Internal and external networking behaviors and employee outcomes : A test of gender moderating effect

Journal article


Wanigasekara, Saroja, Ali, Muhammad, French, Erica Lynn and Baker, Marzena. (2022). Internal and external networking behaviors and employee outcomes : A test of gender moderating effect. Personnel Review. pp. 1-30. https://doi.org/10.1108/PR-08-2020-0641
AuthorsWanigasekara, Saroja, Ali, Muhammad, French, Erica Lynn and Baker, Marzena
Abstract

Purpose
Research suggests that engaging in networking behaviors can affect individual work outcomes. However, relatively less is known about how internal versus external networking behaviors influence work outcomes, and whether gender moderates these relationships. Drawing on social capital theory and social role theory, the authors propose a positive relationship between employees' internal and external networking behaviors and their work outcomes (job commitment and career success), and the moderating effect of gender. The authors also explore employee preference in networking.

Design/methodology/approach
Based on a sequential mixed-method research design with a four-month time lag, Study 1 data on networking behaviors and employee outcomes were collected via a survey of middle managers and their supervisors from 10 private sector organizations in Sri Lanka. Study 2 data were collected via interviews from a sample of those middle managers and their supervisors.

Findings
Study 1 findings indicate a positive relationship between internal networking behaviors and job commitment, and external networking behaviors and career success. The authors also found that internal networking behaviors enhance job commitment. Study 2 findings indicate men and women network differently and benefit differently from that networking but achieve equitable workplace benefits.

Originality/value
This study provides pioneering evidence that internal networking behaviors enhance job commitment among women. It appears that past research did not test the moderating effect of gender for internal versus external networking behaviors separately. Moreover, this study refines the evidence that internal and external networking behaviors differentially impact employee outcomes and explains the processes through a qualitative inquiry.

Keywordsgender; quantitative; mixed methodologies; qualitative; career success; job commitment; internal networking behaviours; external networking behaviours
Year2022
JournalPersonnel Review
Journal citationpp. 1-30
PublisherEmerald Group Publishing Limited
ISSN0048-3486
Digital Object Identifier (DOI)https://doi.org/10.1108/PR-08-2020-0641
Web address (URL)https://www.emerald.com/insight/content/doi/10.1108/PR-08-2020-0641/full/html
Open accessPublished as green open access
Research or scholarlyResearch
Page range1-30
Author's accepted manuscript
License
All rights reserved
File Access Level
Open
Publisher's version
License
All rights reserved
File Access Level
Controlled
Output statusPublished
Publication dates
Online08 Aug 2022
Publication process dates
Accepted07 Jun 2022
Deposited19 Oct 2023
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