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The multiple roles of network ties in the employee job search process
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Porter, C. M., Hancock, J., Allen, David G. and Snyder, G. P. (2023) The multiple roles of network ties in the employee job search process. Human Resource Management, 62 (4). pp. 491-509. doi:10.1002/hrm.22135 ISSN 0090-4848.
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Official URL: https://doi.org/10.1002/hrm.22135
Abstract
Employee “water cooler conversations” with coworkers, as well as interpersonal interactions outside of one’s employing organization, are key sources of information about the labor market. Although the value of network ties for job search is well recognized, research to date has tended to focus on how network ties relate to job search outcomes, providing little insight into what types of network ties offer information that shape job seeker perceptions and behaviors throughout the job search process. Drawing from Steel’s (2002) evolutionary search model and social network research, we assert that different types of network ties—those that are weak versus strong and those internal versus external to the organization—offer different types of labor market information, which impacts employees’ labor market perceptions, propensity to search for employment, and job search effectiveness. Using a time-separated research design in a sample of healthcare workers, we find that weak external ties (WETs) are associated with more optimistic perceptions of the labor market, and increased marketability and early-stage job search, and strong external ties (SETs) are associated with greater marketability and propensity to engage in early-stage job search. Strong internal ties (SITs) have dual, opposing influences on employee job search: SITs are associated with less early-stage job search, but they are also associated with increased concrete prospects when employees are more actively seeking alternative employment. Taken together, this study provides more nuanced insights into how network ties influence employee job search processes, clarifying ambiguities in this literature.
Item Type: | Journal Article | ||||||||
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Subjects: | H Social Sciences > HD Industries. Land use. Labor H Social Sciences > HF Commerce H Social Sciences > HM Sociology |
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Divisions: | Faculty of Social Sciences > Warwick Business School > Entrepreneurship, Innovation & Management Faculty of Social Sciences > Warwick Business School |
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Library of Congress Subject Headings (LCSH): | Job hunting, Job offers, Employment (Economic theory) -- Social aspects, Social networks | ||||||||
Journal or Publication Title: | Human Resource Management | ||||||||
Publisher: | John Wiley & Sons, Inc. | ||||||||
ISSN: | 0090-4848 | ||||||||
Official Date: | July 2023 | ||||||||
Dates: |
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Volume: | 62 | ||||||||
Number: | 4 | ||||||||
Page Range: | pp. 491-509 | ||||||||
DOI: | 10.1002/hrm.22135 | ||||||||
Status: | Peer Reviewed | ||||||||
Publication Status: | Published | ||||||||
Reuse Statement (publisher, data, author rights): | This is the peer reviewed version of the following article: Porter, C. M., Hancock, J., Allen, D. G., & Snyder, G. P. (2022). The multiple roles of network ties in the employee job search process. Human Resource Management, 1– 19. which has been published in final form at https://doi.org/10.1002/hrm.22135 This article may be used for non-commercial purposes in accordance with Wiley Terms and Conditions for Use of Self-Archived Versions. This article may not be enhanced, enriched or otherwise transformed into a derivative work, without express permission from Wiley or by statutory rights under applicable legislation. Copyright notices must not be removed, obscured or modified. The article must be linked to Wiley’s version of record on Wiley Online Library and any embedding, framing or otherwise making available the article or pages thereof by third parties from platforms, services and websites other than Wiley Online Library must be prohibited. | ||||||||
Access rights to Published version: | Restricted or Subscription Access | ||||||||
Date of first compliant deposit: | 1 July 2022 | ||||||||
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