KWDI Korean Women’s Development Institute

This study aims at empirical investigation of formal and informal network characteristics on gender and its effect data collected from male and female wage workers. Furthermore, we examined the impact of network management of female workers on their career development and organizational performance. Through the results of this research, we would like to provide better understanding on how network characteristics are differ by gender, and how this difference; might be utilized in female staff development. Also, empirical evidences of individual and interpersonal network management would be critical factor of individual level performance along with organizational performance have been verified. Under this research purpose, we have separated network based on its type and relation: ‘informal network’ which shows high interpersonal intimacy and communicate for personal matters, while ‘formal network’ for work task and career counseling.

Research methodology has been designed as follow: Firstly, we re-analyzed previous data. Then on-line based survey has been conducted in, order to comprehend network profile of male and female wage workers, 1,200 data have been collected from professional, clerical, sales, and service areas. Lastly, three firms that each possesses different industry, size, and gender composition.

Findings from our research results can be summarized as below: First, both female and male data show high sex homophily. Then, male workers show more instrumental network use, and receive better resources from their network. Compared to male workers, female sample provides less instrumental network application in general. However, female with high education level and position, and professional show similar network characteristics with male workers. Female with high career aspirations and clear career goal engages in active network use though difficult circumstances by themselves. Both male and female highly appreciate the importance and necessity of network, but somewhat passive in actual network use. Regardless of gender, both show positive relationship between network use and individual performances. Next finding addresses the ratio of female workers results in different network activities by gender due to sex homophily. Minor gender goes peripheral and shows stronger hierarchy by gender. It has also verified that firm’s support for external network activity which relates to task helps firm performance improvement.

Implications from these basic findings are as below: Firstly, female workers need to change their attitude and consciousness for networking behavior. Secondly, firm’s active network activity support is required for individual and organizational performance improvement. Thirdly, task related network activity support for female managers is also required. Also specific organization analysis procedure which can utilize internal network structure analysis cannot be overlooked. Lastly, implication addresses social and cultural awareness should be reformed fostering corporate culture backs up both work and family balance and resolve gender imbalance in labor market.