Human social networks are overwhelmingly homophilous: individuals tend to befriend others who are similar to them in terms of a range of physical attributes (e.g., age, gender). Do similarities among friends reflect deeper similarities in how we perceive, interpret, and respond to the world? To test whether friendship, and more generally, social network proximity, is associated with increased similarity of real-time mental responding, we used functional magnetic resonance imaging to scan subjects' brains during free viewing of naturalistic movies. Here we show evidence for neural homophily: neural responses when viewing audiovisual movies are exceptionally similar among friends, and that similarity decreases with increasing distance in a real-world social network. These results suggest that we are exceptionally similar to our friends in how we perceive and respond to the world around us, which has implications for interpersonal influence and attraction.

H omophily in social relations results from both individual preferences and selective opportunities for interaction, but how these two mechanisms interact in large, contemporary organizations is not well understood. We argue that organizational structures and geography delimit opportunities for interaction such that actors have a greater level of discretion to choose their interaction partners within business units, job functions, offices, and quasi-formal structures. This leads us to expect to find a higher proportion of homophilous interactions within these organizational structures than across their boundaries. We test our theory in an analysis of the rate of dyadic communication in an email data set comprising thousands of employees in a large information technology firm. These findings have implications for research on homophily, gender relations in organizations, and formal and informal organizational structure.

Humans form complex social networks that include numerous non-reproductive bonds with non-kin. Navigating these networks presents a considerable cognitive challenge thought to have comprised a driving force in human brain evolution. Yet, little is known about how and to what extent the human brain encodes the structure of the social networks in which it is embedded. By combining social network analysis and multi-voxel pattern analysis of functional magnetic resonance imaging (fMRI) data, we show that social network information about direct relationships, bonds between third parties, and aspects of the broader network topology is accurately perceived and automatically activated upon seeing a familiar other..

Using the emergent friendship network of an incoming cohort of students in an M.B.A. program, we examined the role of extraversion in shaping social networks. Extraversion has two important implications for the emergence of network ties: a popularity effect, in which extraverts accumulate more friends than introverts do, and a homophily effect, in which the more similar are two people's levels of extraversion, the more likely they are to become friends. These effects result in a systematic network extraversion bias, in which people's social networks will tend to be overpopulated with extraverts and underpopulated with introverts. Moreover, the most extraverted people have the greatest network extraversion bias, and the most introverted people have the least network extraversion bias. Our finding that social networks were systematically misrepresentative of the broader social environment raises questions about whether there is a societal bias toward believing other people are more extraverted than they actually are and whether introverts are better socially calibrated than extraverts.

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To extend research on the effects of networks for career outcomes, this paper examines how career processes shape network structure. I hypothesize that brokerage results from two distinct mechanisms: links with former coworkers and with friends of friends accumulated as careers unfold. Furthermore, I hypothesize that ''organizational misfits''-people who followed career trajectories that are atypical in their organization-will have access to more valuable brokerage opportunities than those whose careers followed more conventional paths. I tested this hypothesis with career history data recorded longitudinally for 30,000 employees in a large information technology firm over six years and sequence-analyzed to measure individuallevel fit with typical career paths in the organization. Network position was measured using a unique data set of over 250 million electronic mail messages. Empirical results support the hypotheses that diverse, and especially atypical, careers have an effect on brokerage through mechanisms rooted in social capital, even when accounting for endogeneity between networks and mobility. In theorizing about misfit from prototypical patterns, this paper offers a new, theory-driven application of sequence-analytic methods as well as a novel measure of brokerage based on interactions across observable boundaries, a complement to the structural constraint measure based on interactions across holes in social structure.

Multidivisional fi rms often fail to take advantage of innovations that involve combining resources from distinct divisions. This failure of cross-line-of-business innovation is

Humans form complex social networks that include numerous non-reproductive bonds with non-kin. Navigating these networks presents a considerable cognitive challenge thought to have comprised a driving force in human brain evolution. Yet, little is known about how and to what extent the human brain encodes the structure of the social networks in which it is embedded. By combining social network analysis and multi-voxel pattern analysis of functional magnetic resonance imaging (fMRI) data, we show that social network information about direct relationships, bonds between third parties, and aspects of the broader network topology is accurately perceived and automatically activated upon seeing a familiar other.