Abstract

Although networking behaviors are proven to be beneficial for career success, less is known about how networking influences organizational outcomes such as turnover. Using a professional and an academic sample of "stayers" and "leavers", the present study addresses how two types of networking behaviors, networking focused either internal or external to the organization, differentially influence the voluntary turnover process. Data gathered from "stayers" suggested that internal networking behaviors were positively associated with perceived desirability of movement (i.e., job satisfaction), whereas external networking behaviors were associated with perceived (i.e., perceived employment opportunity) and actual (i.e., job offers) ease of movement. For "leavers", external networking positively related to attitude-driven turnover, whereas internal networking positively related to opportunity-driven turnover. Theoretical and practical implications are discussed.

Keywords

job offers, job satisfaction, networking behavior, perceived employment opportunity, voluntary turnover

Disciplines

Organizational Behavior and Theory | Other Psychiatry and Psychology

Degree Type

Thesis

Degree Name

Master of Science (MS)

Department

Psychological Sciences

First Advisor

Sang Eun Woo

Committee Chair

Sang Eun Woo

Committee Member 1

James M. LeBreton

Committee Member 2

Michael A. Campion

Date of Award

Spring 2013

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