gay, and bisexual (LGB) employees’ sexual identitymay be considered a concealable stigmatised identity. Disclosing it to others at work could potentially lead to discrimination and rejection, hence threatening their inclusion. Therefore, they may hide their sexual identity instead, which may then come at the cost of, e.g., guilt for not living authentically. However, disclosure is a continuum—rather than a dichotomy—meaning that LGB workers may decide to disclose selectively, i.e., telling some, but not all co‐workers. Most literature on disclosure focuses on the interplay between intrapersonal (e.g., psychological) and contextual (e.g., organisational) characteristics, thereby somewhat overlooking the role of interpersonal (e.g., relational) characteristics. In this article, we present findings from semi‐structured, in‐depth interviews with nine Dutch lesbian and gay employees, conducted in early 2020, to gain a better understanding of interpersonal antecedents to disclosure decisions at work. Through our thematic analysis, we find that LGB workers may adopt a proactive or reactive approach to disclosure, which relates to the salience of their sexual identity at work (high/low) and their concern for anticipated acceptance. Other themes facilitating disclosure include an affective dimension, being in a relationship, and associating with the employee resource group. We demonstrate the importance of studying disclosure at the interpersonal level and reflect on how our findings relate to literature on disclosure, authenticity, belonging, and social inclusion of LGB individuals at work.

Standard anticorruption interventions consist of intensified monitoring and sanctioning. Rooted in principal‐agent theory, these interventions are based on the assumption that corrupt acts follow a rational cost‐benefit calculation by gain‐seeking individuals. Given their mixed results, however, these interventions require closer scrutiny. Building on goal‐framing theory, the authors argue that rule compliance requires a salient normative goal frame, since monitoring can never be perfect. Being inherently brittle, it needs constant reinforcement through external cues operating alongside formal monitoring and sanctioning. Leaders and peers setting a good example can provide such cues. In line with this hypothesis, analysis of multilevel repeated measures data from a vignette study of 580 Indonesian senior civil servants shows that the perceived likelihood of a hypothetical civil servant accepting a bribe is lowest when monitoring and sanctioning are strong and when leaders and peers are known to have refused bribes in the past.

We develop a model of strategic network formation of collaborations to analyze the consequences of an understudied but consequential form of heterogeneity: differences between actors in the form of their production functions. We also address how this interacts with resource heterogeneity, as a way to measure the impact actors have as potential partners on a collaborative project. Some actors (e.g., start-up firms) may exhibit increasing returns to their investment into collaboration projects, while others (e.g., established firms) may face decreasing returns. Our model provides insights into how actor heterogeneity can help explain well-observed collaboration patterns. We show that if there is a direct relation between increasing returns and resources, start-ups exclude mature firms and networks become segregated by types of production function, portraying dominant group architectures. On the other hand, if there is an inverse relation between increasing returns and resources, networks portray core-periphery architectures, where the mature firms form a core and start-ups with low-resources link to them.

Despite the pivotal role that both power and interpersonal trust play in a multitude of social exchange situations, relatively little is known about their interplay. Moreover, previous theorizing makes competing claims. Do we consider our relatively more powerful exchange partners to be less trustworthy, as rational choice reasoning would suggest? Or do more complex psychological mechanisms lead us to trust them more, as motivated cognition reasoning implies? Extending the latter approach, we develop and empirically test three hypotheses on the interrelation between perceptions of interpersonal trust and power. According to the status value hypothesis, individuals are more likely to befriend those whom they or others perceive as powerful. The status signaling hypothesis states that the friends of people one perceives as powerful will also be seen as powerful. According to the self-monitoring hypothesis, high self-monitors are more likely than low self-monitors to befriend those they or others perceive as powerful. We use multiplex stochastic actor-based models to analyze the co-evolution of trust and power relations amongn= 49 employees in a Dutch Youth Care organization. Data covers three waves of a longitudinal sociometric network survey collected over a period of 18 months in the years 2009–2010. In general, we find some support for all three hypotheses, though the effects are weak. Being one of the first organizational field studies on the co-evolution of power and trust, we conclude with discussing the implications of these findings for the study of social exchange processes.

Two of the most prominent phenomena in the study of social determinants of health, the socio-economic gradient in health and the income inequality–health association, have both been suggested to be explainable by the mechanism of status comparisons. This, however, has rarely ever been tested in a direct fashion. In this article, we explicate and test this mechanism by assessing the role of social comparison orientation. Research has shown that individuals vary in their propensity to engage in social comparisons, and those with a higher propensity are also more likely to be affected by the outcomes of such comparisons. In our analysis, we check whether the tendency to compare one’s income to that of others can contribute to explaining socio-economic disparities in health. Using individual-level data (N = 18,356) from 23 European countries on self-rated overall health and psychological well-being, we show that a high-income comparison orientation neither moderates the negative effect of income inequality on health nor the health differences by relative income. Our findings cast doubt on the crucial role that researchers such as Wilkinson and Pickett (2010) have attributed to the mechanism of status differentiation as the link between social stratification and health outcomes.

An increasing number of people combine paid work with the provision of informal care for a loved one. This combination of work and care may cause difficulties, necessitating adaptations at work, i.e. work arrangements. The present study explores what types of work arrangements are used by working caregivers, and which caregiver, care and work characteristics are associated with the use of these work arrangements. Within the Lifelines Informal Care Add-on Study (Lifelines ICAS), data on 965 Dutch informal caregivers in the North of the Netherlands were collected between May 2013 and July 2014 (response rate 48%), and data on 333 working adult-child caregivers (aged 26-68years, 82% female) were used in this study. A small majority (56%) of the working caregivers used one or more work arrangement(s): taking time off (41%), individual agreements with supervisor (30%), formal care leave arrangement (13%), and reduction in paid work hours (6%). Logistic regression analyses showed that long working hours (OR 1.06, 95% CI 1.01-1.08), and the experience of more health problems (OR 2.54, 95% CI 1.56-4.05) or a disrupted schedule due to caregiving (OR 2.50, 95% CI 1.66-3.78) increased the chance to have used one or more work arrangements. Lower educated working caregivers were less likely to have used a formal care leave arrangement (tertiary vs. primary education OR 2.75, 95% CI 1.13-6.67; tertiary vs. secondary education OR 1.27, 95% CI 1.27-5.09). Policy makers should inform working caregivers about the availability of the different work arrangements, with specific attention for low educated working caregivers. Employers need to consider a more caregiver-friendly policy, as almost half of the working adult-child caregivers did not use any work arrangement.

A technocratic pathway to public management reform stresses the need for committing sizeable resources to reform implementation. Building on an institutional framework, we argue that there are alternative pathways to compliant implementation for government agencies with limited resources. Our comparative study of 55 Mexican government agencies that were the object of the 2003 Civil Service Reform Act reveals the co-occurrence of both technocratic and institutional pathways to compliant implementation. The common denominator across pathways in organizations with limited resources was the absence of strong oppositional norms (patronage) and the presence of robust interpersonal trust. We conclude that the role played by available resources in compliant reform implementation is far from straightforward, and depends on different combinations of public organizations' endogenous characteristics.

Research suggests that doctor–patient relations have evolved from a doctor-centered, paternalistic approach towards a more patient-centered, egalitarian model of interactions between physicians and their patients. Given the long-running debate on the positive relationship between education and health, the question arises how this development in doctor–patient relations affects social inequalities in health. First, we test to what extent egalitarian (e.g. discussing treatment decisions with patients) doctor–patient relations are underlying the education–self-reported health association. Second, we test whether egalitarian and paternalistic (e.g. withholding some information from patients) doctor–patient relations show differential effects on self-reported health across educational groups. Analyses of the European Social Survey (ESS) 2004/2005 for 24 countries demonstrate that a more egalitarian doctor–patient relationship does not substantially reduce educational inequalities in self-reported health. However, some direct positive effects of egalitarian and direct negative effects of paternalistic doctor–patient relations on health ratings can be found. Finally, results show how the health status of the lower educated can improve with a more egalitarian and less paternalistic doctor–patient relationship.

Organizations represent deliberately designed social contexts that are characterized by multi-level hierarchies. Interests and opportunity structures at each level usually do not overlap. We suggest that one of the reasons why intentional change efforts often fail to reach their objectives is because they are likely to trigger competing social mechanisms at different levels of the hierarchy. In order to illustrate this argument, we analyze the consequences of timely communication of planned organizational changes on perceived success of reorganizations. Two competing mechanisms are derived and tested with data from a telephone survey (carried out in 2003), among a sample of n = 412 Dutch business organizations that performed a reorganization. The commitment perspective predicts that early announcement of reorganization plans to middle management increases the likelihood of reorganization success, since it increases commitment and empowers middle management. The influence mechanism predicts that early information of non-managerial employees decreases the likelihood of reorganization success, because it enables employees to use the information to their own advantage, anticipate on the strategies of management, and organize opposition against the plans. We found that timely communication with middle management indeed increases chances for success, whereas timely communication with employees correlates with reorganization failure. However, not communicating with employees has an even stronger negative effect on reorganization success. No evidence could be found for our argument that the severity of the reorganization's expected negative effects on the workforce moderates both mechanisms.

This study investigates the co-evolution of friendship and gossip in organizations. Two contradicting perspectives are tested. The social capital perspective predicts that friendship causes gossip between employees, defined as informal evaluative talking about absent colleagues. The evolutionary perspective reverses this causality claiming that gossiping facilitates friendship. The data comprises of three observations of a complete organizational network, allowing longitudinal social network analyses. Gossip and friendship are modeled as both explanatory and outcome networks with RSiena. Results support the evolutionary perspective in that gossip between two individuals increases the likelihood of their future friendship formation. However, individuals with disproportionately high gossip activity have fewer friends in the network, suggesting that the use of gossiping to attract friends has a limit. (C) 2012 Elsevier B.V. All rights reserved.

Social status and social capital frameworks are used to derive competing hypotheses about the emergence and structure of advice relations in organizations. Although both approaches build on a social exchange framework, they differ in their behavioral micro-foundations. From a status perspective, advice giving is a means to generate prestige, whereas asking advice decreases one's relative standing. At a structural level these motivations are expected to result in an overrepresentation of non-reciprocal dyads and non-cyclical triadic structures in the advice network, as well as in active advice seekers being unlikely to be approached for advice, especially by active advice givers. From a social capital perspective, advice seeking creates obligations for the advice seeker. At the structural level, this results in an overrepresentation of reciprocal dyads and cyclical triads, and active advice seekers to be unpopular as targets of advice seeking, especially for active advice givers. Analyses of four waves of a longitudinal sociometric study of 57 employees of a Dutch Housing Corporation provide partial support for both approaches. In line with the social capital perspective, we find reciprocal advice relations to be overrepresented at the dyad level. Results at the triad level support the social status arguments, according to which high status individuals will avoid asking advice from low status individuals. The implications for macro-structural properties of intra-organizational advice network are discussed. (C) 2011 Elsevier B.V. All rights reserved.

We adopt a relational approach to examine the effects of social relations and formal structure on who speaks up to whom about problems at work. Data were collected in a two-wave employee survey in three Dutch preschools. Using exponential random graph modeling, we found significant positive effects of formal structure (recipient's hierarchical level; team co-membership) and good relations between speaker and recipient on the likelihood of voice in a dyad. Speaker's hierarchical level had positive effects. significant in Wave 1. Speaker's degree centrality significantly reduced the likelihood of voice, whereas recipient's degree centrality had no effect. (C) 2011 Elsevier B.V. All rights reserved.

Dynamic network models based on the homophily principle are criticized for neglecting organizational context conditions and the impact of role structures on the evolution of intra-organizational trust networks. Using a neo-institutional framework it is argued that individuals in competitive environments will attempt to reduce uncertainty about the trustworthiness of potential trustees by imitating the sociometric choice behavior of persons in similar network positions. Three hypotheses are developed. The positional trust hypothesis predicts that individuals tend to trust other actors who occupy a similar network position as themselves. The mimetic trust hypothesis argues that individuals trust actors who are trusted by persons in their own network position. Finally, the advisory trust hypothesis claims that individuals prefer to maintain trust relations to persons occupying a position of third party intermediary than to persons in other positions. An exploratory empirical test of the hypotheses is carried out by reanalyzing a longitudinal network study of the relationships among 25 salesmen in the furniture department of a North American retail sales store during the 1950s. Blockmodelling procedures are used to identify structural positions in the networks, and log-linear analysis is applied to determine stability of choices within and between structural positions. The results support the mimetic trust and the advisory trust hypothesis.

Structures fermées. structures ouvertes, structures stables - Etude de la forme structurale et de la stabilité temporelle des réseaux sociaux informels dans des organisations. Les hypothèses qui concement la forme structurelle et la stabilité des réseaux sociaux informels dans des organisations viennent de la théorie des organisations et de l'analyse dynamique des réseaux. Un test empirique exploratoire de ces hypothèses est fait avec la ré-analyse d'une étude longitudinale d'un réseau de relations de confiance/méfiance réalisée dans un grand magasin aux Etats-Unis pendant les années 1950. On explore deux questions. D'abord, on montre que le degré de fermeture du réseau est une fonction des arrangements de partage tels qu'ils émergent des interdépendances fonctionnelles dans les groupes de travail. On montre aussi que les effets vont en partie contre les processus anticipés par le modèle commun d'équilibre structurel. Ensuite, on examine pourquoi certaines structures informelles de réseau restent stables, même sous des conditions: où leur dissolution est anticipée; où des encouragements formels favorisent fortement la compétition au lieu de la coopération; et où les structures informelles au niveau de choix individuels reflètent un type d'échanges limités au lieu d'échanges générallsés. On démontre que la stabilité du réseau étudié accroit significativement avec la présence d'intermédiaires tiers dans la structure. Les résultats soulignent l'importance des tiers occupant le rôle d'intermédiaires pour la stabilité des réseaux sociaux informels et fournit un nouveau point de vue sur la supposée fragilité des échanges limitiés prévue par la théorie des échanges.

To date, the gaps between actual and preferred working hours are mostly theorised and analysed at the individual level. This article provides new insights as to what extent different household arrangements relate to matches or mismatches concerning the achievement of a desired time allocation. The concept of household governance refers to regulations and practices families apply to keep work–family relationships under control, like the earner model, outsourcing of household task and household rules. This article explores by linear regression analyses how these are related to time-use problems of families: the gap between actual and preferred working hours, lack of free time and the experience of time pressure. The rivalling perspectives of flexibility, regulation and boundary theory have different predictions as to which modes of governance produce favourable outcomes. The results generally support boundary theory. However, households often are unable to choose their earner model optimally.

Proponents of new public management (NPM) expect public organizations to become more flexible and adaptive after administrative reforms, effectively showing convergence with patterns of organizational change in the private sector. This "convergence argument" is tested with a sample of 61 public and 61 private organizations in the Netherlands. We analyze whether public organizations, after 20 years of NPM reform, have changed their organizational structures and internal policies in relation to competitive, regulatory, and autonomy pressures, similarly to private organizations. Statistical analyses show that competition increases the incidence of change both in public and private organizations. High managerial autonomy and exposure to regulatory pressures relate to increased incidence of change in public organizations, but not in private ones. The results support the idea that NPM reform has made public organizations more similar to private organizations but that some concrete differences persist between private and public management in the Netherlands.

Extending Hirschman’s ‘Exit—Voice—Loyalty’ framework, the authors distinguish between attitudinal and relational aspects of loyalty. They hypothesize that co-workers’ support for voice will moderate the effect of relational, but not attitudinal loyalty on voice. In line with the study’s hypotheses, multilevel analyses of survey data on 204 voice actions (concerning three issues) of 121 employees in a Dutch public sector organization showed that the effect of relational loyalty (operationalized as social relations) on voice depended on context and issue. When department members perceived serious problems, relational loyalty decreased the likelihood of voice for one of the issues. For another issue, relational loyalty increased the likelihood of voice when department norms encouraged voice. By contrast, attitudinal loyalty (operationalized as organizational commitment) had no effect on voice.

We use a model of continuous attachments in networks to generate propositions concerning inequalities in network structures, and test the propositions on data from organizational settings. Our network model, inspired by that of [Gould, Roger 2002. The origins of status hierarchies: A formal theory and empirical test. American Journal of Sociology 107, 1143-1178], is based on a theoretically informed actor model, in which each network member sets attachment strengths based on perceived partner quality, reciprocity, influence from others, attribute homophily, and attachment resistance. A computer algorithm finds the single robust equilibrium configuration of attachment strengths. This allows us to generate six propositions concerning inequalities at the individual, dyadic, triadic, and network levels. We test the propositions on network data for four kinds of attachments over four waves for five organizations, and find that the results generally support the propositions. The results suggest that partner quality, reciprocity, and attachment resistance are the most important elements in the network members' choices. (C) 2009 Elsevier Inc. All rights reserved.

Nous estimons que les explications sociologiques proposees dans le cadre du capital social pour expliquer le bien-etre individuel sont incompletes car elles ne font pas de distinction entre les mecanismes d’influence interpersonnelle et de selection d’une part, et les processus cognitifs intrapersonnels d’autre part. Dans ce but, trois modeles theoriques de l’interaction dynamique entre la confiance interpersonnelle et la satisfaction au travail servent a elaborer et a tester empiriquement six hypotheses. Tout d’abord, d’apres les mecanismes d’influence, la satisfaction au travail d’un individu peut resulter du nombre de choix de confiance sociometriques qu’il recoit (effet de popularite) ou du degre de satisfaction au travail des acteurs a qui il fait confiance (effet de contamination). Deuxiemement, les mecanismes de selection partent du principe qu’un acteur focal sera plus susceptible de developper des relations interpersonnelles avec des collegues dont le degre de satisfaction au travail est eleve (effet d’attraction) ou dont les degres de satisfaction au travail sont semblables a ceux de l’acteur focal (effet d’homophilie). Enfin, d’apres les mecanismes de propagation intrapersonnelles, un degre de satisfaction au travail eleve peut faciliter la creation de relations de confiance interpersonnelles (propagation de la satisfaction), ou les individus a l’origine d’un nombre important de relations de confiance interpersonnelles manifestent des degres de satisfaction plus eleves (propagation de la confiance). Les donnees du reseau social longitudinal intra-organisationnel d’une societe d’hebergement neerlandaise (n = 57) sont utilisees pour tester simultanement ces six hypotheses. Nous constatons un effet de contamination significatif, mais rien ne vient appuyer l’effet de popularite ni aucun des effets de selection. De plus, contrairement a nos attentes, les employes dont le degre de satisfaction au travail est faible sont nettement plus susceptibles de developper des relations de confiance envers les autres.

Based on the distinction between expressive and instrumental motives, six theoretical mechanisms for the formation of trust relationships are elaborated and empirically tested. When expressive motives drive tie formation, individuals primarily attach emotional value to social relationships. Three mechanisms have been tested: the homophily, the balancing, and the gossiping effect. When instrumental, control-related, motives drive tie formation, actors strategically establish relationships because of their potential use for the realization of material benefits or the avoidance of material losses. Again, three mechanisms have been tested: the signalling, the sharing group and the structural hole effect. Longitudinal data come from a sociometric panel study of 17 members of the management team of a German paper factory. Actor-oriented statistical modelling shows that all effects significantly affect trust formation separately. In a simultaneous test incorporating all six mechanisms, the pattern of structural holes turns out to be the major predictor of network evolution. The implications of structural hole theory for modelling the evolution of intra-organizational networks are discussed. keywords: balance, control, gossip, homophily, relational signalling, sharing groups, structural holes