Organizational Misfits and the Origins of Brokerage in Intra-Firm Networks

Abstract

We have ample empirical evidence of the effect of brokerage in intraorganizational social networks on career outcomes, but we know less about how network structure originates as a result of career processes. In this paper, I argue that brokerage results from two distinct mechanisms – links with former co-workers and with friends of friends accumulated as careers unfold. Furthermore, I hypothesize that “organizational misfits” – individuals who follow career trajectories that are atypical in their organization – will have access to more valuable brokerage opportunities than individuals whose careers followed more conventional paths. Career history is recorded longitudinally for 30,000 employees in a large information technology firm over six years and sequence-analyzed to measure individual-level fit with typical career paths in the organization. Network position is measured using a unique data set of over 250 million electronic mail messages. Empirical results support the hypotheses that diverse – and especially atypical – careers have a causal effect on brokerage through mechanisms rooted in social capital, even when accounting for endogeneity between networks and mobility.