When hubs forget, lie, and play favorites: Interpersonal network structure, information distortion, and organizational learning
通过仿真模型研究组织人际网络中枢纽节点（连接数远高于平均的个体）对组织学习的影响，发现适度枢纽化的网络表现最佳，且适度的信息遗漏或扭曲反而可能提升绩效。
The interpersonal network structure of an organization directly influences the diffusion and recombination of ideas and can thus facilitate or impede organizational learning. Most interpersonal networks have ‘hubs’—individuals who have significantly more connections than does the average member. This raises important questions about how hubs influence organizational learning outcomes. Does the presence of hubs improve or impair performance? What happens if hubs forget or misrepresent information that is transmitted through the network? Using simulation models, we find that moderately hubby networks outperform both very hubby and democratic networks. We also find that moderate amounts of information omission or misrepresentation can be surprisingly beneficial to performance, though the patterns of their effects are strikingly different . Copyright © 2013 John Wiley & Sons, Ltd.