Networking behavior helps enhance employees’ success in work and career domains, but importantly, it may be helpful for organizations in improving their ability to coordinate, internally and externally, and innovate. Based on existing literature, critical factors that serve as antecedents of employee networking within organizations, including individual and organizational factors, are identified. Next, potential challenges employees may encounter in networking are highlighted. To conclude, several actions human resource development (HRD) practitioners can take to promote networking behavior within organizations and its associated benefits are discussed.
AguinisH. (2009). An expanded view of performance management. In SmitherJ. W.LondonM. (Eds.), Performance management: Putting research into action (pp. 1–43). Jossey-Bass.
CaldwellD. F.O’ReillyC. A. (1982). Boundary spanning and individual performance: The impact of self-monitoring. Journal of Applied Psychology, 67(1), 124–127. https://doi.org/10.1037/0021-9010.67.1.124
4.
ConnerJ.MarquardtM. J. (1999). Developing leaders for a global consumer products company. Advances in Developing Human Resources, 1(4), 22–37. https://doi.org/10.1177/152342239900100404
5.
DachnerA. M.EllingsonJ. E.NoeR. A.SaxtonB. M. (2021). The future of employee development. Human Resource Management Review, 31(2), 100732. https://doi.org/10.1016/j.hrmr.2019.100732
6.
DayD. V.ShleicherD. J.UncklessA. L.HillerN. J. (2002). Self-monitoring personality at work: A meta-analytic investigation of construct validity. Journal of Applied Psychology, 87(2), 390–401. https://doi.org/10.1037/0021-9010.87.2.390
7.
ForretM. L.DoughertyT. W. (2001). Correlates of networking behavior for managerial and professional employees. Group & Organization Management, 26(3), 283–311. https://doi.org/10.1177/1059601101263004
8.
ForretM. L.DoughertyT. W. (2004). Networking behaviors and career outcomes: Differences for men and women?Journal of Organizational Behavior, 25(3), 419–437. https://doi.org/10.1002/job.253
9.
GibsonC.HardyH.J.IIIRonald BuckleyM. (2014). Understanding the role of networking in organizations. Career Development International, 19(2), 146–161. https://doi.org/10.1108/CDI-09-2013-0111
HezlettS. A. (2016). Enhancing experience-driven leadership development. Advances in Developing Human Resources, 18(3), 369–389. https://doi.org/10.1177/1523422316645887
MehraA.SchenkelM. T. (2008). The price chameleons pay: Self-monitoring, boundary spanning and role conflict in the workplace. British Journal of Management, 19(2), 138–144. https://doi.org/10.1111/j.1467-8551.2007.00535.x
16.
MichaelJ.YuklG. (1993). Managerial level and subunit function as determinants of networking behavior in organizations. Group & Organization Management, 18(3), 328–351. https://doi.org/10.1177/1059601193183005
17.
MintzbergH. (1973). The nature of managerial work. Harper & Row.
ThompsonJ. A. (2005). Proactive personality and job performance: A social capital perspective. Journal of Applied Psychology, 90(5), 1011–1017. https://doi.org/10.1037/0021-9010.90.5.1011
20.
TurnleyW. H.BolinoM. C. (2001). Achieving desired images while avoiding undesired images: Exploring the role of self-monitoring in impression management. Journal of Applied Psychology, 86(2), 351–360. https://doi.org/10.1037/0021-9010.86.2.351
21.
VolmerJ.WolffH.-G. (2018). A daily diary study on the consequences of networking on employees’ career-related outcomes: The mediating role of positive affect. Frontiers in Psychology, 9, 2179. https://doi.org/10.3389/fpsyg.2018.02179
22.
VolmerJ.SchulteE.-M.HandkeL.RodenbücherL.TrögerL. (2021). Do all employees benefit from daily networking? The moderating effect of the affiliation motive. Journal of Career Development, 48(5), 555–568. https://doi.org/10.1177/0894845319873727
23.
WernerJ. M.DeSimoneR. L. (2009). Human resource development. Cengage/South-Western.
24.
WolffH.KimS. (2012). The relationship between networking behaviors and the big five personality dimensions. Career Development International, 17(1), 43–66. https://doi.org/10.1108/13620431211201328
25.
WolffH.-G.MoserK. (2009). Effects of networking on career success: A longitudinal study. Journal of Applied Psychology, 94(1), 196–206. https://doi.org/10.1037/a0013350
26.
WolffH.-G.WeikampJ. G.BatinicB. (2018). Implicit motives as determinants of networking behaviors. Frontiers in Psychology, 9, 411. https://doi.org/10.3389/fpsyg.2018.00411.
27.
YarberryS.SimsC. (2021). The impact of COVID-19-prompted virtual/remote work environments on employees’ career development: Social learning theory, belongingness, and self-empowerment. Advances in Developing Human Resources, 23(3), 237–252. https://doi.org/10.1177/15234223211017850
28.
YuklG. (2012). Effective leadership behavior: What we know and what questions need more attention. Academy of Management Perspectives, 26(4), 66–85. https://doi.org/10.5465/amp.2012.0088
