Networking behavior: from goal orientation to promotability

2016 ◽  
Vol 45 (5) ◽  
pp. 907-927 ◽  
Author(s):  
Yin-Mei Huang
Keyword(s):  
Goal Orientation ◽  
Goal Orientations ◽  
Mediating Effect ◽  
Nomological Network ◽  
Performance Goal ◽  
Community Based ◽  
Content Type ◽  
Professional Activities ◽  
Networking Behavior ◽  
The Relationship

Purpose – Networking behaviors assist individuals in doing their jobs better and advancing their careers. However, most research emphasizes the effects of job characteristics on networking behaviors, neglecting the effects of individual differences in goal orientations. Moreover, few studies investigate the prospective evaluation of promotability and the mediating effect of networking behavior on the relationship between goal orientation and promotability. Thus, the purpose of this paper is to clarify the nomological network and to expand the domain of networking behavior by identifying networking as career- and community-based networking behaviors and by examining the differential relationships among goal orientation, networking behaviors, and promotability. Design/methodology/approach – This study surveyed and collected data from 160 financial employees and 103 supervisors working at branches of a large bank in Taiwan. Questionnaires addressing both networking behavior and goal orientation were distributed to employees, and one week later their supervisors were sent another survey about employees’ promotability evaluations. Findings – Learning goal orientation was positively related to both career- and community-based networking behaviors. Performance goal orientation was also positively related to career-based networking behaviors, but negatively related to community-based networking behaviors. Career-based networking behaviors, particularly maintaining contacts and engaging in professional activities, were found to be positively related to promotability. Results also show that career-based networking behaviors, particularly maintaining contacts and engaging in professional activities, mediated the relationship between goal orientation and promotability. Research limitations/implications – This study addresses the importance of distinguishing between networking behaviors as career based and networking behaviors as community based and shows that these two sets of networking behaviors arise from different goal orientations and have differential effects on supervisory evaluation of promotability. Practical implications – By linking networking behavior with promotability, this study helps managers understand how employees’ enactment of specific networking behaviors can facilitate both the employees’ career development and the employees’ placement in important organizational positions. Originality/value – This study fulfills an identified need to understand the nomological network of networking behavior.

When career success enhances employees' life satisfaction: different effects of two types of goal orientations

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Byoung Kwon Choi ◽  
Eun Young Nae
Keyword(s):  
Life Satisfaction ◽  
Goal Orientation ◽  
Career Success ◽  
Moderated Mediation ◽  
Goal Orientations ◽  
Performance Goal ◽  
Content Type ◽  
Subjective Career Success ◽  
And Performance ◽  
Learning And Performance

PurposeDrawing on goal orientation theory, the authors propose a moderated mediation model, wherein objective career success is positively related to employees' life satisfaction through subjective career success moderated by learning and performance goal orientations.Design/methodology/approachData were collected from 188 employees in South Korea. The hypotheses were tested with the moderated mediation regression analysis.FindingsThe results indicated that salary and promotion, as indicators of objective career success, were positively related to subjective career success. However, subjective career success mediated only the influence of salary, not promotion, on life satisfaction. Furthermore, the authors found that the indirect relationship between salary and life satisfaction via subjective career success was not significant for employees with high learning goal orientation but was significant for those with high performance goal orientation.Practical implicationsOrganizations need to understand that a higher salary and frequent promotions may not always be positively related to employees' satisfaction with career and personal life and should consider the types of goal orientations.Originality/valueThe authors’ consideration of goal orientation as a dispositional characteristic contributes to the comprehensive understanding of how employees' learning and performance goal orientations interact with objective career success in influencing their subjective career and life satisfaction.

Visionary leadership and employee creativity in China

2018 ◽  
Vol 39 (1) ◽  
pp. 93-105 ◽  
Author(s):  
Lulu Zhou ◽  
Shuming Zhao ◽  
Feng Tian ◽  
Xufan Zhang ◽  
Stephen Chen
Keyword(s):  
Knowledge Sharing ◽  
Goal Orientation ◽  
Leadership Style ◽  
Employee Performance ◽  
Goal Orientations ◽  
Visionary Leadership ◽  
High Tech ◽  
Employee Creativity ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to explore how visionary leadership influences employees’ creativity in R&D teams in China, and the role of employee knowledge sharing and goal orientation. Design/methodology/approach A survey was conducted on 331 professional technical engineers in R&D departments of 62 high-tech corporations in China. Hierarchical regression was used to model the relationships between visionary leadership style, employee goal orientations, knowledge sharing and employee creativity. Findings The results show that visionary leadership is positively associated with employee creativity in Chinese organizations and the relationship is positively mediated by employee knowledge sharing. Furthermore, employee “learning goal” orientation strengthens the relationship between visionary leadership and employee knowledge sharing, whereas employee “performance-avoid goal” orientation weakens the relationship between visionary leadership and employee knowledge sharing. Originality/value This study contributes to the literature on the effects of leadership on employee creativity by showing that, contrary to western organizations, where a less directive leadership style is generally recommended to enhance employee creativity, in Chinese organizations, visionary leadership is positively associated with employee creativity, but the effect is contingent on employees’ goal orientations and knowledge sharing.

The relationship between networking behavior and promotability: The moderating effect of political skill

2017 ◽  
Vol 26 (2) ◽  
pp. 185-200 ◽  
Author(s):  
Yin-Mei Huang
Keyword(s):  
Political Skill ◽  
Moderating Effect ◽  
Large Bank ◽  
Community Based ◽  
Professional Activities ◽  
Different Types ◽  
Networking Behavior ◽  
The Relationship

AbstractNetworking behaviors toward career and community domains assist individuals in doing their jobs better and advancing their careers. However, few studies investigate and identify how these different types of networking behaviors lead to supervisory promotability evaluations. The current study argues that career- and community-based networking behaviors interact with political skill on promotability. This study surveyed and collected data from 160 financial employees and 103 supervisors working at branches of a large bank in Taiwan. Career-based networking behaviors, particularly maintaining contacts and engaging in professional activities, were found to be positively related to promotability, and political skill strengthened the relationship between community-based networking behaviors and promotability. The implications of these findings are discussed in terms of networking behaviors, political skill, and promotability.

Knowledge-oriented leadership, knowledge management behaviour and innovation performance in project-based SMEs. The moderating role of goal orientations

2020 ◽  
Vol 24 (8) ◽  
pp. 1819-1839
Author(s):  
Najam Ul Zia
Keyword(s):  
Knowledge Management ◽  
Knowledge Acquisition ◽  
Goal Orientation ◽  
Goal Orientations ◽  
Partial Least Square ◽  
Innovation Performance ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

Purpose This study aims to examine the association of knowledge-oriented leadership (KOL), knowledge management (KM) behaviour and innovation performance in project-based small and medium-sized enterprises. It investigates the moderation of goal-orientation in the relationship of KOL with knowledge-acquisition, transfer, documentation and application. Design/methodology/approach Data are collected from 215 employees in 32 small project-based software firms in Pakistan. Partial least square is used to test the hypotheses. Findings KOL is positively associated with KM behaviour and innovation performance. KM mediates the relationship of KOL and innovation performance. Furthermore, goal orientations play a moderating role in the relationship of KOL with knowledge acquisition, transfer and application activities. Originality/value This study extends the literature on knowledge-based dynamic capabilities, by examining the relationship of KOL, KM behaviour and project-based innovation performance. Investigating the moderation of goal-orientation in the relationship of KOL with KM behaviour is also an original contribution.

Goal orientation and negotiation strategies: an empirical analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Abena Emily Ayowa Asante-Asamani ◽  
Mohammad Elahee ◽  
Jason MacDonald
Keyword(s):  
Goal Orientation ◽  
Structural Equation ◽  
Negative Relationship ◽  
Goal Orientations ◽  
Equation Modeling ◽  
Performance Goal ◽  
Negotiation Strategy ◽  
Cross Sectional ◽  
Content Type ◽  
Negotiation Strategies

Purpose This study aims to examine how negotiators’ goal orientations may affect their negotiation strategy and consequently the negotiation outcomes. Design/methodology/approach Using cross-sectional data collected from a Fortune 500 Global firm based in France, this study empirically examines how goal orientations of negotiators may affect their value creation (win-win) and value-claiming (win-lose) negotiation behavior reflecting their desired outcome in a given sales negotiation. In so doing, this study proposes a conceptual model and tests a number of hypotheses using partial least squares structural equation modeling. Findings This study shows that learning and performance goal orientations (PGO) are indeed related with two commonly used negotiation strategies: win-win (integrative) and win-lose strategies (distributive) strategies, respectively. The results indicate that while the learning orientation has a positive relationship with a win-win strategy and a negative relationship with a win-lose negotiation strategy, just the opposite is true with the PGO, which is positively related to win-lose strategy and negatively related to win-win strategy. Originality/value To the best of the authors’ knowledge, this research represents one of the first attempts to connect goal orientations with negotiations strategies to achieve desired negotiation outcome using data from salespeople with negotiation experience.

Leader positive humor and organizational cynicism: LMX as a mediator

2014 ◽  
Vol 35 (4) ◽  
pp. 305-315 ◽  
Author(s):  
Panagiotis Gkorezis ◽  
Eugenia Petridou ◽  
Panteleimon Xanthiakos
Keyword(s):  
Mediating Effect ◽  
Hierarchical Regression ◽  
Public Employees ◽  
Cross Sectional ◽  
Content Type ◽  
Organizational Cynicism ◽  
Member Exchange ◽  
Sectional Analysis ◽  
The Impact ◽  
The Relationship

Purpose – Leader-member exchange (LMX) has been proposed as a core mechanism which accounts for the impact of various antecedents on employee outcomes. As such, the purpose of this paper is to examine the mediating effect of LMX regarding the relationship between leader positive humor and employees’ perceptions of organizational cynicism. Design/methodology/approach – Data were collected from 114 public employees. In order to examine the authors’ hypotheses hierarchical regression analysis was conducted. Findings – As hypothesized, results demonstrated that LMX mediates the relationship between leader positive humor and organizational cynicism. Research limitations/implications – Data were drawn from public employees and, therefore, this may constrain the generalizability of the results. Also, the cross-sectional analysis of the data cannot directly assess causality. Originality/value – This is the first empirical study to examine the mediating effect of LMX in the relationship between leader humor and employees’ perceptions of organizational cynicism.

Career development and individuals with physical disabilities

2014 ◽  
Vol 19 (2) ◽  
pp. 222-243 ◽  
Author(s):  
Mercedes Villanueva-Flores ◽  
Ramón Valle-Cabrera ◽  
Mar Bornay-Barrachina
Keyword(s):  
Professional Development ◽  
Career Development ◽  
Perceived Discrimination ◽  
Physical Disabilities ◽  
Human Resources Management ◽  
Mediating Effect ◽  
Job Dissatisfaction ◽  
Content Type ◽  
Perceptions Of Inequality ◽  
The Relationship

Purpose – Few studies have focussed on the situation of employees with physical disabilities from the perspective of human resources management – in particular on the career development expectations of this group. The purpose of this paper is to meet this need by focussing on individuals with physical disabilities in Andalusia (Spain). It analyzes three key aspects: whether the perception of discrimination is related to the perception of inequity due to their disabilities, with this relationship being moderated by gender; whether these perceptions of inequality and discrimination lead to feelings of dissatisfaction with the employing organization; and whether the perception of discrimination mediates the relationship between perceived inequity and job dissatisfaction. Design/methodology/approach – Using the theoretical framework of organizational justice, regression analysis is applied to test the hypotheses in a population of 459 employed people with physical disabilities. Findings – The results show that perceived discrimination is due to perceived inequity when peers who do not have a disability are used as comparative reference; however, this relationship is not moderated by gender. These perceptions of inequity and discrimination cause individuals to feel dissatisfaction in organizations, and a mediating effect is found for the perception of discrimination in professional development opportunities. The control variables considered, age and education, are not significant in the relationships studied. Originality/value – An original and valued model is proposed to explain job dissatisfaction among employees with physical disabilities and the possibility of perceiving a dual disadvantage, in their possibilities for professional development. The model links together three variables that have not previously been linked all together in the literature – perceived inequity, perceived discrimination on the grounds of disability, and dissatisfaction – highlighting that perceived discrimination on the grounds of disability mediates the relationship between perceived inequity and dissatisfaction. This model can also examine whether a dual disadvantage is perceived owing to an individual's being a woman and having a disability, considering gender as a variable that moderates the relationship between perceived inequity and perceived discrimination on the grounds of disability.

The mediating effect of supply chain flexibility on the relationship between supply chain integration and supply chain performance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anurodhsingh Khanuja ◽  
Rajesh Kumar Jain
Keyword(s):  
Supply Chain ◽  
Survey Methodology ◽  
Mediating Effect ◽  
Supply Chain Integration ◽  
Supply Chain Performance ◽  
Business Practices ◽  
Chain Flexibility ◽  
Content Type ◽  
Supplier Integration ◽  
The Relationship

PurposeSupply chain integration (SCI) and flexibility (SCF) are recognised as crucial business practices and capability in the global competitive market. However, limited research has paid attention to study the relationship between SCI, SCF and their impact on supply chain performance (SCP). Therefore, the purpose of this paper is to establish a relationship between integration, flexibility and performance.Design/methodology/approachThe structural equation modelling technique was used to analyse the 187 data collected from Indian organisations through the survey methodology.FindingsFindings indicate that external integration contributes significantly to realise SCF and SCP. Sourcing and logistics flexibility also help to improve the SCP. The mediation analysis showed that the association of customer and supplier integration with SCP is partially and fully mediated by logistics flexibility, respectively. This study suggests that integration influences the SCP when the firm has a strong association with downstream partners and enough capability for logistics flexibility.Research limitations/implicationsThe study has collected cross-sectional data to analyse the relationship between SCI, SCF and SCP. However, as integration requires an effort of the years, longitudinal data and industry-specific studies may provide comprehensive views to validate the results of this study.Originality/valueBuilding on relational view theory and dynamic capability theory, the study has proposed the SCP assessment framework based on the relationship between SCI and SCF.

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