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Formulation of dynamic theories and process hypotheses is a crucial component in longitudinal research. This paper describes a framework for developing dynamic theory and hypotheses. The procedure require the theorist to address six dimensions of process in each variable: continuity, magnitude of change, rate of change, trend, periodicity and duration. Further, theorists are encouraged to explore the dynamic relations between sets of variables, including rate of change, magnitude of change, lag, and permanence. Consideration is given to the problem of feedback loops. A typology of analytical alternatives for studying dynamic processes and longitudinal research data is provided.

1. Networks and Flows in Organizational Communication. Part I: The Multitheoretical, Multilevel Framework. 2. Network Concepts, Measures, and the Multitheoretical, Multilevel Analytical Framework. 3. Communication and Knowledge Networks as Complex Systems. 4. Computational Modeling of Networks. Part II: Social Theories for Studying Communication Networks. 5. Theories of Self-Interest and Collective Action. 6. Contagion, Semantic, and Cognitive Theories. 7. Exchange and Dependency Theories. 8. Homophily, Proximity, and Social Support Theories. 9. Evolutionary and Coevolutionary Theories. Part I

Organizational scholars have studied the process of organizational transformation for decades, focusing on the impact of inertia and environmental disruptions as drivers of transformation. Building on this body of work, the present study demonstrates the importance of organizational agency in affecting long-term organizational change. The analysis focuses on 487 newspapers in the United States and looks at the adoption of hyperlinking as part of the process of transforming from print-based organizations to multimedia information providers during an 11-year period from 1997 to 2007. The results show that traditional newspapers that aggressively adopted hyperlinking practices had a decreased likelihood of failure in the long run. The findings provide insights into the important role of individual and organizational action in the transformation process and emphasize the utility of hyperlinks as a communicative tool for organizations seeking to adapt in a digital environment.

This article develops a constrained choice model of strategic decision-making for `cupid' alliances. Unlike voluntary alliances, cupid alliances are forged between `target' organizations at the behest of a third `cupid' organization that stands to benefit from creation of the alliance. Three key alliance decisions — whether to partner, with whom, and governance — are substantially curtailed by the cupid's requirements, producing a severely constrained set of strategic decisions. The conceptual model is supplemented with a case study which relies on qualitative interviews, observations and communication network data collected from principals negotiating a cupid alliance. A finding which may be unique to cupid alliances was the decline in trust over the course of the negotiation between those representatives whose organizations had no past alliance relationships. This finding is especially interesting given the fact that despite the decreased propensity for representatives to trust, an agreement was still reached.

This research tested a transactive theory model of how individuals allocate and retrieve task-related information in work teams. It extended prior research by exploring the role of communal information repositories in the context of human information resources. Structural equation modeling of six integrated hypotheses revealed several significant results. First, usage of information repositories was significantly related to individual access to information. However, the relationship between individual direct information exchange with team members (the human repositories) and individual access to information was significant only among average-level users of organizational information repositories. Second, development of individual expertise directories significantly influenced individual direct information exchange with team members. Third, perceived usage of organizational information repositories by team members significantly influenced actual usage. Finally, technology-specific competence in using intranets significantly influenced the actual usage of intranets as organizational information repositories.

This article reports the results of research efforts to develop and test two structural equation models of the antecedents of involvement in communication networks in large organizations, one for communication network connectedness and the other for network integration. A questionnaire was administered to 125 members of a naval training facility, along with a communication contact questionnaire which ascertained each person's typical work-related communi cation. The overall X2 test of the models showed (1) acceptable goodness-of-fit for the connectedness model with five of eight significant coefficients and (2) excellent goodness-of-fit for the integration model with six of eight significant coefficients. The amount of variance explained was moderate for both. The models are discussed in terms of plausible modifications of variables and links, possibilities for examination of the consequences of the network structure, and the necessity for constructing an integrated model.

This paper reports on research designed to test a dynamic model of the causes of organizational innovation. Two communication variables (level of information and group communication) and three motivational variables (perceptions of equity, expectations of benefits, and perceived social pressure) were derived from equity theory, expectancy theory and the theory of reasoned action. These variables were used to predict the number of innovative ideas contributed by members of the organizations. Weekly data were collected for over a year from five firms and were analyzed with multivariate time series techniques. The results indicated that the communication variables were causes of organizational innovation but the motivational variables were not. Across the five firms, the variance explained by the model ranged from a low of 30 percent to a high of 78 percent. In four of the five firms, the forecast accuracy for the amount of individual innovation ranged from a low of 77 percent to a high of 85 percent.

Building on Kozlwoski and Klein's emergence framework, this research developed and tested a set of multilevel hypotheses regarding individual and team transactive memory processes in work teams. Literature from social psychology suggested hypotheses on how shared task interdependence influences individual expertise exchange. Social network theory suggested hypotheses that individual expertise exchange is channeled according to communication tie strength. Using data collected from 218 individuals from 18 organizational teams, the proposed hypotheses were tested using hierarchical linear modeling techniques. The results showed that at the individual level the relationship between directory development and expertise exchange was mediated by communication tie strength and moderated by shared task interdependence.Team-level variables also were significantly related to individual-level outcomes such that individual expertise exchange happened more frequently in teams with well-developed team-level expertise directories, as well as with higher team communication tie strength and shared task interdependence.