Access

You are not currently logged in.

Access your personal account or get JSTOR access through your library or other institution:

login

Log in to your personal account or through your institution.

If You Use a Screen Reader

This content is available through Read Online (Free) program, which relies on page scans. Since scans are not currently available to screen readers, please contact JSTOR User Support for access. We'll provide a PDF copy for your screen reader.

Personal Networks of Women and Minorities in Management: A Conceptual Framework

Herminia Ibarra
The Academy of Management Review
Vol. 18, No. 1 (Jan., 1993), pp. 56-87
Published by: Academy of Management
Stable URL: http://www.jstor.org/stable/258823
Page Count: 32
  • Read Online (Free)
  • Download ($29.00)
  • Subscribe ($19.50)
  • Cite this Item
Since scans are not currently available to screen readers, please contact JSTOR User Support for access. We'll provide a PDF copy for your screen reader.
Personal Networks of Women and Minorities in Management: A Conceptual Framework
Preview not available

Abstract

Despite voluminous research indicating that women and minorities have limited access to or are excluded from organizational networks, two central questions remain unanswered: (a) In what specific ways, if any, do the interaction networks of men and women and whites and racial minorities differ? and (b) What mechanisms produce those differences? The central thesis of the article is that the organizational context in which interaction networks are embedded produces unique constraints on women and racial minorities, causing their networks to differ from those of their white male counterparts in composition and characteristics of their relationships with network members. Organizational context is hypothesized to affect personal networks directly, as well as through its impact on individuals' strategies for managing constraints. A theoretical perspective that views women and minorities as active agents who make strategic choices among structurally limited alternatives is offered.

Page Thumbnails

  • Thumbnail: Page 
56
    56
  • Thumbnail: Page 
57
    57
  • Thumbnail: Page 
58
    58
  • Thumbnail: Page 
59
    59
  • Thumbnail: Page 
60
    60
  • Thumbnail: Page 
61
    61
  • Thumbnail: Page 
62
    62
  • Thumbnail: Page 
63
    63
  • Thumbnail: Page 
64
    64
  • Thumbnail: Page 
65
    65
  • Thumbnail: Page 
66
    66
  • Thumbnail: Page 
67
    67
  • Thumbnail: Page 
68
    68
  • Thumbnail: Page 
69
    69
  • Thumbnail: Page 
70
    70
  • Thumbnail: Page 
71
    71
  • Thumbnail: Page 
72
    72
  • Thumbnail: Page 
73
    73
  • Thumbnail: Page 
74
    74
  • Thumbnail: Page 
75
    75
  • Thumbnail: Page 
76
    76
  • Thumbnail: Page 
77
    77
  • Thumbnail: Page 
78
    78
  • Thumbnail: Page 
79
    79
  • Thumbnail: Page 
80
    80
  • Thumbnail: Page 
81
    81
  • Thumbnail: Page 
82
    82
  • Thumbnail: Page 
83
    83
  • Thumbnail: Page 
84
    84
  • Thumbnail: Page 
85
    85
  • Thumbnail: Page 
86
    86
  • Thumbnail: Page 
87
    87