Individuals interacting in organizational settings involving varying levels of formal hierarchy naturally form a complex network of social ties having different tie valences (e.g., positive and negative connections). Social ties critically affect employees' satisfaction, behaviors, cognition, and outcomes - yet identifying them solely ...
Individuals interacting in organizational settings involving varying levels of formal hierarchy naturally form a complex network of social ties having different tie valences (e.g., positive and negative connections). Social ties critically affect employees' satisfaction, behaviors, cognition, and outcomes - yet identifying them solely through survey data is challenging because of the large size of some organizations or the often hidden nature of these ties and their valences. We present a novel deep learning model encompassing NLP and graph neural network techniques that identifies positive and negative ties in a hierarchical network. The proposed model uses human resource attributes as node information and web-logged work conversation data as link information. Our findings suggest that the presence of conversation data improves the tie valence classification by 8.91% compared to employing user attributes alone. This gain came from accurately distinguishing positive ties, particularly for male, non-minority, and older employee groups. We also show a substantial difference in conversation patterns for positive and negative ties with positive ties being associated with more messages exchanged on weekends, and lower use of words related to anger and sadness. These findings have broad implications for facilitating collaboration and managing conflict within organizational and other social networks.
