Zusammenfassung
Das Buchkapitel erläutert, welche Rolle das soziale Umfeld für die Laufbahnentwicklung spielt. Das soziale Umfeld umfasst Kontakte, die durch direkte und indirekte Beziehungen miteinander verbunden sind. Das Geflecht dieser Beziehungen stellt ein soziales Netzwerk dar, welches Ressourcen und Kapital für die Karriere bietet. Als Einstieg in das Netzwerkthema werden berufliche Netzwerke definiert und verschiedene Netzwerktypen, die im Arbeitskontext relevant sind, vorgestellt. Im nächsten Schritt werden Strukturen beruflicher Netzwerke beschrieben, die Zugang zu sozialen Ressourcen bieten, welche eine entscheidende Rolle für individuellen Arbeitserfolg spielen. Des Weiteren wird auf die Relevanz von beruflichen Netzwerken in unterschiedlichen Laufbahnphasen eingegangen und besprochen, wie Arbeitnehmer Netzwerke für die eigene Laufbahnentwicklung nutzen können. Zum Abschluss wird ein Ausblick gegeben, welche Rolle berufliche Netzwerke für Arbeitgeber spielen.
We’re sorry, something doesn't seem to be working properly.
Please try refreshing the page. If that doesn't work, please contact support so we can address the problem.
Literatur
Asmar, C. (1999). Is there a gendered agenda in academia? The research experience of female and male PhD graduates in Australian universities. Higher Education, 38(3), 255–273.
Balkundi, P., & Kilduff, M. (2006). The ties that lead: A social network approach to leadership. The Leadership Quarterly, 17(4), 419–439. doi:10.1016/j.leaqua.2006.01.001.
Barthauer, L., Spurk, D., & Kauffeld, S. (2016). Women’s social capital in academia: A personal network analysis. International Review of Social Research, 6(4), 195–205. doi:10.1515/irsr-2016-0022.
Baruch, Y. (2006). Career development in organizations and beyond: Balancing traditional and contemporary viewpoints. Human Resource Management Review, 16(2), 125–138.
Baumeler, A. & Hirschi, A. (2017). Laufbahnmanagement von jungen Arbeitnehmenden. In S. Kauffeld & D. Spurk (Hrsg.), Handbuch Laufbahnmanagement und Karriereplanung. Berlin: Springer.
Beaman, L., & Magruder, J. (2012). Who gets the job referral? Evidence from a social networks experiment. The American Economic Review, 102, 3574–3593.
Bender-deMoll, S. (2008). Potential human rights uses of network analysis and mapping. A report to the science and human rights program of the American association for the advancement of science. http://skyeome.net/wordpress/wp-content/uploads/2008/05/Net_Mapping_Report.pdf. Zugegriffen am 22.10.2015.
Benson, V., Filippaios, F., & Morgan, S. (2009). Evaluating student expectations: Social networks in career development. Society for research into higher education (SRHE) annual conference 2009: Challenging higher education: Knowledge, policy and practice; 8–10 Dec 2009, Newport.
Bewley, T. F. (1999). Why wages don’t fall during a recession. Cambridge, MA: Harvard University Press.
Boxman, E. A., De Graaf, P. M., & Flap, H. D. (1991). The impact of social and human capital on the income attainment of Dutch managers. Social Networks, 13(1), 51–73.
Brass, D. J. (2012). A social network perspective on organizational psychology. In S. Koslowski (Hrsg.), The Oxford handbook of organizational psychology (Bd. 1, S. 667–695). Oxford, UK: Oxford University Press.
Brass, D. J., Galaskiewicz, J., Greve, H. R., & Tsai, W. (2004). Taking stock of networks and organizations: A multilevel perspective. Academy of Management Journal, 47(6), 795–817. doi:10.2307/20159624.
Brennecke, J. (2014). Informelle Netzwerke im Unternehmen: Risiken erkennen, Potenziale nutzen. Personal Quarterly, 2, 10–17.
Burt, R. S. (1992). Structural holes: The social structure of competition. Cambridge, MA: Harvard University Press.
Burt, R. S. (1998). The gender of social capital. Rationality and society, 10(1), 5–46.
Burt, R. S. (2004). Structural holes and good ideas. American Journal of Sociology, 110, 349–399. doi:10.1086/421787.
Burt, R. S. (2005). Brokerage and closure: An introduction to social capital. New York: Oxford University Press.
Burt, R. S., & Ronchi, D. (2007). Teaching executives to see social capital: A field experiment. Social Science Research, 36, 1156–1183.
Burt, R. S., Kilduff, M., & Tasselli, S. (2013). Social network analysis: Foundations and frontiers on advantage. Annual Review of Psychology, 64, 527–547. doi:10.1146/annurev-psych-113011-143828.
Calvó-Armengol, A. (2004). Job contact networks. Journal of Economic Theory, 115(1), 191–206.
Calvo-Armengol, A., & Jackson, M. O. (2004). The effects of social networks on employment and inequality. American Economic Review, 94, 426–454.
Chao, G. T. (1997). Mentoring phases and outcomes. Journal of Vocational Behavior, 51(1), 15–28.
Chen, M. H., Chang, Y. Y., & Lee, C. Y. (2015). Creative entrepreneurs’ guanxi networks and success: Information and resource. Journal of Business Research, 68(4), 900–905.
Cingano, F., & Rosolia, A. (2012). People I know: Job search and social networks. Journal of Labor Economics, 30(2), 291–332.
Coleman, J. S. (1990). Foundations of social theory. Cambridge: Harvard University Press.
Cross, R., & Thomas, R. (2008). Driving results through social networks: How top organizations leverage networks for performance and growth. New York: Jossey-Bass.
Cross, R., Davenport, T., & Cantrell, S. (2003). The social side of high performance. Sloan Management Review, 45(1), 20–24.
Dietz, M., Kubis, A., Leber, U., Müller, A., & Stegmaier, J. (2013). Personalsuche in Deutschland, Kleine und Mittlerer Betriebe im Wettbewerb um Fachkräfte. IAB Kurzbericht, 10/2013, Institut für Arbeitsmarkt- und Berufsforschung.
Dobrow, S. R., Chandler, D. E., Murphy, W. M., & Kram, K. E. (2012). A review of developmental networks incorporating a mutuality perspective. Journal of Management, 38(1), 210–242. doi:10.1177/0149206311415858.
Ellwardt, L., Labianca, J., & Wittek, R. (2012). Who are the objects of positive and negative gossip at work? A social network perspective on workplace gossip. Social Networks, 34(2), 193–205.
Etzkowitz, H., Kemelgor, C., & Uzzi, B. (2000). Athena unbound: The advancement of women in science and technology. Cambridge, UK: Cambridge University Press.
Fernandez, R. S., & Gould, V. G. (1994). A dilemma of state power: Brokerage and influence in the national health policy domain. Amercian Journal for Sociology, 99(6), 1455–1491.
Fung, H. H., Carstensen, L. L., & Lang, F. R. (2001). Age-related patterns in social networks among European Americans and African Americans: Implications for socioemotional selectivity across the life span. The International Journal of Aging and Human Development, 52(3), 185–206.
Galeotti, A., & Merlino, L. P. (2014). Endogenous job contact networks. International Economic Review, 55(4), 1201–1226.
Gamper, M., Fenecia, T., & Schönhuth, M. (2013). Die Qualität von transnationalen Netzwerken – eine triangulative Studie zur Vernetzung von (Spät-)aussiedlerInnen. In A. Herz & C. Olivier (Hrsg.), Transmigration und Soziale Arbeit – ein öffnender Blick auf Alltagswelten (S. 249–272). Hohengehren: Schneider Verlag.
Gerlach, K., Fornahl, D., & Richter, L. (2014). Soziale Netzwerkanalyse als Instrument der erfolgreichen Personalauswahl. Personal Quarterly, 2, 24–29.
Granovetter, M. (1973). The strength of weak ties. American Journal of Sociology, 78, 1360–1380. doi:10.2307/2776392.
Granovetter, M. (1974). Getting a job: A study of contacts and careers. Chicago: University of Chicago Press.
Granovetter, M. (1983). The strength of weak ties: A network theory revisited. Sociological Theory, 1(1), 201–233.
Gronum, S., Verreynne, M. L., & Kastelle, T. (2012). The role of networks in small and medium-sized enterprise innovation and firm performance. Journal of Small Business Management, 50(2), 257–282.
Grosser, T. J., Lopez-Kidwell, V., Labianca, G., & Ellwardt, L. (2012). Hearing it through the grapevine: Positive and negative workplace gossip. Organizational Dynamics, 41, 52–61.
Gubler, M. (2017). Neue Laufbahnmodelle in Theorie und Praxis: Eine kritische Würdigung. In S. Kauffeld & D. Spurk (Hrsg.), Handbuch Laufbahnmanagement und Karriereplanung. Berlin: Springer.
Hansen, M. T. (1999). The search-transfer problem: The role of weak ties in sharing knowledge across organization subunits. Administrative Science Quarterly, 44, 82–111. doi:10.2307/2667032.
Herz, A. (2012). Erhebung und Analyse ego-zentrierter Netzwerke. In Soziale Netzwerkanalyse. Theorie – Praxis – Methoden (S. 133–150). Münster: Waxmann.
Hoppe, B., & Reinelt, C. (2010). Social network analysis and the evaluation of leadership networks. The Leadership Quarterly, 21, 600–619. doi:10.1016/j.leaqua.2010.06.004.
Ibarra, H. (1997). Paving an alternative route: Gender differences in managerial networks. Social Psychology Quarterly, 60, 91–102.
Ioannides, Y. M., & Loury, L. D. (2004). Job information networks, neighborhood effects, and inequality. Journal of Economic Literature, 42, 1056–1093.
Kegen, N. V. (2015). Cohesive subgroups in academic networks: Unveiling clique integration of top-level female and male researchers. Scientometrics, 103(3), 897–922.
Kram, K. E. (1985). Mentoring at work. Glenview: Scott, Foresman.
Kramer, D. M., & Wells, R. P. (2005). Achieving buy-in building networks to facilitate knowledge transfer. Science Communication, 26(4), 428–444.
Kugler, A. D. (2003). Employee referrals and efficiency wages. Labour Economics, 10(5), 531–556. doi:10.1016/S0927-5371(03)00047-2.
Labianca, G., & Brass, D. J. (2006). Exploring the social ledger: Negative relationships and negative asymmetry in social networks in organizations. Academy of Management Review, 31, 596–614. doi:10.5465/AMR.2006.21318920.
Leavitt, H. J. (1951). Some effects of certain communication patterns on group performance. The Journal of Abnormal and Social Psychology, 46, 38–50. doi:10.1037/h0057189.
Lutter, M. (2015). Do women suffer from network closure? The moderating effect of social capital on gender inequality in a project-based labor market, 1929 to 2010. American Sociological Review, 80(2), 329–358. doi:10.1177/0003122414568788.
Marsden, P. V., & Gorman, E. H. (2001). Social networks, job changes, and recruitment. In Sourcebook of labor markets (S. 467–502). Springer US. doi:10.1007/978-1-4615-1225-7_19.
McGrath, C., & Blythe, J. (2004). Do you see what I want you to see? The effects of motion and spatial layout on viewers’ perceptions of graph structure. Journal of Social Structure, 5(2).
Mehra, A., Kilduff, M., & Brass, D. J. (2001). The social networks of high and low self-monitors: Implications for workplace performance. Administrative Science Quarterly, 46(1), 121–146.
Mehra, A., Smith, B. R., Dixon, A. L., & Robertson, B. (2006). Distributed leadership in teams: The network of leadership perceptions and team performance. The Leadership Quarterly, 17(3), 232–245. doi:10.1016/j.leaqua.2006.02.003.
Messing, B. (2012). Das Studium: Vom Start zum Ziel: Lei(d)tfaden für Studierende. Wuppertal: Springer.
Montgomery, J. D. (1991). Social networks and persistent inequality in the labor market. Evanston: Center for Urban Affairs and Policy Research.
Moore, G. (1990). Structural determinants of men’s and women’s personal networks. American Sociological Review, 55(5), 726–735.
Mortensen, D. T., & Vishwanath, T. (1994). Personal contacts and earnings: It is who you know! Labour Economics, 1(2), 187–201.
Munshi, K. (2003). Networks in the modern economy: Mexican migrants in the US labor market. The Quarterly Journal of Economics, 118, 549–599.
Parker, M., & Welch, E. W. (2013). Professional networks, science ability, and gender determinants of three types of leadership in academic science and engineering. The Leadership Quarterly, 24(2), 332–348.
Portes, A. (1998). Social capital: Its origins and applications in modern sociology. Annual Review of Sociology, 24, 1–24.
Ragins, B. R., & Cotton, J. L. (1999). Mentor functions and outcomes: A comparison of men and women in formal and informal mentoring relationships. Journal of Applied Psychology, 84(4), 529. doi:10.1037/0021-9010.84.4.529.
Reagans, R. (2011). Close encounters: Analyzing how social similarity and propinquity contribute to strong network connections. Organization Science, 22(4), 835–849.
Sauer, N. C., Kauffeld, S., & Spurk, D. (2014). Sozialkapital in der Karriereentwicklung: Männer, Frauen und ihre Netzwerke. Personal Quarterly, 2, 18–23.
Scheidegger, N. (2008). Wirkung struktureller Löcher auf den Karriereerfolg im Management: eine kontingente Betrachtung. In C. Stegbauer (Hrsg.), Netzwerkanalyse und Netzwerktheorie (S. 503–516). Wiesbaden: VS Verlag für Sozialwissenschaften.
Schiffer, E., & Hauck, J. (2010). Net-Map: Collecting social network data and facilitating network learning through participatory influence network mapping. Field Methods, 22(3), 231–249.
Scott, J. (2000). Social network analysis: A handbook. London: Sage.
Seibert, S. E., Kraimer, M. L., & Liden, R. C. (2001). A social capital theory of career success. Academy of Management Journal, 44(2), 219–237. doi:10.2307/3069452.
Seidel, M. D. L., Polzer, J. T., & Stewart, K. J. (2000). Friends in high places: The effects of social networks on discrimination in salary negotiations. Administrative Science Quarterly, 45(1), 1–24.
Seidl, M. D. L., & Ricken, B. (2014). Netzwerke erhöhen die Effizienz. Personal Quarterly, 2, 6–9.
Shaw, M. E. (1964). Communication networks. In L. Berkowitz (Hrsg.), Advances in experimental social psychology (S. 111–147). New York: Academic.
Sorcinelli, M. D., & Yun, J. (2007). From mentor to mentoring networks: Mentoring in the new academy. Change: The Magazine of Higher Learning, 39(6), 58–61.
Sparrowe, R. T., & Liden, R. C. (2005). Two routes to influence: Integrating leader member exchange and social network perspectives. Administrative Science Quarterly, 50, 505–535.
Spurk, D., Volmer, J., & Abele, A. E. (2013a). Prognose von Berufserfolg: Überblick und aktuelle Trends [Predicting career success: Overview and actual trends]. In J. Pahl (Hrsg.), Handbuch Berufsforschung. Gütersloh: Bertelsmann.
Spurk, D., Volmer, J., Hagmaier, T., & Kauffeld, S. (2013b). Why are proactive people more successful in their careers? The role of career adaptability in explaining multiple career success criteria. In E. E. Crossman & M. A. Weiler (Hrsg.), Personality traits: Causes, conceptions and consequences. New York: Nova Publishers.
Spurk, D., Kauffeld, S., Barthauer, L., & Heinemann, N. S. (2015a). Fostering networking behavior, career planning and optimism, and subjective career success: An intervention study. Journal of Vocational Behavior, 87, 134–144. doi:10.1016/j.jvb.2014.12.007.
Spurk, D., Meinecke, A. L., Kauffeld, S., & Volmer, J. (2015b). Gender, professional networks and subjective career success: The role of gender composition in different support networks. Journal of Personnel Psychology, 14, 121–130.
Tsai, W. (2001). Knowledge transfer in intraorganizational networks: Effects of network position and absorptive capacity on business unit innovation and performance. Academy of Management Journal, 44(5), 996–1004.
Ulbrich, S. (2014). Die stille Macht der Vermittlung: Netzwerkdynamik in neuen Projekten. Personal Quarterly, 2, 30–33.
Van Emmerik, I. J. H., & Brenninkmeijer, V. (2009). Deep-level similarity and group social capital: Associations with team functioning. Small Group Research, 40(6), 650–669.
Venkataramani, V., Labianca, G., & Grosser, T. J. (2013). Positive and negative workplace relationships, social satisfaction, and organizational attachment. Journal of Applied Psychology, 98(6), 1028–1039. doi:10.1037/a0034090.
Wasserman, S., & Faust, K. (1994). Social network analysis: Methods and applications. New York: Cambridge University Press.
Watts, D. J. (2004). The „new“ science of networks. Annual Review of Sociology, 30, 243–270.
West, E., Barron, D. N., Dowsett, J., & Newton, J. N. (1999). Hierarchies and cliques in the social networks of health care professionals: Implications for the design of dissemination strategies. Social Science & Medicine, 48(5), 633–646. doi:10.1016/S0277-9536(98)00361-X.
Whitley, T. W., Allison, E. J., Jr., Gallery, M. E., Heyworth, J., Cockington, R. A., Gaudry, P., & Revicki, D. A. (1991). Work related stress and depression among physicians pursuing post graduate training in emergency medicine: An international study. Annals of Emergency Medicine, 20(9), 992–996.
Wihler, A. (2017). Mentoring von Erwerbstätigen in Organisationen. In S. Kauffeld & D. Spurk (Hrsg.), Handbuch Laufbahnmanagement und Karriereplanung. Berlin: Springer.
Wihler, A. & Blickle, G. (2017). Wie politische Fertigkeiten den Laufbahnerfolg steigern. In S. Kauffeld & D. Spurk (Hrsg.), Handbuch Laufbahnmanagement und Karriereplanung. Berlin: Springer.
Wingender, L. & Wolff, H. (2017). Die Rolle von Networking-Verhalten in der beruflichen Entwicklung. In S. Kauffeld & D. Spurk (Hrsg.), Handbuch Laufbahnmanagement und Karriereplanung. Berlin: Springer.
Wolbrecht, C., & Campbell, D. E. (2007). Leading by example: Female members of parliament as political role models. American Journal of Political Science, 51(4), 921–939.
Wolff, H.-G., & Moser, K. (2009). Effects of networking on career success: A longitudinal study. Journal of Applied Psychology, 94(1), 196–206.
Wu, L. (2013). Social network effects on productivity and job security: Evidence from the adoption of a social networking tool. Information Systems Research, 24(1), 30–51.
Author information
Authors and Affiliations
Corresponding author
Editor information
Editors and Affiliations
Rights and permissions
Copyright information
© 2017 Springer-Verlag GmbH Deutschland
About this entry
Cite this entry
Barthauer, L., Sauer, N.C., Kauffeld, S. (2017). Karrierenetzwerke und ihr Einfluss auf die Laufbahnentwicklung. In: Kauffeld, S., Spurk, D. (eds) Handbuch Karriere und Laufbahnmanagement. Springer Reference Psychologie . Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-662-45855-6_9-1
Download citation
DOI: https://doi.org/10.1007/978-3-662-45855-6_9-1
Received:
Accepted:
Published:
Publisher Name: Springer, Berlin, Heidelberg
Print ISBN: 978-3-662-45855-6
Online ISBN: 978-3-662-45855-6
eBook Packages: Springer Referenz Psychologie