The effect of social network on career success of male managers and female managers

2011 ◽  
Vol 25 (1) ◽  
pp. 101-130
Author(s):  
Hee-Jung Lim
Keyword(s):  
Social Network ◽  
Career Success ◽  
Female Managers

scholarly journals Nothing Changes, Really: Why Women Who Break Through the Glass Ceiling End Up Reinforcing It

2017 ◽  
Vol 43 (5) ◽  
pp. 638-651 ◽  
Author(s):  
Klea Faniko ◽  
Naomi Ellemers ◽  
Belle Derks ◽  
Fabio Lorenzi-Cioldi
Keyword(s):  
Glass Ceiling ◽  
Women Managers ◽  
Career Success ◽  
Gender Quotas ◽  
Female Managers ◽  
Male Dominated

Two correlational studies conducted in Switzerland ( N = 222) and Albania ( N = 156) explained the opposition of female managers to gender quotas by examining the origins and consequences of the “Queen Bee (QB)-phenomenon,” whereby women who have been successful in male-dominated organizations do not support the advancement of junior women. Results disconfirm previous accounts of the QB-phenomenon as indicating competitiveness among women. Instead, the tendency of women managers to consider themselves as different from other women, and their opposition to gender quotas, emerged when junior women were addressed but not when they considered their direct competitors, other women managers. Personal sacrifices women managers reported having made for career success predicted self-distancing from junior women and opposition to gender quotas targeting these women. We provide a more nuanced picture of what the QB-response is really about, explaining why women managers oppose quotas for junior women, while supporting quotas for women in the same rank.

The role of social media in influencing career success

2014 ◽  
Vol 22 (4) ◽  
pp. 273-294 ◽  
Author(s):  
Alexei Nikitkov ◽  
Barbara Sainty
Keyword(s):  
Social Network ◽  
Social Networking ◽  
Social Networking Sites ◽  
Career Success ◽  
Empirical Support ◽  
Public Institution ◽  
Content Type ◽  
Network Information ◽  
Network Profile ◽  
Profile Characteristics

Purpose – The purpose of this paper is to help us better understand if it is beneficial for individuals to use social networking sites (SNSs) to expand their networking opportunities, translating into greater career success. A significant key to career success is networking. SNSs are changing the way employees develop their networks with businesses and with other individuals. Design/methodology/approach – This study uses archival data including academic records for 1,182 accounting alumni from a large Canadian public institution. This dataset was expanded by obtaining social network information (presence and use) for each individual’s record. Findings – After controlling for a number of indicators of career success, the study found that presence on SNSs such as LinkedIn and the amount of activity therein has a strong and consistent association with metrics of professional success not found with non-professional sites such as Facebook, Twitter and MySpace. Originality/value – This study provides empirical support for the value of social networking as a proxy for the development of social capital. Support is in establishing the link between a group of social network profile characteristics and metrics of one’s career success. Distinguishing LinkedIn as chiefly connecting to alumni successes may be reflected in the weights attached to the profile characteristics as opposed to information coming from other sources.

Diffusion of a Professional Social Network

2015 ◽  
Vol 6 (4) ◽  
pp. 80-96 ◽  
Author(s):  
Craig C. Claybaugh ◽  
Peter Haried ◽  
Wen-Bin Yu
Keyword(s):  
Social Networks ◽  
Human Capital ◽  
Social Network ◽  
Business School ◽  
Career Success ◽  
Online Social Network ◽  
Future Research ◽  
Research Directions ◽  
Future Research Directions ◽  
Degree Type

Online professional social networks are becoming an instrumental tool to facilitate relationships between business and technology professionals for career success. Even though tools such as LinkedIn can be used to manage human capital for career success use and adoption still is not universally accepted. This paper seeks to better understand the effect university, gender, and degree type has on the diffusion of an online social network (LinkedIn) across three years (2011 to 2014). The authors' findings show diffusion is not consistent across business school graduates. Their business school findings suggest that university, gender, and degree type have significant associations with LinkedIn participation. This is the case even though the majority of graduates still have yet to join the LinkedIn social network. An analysis of the results and future research directions are presented.

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