Journal ArticleDOI
Reconceptualizing Mentoring at Work: A Developmental Network Perspective
Monica C. Higgins,Kathy E. Kram +1 more
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A typology of “developmental networks” is introduced using core concepts from social networks theory—network diversity and tie strength—to view mentoring as a multiple relationship phenomenon.Abstract:
We introduce social networks theory and methods as a way of understanding mentoring in the current career context. We iirst introduce a typology of “developmental networks” using core concepts from social networks theory—network diversity and tie strength—to view mentoring as a multiple relationship phenomenon. We then propose a framework illustrating factors that shape developmental network structures and offer propositions focusing on the developmental consequences for individuals having different types of developmental networks in their careers. We conclude with strategies both for testing our propositions and for researching multiple developmental relationships further.read more
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Taking Stock of Networks and Organizations: A Multilevel Perspective
TL;DR: The central argument of network research is that actors are embedded in networks of interconnected social relationships that offer opportunities for and constraints on behavior as discussed by the authors, and the authors of this paper review the antecedents and consequences of networks at the interpersonal, interunit, and interorganizational levels of analysis, evaluate recent theoretical and empirical trends, and give directions for future research.
Journal ArticleDOI
Employability: A psycho-social construct, its dimensions, and applications
TL;DR: In this article, the authors argue that employability represents a form of work specific adaptive adaptability that consists of three dimensions: career identity, personal adaptability, and social and human capital.
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The dynamics of proactivity at work
Adam M. Grant,Susan J. Ashford +1 more
TL;DR: In this paper, the authors develop a framework designed to generalize across specific manifestations of proactivity, describing the nature, dimensions, situational antecedents, psychological mechanisms, dispositional moderators, and consequences of proactive behavior.
Journal ArticleDOI
Relational Job Design and the Motivation to Make a Prosocial Difference
TL;DR: In this article, the authors introduce a model of relational job design to describe how jobs spark the motivation to make a prosocial difference, and how this motivation affects employees' actions and identities.
References
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Journal ArticleDOI
The Strength of Weak Ties
TL;DR: In this paper, it is argued that the degree of overlap of two individuals' friendship networks varies directly with the strength of their tie to one another, and the impact of this principle on diffusion of influence and information, mobility opportunity, and community organization is explored.
Book
Foundations of Social Theory
TL;DR: In this article, a new approach to describing both stability and change in social systems by linking the behavior of individuals to organizational behavior is proposed. But the approach is not suitable for large-scale systems.
Journal ArticleDOI
Social Capital, Intellectual Capital, and the Organizational Advantage
Janine Nahapiet,Sumantra Ghoshal +1 more
TL;DR: In this article, the authors present a model that incorporates this overall argument in the form of a series of hypothesized relationships between different dimensions of social capital and the main mechanisms and proces.
Journal ArticleDOI
Structural Holes: The Social Structure of Competition.
Steven B. Andrews,Ronald S. Burt +1 more
TL;DR: In this article, structural holes are defined as network gaps between players which create entrepreneurial opportunities for information access, timing, referrals, and for control, and the structural holes also generate control benefits giving certain players an advantage in negotiating their relationships.
Journal ArticleDOI
The measurement and antecedents of affective, continuance and normative commitment to the organization
Natalie J. Allen,John P. Meyer +1 more
TL;DR: In this article, the authors proposed a three-component model of organizational commitment, which integrates emotional attachment, identification with, and involvement in the organization, and the normative component refers to employees' feelings of obligation to remain with the organization.