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Online communities form a challenging and still-evolving field for social network research. We highlight two themes that are at the core of social network literature: formative processes and structures, and discuss how these might be relevant in the context of online communities. Processes of tie formation might evolve differently in online communities. Second, we discuss how network structures emerge in different ways than previously studied, and should therefore be interpreted differently.

The increased popularity in using online social networks by recruiters has received much positive attention, particularly in the popular press. Using social network theory this paper aims to examine how the structure and governance mechanisms of these networks can assist this process. The authors ask: how do recruiters use online social networks to effectively attract and screen prospective job applicants?

The semi‐structured interview approach is used to gather data from 25 recruitment specialists.

The connector role is identified as a specific attraction mechanism recruiters use to create numerous weak ties, where some are so weak they barely constitute ties at all. The authors then identify branding, transparency and data specificity as three mechanisms recruiters use to strengthen these ties when performing the attracting and screening functions.

This is the first paper to analyse online recruitment, using social network theory, and hence it has important implications for both academic and practitioner audiences involved in recruitment.

The purpose of this paper is twofold: to examine the role of online networks in employee engagement and to analyze the factors influencing leaders’ involvement in online social networking.

The study’s participants included team leaders, managers and directors working in Fortune 500 companies in the USA. Data were collected through structured surveys delivered through LinkedIn, professional online networking platform to randomly selected users with leadership roles. Totally, 194 matched questionnaires were returned.

The results indicate that employee engagement is positively associated with the time leaders spend on internal online networking platforms, the code of online networking conduct, and the presence of an open-organizational culture. Furthermore, the study shows that organizations can influence leaders’ use of online social networking platforms through an open culture and training. Finally, the findings also indicate that leaders, who communicate with a higher percentages of employees through internal and external platforms, also spend more time on online social networking platforms than those who do not. Surprisingly, a hierarchical structure and the code of conduct are not an indicator of the number of hours that leaders spend on online networking platforms.

The study has three main limitations. First, it was conducted among leaders working in companies from the Fortune 500 list, because the majority of these companies have already implemented internal networking platforms, which are not yet popular in small and medium enterprises (SME). In the future, companies from the SME sector are also worth studying. Second, the study was undertaken among leaders from the USA, because most of the online networking platforms were developed there and then adopted in other countries. Online networking trends in other countries are also very interesting topics for study in future research projects. Third, the quality of the time leaders spend on online platforms should also be examined in future studies.

The next generation of leaders should pay increasing attention to online social networking platforms so as to be more effective in fostering employees’ social and emotional well-being. Organizations that seek ways to facilitate involvement among their leaders in internal online networking, need to organize training and support leaders and employees in the use of online networking platforms.

The use of online social networking platforms change the way people communicate with others and how companies can use online social networking for the social well-being of their employees.

This research provides a new look at employee engagement in the current working environment as well as organizational features fostering leaders’ involvement in online networking.

The increase of videogame use has raised concerns regarding mental health of gamers (e.g. social isolation, depression); however, online gaming may offer the benefit of social connectivity. Many games provide ways for people to meet and interact, providing social opportunities difficult to come by for some young adults. One way to investigate social connection is through social network analysis, which explores the influence of connections on behaviors. The purpose of this paper is to analyze factors related to social connections within an online gaming community, with an emphasis on the influence of social support and depressive symptoms on network ties.

All members of an online gaming site were asked to report demographics, site use, depressive symptoms, “in-real-life” (IRL) social support, and online social support. Members were also asked to nominate those in their gaming network with whom they spoke to about important life matters. Moran’s I determined the spatial autocorrelation of depressive symptoms and IRL support within the network. Exponential random graph modeling determined factors significantly associated with tie presence between members.

Members (n=37) were significantly more likely to speak to other members about important life matters if they reported more site hours, more depressive symptoms, and less IRL support. Depressive symptoms and IRL support were not significantly spatially autocorrelated within this network.

Results suggest members may be filling an IRL social support deficit with friends they have met online. Additionally, members who reported more depressive symptoms may be seeking help from informal online connections through online gaming.

A question of interest is whether online social networks are effective in promoting behavioral changes and weight loss. The purpose of this paper is to examine the contagion effect of an online buddy network on individuals’ self-monitoring behavior.

This study collects data from an online weight-loss community and constructs an online buddy network. This study compares the effects of the network structure of the buddy network and the actor attributes when predicting self-monitoring performance by employing the auto-logistic actor attribute models.

This study confirms the contagion effect on weigh-in behavior in the online buddy network. The contagion effect is significantly predictive when controlling for actor attribute and other network structure effects.

There is limited evidence that one’s weight-related behavior can be affected by online social contacts. This study contributes to the literature on peer influence on health by examining the contagion effect on weight-related behavior between online buddies. The findings can assist in designing peer-based interventions to harness influence from online social contacts for weight loss.

The purpose of this paper is to explore the effect of online social networks and competency-based management on innovation capability.

The paper is theory-confirming. Theoretical relationships were tested using an empirical study of 289 firms from the Spanish biotechnology and telecommunications industries.

Results confirm that online social network use for internal cognitive processes (e.g. reading, searching and storing information) and external cognitive processes (e.g. sharing and co-creating knowledge) positively affects knowledge transfer. This knowledge helps firms to achieve superior competency in R&D to succeed in innovation programs.

All survey respondents were from Spain, which may limit the generalizability of findings. A longitudinal approach was not used. However, doing so would make it possible to explore time lags between online social network use, competency-based management and innovation.

This paper highlights the potential as well as the limitations of online social networks and competency-based management in promoting innovation capability. Businesses must consciously manage the assimilation and use of online social networks to benefit from them.

The study contributes to the literature by identifying effects on innovation capability at the meso-level (i.e. online social networks). Findings highlight the need for a shift in focus away from collaborating and interacting in online social networks (micro-level) and organizational contexts (macro-level) so as to improve innovation capability.

The purpose of this paper is to focus on college students, users of online social networks, as main sources of information that helps advertisers understand the ways in which advertisements are perceived online.

Results were reached through qualitative research. Personal in‐depth interviews, utilizing Zaltman Metaphor Elicitation Technique (ZMET), were conducted among 20 college students. Interviews consisted of using screenshots of advertisements in online social networks to uncover respondents' reactions.

It was generally concluded that the users of online social networks do not dislike advertisements, but they simply do not notice them. Other content found in online social networks mitigates the attractiveness of the advertisements. Hence, the respondents reported that the brand recognition in online social networks was found to be much lower than the one created through other media channels.

Advertising in online social networks is a major unexplored advertising area. Interactivity on the internet shifts the ways in which users perceive advertising, and whether they perceive it at all. The paper discusses content that catches users' attention and its relation to advertisements.

Through literature review it has been revealed that no similar research exists. The findings of this research will aid advertisers in recognizing the possibility of advertising to the online social networks' population, taking into consideration different needs, and preferences of such users.

Adjustment to the new locale is one of the primary factors that influence performance on an international assignment. The purpose of this paper is to propose a model that depicts how online social networks may contribute to international assignees’ adjustment via their influence on well-being and knowledge transfer.

The present research uses network theory and readily available technology to develop a model of how online supportive social networks and informational social networks may increase the international assignee’s well-being and knowledge transfer (with prior/next assignees and with the organization). These increases will subsequently have a positive impact on the assignee’s adjustment and ultimately his/her job performance.

Since this paper is conceptual rather than empirical, there are no findings; however, it is argued that online social networks may have a positive impact on an expatriate’s well-being, knowledge transfer, adjustment, and job performance.

This paper is a conceptual piece, so data will need to be collected to test the model developed here. Furthermore, other factors may influence international assignee adjustment, such as spouse and/or family adjustment.

Suggestions are provided regarding how organizations can utilize in-house or external online social networks to assist international assignees.

Despite the ubiquity of online social networks, there is a paucity of research examining the potential impact of online social networks on international assignees.

The purpose of this paper is to examine the role of online social networks in experiencing a change in working environment of today's leaders.

The study's participants were managers, directors and CEOs working in different organizations (including Fortune 500 companies) in the USA, the UK, Germany, France, Russian Federation, Australia and China. The data were collected through structured surveys delivered through LinkedIn to the managers, directors and CEOs. A total of 115 matched questionnaires were returned. Statistical analysis, using STATA software, was conducted to assess the research results.

The results indicate that the importance of online social networking environment is growing. Furthermore the study shows that online social networks are more useful for participative and consultative leadership style on social networking platforms than for directive leadership style. A higher number of activities on social networks by leaders is positively associated with the higher number of platforms used by leaders for business purposes. It is also correlated with a lower percentage of people from the same organization in the leader's contacts. Finally, the findings also show that the usefulness of online social networks as a tool supporting leadership, depends on the number of activities, number of platforms and size of the company. Surprisingly, age is not a predictor of the usefulness of online social networks.

Leaders that seek ways in which to foster their leadership, need to recognize the importance of online social networking environment and the possibilities of using online relations in various aspects of authentic and situational leadership.

This research provides knowledge regarding the usage of online social networks by many different leaders all over the world and suggests that a new generation of leaders will have to adjust to new working environment.

The purpose of this paper is to study the effects of multidimensional friendship networks on economic outcomes in the domain of online people-to-people (P2P) lending markets.

The empirical analysis is based on the data set of transactions and friendship networks from PPDai.com market, the most prominent P2P lending market in China. A friendship hierarchy is proposed in this paper to conceptualize friendship network types. Furthermore, methodologies of t-test, logistic regression and ordinary least squares regression are implemented to measure the impact of multidimensional friendship network variables on the probability of successful funding, as well as the interest rates on funded loans.

The study demonstrates significant effects of structural, relational and cognitive friendship networks using PPDai.com data. The results indicate that structural friendship network measured in terms of the number of friendship ties is a significant factor of funding performance. Additionally, borrowers, who are involved in higher-quality friendship networks, are more likely to be funded and pay lower interest rates on funded loans. Also, the deeper the level of the relationship is in the friendship hierarchy, the more significant will be the effect of friendship on the final economic results. Furthermore, quality is more important than quantity in determining funding performance.

This paper is the first to study the effects of multidimensional friendship networks on economic outcome variables in the domain of online P2P lending, thus broadening the theory of multidimensional social capital, which can deepen our understanding about how social networks work and have significant implications practically and theoretically.