Think Career Global, but Act Local: Understanding
                    Networking as a Culturally Differentiated Career Skill

Travers, Cheryl; Pemberton, Carole

doi:10.4135/9781446219775.n7

Cited by 18 publications

(20 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Women join networks to help personal skills development, to meet others who could help with their careers and for social contacts, indicating a mixture of instrumental and expressive ties. Women rate the psychological benefits of network membership more highly than career support and prefer single-sex networks (Travers and Pemberton, 2000), though this contrasts with the author's preliminary findings that senior women in the cohort expressed a preference for mixed gender networks with a business focus, though this may simply be a reflection of the gender structure. Women have been found to engage in both formal and informal networking to a greater extent than their male colleagues but the association between participating in network activities and career satisfaction, although associated with more career satisfaction for both genders, is significantly stronger for men than for women (Van Emmerik et al, 2006).…”

Section: Why Women Networkmentioning

confidence: 75%

Creating Knowledge through Networks: a Gender Perspective

Durbin

2010

Gender Work & Organization

110

105

View full text Add to dashboard Cite

This article offers a theoretical analysis of knowledge creation through networking, specifically drawing upon the example of female senior managers as potential knowledge creators. The article constructs a model of networks and their corresponding knowledge and organizational types. It highlights the importance of differentiating between formal and informal networks and shows that senior women have limited access to and are often excluded from strategic informal networks, such as the old boys' network. Restricted network access denies involvement in the exchange and creation of tacit knowledge and ultimately, organizational resources and power. The strength of network ties may also impact upon the quality of knowledge exchanged within networks, its level of complexity and strategic relevance. The article contributes to the debate on the gendering of the knowledge economy and suggests a theoretical approach to understanding women's inclusion and exclusion from knowledge creation in organizations.

show abstract

Section: Why Women Networkmentioning

confidence: 75%

Creating Knowledge through Networks: a Gender Perspective

Durbin

2010

Gender Work & Organization

110

105

View full text Add to dashboard Cite

show abstract

“…The findings of our study suggest that for female managers, the benefits derived from being part of a network group are more significant than for those managers who have not had the experience of mentoring relationships. The importance of networking as a critical factor for individual career progression and success is a continuing theme within the current research literature (Crampton and Mishra, 1999;Travers and Pemberton, 2000;Garavan et al, 2003;Harris, 2006). A number of significant advantages are afforded to an individual through networking.…”

Section: The Role Of Networking In the Development Of Female Global Mmentioning

confidence: 96%

The Development of Female Global Managers: The Role of Mentoring and Networking

2008

View full text Add to dashboard Cite

This paper explores the role of mentoring and networking in the career development of global female managers. The paper is based on data collected from interviews with 50 senior female managers. The voices of the female managers illustrate some of the difficulties associated with informal organisational processes, in particular mentoring and networking, which hinder their career development. The findings confirm that female managers can miss out on global appointments because they lack mentors, role models, sponsorship, or access to appropriate networks -all of which are commonly available to their male counterparts. The interviewees suggest that men, as the dominant group, may want to maintain their dominance by excluding women from the informal interactions of mentoring and networking. The findings further suggest that if females had more access to networks and mentors they could be socialised in both the formal and informal norms of the organisation and gain career advantages from these. The managers reveal that they encounter additional barriers in 'a man's world' and remind us that there is still much to be changed.

show abstract

“…There is also evidence to suggest that women are often excluded from both formal and informal networks (for example, Coe, 1992; Charlesworth, 1997; O'Leary and Ickovics, 1992; Ohlott et al ., 1994; Travers and Pemberton, 2000) which negatively impacts on their ability to accumulate both human and social capital. Studies also indicate that women have historically faced exclusion from access to important organizational circles (Kanter, 1977; O'Leary and Ickovics, 1992; Powell and Mainiero, 1992; Ragins and Sundstrom, 1989).…”

Section: Gender and Social Capitalmentioning

confidence: 99%

Impressing for Success: A Gendered Analysis of a Key Social Capital Accumulation Strategy

Kumra

Vinnicombe

2010

Gender Work & Organization

View full text Add to dashboard Cite

Social capital theory assesses the career benefits that accrue to individuals from the stock of relationships they have. Such benefits can be in the form of guidance and advice, access to key projects and assignments and help with setting up business deals. However, when assessing whether such career-enhancing resources are available equally to men and women, we find that gender impacts on the access to and accumulation of social capital. The article seeks to address two key research questions. The first is whether women are aware of the need to accumulate social capital to advance their careers and the second is whether they use impression management techniques in order to assist them in doing this. Findings are reported from a study in an international consulting firm with 19 female consultants. In respect of research question one the findings indicate that women in the sample are aware of the need to accumulate social capital to advance their careers; with particular emphasis being placed on the importance of gaining access to influential sponsors. In respect of research question two, the findings confirm that women in the sample do perceive the necessity to utilise impression management techniques to help them to accumulate social capital. This is done in a defensive way and is linked to ensuring that one is seen as ambitious, likable and available. It is argued that these are key organizational norms, and it is perceived that in order to accumulate social capital, women need to actively work to dispel the negative stereotypes that attach to them because of their gender. The article calls for greater recognition of the impact that masculine organizational cultures have on the career development of women, who not only have to perform at a high level but are also required to expend additional energy conforming to masculine organizational cultures they have had little say in creating.

show abstract

Think Career Global, but Act Local: Understanding Networking as a Culturally Differentiated Career Skill

Cited by 18 publications

References 0 publications

Creating Knowledge through Networks: a Gender Perspective

Creating Knowledge through Networks: a Gender Perspective

The Development of Female Global Managers: The Role of Mentoring and Networking

Impressing for Success: A Gendered Analysis of a Key Social Capital Accumulation Strategy

Contact Info

Product

Resources

About