The importance of social networking helping employees achieve career success is widely recognized. However, there is limited discussion regarding employees' subtle networking behaviors with leaders and their impact. With this paper we contribute to this oversight by conceptualizing workplace upward networking (WUN) and by developing and validating a new scale that assesses the extent to which employees build and maintain relationships with leaders in pursuit of resources. Using 10 samples ( = 1597), the results provide strong evidence for the reliability and validity of the WUN scale, and support the nomological network of the WUN construct. Our work contributes to social networking research by demonstrating the theoretical uniqueness of WUN versus similar constructs, such as workplace peer networking and impression management, as well as the underlying mechanisms by which WUN affects work outcomes. Overall, with this study we offer support for the reliability and validity of WUN scale and advance the burgeoning node-specific networking literature both conceptually and empirically.

中文翻译：

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员工如何与领导建立并维持关系？工作场所向上网络规模的开发和验证

社交网络帮助员工取得职业成功的重要性已得到广泛认可。然而，关于员工与领导者之间微妙的社交行为及其影响的讨论却很有限。在本文中，我们通过概念化工作场所向上网络（WUN）以及开发和验证一个新的量表来评估员工在追求资源时与领导者建立和维持关系的程度，从而为这种监督做出贡献。使用 10 个样本（= 1597），结果为 WUN 量表的信度和效度提供了有力的证据，并支持 WUN 构建的法理网络。我们的工作通过展示 WUN 与类似结构（例如工作场所同伴网络和印象管理）的理论独特性，以及 WUN 影响工作成果的基本机制，为社交网络研究做出贡献。总的来说，通过这项研究，我们为 WUN 量表的可靠性和有效性提供了支持，并在概念和经验上推进了新兴的节点特定网络文献。