Polarized public opinion responding to corporate social advocacy: Social network analysis of boycotters and advocators

2020 ◽  
Vol 46 (2) ◽  
pp. 101869 ◽  
Author(s):  
Hyejoon Rim ◽  
YoungAh Lee ◽  
Sanglim Yoo
2020 ◽  
Vol 3 (2) ◽  
pp. 12
Author(s):  
Miguel Martín Cárdaba ◽  
Rafael Carrasco Polaino ◽  
Ubaldo Cuesta Cambra

The popularization of Internet and the rise of social networks have offered an unbeatable opportunity for anti-vaccines, especially active communicators, to spread their message more effectively causing a significant impact on public opinion. A great amount of research has been carried out to understand the behavior that anti-vaccine communities show on social networks. However, it seems equally relevant to study the behavior that communities and communicators “pro vaccines” perform in these networks. Therefore, the objective of this research has been to study how members of the Spanish Association of Health Journalist (ANIS) communicate and use the social network Twitter. More specifically, the different interactions made by ANIS partners were analyzed through the so-called “centrality measures of social network analysis” (SNA), to check the configuration of the user network and detect those most relevant by their indexes of centrality, intermediation or mentions received. The research monitored 142 twitter accounts for one year analyzing 254 twits and their 2.671 interactions. The research concluded that the network of ANIS partners on Twitter regarding vaccines has little cohesion and has several components not connected to each other, in addition to the fact that there are users outside the association that show greater relevance than the partners themselves. We also concluded that there are an important lack of planning and direction in the communication strategy of ANIS on Twitter, which limits the dissemination of important content.


Author(s):  
Shoba Ramanadhan ◽  
Racquel E. Kohler ◽  
K. Viswanath

Partnerships between researchers and stakeholders offer an opportunity to bring scientific and practice-based knowledge and experience together to improve the quality, value, and relevance of implementation science efforts and increase the application of findings. The chapter covers (1) a continuum of engagement for research–practice partnerships, including the benefits and challenges of engaged implementation science; (2) challenges and opportunities for partnerships in implementation science in community, policy, public opinion, and public–private partnership domains; (3) implementation science partnership evaluation, with an emphasis on social network analysis; and (4) a series of questions for the field as increasing attention is paid to partnerships for implementation science.


2019 ◽  
Vol 11 (2) ◽  
pp. 380 ◽  
Author(s):  
Lu Zhang ◽  
Xiaochao Guo ◽  
Zhimei Lei ◽  
Ming Lim

Employee training is not only important for the continuous growth of human resources but also guarantees sustainable human resource management in enterprises. It is very important to understand corporate behaviour related to employee training not only from the perspective of a single enterprise but also from that of multiple enterprises. The purpose of this study is to explore multiple enterprises’ employee training behaviours by conducting a content analysis of corporate social responsibility (sustainability) reports and a social network analysis. This study also seeks to find a way to achieve sustainable employee training by analysing the similarities in the different types of corporate training behaviours. Our analysis shows that, in 2017, 108 types of training activities were implemented by 53 enterprises; the key employee trainings (e.g., security training and skills training) and enterprises (e.g., bank of communication) are identified. The training behaviours of some of the enterprises are similar to some extent, and eight groups of firms that are very similar are identified. The results of this study show that social network analysis performs well for studying corporate employee training behaviours. Some suggestions to minimize the investment costs of training and to improve the sustainability of human resource management from the employee training perspective are provided.


Sign in / Sign up

Export Citation Format

Share Document