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I would recommend you start with recall and supplement it with the roster.
I don't think people are going to be overly fatigued after 80-90 names.
"I would like you to list the people you help you in the learning network,
or with your learning". (or some such question that's not exclusive to the
roster but still on target).
Wait for them to write down the names, once they slow or feel 'complete'
"I also have a list of people here to refresh your memory" - present the
roster, have them review it and you can write down the names then. Finally,
ask "is there is anyone else that is not on this sheet that you think should
I've done a similar task with a sheet of possible roles on a name generator
and no one said "why didn't you give me this sheet first?"
1. you get recall order
2. you get the extra validity check of the roster
3. you don't exclude specific people.
Any other suggestions?
PhD Candidate, Department of Sociology
Research Coordinator, NetLab
University of Toronto
I received a message from Vogenbeck, Danielle at approximately 10/2/06 8:40
PM. Above is my reply.
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> Dear Socnetters,
> I have a couple questions about name generator techniques and network
> data between organizations...
> We have a group of people who participate in a learning network. We
> want to know who, over time, they interact with in the group itself and
> whether these interactions have initiated any additional interactions
> with others outside the group. So we would like for them to be able to
> indicate interactions within the group, but also to list any new
> contacts they may have made with others outside the group.
> 1) Should we provide a list of names of everyone in the group and leave
> a fill-in spot for people not on the list? Or...Should we not provide a
> list at all and let people freely recall anyone whom they interact with
> as a result of being part of the learning network?
> We are concerned that if we provide a list and then provide a fill-in
> space, that the people on the list will by default appear more central
> because it was easier for people to identify them and will hence,
> disproportionately misrepresent the prominence of certain people. We
> also wonder if this effect might occur because of the placement of
> people on the list as well...those higher on the list will be chosen
> more often (which is a problem for us because we want to list the names
> alphabetically to help with selection - the list is about 80+ long).
> 2) If the end goal is to gain knowledge of the interactions between
> organizations that the people are members of, does it make more sense to
> ask people to identify people within each organization and then scale-up
> these answers to identify some kind of overall organizational
> relationship? If we ask each person to just record their interaction to
> the organization at large, we will lose the nuances between different
> people within an organization. Does anyone have advice on the best
> approach to representing a relationship to an organization by
> delineating the personal ties that exist among its employees to people
> outside the organization?
> Many thanks for any guidance on these questions!
> Danielle M Vogenbeck, PhD
> Associate Policy Scientist
> RAND Corporation
> 1776 Main Street
> Santa Monica, CA 90401
> 310-393-0411 ext. 6438
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