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Racial Homophily and Its Persistence in Newcomers' Social Networks

Author

Listed:
  • Kelly A. Mollica

    (Babcock Graduate School of Management, Wake Forest University, P.O. Box 7659, Winston-Salem, North Carolina 27109)

  • Barbara Gray

    (Department of Management and Organization, Smeal College of Business Administration, The Pennsylvania State University, University Park, Pennsylvania 16802)

  • Linda K. Treviño

    (Department of Management and Organization, Smeal College of Business Administration, The Pennsylvania State University, University Park, Pennsylvania 16802)

Abstract

This study examined the formation and persistence of homophilous, or same-race, friendship ties among racial minorities and whites in a “newcomer” setting. Homophilous ties provide valuable sources of mutual support but may limit racial minorities' access to resources and information in organizations. Study participants were first-year MBA students who entered a program at the same time. We measured network ties at two times: six weeks after the beginning of the students' first semester in the program, and at the beginning of the following semester 3 1/2 months after the second survey. We also administered a separate survey measuring social identity salience prior to the first network survey.Despite the fact that there were fewer same-race ties for racial minorities to choose from, their friendship networks demonstrated greater homophily than those of whites early in the formation of the network and over time. Also, African-Americans were more likely than whites to seek out homophilous friendship ties in other class sections. Race as a salient social identity group membership was positively related to homophily for African-Americans, Hispanics, and whites. Over the time period studied there was no significant change in homophily among the racial groups' networks, despite the explicit promotion of diversity in recruitment of students, formation of heterogeneous classes and teams, and active support by the MBA program administrators. We discuss the practical implications of our findings for organizations that are attempting to increase cultural diversity and promote active interaction among individuals from different racial and ethnic backgrounds.

Suggested Citation

  • Kelly A. Mollica & Barbara Gray & Linda K. Treviño, 2003. "Racial Homophily and Its Persistence in Newcomers' Social Networks," Organization Science, INFORMS, vol. 14(2), pages 123-136, April.
    • Handle: RePEc:inm:ororsc:v:14:y:2003:i:2:p:123-136
    DOI: 10.1287/orsc.14.2.123.14994
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    References listed on IDEAS

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    1. Erika Hayes James, 2000. "Race-Related Differences in Promotions and Support: Underlying Effects of Human and Social Capital," Organization Science, INFORMS, vol. 11(5), pages 493-508, October.
    2. Kilduff, Martin, 1990. "The interpersonal structure of decision making: A social comparison approach to organizational choice," Organizational Behavior and Human Decision Processes, Elsevier, vol. 47(2), pages 270-288, December.
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