Abstract
We examine three contested questions concerning the role of personality and social network position in organizations. First, can network position be traced to personality? Second, do personality and network position both predict how well individuals perform at work? Third, is there evidence that network position mediates the relationship between personality and work outcomes? Results from 78 independent samples indicate that personality and network position offer complementary explanations of performance in organizations. Personality traits, especially conscientiousness, extraversion, and self-monitoring, are consistently related to advantageous central network positions. Personality and network position both predict performance, and the effect of personality is generally stronger than that of network position. Further, some evidence suggests that personality relates to performance through its influence on network position. Overall, our results provide meta- analytic support for integrated models of dispositional characteristics and social network position.
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