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Copyright © 2012, Emerald Group Publishing Limited
2011 Awards for Excellence
Article Type: Awards for Excellence From: Career Development International, Volume 17, Issue 1
The following article was selected for this year's Outstanding Paper Award for Career Development International
"Understanding non-work relationships in developmental networks''
Wendy Marcinkus Murphy Department of Management, College of Business, Northern Illinois University, DeKalb, Illinois, USA
Kathy E. KramDepartment of Organizational Behavior, School of Management, Boston University, Boston, Massachusetts, USA
Purpose -- The purpose of this study is to explore the different contributions of work and non-work relationships that comprise individuals' developmental networks to career success. Design/methodology/approach -- A multi-method approach provides a rich understanding of how work and non-work developmental relationships combine to support individuals' careers. Survey data were analyzed from 254 working adults who were also part-time MBA students. Semi-structured interviews were conducted with 37 participants. Findings -- Quantitative results indicate that non-work developers provide more overall support than work developers. Support from non-work developers is positively associated with career satisfaction and life satisfaction. In contrast, support from work developers is positively associated with salary level and career satisfaction. Qualitative data indicate differences in the sub-„functions and quality of support offered by work versus non-„work relationships, particularly in terms of role modeling. Research limitations/implications -- Developmental relationships from different domains emphasize different sub-functions of support and differentially affect career outcomes. While broad functions -- career support, psychosocial support, and role modeling -- are identifiable across domains, non-work relationships provide some distinct sub-functions from work relationships. Practical implications -- Practicing managers should develop and maintain developmental networks that extend beyond the boundaries of their current organization. Human resource professionals will want to consider how well their initiatives encourage individuals to enlist a variety of potential developers into their networks. Originality/value -- The findings indicate that non-work relationships are a critical part of developmental networks and individuals' career success.Keywords Career development, Employee relations, Interpersonal relations, Part time students, Social networks, United States of Americawww.emeraldinsight.com/10.1108/13620431011094069
This article originally appeared in Volume 15 Number 7, 2010, pp. 637-„63, Career Development International
The following articles were selected for this year's Highly Commended Award
"Satisfaction with mentoring relationships: does gender identity matter?''
Rowena Ortiz-WaltersKimberly-Ann EddlestonKathleen Simione
This article originally appeared in Volume 15 Number 2, 2010, Career Development International
"Migration and career success: testing a time-sequenced model''
Nithya TharmaseelanKerr InksonStuart C. Carr
This article originally appeared in Volume 15 Number 3, 2010, Career Development International
"Work schedule, work schedule control and satisfaction in relation to work-family conflict, work-family synergy, and domain satisfaction''
Nicholas J. Beutell
This article originally appeared in Volume 15 Number 5, 2010, Career Development International
Assistant Professor Hermann A. Ndofor Texas A&M University, USA
Assistant Professor Shannon Taylor Northern Illinois University, USA