No regrets? An investigation of the relationship between being laid off and experiencing career regrets

The purpose of this paper is to explore the under-examined topic of career regrets. Although much of the careers literature has examined factors that contribute to success, little research has been completed on the regrets individuals may experience as they enact their careers

Using the Kaleidoscope Career Model to Examine Generational Differences in Work Attitudes

The purpose of this paper is to examine, utilising the Kaleidoscope Career Model, whether members of the Baby Boom generation and Generation X differ in their needs for authenticity, balance, and challenge. This paper won the 2009 McGraw Hill Irwin Distinguished Paper Award at the Southwestern Academy of Management

Internal and external networking behavior An investigation of relationships with affective, continuance, and normative commitment

Purpose - The purpose of this paper is to examine the relationships of internal and external networking behaviors of managers and professionals with their affective, continuance, and normative commitment. Design/methodology/approach - Data were obtained from 335 managers and professionals of a health system who completed a survey on networking behavior and organizational commitment. Correlation analyses and multiple regressions were performed to test our hypotheses. Findings - The results showed that networking behavior focussed within an individual's organization was positively related with affective commitment and normative commitment. Networking with individuals outside of an individual's organization showed a significant negative relationship with normative commitment. Contrary to expectations, networking externally was not related to affective commitment, and neither internal nor external networking behaviors were related to continuance commitment. Research limitations/implications - Because data were collected at a single point in time, no statements can be made about causality. Future research is needed assessing both internal and external networking behavior and the three types of organizational commitment across time to help determine direction of causality or whether reciprocal relationships exist. Practical implications - Organizations that encourage internal networking behaviors may see individuals who are more connected with their colleagues and affectively committed to their organizations. However, encouraging external networking behavior may result in a drop in normative commitment as individuals might identify more with their profession than their employer. Originality/value - Although previous research has shown that networking behavior is related to job performance and career success measures, the research extends the literature by investigating whether networking is related to attitudinal variables such as organizational commitment. The paper explores whether differential relationships exist between internal and external networking behavior with three types of organizational commitment

Internal and external networking behavior

Purpose - The purpose of this paper is to examine the relationships of internal and external networking behaviors of managers and professionals with their affective, continuance, and normative commitment. Design/methodology/approach - Data were obtained from 335 managers and professionals of a health system who completed a survey on networking behavior and organizational commitment. Correlation analyses and multiple regressions were performed to test our hypotheses. Findings - The results showed that networking behavior focussed within an individual's organization was positively related with affective commitment and normative commitment. Networking with individuals outside of an individual's organization showed a significant negative relationship with normative commitment. Contrary to expectations, networking externally was not related to affective commitment, and neither internal nor external networking behaviors were related to continuance commitment. Research limitations/implications - Because data were collected at a single point in time, no statements can be made about causality. Future research is needed assessing both internal and external networking behavior and the three types of organizational commitment across time to help determine direction of causality or whether reciprocal relationships exist. Practical implications - Organizations that encourage internal networking behaviors may see individuals who are more connected with their colleagues and affectively committed to their organizations. However, encouraging external networking behavior may result in a drop in normative commitment as individuals might identify more with their profession than their employer. Originality/value - Although previous research has shown that networking behavior is related to job performance and career success measures, the research extends the literature by investigating whether networking is related to attitudinal variables such as organizational commitment. The paper explores whether differential relationships exist between internal and external networking behavior with three types of organizational commitment

A longitudinal investigation of the Kaleidoscope Career Model, networking behaviors, and career success

Increased global competition and rapid technological advancements have dramatically altered organizational structures and the work environment. The Kaleidoscope Career Model (KCM) was developed to explain how individuals enact their careers within today\u27s complex, dynamic workplace. The KCM is particularly relevant for studying career development activities, such as networking behavior, a key career management strategy. The purpose of this longitudinal study is to examine the relationship between the three parameters of the KCM – authenticity, balance, and challenge – and how individuals target their networking behavior. In addition, we examine the relationship between the KCM parameters and career success outcomes, and whether these outcomes are mediated by networking behavior. Alumni from a Midwestern U.S. university were surveyed in 2012 and again in 2019. Overall, the results of this study showed a link between the parameters of the KCM and how individuals target their networking behaviors to help achieve their career goals

Networking via LinkedIn: An examination of usage and career benefits

Even though networking has been identified as an important career self-management behavior, research to date has been limited to traditional channels of communication. With the advent of social media, networking opportunities have expanded to a new set of technology-based methods. However, very little is known about the benefits of using such social networking platforms, especially LinkedIn, which was designed for professional purposes. Integrating research on networking and careers with research on social networking sites, we introduce a model relating extraversion and protean career orientation via networking ability to social networking site usage (i.e., number of contacts and frequency of usage) and a variety of career benefits (e.g., career sponsorship). Using a mixed-mode survey, data were collected from 322 working professionals enrolled in business-related graduate programs, of which 133 used LinkedIn as their predominant professional networking tool. In addition, a subset of the sample using LinkedIn granted us permission to access their LinkedIn profile, which we coded for nine characteristics. In general, data from the survey responses as well as the LinkedIn profiles supported the proposed model. Results also showed that it was not the number of contacts one had, but the frequency of usage, that mattered for the receipt of career benefits