Understanding the role of networking in organizations

Abstract

Purpose – The purpose of this paper is to review and synthesize research and theory on the definition, antecedents, outcomes, and mechanisms of networking in organizations. Design/methodology/approach – Descriptions of networking are reviewed and an integrated definition of networking in organizations is presented. Approaches for measuring and studying networking are considered and the similarities and differences of networking with related constructs are discussed. A theoretical model of the antecedents and outcomes of networking is presented with the goal of integrating existing networking research. Mechanisms through which networking leads to individual and organizational outcomes are also considered. Findings – Networking is defined as goal-directed behavior which occurs both inside and outside of an organization, focussed on creating, cultivating, and utilizing interpersonal relationships. The current model proposes that networking is influenced by a variety of individual, job, and organizational level factors and leads to increased visibility and power, job performance, organizational access to strategic information, and career success. Access to information and social capital are proposed as mechanisms that facilitate the effects of networking on outcomes. Originality/value – Networking is held to be of great professional value for ambitious individuals and organizations. However, much of the research on networking has been spread across various disciplines. Consequentially, consensus on many important topics regarding networking remains notably elusive. This paper reviews and integrates existing research on networking in organizations and proposes directions for future study. A comprehensive definition and model of networking is presented and suggestions to researchers are provided.

Comparison of Career Success Competencies and Engineering Leadership Capabilities

“…This contradiction could be due to the type of networking, as supervisor-focused networking (i.e. championing) can increase career success, whereas self-promotion has been shown to decrease career success [13]. The type of career success being measured (objective vs. subjective) may also effect the determined impact of networking.…”

Protocol: How to measure teamwork and networking competencies

“…Sin embargo, desde hace poco se viene apreciando una tendencia a separar dos categorías de comportamientos relacionados con el trabajo en grupo (Andreu-Andrés et al, 2017;Keinanen et al, 2018;Marin-Garcia, 2018;Marin-Garcia, 2019;Marin-Garcia et al, 2016a;Penttilä & Kairisto-Mertanene, 2012;Sanchez et al, 2017;Terrés Goena et al, 2018). Unos tienen que ver con las relaciones intra-grupo (Andreu Andrés & García-Casas, 2014;Betta, 2016;Diez et al, 2013;Francis & Young, 1992) y otros con las relaciones inter-grupo (Dibble & Gibson, 2018;Gibson et al, 2014;Huang, 2016;Lans et al, 2015;Nesheim et al, 2017;Noonan et al, 2018;Porter et al, 2016).…”

Perceptions about the usefulness of online social networks in the workplace

“…There are different factors influencing job performance, including job satisfaction, motivation, and perceived organizational support. With the introduction of online social networks, their use can be seen as a way to be unproductive or avoid work since people may consider them a distraction; however, they can also be seen as a way to keep a balance between professional and personal dimensions, thus benefiting employee's motivation (Gibson, Hardy, & Buckley, 2014).…”