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Examines gender differences in networking characteristics and
benefits in a sample of university faculty. Generates hypotheses from
Ibarra′s theoretical framework for explaining differences between
women′s and men′s interpersonal networks. Finds significant differences
between women and men, but, contrary to Ibarra′s theory of interpersonal
networks, some of these differences favour women.

Taking an individual difference perspective, we evaluated individual trait and skill antecedents to expatriate attitudes and turnover intent with a sample of 84 expatriates working in China. We investigated the role of a theoretically relevant personality trait - cognitive closure - reflecting comfort with ambiguity and uncertainty, and we introduced a set of empirically derived skill-based adjustment competencies developed through a job analytical technique. The results showed that work-related adjustment competencies, and in particular the ability to integrate head and host offices, were important to positive work attitudes and intention to remain on assignment. These results underscore the importance of selecting and training expatriates on adjustment competencies specific to cross cultural work to reduce the costs of assignment failure. Cognitive closure related to non-work related adjustment competencies (cultural sensitivity and ability to adapt to the social environment), suggesting that this trait may be related to non-work related aspects of expatriate attitudes and behavior.

This study investigated self‐regulation and resiliency in one's search for reemployment. Although trait‐based approaches are central to many resiliency conceptualizations, recent research has found that self‐regulation (affective, behavioral, and cognitive) contributes to predicting resiliency‐related outcomes. We hypothesized that self‐regulation would incrementally predict reemployment process outcomes, specifically the job search outcomes of psychological well‐being, job search self‐efficacy, and job search clarity. Results indicated that, over and above resiliency traits, behavioral and cognitive self‐regulation incrementally predicted well‐being and job search clarity, and cognitive self‐regulation incrementally predicted job search self‐efficacy. Implications for theory and continued research on resiliency in reemployment are discussed.

Presents descriptive information on interpersonal networks, both
inside and outside of one′s organization, among managerial and
professional women and men. Sex differences were also examined. Data
were collected from 57 women and 55 men in early and mid‐career stages
using questionnaires. Respondents indicated an average of 4.9
individuals in their inside networks and 2.8 individuals in their
outside networks. There was a higher percentage of men in both networks,
but the difference was smaller in outside than in inside networks.
Respondents interacted with inside and outside network members about
once a week. Inside network members held staff rather than line jobs,
were at slightly higher organizational levels and were only modestly
connected to powerful organizational leaders. Outside networks consisted
mostly of friends and spouses. The networks of women and men had some
differences. Women′s networks contained more women than did men′s
networks. Women also received a greater number of developmental
functions from their outside network, with a similar tendency from their
inside network as well.

The Conducted two surveys of personnel executives to demonstrate the relationships between their job activities and job satisfaction and their vocational interests and personalities.

AbstractThis research explores the relations between resiliency and its affective, behavioral, and cognitive protective factors and self‐regulatory processes and job search behaviors among recent immigrants. The study uses data from 201 first‐generation immigrants to test whether these self‐regulatory variables incrementally predict job search self‐efficacy, satisfaction, clarity, and intensity over and above the trait‐based protective factors. By going beyond traditional protective factors, we provide a more nuanced understanding of the drivers of immigrants' job search behaviors. Finally, this research provides an empirical foundation for the development of future training programs aimed at enhancing immigrant resiliency and improving job search outcomes.