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Although the career benefits associated with professional networking are relatively well established, the repercussions of this highly regarded career management activity for voluntary turnover have rarely been examined. Given the potential costs associated with voluntary turnover, this study sought to clarify the roles of networking behaviors in relation to voluntary turnover by focusing on the distinction between internal and external networking. Based on survey responses of industrial and organizational psychology professionals, we found that internal and external networking behaviors differentially predicted decisions to voluntarily leave employers 2 years later: The likelihood of voluntary turnover was negatively predicted by internal networking and positively predicted by external networking. Furthermore, to shed light on the reasons why employee networking behaviors differentially predicted turnover decisions, this study also examined 4 turnover antecedents (job satisfaction, job embeddedness, perceived employment opportunities, and job offers) as potential mediating mechanisms. Results revealed that the relationships of internal and external networking with voluntary turnover were mediated by job embeddedness and job offers, respectively. We discuss the implications of these findings for understanding and managing employee networking and retention.

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The Protean and Boundaryless Career Attitudes scales developed by Briscoe and colleagues have facilitated research on career attitudes and mindsets, but they are unnecessarily lengthy and somewhat redundant in their content. To address these concerns, this article presents three studies that develop and validate short forms of the Protean and Boundaryless Career Attitudes scales (i.e., PCA-SF and BCA-SF). Study findings suggest that the PCA-SF and BCA-SF provide a more efficient assessment of the protean and boundaryless career attitudes constructs than the fulllength measures and exhibit partial measurement equivalence across U.S. and Korean populations.

Dietary anthocyanins have been shown to reduce inflammation in animal models and may ameliorate obesity-related complications. Black elderberry is one of the richest sources of anthocyanins. We investigated the metabolic effects of anthocyanin-rich black elderberry extract (BEE) in a diet-induced obese C57BL/6J mouse model. Mice were fed either a low-fat diet (n 8), high-fat lard-based diet (HFD; n 16), HFD + 0·25 % (w/w) BEE (0·25 %-BEE; n 16) or HFD + 1·25 % BEE (1·25 %-BEE; n 16) for 16 weeks. The 0·25 % BEE (0·034 % anthocyanin, w/w) and 1·25 % BEE (0·17 % anthocyanin, w/w) diets corresponded to estimated anthocyanin doses of 20-40 mg and 100-200 mg per kg of body weight, respectively. After 16 weeks, both BEE groups had significantly lower liver weights, serum TAG, homoeostasis model assessment and serum monocyte chemoattractant protein-1 compared with HFD. The 0·25 %-BEE also had lower serum insulin and TNFα compared with HFD. Hepatic fatty acid synthase mRNA was lower in both BEE groups, whereas PPARγ2 mRNA and liver cholesterol were lower in 1·25 %-BEE, suggesting decreased hepatic lipid synthesis. Higher adipose PPARγ mRNA, transforming growth factor β mRNA and adipose tissue histology suggested a pro-fibrogenic phenotype that was less inflammatory in 1·25 %-BEE. Skeletal muscle mRNA expression of the myokine IL-6 was higher in 0·25 %-BEE relative to HFD. These results suggest that BEE may have improved some metabolic disturbances present in this mouse model of obesity by lowering serum TAG, inflammatory markers and insulin resistance.

Delayed rewards are less valuable than immediate rewards. This well-established finding has focused almost entirely on individual outcomes. However, are delayed rewards similarly discounted if they are shared by a group? The current article reports on three experiments exploring the effect of group context on delay discounting. Results indicate that discount rates of individual and group rewards were highly correlated, but that respondents were more willing to wait (decreased discounting) for shared outcomes than for individual outcomes. An explanatory model is proposed suggesting that decreased discount rates in group contexts may be due to the way the effects of both delay and social discounting are combined. That is, in a group context, a person values both a future reward (discounted by delay) and a present reward to another person (discounted by the social distance between them). The results are explained by a combined discount function containing a delay factor and a factor representing the social distance between the decision maker and group members. Practical implications of the fact that shared consequences can increase individual self-control are also discussed.

Compared to the extensive research that has investigated the structures of social relationships (i.e., social networks), relatively little research attention has been geared towards understanding how and why individuals initiate, build, and maintain social networks (i.e., networking) from a psychological perspective. The objective of this review is to shed light on the dynamic, psychological processes at the center of individuals' discretionary, professional relationship development. The diffuse networking literature in the field of management is reviewed and organized into four primary research streams. On the basis of insights from this review, we propose a dynamic, psychological model of how and why individuals strategically network, which marries social exchange and expectancy theories with the concept of relational schema to explain the networking phenomenon across dyadic and intraindividual levels. This conceptual model posits that a networking interaction, construed as an exchange of resources within a given network relationship at a certain stage of relationship maturity, affects the relational schemas of those involved in the interaction and that each networking partner's relational schema influences each partner's perceptions of his or her network relationship and guides individual decisions to network with a specific network contact. The aim of this review is to lay a theoretical foundation for investigating strategic networking from a dynamic, psychological perspective.