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Middle manager’s innovative work behavior and their social network position: A search on slippery ice

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University of Groningen

Middle manager’s innovative work behavior and their social network position Zandberg, Tjeerd

DOI:

10.33612/diss.128363888 10.33612/diss.128363888

IMPORTANT NOTE: You are advised to consult the publisher's version (publisher's PDF) if you wish to cite from it. Please check the document version below.

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Publication date: 2020

Link to publication in University of Groningen/UMCG research database

Citation for published version (APA):

Zandberg, T. (2020). Middle manager’s innovative work behavior and their social network position: A search on slippery ice. University of Groningen. https://doi.org/10.33612/diss.128363888,

https://doi.org/10.33612/diss.128363888

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Propositions belonging to the thesis

Middle manager’s innovative work behavior and their social network position

A search on slippery ice Tjeerd Zandberg

1. Students scoring high on conscientiousness have a stronger tendency towards personal initiative. (This thesis, chapter 3) 2. Students’ personal social network structure does not influence

their personal initiative. (This thesis, chapter 3)

3. Middle managers’ personal social network structure does not influence their innovative work behavior. (This thesis,

chapter 4)

4. Middle managers’ autonomy is neither a necessary nor a sufficient condition for their innovative work behavior. (This thesis, chapter 4)

5. Public managers’ networking behavior positively influences their innovative work behavior. (This thesis, chapter 5) 6. The impact of public managers' networking behavior on

innovative work behavior is stronger in performance driven environments. (This thesis, chapter 5)

7. Actors for which important variables have not been observed, should not be excluded from the analyses when estimating longitudinal network models. (This thesis, chapter 2)

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