직장내 승진에 대한 연결망 효과의 연구

다국어 초록 (Multilingual Abstract)

The social networks between and within organizations receive growing academic attention. It is closely linked to the widespread discussion on the importance of corporate social capital. Rigorous quantitative research on the effects of social networks in organization has been fueled by the recent advances in the development of social network analysis(SNA) methodology. However considering the growing attention to and the importance of social networks in organizations, there are only limited number of researches on the impact of social networks on either organizations or individuals in organizations in Korea.
Career development within and between organizations has also received growing academic attention. Most research on organizational career has focused exclusively on the formal structural aspects of organizations and largely neglected informal structure, especially the importance of social networks in organizations. It is timely and important to combine these two lines of research and examine the effects of social networks within organizations on the career development, especially promotion chances.
Systematic research is still in need on making what kind of network ties with whom is most beneficial for promotion in Korean firms. There are few researches on how gender mediates the relationship between social networks and promotion chances. Research has been done on how the structural characteristics of network differ by gender, However it is as much important and natural to see how such gendered network structure results in differential returns to network by gender.
In this paper, we examine how various network characteristics of employees in large firms in Korea affect their promotion chances by applying network analysis and statistical analysis to survey data. Especially this paper focuses on the gender differences in such network effects. Estimation of statistical models including network measures reveal that size of employyes' network ties have significant effects on their promotion chances, but only after controlling for the mediation of such effects by gender. Contents of network ties matter and work-related network is more important than friendship-related networks. The overlap of work and friendship ties has a strong effect on the promotion chances. Other network characteristics such as strength, duration, diversity, and structural hole fail to show significant effects on the career development.
This study clearly show that the female employees have different patterns of network from their male counterparts, but that the female's network produces superior career outcomes compared to the male's. While the gains to promotion chances with increasing network size are negligible for the male, they are substantial for the female employees. Implications of such result are discussed.

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