Consumer review sites and recommender systems typically rely on a large volume of user-contributed ratings, which makes rating acquisition an essential component in the design of such systems. User ratings are then summarized to provide an aggregate score representing a popular evaluation of an item. An inherent problem in such summarization is potential bias due to raters self-selection and heterogeneity in terms of experience, tastes and rating scale interpretation. There are two major approaches to collecting ratings, which have different advantages and disadvantages. One is to allow a large number of volunteers to choose and rate items directly (a method employed by e.g. Yelp and Google Places). Alternatively, a panel of raters may be maintained and invited to rate a predefined set of items at regular intervals (such as in Zagat Survey). The latter approach arguably results in more consistent reviews and reduced selection bias, however, at the expense of much smaller coverage (fewer rated items).

Online social networks have become indispensable tools for information sharing, but existing 'all-or-nothing' models for sharing have made it difficult for users to target information to specific parts of their networks. In this paper, we study Google+, which enables users to selectively share content with specific 'Circles' of people. Through a combination of log analysis with surveys and interviews, we investigate how active users organize and select audiences for shared content. We find that these users frequently engaged in selective sharing, creating circles to manage content across particular life facets, ties of varying strength, and interest-based groups. Motivations to share spanned personal and informational reasons, and users frequently weighed ''limiting' factors (e.g. privacy, relevance, and social norms) against the desire to reach a large audience. Our work identifies implications for the design of selective sharing mechanisms in social networks.

We describe survey results from a representative sample of 1,075 U. S. social network users who use Facebook as their primary network. Our results show a strong association between low engagement and privacy concern. Specifically, users who report concerns around sharing control, comprehension of sharing practices or general Facebook privacy concern, also report consistently less time spent as well as less (self-reported) posting, commenting and "Like"ing of content. The limited evidence of other significant differences between engaged users and others suggests that privacy-related concerns may be an important gate to engagement. Indeed, privacy concern and network size are the only malleable attributes that we find to have significant association with engagement. We manually categorize the privacy concerns finding that many are nonspecific and not associated with negative personal experiences. Finally, we identify some education and utility issues associated with low social network activity, suggesting avenues for increasing engagement amongst current users.

There is a large body of work on the evolution of graphs in various domains, which shows that many real graphs evolve in a similar manner. In this paper we study a novel type of network formed by mentor-apprentice relationships in a massively multiplayer online role playing game. We observe that some of the static and dynamic laws which have been observed in many other real world networks are not observed in this network. Consequently well known graph generators like Preferential Attachment, Forest Fire, Butterfly, RTM, etc., cannot be applied to such mentoring networks. We propose a novel generative model to generate networks with the characteristics of mentoring networks.

This paper examines motivations of knowledge workers to contribute expertise to online knowledge repositories that support informal learning, and presents findings from both a survey and an experimental study. Results indicate that younger workers and those new to an organization, are more motivated by 'self-interest' factors such as gaining name recognition and impressing management, while older workers, and those with a longer tenure, are motivated by more altruistic factors such as sharing and mentoring.