What are the interpersonal antecedents of women’s network satisfaction?

Abstract

Purpose The purpose of this study is to determine whether women entrepreneurs are satisfied with belonging to a women’s network, as this issue is crucial for network performance and legitimacy. Design/methodology/approach The authors tested the hypotheses on a sample of 127 French women entrepreneurs who belonged to women’s networks using multiple regression analysis. Findings The authors showed that these women entrepreneurs were satisfied when they developed strong ties and when cliques in the network were limited. Education had a negative effect: the higher the educational level, the less satisfaction with their networks the women reported. Research limitations/implications The sample was small and composed only of women entrepreneurs who were members of women’s networks and not women who had left them. Practical implications The survey findings suggest ways that managers can optimize network satisfaction to keep current members while continuing to add new ones: create an environment with no cliques where members can develop strong ties. This means connecting members with similar values or status and common interests, while making sure that cliques do not develop. Originality/value To the authors’ knowledge, satisfaction with professional women’s networks has never been studied. The authors’ highlight the role of strong ties in these networks and identify the contingent effect of cliques.

Biçimsel ve Biçimsel Olmayan Sosyal Ağların Sosyal Sermaye Edinimindeki Rolü: Kadın Yönetim Kurulu Üyeleri Üzerine Bir Araştırma

“…Sosyal ağların biçimsel ve biçimsel olmayan ağlar olarak ayrımı en yaygın ayrım olarak sosyal ağların hem örgüt içi hem de örgüt dışında geliştirilebildiğini ifade etmektedir (Bourdil ve Géraudel, 2016;Livesey ve Rotheroe, 2007). Coleman'a (2010) göre ise çalışma hayatında ağ oluşumları biçimsel, biçimsel olmayan ve kişisel olarak yapılanmaktadır ve çoğunlukla erkek üstünlüğündedir.…”

“…It is evaluated that every independent women board member included in the survey has a name in the country and is thought to be working on the boards of established companies, and that their awareness will be high and can be reached through a lot of information or secondary data sources. In this study, the network classification used by Van Emmerik et al (2006) and the formal and unformal network classification generated by Bourdil and Géraudel (2016) are used. The degree centrality values and the averages (UCINETNetwork> Centrality> Degree centrality) of the matrix of the formal and informal networks created for testing the proposal are calculated.…”

“…The distinction between social networks as formal and informal networks is the most widespread categorization that social networks can be developed both within organizations and outside organizations (Bourdil and Géraudel, 2016;Livesey and Rotheroe, 2007). According to Van-Emmerik et al (2006), social work meetings held several times a year in an organization are also examples of formal network relations.…”

Projet de mise en place d’un réseau de femmes au sein d’un établissement bancaire : facteurs clés de succès et attentes des talents féminins

“…Les recherches scientifiques sur les réseaux de femmes sont de plus en plus nombreuses, néanmoins les recherches empiriques sur les réseaux dans les entreprises sont encore rares (Brass, 1985;Landrieux-Kartochian;2003;Bierema, 2005;Bevelander et Page, 2011). Un des obstacles majeurs identifié par la littérature scientifique est l'accès des salariées et aussi des femmes entrepreneurs (Bourdil et Géraudel, 2016;Santoni et Barth, 2014) aux réseaux formels et informels. Gagnon et Letourneau (1997) ont pu démontrer que les femmes se détournent des réseaux informels en entreprise et se sentent en même temps exclues.…”