Tanya Menon , Catherine T. Shea , Edward Bishop Smith
{"title":"Mobilization capacity: Tracing the path from having networks to capturing resources","authors":"Tanya Menon , Catherine T. Shea , Edward Bishop Smith","doi":"10.1016/j.riob.2024.100210","DOIUrl":null,"url":null,"abstract":"<div><div>A key puzzle in social network research is why people have networks in theory but fail to extract resources from them in practice. We propose the concept of <em>mobilization capacity—</em>one’s efficiency in extracting resources from networks—to help explain this gap. Mobilization capacity involves several critical microprocesses that account for what often appears as error in network models, given that having a network structure does not precisely translate into attaining outcomes. The determinants of mobilization capacity arise at actor- and relational- levels. Actor-level determinants include the actor’s willingness to seek network resources and ability to accurately locate network resources. Relational determinants involve cooperative intent in the relationship and the ability to successfully exchange resources within that interaction. Using these dimensions, we consider how actors realize or degrade their structural potential as they attempt to capture value from their networks. We conclude with an illustrative example of the Matthew effect by describing how each component of mobilization capacity compounds structural advantage, with the structurally rich enjoying efficiencies in resource extraction and the structurally poor further disadvantaged, which increases inequality.</div></div>","PeriodicalId":56178,"journal":{"name":"Research in Organizational Behavior","volume":"44 ","pages":"Article 100210"},"PeriodicalIF":3.1000,"publicationDate":"2024-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Research in Organizational Behavior","FirstCategoryId":"1085","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S0191308524000066","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 0
Abstract
A key puzzle in social network research is why people have networks in theory but fail to extract resources from them in practice. We propose the concept of mobilization capacity—one’s efficiency in extracting resources from networks—to help explain this gap. Mobilization capacity involves several critical microprocesses that account for what often appears as error in network models, given that having a network structure does not precisely translate into attaining outcomes. The determinants of mobilization capacity arise at actor- and relational- levels. Actor-level determinants include the actor’s willingness to seek network resources and ability to accurately locate network resources. Relational determinants involve cooperative intent in the relationship and the ability to successfully exchange resources within that interaction. Using these dimensions, we consider how actors realize or degrade their structural potential as they attempt to capture value from their networks. We conclude with an illustrative example of the Matthew effect by describing how each component of mobilization capacity compounds structural advantage, with the structurally rich enjoying efficiencies in resource extraction and the structurally poor further disadvantaged, which increases inequality.
期刊介绍:
Research in Organizational Behavior publishes commissioned papers only, spanning several levels of analysis, and ranging from studies of individuals to groups to organizations and their environments. The topics encompassed are likewise diverse, covering issues from individual emotion and cognition to social movements and networks. Cutting across this diversity, however, is a rather consistent quality of presentation. Being both thorough and thoughtful, Research in Organizational Behavior is commissioned pieces provide substantial contributions to research on organizations. Many have received rewards for their level of scholarship and many have become classics in the field of organizational research.