In our previous articles, we highlighted the benefits of social technologies adoption in the “Enterprise 2.0” era and discussed the potentials that workplace social interactions data has to offer as a result of social technologies. In this article, we look into the benefits of social capital from employee perspective and discuss an integrative model of social capital sources, definitions, measures and values.
In this article we propose a computational model of an individual’s social capital taking into account the social structure formed through workplace social contacts. The model bases on and integrates three well established theories: The Concept of Weak and Strong ties, The Concept of Structural holes, and Connection as a Resource.
Structure of an employee’s social network and strength of ties in this network play an important role in determining social capital for career growth. Social resources and access to information can ultimately contribute to career development of an individual and development of a business as a whole.
With the growth of enterprise social networking services, social dimensions of work are getting more attention within the organisations. Beyond the use of the tools for collaboration, these services provide many other indirect benefits such as the possibility to determine the “Social Capital” of each employee.
With the advent of social technologies, the world has the potential to be a more interconnected and information driven place. The impact of social technologies has changed the way people communicate, collaborate, consume and create information. People have adopted social technologies in their everyday lives and organisations are starting to adopt social networking services as well.