Network Centrality, Employment Status, and Work Outcomes: Social Ledger and Exchange Perspectives

Based on the social exchange and social ledger perspectives, this research investigates the role of positive/negative network ties and employment status (i.e., permanent vs. contingent) in predicting individual job and coworker-directed citizenship performance in the workplace. Using a multi-time, multi-source dataset of 99 employees collected from a South Korean life insurance company, we found that the in-degree centrality of friendship ties increases job and citizenship performance rated by superiors, whereas that of negative ties decreases both work outcomes. In addition, unexpectedly the positive linkages between positive ties and citizenship performance were more pronounced for employees who are disliked by more coworkers. Finally, the results revealed that the negative impact of negative ties on citizenship performance is mitigated among permanent employees. Our theory and findings contribute to the literatures on social networks and human resource management.