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首页> 外文期刊>The international journal of human resource management >Chinese managers' career success networks: the impact of key tie characteristics on structure and interaction practices
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Chinese managers' career success networks: the impact of key tie characteristics on structure and interaction practices

机译：中国经理人的职业成功网络：关键领带特征对结构和互动实践的影响

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摘要

Structured personal interviews were conducted with 105 senior and mid-level Chinese male and female managers, in which each respondent provided information about their career success network (CSN) ties. Using this data, we tested hypotheses on: (1) the age composition of Chinese managers' CSNs; (2) the face-to-face interaction practices within Chinese managers' CSNs; and (3) the roles of tie sex composition and tie content (position-centred versus person-centred ties) in influencing the age composition of and interaction practices within Chinese managers' CSNs. The results demonstrated that both Chinese male and female managers, while generally preferring to form CSN ties with individuals who are older than themselves, are relatively more reluctant to include middle-aged or elder women in their CSN. The age of those included in the respondents' CSN was also influenced by tie content and whether the tie spans the organizational boundary. With respect to interaction practices within the CSN, tie content moderated the relationship between tie sex composition and interaction practice. Female managers' person-centred ties with men had significantly lower levels of interaction outside the workplace than person-centred ties composed of members of the same-sex. However, this difference was not exhibited in the case of position-centred ties. Interestingly, the reluctance to socialize with the opposite-sex exhibited by female managers did not appear to be shared by their male counterparts. The implications of these results for career success in China are discussed.
机译：对105位中国中高级男女经理进行了结构化的个人访谈，每位受访者均提供了有关其职业成功网络（CSN）关系的信息。利用这些数据，我们检验了关于以下方面的假设：（1）中国经理人CSN的年龄构成; （2）中国管理者的企业社会责任中的面对面互动实践; （3）领带的性别组成和领带的内容（以位置为中心的关系与以人为中心的关系）在影响中国经理人CSN的年龄组成和互动实践中的作用。结果表明，尽管中国男性和女性管理者通常更喜欢与年龄大于自己的个人建立CSN联系，但相对不愿在其CSN中加入中年或老年妇女。领带的内容以及领带是否跨越组织边界也影响了受访者的CSN中所包含者的年龄。关于CSN中的互动实践，领带内容缓和了领带性别组成和互动实践之间的关系。与同性成员组成的以人为中心的关系相比，女性经理人与人的关系在工作场所以外的互动水平要低得多。但是，这种差异在以位置为中心的关系中没有表现出来。有趣的是，不愿与女性经理人表现出的异性交往的情况似乎与男性经理人没有共同之处。讨论了这些结果对中国事业成功的影响。

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