This study proposes the use of the induced centrality measure to the destination network of airlines worldwide. The use of this Social Network Analysis measure in this industry aims to provide a tool to business managers on what is the relative value of each destination for each airline. This relative value is given based on how much the loss of a destination means for the company in terms of the sum of the geodesic distances. In this sense, if eliminating a destination increases the total geodesic distance, this will mean that airlines will have to increase the number of intermediate nodes to reach other destinations and thus also increase costs (due to more take-offs and landings).

The data used for this study are all origin and destination routes (more than 1200) of the 300 most important airlines worldwide in 2015. Including their grouping in the three major alliances: Star Alliance, Sky Team and One World. Therefore, this study applies a multilevel analysis by looking at this issue not only at the airline level, but also at the Grand Alliance level. Thanks to cooperation between airlines, these companies are able to reach destinations they would not otherwise be able to reach. Therefore, this study examines the impact of this measure in both cooperative and non-cooperative situations.

Chain of command distance (CCD)—defined here as the undirected geodesic distance along the chain of command—significantly influences workplace tie formation yet remains relatively understudied compared to other structural factors such as physical proximity, homophily, and transitivity.

This study examines CCD's impact on the formation of instrumental ties across eight Scandinavian organizations: (1) a municipal government agency (2) a state-owned gaming company (3) a university engineering department (4) a construction equipment rental firm (5) an architectural/urban planning practice (6) a financial services company specializing in debt collection (7) a global developer of renewable energy systems and (8) a provider of flow assurance solutions for optimizing oil and gas flows through pipelines.

Analysis was undertaken using logistic regression quadratic assignment procedure (LRQAP). Controls included various demographic and organizational factors including gender, tenure, age, nationality, employment status, native language, and place of work.

Results demonstrate exponential decay in tie likelihood as CCD increases, with the probability decreasing 50-70% per unit increase in command distance. This pattern holds consistently across both information-seeking and advice-seeking relationships in all organizations, with one notable exception: the gaming company's R&D unit (n=84) showed less than a 15% decay per unit distance.

These findings parallel research on physical proximity's effects on organizational networks, suggesting formal organizational structure shapes informal networks through similar mechanisms.

The study contributes to our understanding of how hierarchical structure influences informal network formation and highlights the importance of considering command chain distance when designing organizational interventions aimed at fostering collaboration and knowledge sharing.

As digital workspaces become increasingly central to knowledge production, unlike the traditional face-to-face spaces, virtual platforms enable rapid, global knowledge exchange, reshaping how information circulates between the Global South and North and integrating workers into open-source environments. This paper investigates how nationality shapes the evaluation of knowledge transfers in digital workspaces, focusing on the role of status in determining perceptions of legitimacy. Grounded in social closure theory, we argue that national identity serves as a boundary that reinforces in-group preferences and exclusionary practices. As a marker of social status, nationality could influence how competence is assessed, determining whose contributions are recognized and whose are marginalized in virtual professional settings.

This study focuses on GitHub users who worked for software development companies founded in the US. Using a database of 87,122 pull requests on GitHub from 9,836 software developers from 2018 to 2021, we operationalize knowledge transfer through the platform’s pull request function, where project members decide whether to accept or reject proposed code contributions. Preliminary results indicate that nationality status and homophily strongly influence pull request rejection, software developers in the US are significantly more likely than non-US developers to have their pull requests accepted, while also being less likely to accept the pull requests that they receive. Pull request acceptance is also highly likely when the requester and the decider are from the same country. These results reveal how nationality affords status, homophily, and social closure benefits for knowledge and innovation transfers in high-tech online workplace communities.

How neurological disorders affect the social activity of individuals in the workplace has received little to no attention in the management and organization literature. This is the case despite the high prevalence of certain disorders, such as ADHD (Attention Deficit/Hyperactivity Disorder) in the adult population, and the detrimental effects of ADHD on multiple social and work-related outcomes. This is an important gap in our understanding given the robust literature showing the importance of social networks on work performance. Recent research in developmental and clinical psychology has begun to focus on the positive aspects of ADHD, some of which might directly relate to social behaviors and personal relationships. However, the question of whether ADHD helps or hinders individuals’ social activity in the workplace, which ultimately impacts their unique set of work-related social ties, is unanswered. This study is a first step in linking ADHD with social networks in work-settings by investigating the personal (ego) networks among adult entrepreneurs in the US. The findings indicate that ADHD is directly related to the number of reported conflict, advice, and friendship ties. However, findings also indicate key differences in social networks between hyperactive and inattentive ADHD subtypes. Supplemental analysis of data from a large organization of 892 employees finds connections between ADHD and various brokering orientations.

This study examines how adverse events shape the evolution of professional collaborations in healthcare. Drawing on a longitudinal dataset of 13,842 physician dyads using Florida’s inpatient discharge data from 2016 to 2021, we investigate how extreme adverse events - patient deaths - influence the persistence of dyadic collaborations. We focus on physician dyads that experienced a patient death and exploit the quasi-random variation in the timing of death, using difference-in-differences event study design. We find that brokers - attending providers works in multiple hospitals and hence have exposure to multiple organizational environments – are more likely to keep the same collaboration ties compared to non-brokers. At the same time, brokers are also more selective – they are more likely to retain collaboration ties when the death was from a complex case instead of a simple case. The study contributes to the growing literature on network evolution by advancing our understanding of how adversity shapes the evolution of professional relationships.