Thats a unique idea.You should consider the following idea to enhance your idea so that it would impact uniquely:  addresses the question “To what extent can job satisfaction be explained as the revenue of social capital?” By conceiving someone’s social network as social capital  specify conditions under which social ties do lead to job satisfaction.  inquire into the idea of goal specificity of social capital, which implies that a network with a given structure and content will have different impacts on various aspects of job satisfaction. If the content of the ties and the structure of the network at the job engender material ll-being or produce social approval, satisfaction with the corresponding job aspects increases. Data re collected in 1993 using written questionnaires in two Dutch governmental agencies, one with 32 and the other with 44 employees. These workers’ networks re charted using nine name-generating questions. Social capital, it turns out, is not an all-purpose good but one that is goal specific, even within a single domain of life such as work. Three effects stand out: First, the structure of the network and the content of the ties do matter. Networks of strategic, work-related ties promote an employee’s satisfaction with instrumental aspects of the job, like income, security, and career opportunities. Second, closed networks of identity-based solidarity ties improve an employee’s satisfaction with social aspects of the job, like the general social climate at work and cooperation with management and colleagues. Third, a network with a bow–tie structure (i.e., where a focal actor is the link beten two or more mutually exclusive cliques) generally has strong negative effects on satisfaction with the social side of the job; although a bow–tie type network of trusting ties does increase satisfaction with the social side. This implies that Krackhardt’s hypothesis on the unpleasant feelings produced by bow–tie type networks has to be specified for the content of the ties that constitute such The study reported in this paper was made possible by grants from the Dutch Science Foundation and the Royal Dutch Academy of Arts and Sciences.  want to thank Bert Bulder for his contribution to earlier versions of this paper.
['Henk Flap', 'Beate Völker']
I am writing a research paper on a idea Goal specific social capital and job satisfaction Effects of different types of networks on instrumental and social aspects of work
[{"from": "human", "value": "I am writing a research paper on a idea Goal specific social capital and job satisfaction Effects of different types of networks on instrumental and social aspects of work"}, {"from": "gpt", "value": "Thats a unique idea.You should consider the following idea to enhance your idea so that it would impact uniquely:  addresses the question \u201cTo what extent can job satisfaction be explained as the revenue of social capital?\u201d By conceiving someone\u2019s social network as social capital  specify conditions under which social ties do lead to job satisfaction.  inquire into the idea of goal specificity of social capital, which implies that a network with a given structure and content will have different impacts on various aspects of job satisfaction. If the content of the ties and the structure of the network at the job engender material ll-being or produce social approval, satisfaction with the corresponding job aspects increases. Data re collected in 1993 using written questionnaires in two Dutch governmental agencies, one with 32 and the other with 44 employees. These workers\u2019 networks re charted using nine name-generating questions. Social capital, it turns out, is not an all-purpose good but one that is goal specific, even within a single domain of life such as work. Three effects stand out: First, the structure of the network and the content of the ties do matter. Networks of strategic, work-related ties promote an employee\u2019s satisfaction with instrumental aspects of the job, like income, security, and career opportunities. Second, closed networks of identity-based solidarity ties improve an employee\u2019s satisfaction with social aspects of the job, like the general social climate at work and cooperation with management and colleagues. Third, a network with a bow\u2013tie structure (i.e., where a focal actor is the link beten two or more mutually exclusive cliques) generally has strong negative effects on satisfaction with the social side of the job; although a bow\u2013tie type network of trusting ties does increase satisfaction with the social side. This implies that Krackhardt\u2019s hypothesis on the unpleasant feelings produced by bow\u2013tie type networks has to be specified for the content of the ties that constitute such The study reported in this paper was made possible by grants from the Dutch Science Foundation and the Royal Dutch Academy of Arts and Sciences.  want to thank Bert Bulder for his contribution to earlier versions of this paper."}]