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Drawing on social identity theory and the concept of perceived organizational support, the authors conducted an online, exploratory survey of 150 lesbian, gay, bisexual, and transgender (LGBT) workers in 28 countries to examine whether being LGBT provides a unique perspective in the workplace, if they perceive their employer appreciates this perspective, and what effects this has on perceived discrimination and perceived career advancement. Collectively these questions have implications for work engagement and career prospects of LGBT workers. The paper aims to discuss these issues.

Multiple regression and qualitative analyses were used to analyze Likert scale questions along with open-ended options.

The majority of respondents agree that being LGBT offers a unique perspective compared to heterosexual workers. The more respondents agree that they have a different perspective, the more they feel discriminated against. After controlling for demographic variables as well as education, tenure, job level, and disclosure, hierarchical linear regression analyses showed offering a unique perspective increases perceived career advantages. Results also showed increased perceived career advantages if the employer appreciates this perspective. Results of a second regression analysis also showed that a unique perspective is associated with more perceived discrimination, unless their employer appreciates this perspective.

Although single-item measures and a small international sample limit generalizability, rich qualitative responses provide insights into LGBT attitudes across multiple countries.

This study can be applied to future understandings of the diverse nature of LGBT perceptions and attitudes in the workplace.

This is one of the first studies to examine LGBT perceptions that they possess a unique perspective that should be valued by employers.

This exploratory study is one of the first to recognize unique LGBT perspectives and examine the relationship between their perspectives and perceived discrimination and career advantages.

The prevalence of independent contractors in the US workforce is growing. This research examines the social environment and career outcomes of labor and employment arbitrators, a unique profession of high-skilled and high-status independent contractors who play a significant role in facilitating organizational justice. Previous research has focused on the employment relationships that independent contractors have with hiring organizations and the characteristics of individuals who become independent contractors; however, little attention has been given to how relational factors influence the career outcomes of high-skilled independent contractors or how such influences differ by gender. Building upon theories of social networks and unequal network returns (UNR), our study investigates the informal social relationships among arbitrators, the association between interpersonal relationship patterns and arbitrators’ career success, and how these associations vary based on gender.

A social network survey is used to collect the social networks, attitudes and fee information of 407 labor and employment arbitrators working in North America. A multi-level regression analysis was used to examine the proposed relationships among social networks, gender and career outcomes of the arbitrators.

We discovered that occupying a central position within advice networks is positively associated with occupational satisfaction. On the other hand, having strong ties is associated with achieving high employment arbitration fees. Notably, we found that the advantages of strong ties for arbitration fees are comparatively weak for female arbitrators relative to their male counterparts.

This research examines the relationship between social networks and career outcomes for independent contractors in the unique context of arbitrators. It further highlights inequalities experienced by female arbitrators in a male-dominated profession where their social networks offer fewer rewards relative to their male counterparts.

The purpose of this paper is to provide a more robust understanding of how to develop dynamic capabilities (DCs) in multiunits by examining the roles of international experience and career capital.

This study uses a survey of a sample of 413 managers in multiunits and applies structural equation modeling to determine the relationships among variables.

The analyses identify international experience as an important antecedent for the career capital of managers in multiunits; further, they show the impact of knowing-how and knowing-why among the aspects of career capital in developing DCs in multiunits.

This study offers a practical trajectory for developing DCs in multiunits by leveraging the advantages of the international experience of managers and career capital (knowing-how and knowing-why).

Previous DC studies ignored the development of DCs in multiunits and ignored the role of the manager in multiunits. This paper contributes to the theoretical view of this subject in two important ways: first, it identifies a new pivotal role for career capital (knowing-how and knowing-why) in enabling DC development; second, it shows that the international experience of managers is an important antecedent of career capital advantage and of developing DCs in multiunit routines.

In addressing environmentally induced career change, the career development practitioner is better informed by a career development model than more traditional approaches. The model was tested with Canadian managers and professionals whose positions had been eliminated. Simple regression analysis revealed that career resilience was positively related to three of five job facets that served as indicators of career change. The findings lend support to career development practitioners who strive to build career resilience among employees. Along with organizational advantages already documented, individuals who develop career resilience will be better equipped to face the inevitable prospect of changing careers in the future.

Although research has uncovered important predictors of managerial career success, the causal relationships between these predictors has not been fully explored. Accordingly, we propose and test a model that establishes a link between individual differences, salient career‐related beliefs, career enhancing outcomes and managerial career success. Using path analysis, we found that education and career impatience directly affected willingness to relocate and perceived marketability, which in turn led to more promotions offered and greater exposure to powerful networks. Finally, the number of promotions offered directly affected management level, which in turn affected compensation level. With respect to gender differences, we found that beliefs regarding the efficacy of mentoring positively influenced a woman's sense of marketability, and like her male counterpart, exposure to powerful networks. However, we also found that for women managers, unlike men, such exposure did not affect the number of promotions they were offered.

To investigate the career experiences of women professors in order to gain an in‐depth understanding of factors contributing to their present status of profession.

Data were generated from career history method on 31 women professors who have been identified as high‐flyers. They were selected based on a criterion that they achieved professorship at the age of 48 years and below. Each respondent was interviewed on questions addressing topics across the entire life stages. Constant comparative analysis of data was conducted to generate themes.

Reveals the factors associated with their fast performance in academia that were divided into two stages, i.e. career exploration, and career establishment and maintenance. Factors dictated at the career exploration stage are early exposure to learning, entrance to boarding schools, first degree experience and personal qualities, while factors that contribute during their establishment and maintenance stage are graduate study experience, career centrality, family support, uniqueness of academic role, health consciousness and sense of religiosity.

It involved women professors only in order to understand the complexities of women academicians and their careers.

Provides evidence and information on the subjective interpretation of a career in academia, which should be taken into consideration in promotion and selection exercises, especially re women academicians. It also enhances women's understanding of their own careers and the interplay of other aspects of life as well as organizational environments in their careers.

This paper offers practical information to inspired individuals, especially women academicians, in order to achieve professorship.

The purpose of this paper is to introduce the concept of a couple‐level shared identity as forming the basis for the development of dual‐career couples' strategies regarding involvement in work and family roles. A model is developed that is intended to help researchers in this area conceptualize the relationship between career choices and career progression between members of a dual career couple. Examining career development at the couple‐level extends one's understanding of how the decisions made by one member of the dyad influence the career of the other.

In order to develop this model, the theories of cognitive interdependence and gender role ideology are examined and applied to the formation of a shared identity.

Development of the model, as well as a review of the extant literature, revealed that career decisions in dual career couples are made at the level of the dyad.

The findings demonstrate that organizations cannot view their employees in isolation, but that important transitions such as relocation, and taking on more responsibility are decisions that increasingly are made at the couple level. Employers may need to consider the dyad when offering career advancement opportunities and when implementing work‐life balance programs.

The career progression of one member has implications for the other. Therefore, it is insufficient for an individual to have a career in isolation when the individual is part of a dual career couple. Examination of career at the dyad level will advance one's knowledge of how careers unfold.

Provides a review of the position of women in management in a number of countries. Describes how in almost all countries, management positions are dominated by men. Concludes that, although many similarities were found in women’s work experience across cultures, cultural factors accounted for the unique experiences of women in a given country.

This study focused on the relationship between mentoring constellations and intrinsic career success. Hierarchical regression analyses on the data of 416 female and 594 male university members showed that mentoring was positively associated with intrinsic career success (i.e., career satisfaction and intrinsic job satisfaction. Several characteristics of developmental networking appeared to be associated with intrinsic career success, e.g. size of the advice network, range, emotional intensity, frequency of the contacts, and years acquainted. Moreover, some moderating effects of gender on the relationship between mentoring constellations and intrinsic career success were found, e.g. for size of the advice network, emotional intensity, and stability of the relationship. Implications of results and directions for future research are discussed.

The purpose of this paper is to review and synthesize research and theory on the definition, antecedents, outcomes, and mechanisms of networking in organizations.

Descriptions of networking are reviewed and an integrated definition of networking in organizations is presented. Approaches for measuring and studying networking are considered and the similarities and differences of networking with related constructs are discussed. A theoretical model of the antecedents and outcomes of networking is presented with the goal of integrating existing networking research. Mechanisms through which networking leads to individual and organizational outcomes are also considered.

Networking is defined as goal-directed behavior which occurs both inside and outside of an organization, focussed on creating, cultivating, and utilizing interpersonal relationships. The current model proposes that networking is influenced by a variety of individual, job, and organizational level factors and leads to increased visibility and power, job performance, organizational access to strategic information, and career success. Access to information and social capital are proposed as mechanisms that facilitate the effects of networking on outcomes.

Networking is held to be of great professional value for ambitious individuals and organizations. However, much of the research on networking has been spread across various disciplines. Consequentially, consensus on many important topics regarding networking remains notably elusive. This paper reviews and integrates existing research on networking in organizations and proposes directions for future study. A comprehensive definition and model of networking is presented and suggestions to researchers are provided.