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Abstract

Although popularity is a salient social phenomenon influencing individuals during their school-age years, little research has considered popularity as a factor affecting employee attitudes and behaviors in organizational settings. To address this void, and to stimulate and guide research on employee popularity, I develop a model of popularity relevant to the workplace. I discuss the concept of popularity and differentiate it from other organizational concepts. Drawing from theories of self-categorization and social capital, I propose workplace antecedents and outcomes of popularity, along with boundary conditions of the proposed relationships. Finally, I discuss theoretical and empirical implications of examining popularity in the workplace. In doing so, I demonstrate how the consideration of popularity can extend theory and research on behavior in organizations.

Keywords

employee–organization relationships intergroup relations personality and individual difference

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A conceptual framework for the study of popularity in the workplace

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