Annotated bibliography of Han, S., Chae, C., & Passmore, D. (2019). Social network analysis and social capital in human resource development research: A practical introduction to R use.

1. Assignment c – Annotated Bibliography 3
David J. Shofstahl
SEPS 861 – Foundations of Adult Education and Training
Dr. Mary Greer Landon
November 6, 2020
Old Dominion University

2. ASSIGNMENT 4c SHOFSTAHL 1
Annotated Bibliography 3
Han, S., Chae, C., & Passmore, D. (2019). Social network analysis and social capital in human
resource development research: A practical introduction to R use. Human Resource
Development Quarterly, 2019(30), 219-243. https://doi.org/10.1002/hrdq.21341
This methodological paper examines empirical findings on social capital and
social networks within organizations to provide applicability of social network analysis
(SNA) in human resource development for understanding organizational structure in
order to successfully manage transfer climate. The authors build the application of SNA
on foundational theories in social capital, such as social structure and relational patterns,
connectivity and interaction, knowledge sharing, and resource control. They emphasize
the effect of power, influence, ranking, and inequality in social structures (organizations)
on individual employees’ attitudes, behaviors, and, ultimately, their motivation to learn
and commitment to transfer training. SNA allows researchers to chart a three-
dimensional, visual representation of position, strength of relationship, level of influence,
and other dynamics to provide a deeper understanding of relational phenomena affecting
informal learning, engagement, knowledge sharing, coaching and mentoring, and leader-
member exchange. An example of SNA application through a case study is provided in
the paper. Through the analysis, the authors identified key links and the brokers of power
and knowledge who moderate the organizational synergy and control the learning
climate. SNA offers an innovative approach to identifying critical blocks and crucial
actors for overcoming challenges in work-related learning.

3. ASSIGNMENT 4c SHOFSTAHL 2
With a practical application of SNA in understanding organizational learning
climate, this paper expands the relevance and value of social relationships and
connectedness to workforce training and adult learning. Assumptions about
organizational culture, projected climates, and employee perceptions can be clarified
through SNA to scientifically pinpoint problems for appropriate intervention.
Furthermore, SNA produces convincing evidence of organizational functionality (or
dysfunctionality) in explicit detail with descriptive statistics and a three-dimensional
wireframe model of an individual’s position, power, and relationship to the rest of the
organization. SNA is a useful, powerful tool for workforce development professionals in
needs analysis for identifying opportunities to overcome barriers in organizational culture
and increase the visibility of the transfer climate to most effectively deliver appropriate
training. As described through the case study in this paper, SNA may offer significant
leverage for contract training solutions in addressing critical structural and cultural
challenges by providing clear insight on organizational bottlenecks to break ground in
honest discussion about the real problems behind employee motivation to learn and
transfer training.