Intra‐organizational network resources: How they relate to career success and organizational commitment

By Nikos Bozionelos. 2008

96 citations recorded by the source corpus.

Purpose – The purpose of this paper is to investigate the relationship of intra‐organizational network resources with career success and organizational commitment.Design/methodology/approach – The study utilized survey data from 316 British individuals who composed a highly heterogeneous sample in terms of both organizational roles and employment settings.Findings – The study finds that total intra‐organizational network resources were related to extrinsic and intrinsic career success, and to affective organizational commitment. Instrumental and expressive network resources were differentially related to career success and organizational commitment.Research limitations/implications – The relationships were identified after controlling for an array of factors and for mentoring received, which attests to the importance of intra‐organizational network resources for career outcomes and attitudes towards the organization. The cross‐sectional design is a limitation of the study. Future research should investiga...

Subfields: Clinical Psychology, Education, Social Psychology

View Paper: https://www.semanticscholar.org/paper/09cace032d66e23d1b8f7ad9ab2ad4b686ed7d8c

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In Clinical Psychology

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Citations in the corpus

The relationship of mentoring and network resources with career success in the Chinese organizational environment (2006, background): “Naturally, therefore, instrumental network resources must be more strongly related to extrinsic career success than expressive network resources; and this has been empirically confirmed in the AngloSaxon organizational environment (Bozionelos, 2003, 2006).”
The influences of perceived organizational support and motivation on self-initiated expatriates’ organizational and community embeddedness (2017, background): “…have been positively related to newcomers’ person-organization fit (Sluss & Thompson, 2012), to extensive intra-organizational networks and organizational commitment (Bozionelos, 2008; Chew & Wong, 2008), and to organizational retention (Newman, Thanacoody, & Hui, 2012; Reiche et al., 2011).”
The effects of perceived external prestige, ethical organizational climate, and leader‐member exchange (LMX) quality on employees' commitments and their subsequent attitudes (2011, background): “Compared to those who have not been involved in a mentoring relationship, protégés report greater career satisfaction, career commitment, career expectations as well as stronger organizational commitment (Allen et al., 2004; Bozionelos, 2008).”
Organizational career management practices and objective career success: A systematic review and framework (2019, background): “Consequently, a mentor's sponsorship opens doors to promotions and salary increases (⁎Bozionelos, 2008; ⁎Eddleston, Baldridge, & Veiga, 2004) and increases protégés' visibility, which is especially important in organizational tournaments, where there might be incomplete or biased information…”
A Review of Developmental Networks (2012, background): “Similarly, in the context of intraorganizational networks, “expressive support” (akin to psychosocial support) is related to subjective career success (Bozionelos, 2006) and affective commitment (feelings of belongingness; Bozionelos, 2008).”