Does Networking with Colleagues Matter in Enhancing Job Performance?

Ng, Ignace; Chow, Irene Hau‐Siu

doi:10.1007/s10490-005-4117-9

Cited by 15 publications

(9 citation statements)

References 45 publications

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“…Although it did not occur to us a priori, it is worth checking an interpretation of how this occurs. Chinese managers may actually have more kin in their professional networks (Chow & Ng, 2004;Ng & Chow, 2005;Peng, 2004), and thus the family-like patterns in our results may be driven by patterns of interaction with actual family members. Given this possibility, it is interesting to explore whether these results come from bringing kin into one's business, or from imposing family-like interaction norms on business associates who are not kin.…”

Section: Supplementary Analysesmentioning

confidence: 85%

Guanxi vs networking: Distinctive configurations of affect- and cognition-based trust in the networks of Chinese vs American managers

2008

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This research investigates hypotheses about differences between Chinese and American managers in the configuration of trusting relationships within their professional networks. Consistent with hypotheses about Chinese familial collectivism, an egocentric network survey found that affect- and cognition-based trust were more intertwined for Chinese than for American managers. In addition, the effect of economic exchange on affect-based trust was more positive for Chinese than for Americans, whereas the effect of friendship was more positive for Americans than for Chinese. Finally, the extent to which a given relationship was highly embedded in ties to third parties increased cognition-based trust for Chinese but not for Americans. Implications for cultural research and international business practices are discussed. Journal of International Business Studies (2009) 40, 490–508. doi:10.1057/palgrave.jibs.8400422

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Section: Supplementary Analysesmentioning

confidence: 85%

Guanxi vs networking: Distinctive configurations of affect- and cognition-based trust in the networks of Chinese vs American managers

2008

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“…By using the self-report and other ratings of EI scales, Law et al (2004a) have shown that EI is related to job outcomes in a mainland Chinese sample. Recent studies also show that the quality and nature of networking is one of the factors contributing to job performance and the success in careers of Chinese managers (Bu & Roy, 2005;Ng & Chow, 2005). Thus, it is reasonable to conclude that the relationship between EI and job outcomes should also be valid in mainland China.…”

Section: Purpose Of the Studiesmentioning

confidence: 98%

Evidence of the practical utility of Wong’s emotional intelligence scale in Hong Kong and mainland China

Wong

Law

2007

Asia Pacific J Manage

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Emotional intelligence (EI) has been an emerging topic for psychological, educational, and management researchers and consultants in recent years. However, there is a lack of scientifically valid measures of this concept, especially for those that have practical utility in the Asian context. Recently, a 40-item forced-choice instrument was developed for Chinese respondents in Hong Kong. We collected data in three studies to further test the practical utility of this instrument in Hong Kong and mainland China. The results provided clear evidence for the instrument’s practical utility. More research that uses this measure in Asian countries is required. Copyright Springer Science+Business Media, LLC 2007Emotional intelligence, Forced choice, EI measure, Emotional labor,

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“…Second, we found mixed evidence for gender differences in relative status : One study found women’s successfully mobilized contacts were of a higher relative status than men’s (Whittington, 2018). Men and women’s network contacts appear to be of similar relative status in their expressive and general networks, yet no discernible pattern emerged for multiplex and instrumental networks (e.g., Markiewicz et al, 2000; Ng & Chow, 2005). Furthermore, only two studies examined relative status in relation to career outcomes, finding little support for UNC (Markiewicz et al, 2000; Ng & Chow, 2005).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Men and women’s network contacts appear to be of similar relative status in their expressive and general networks, yet no discernible pattern emerged for multiplex and instrumental networks (e.g., Markiewicz et al, 2000; Ng & Chow, 2005). Furthermore, only two studies examined relative status in relation to career outcomes, finding little support for UNC (Markiewicz et al, 2000; Ng & Chow, 2005). Only two studies (both in Chinese contexts) examined UNR, finding that general network contacts’ relative status was positively related to job performance (Ng & Chow, 2005) and income (Wang, Zhang, & Ni, 2015) for men and unrelated for women.…”

Section: Literature Reviewmentioning

confidence: 99%

Whether, How, and Why Networks Influence Men’s and Women’s Career Success: Review and Research Agenda

Woehler

Cullen-Lester

Porter

et al. 2020

Journal of Management

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Substantial research has documented challenges women experience building and benefiting from networks to achieve career success. Yet fundamental questions remain regarding which aspects of men’s and women’s networks differ and how differences impact their careers. To spur future research to address these questions, we present an integrative framework to clarify how and why gender and networks—in concert—may explain career inequality. We delineate two distinct, complementary explanations: (1) unequal network characteristics (UNC) asserts that men and women have different network characteristics, which account for differences in career success; (2) unequal network returns (UNR) asserts that even when men and women have the same network characteristics, they yield different degrees of career success. Further, we explain why UNC and UNR emerge by identifying mechanisms related to professional contexts, actors, and contacts. Using this framework, we review evidence of UNC and UNR for specific network characteristics. We found that men’s and women’s networks are similar in structure (i.e., size, openness, closeness, contacts’ average and structural status) but differ in composition (i.e., proportion of men, same-gender, and kin contacts). Many differences mattered for career success. We identified evidence of UNC only (same-gender contacts), UNR only (actors’ and contacts’ network openness, contacts’ relative status), neither UNC nor UNR (size), and both UNC and UNR (proportion of men contacts). Based on these initial findings, we offer guidance to organizations aiming to address inequality resulting from gender differences in network creation and utilization, and we present a research agenda for scholars to advance these efforts.

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Does Networking with Colleagues Matter in Enhancing Job Performance?

Cited by 15 publications

References 45 publications

Guanxi vs networking: Distinctive configurations of affect- and cognition-based trust in the networks of Chinese vs American managers

Guanxi vs networking: Distinctive configurations of affect- and cognition-based trust in the networks of Chinese vs American managers

Evidence of the practical utility of Wong’s emotional intelligence scale in Hong Kong and mainland China

Whether, How, and Why Networks Influence Men’s and Women’s Career Success: Review and Research Agenda

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