This paper aims to present two studies that examine the consequences and antecedents of cognitive accuracy in advice networks.
Study 1 investigates whether employees' accurate perceptions of advice ties are associated with advantageous network positions and promotion potential. Study 2 examines individual differences that may explain why some employees perceive advice networks more accurately than others.
Study 1 shows that employees with higher cognitive accuracy are more likely to occupy central and brokerage positions in advice networks and possess higher promotion potential. Study 2 shows that need for cognition, promotion focus and self-monitoring are positively related to cognitive accuracy. Extraversion is negatively related to cognitive accuracy, whereas internal locus of control is not.
This article contributes to research on career management and network cognition in two main ways. First, it extends career management research by showing that employees' ability to accurately perceive advice networks is associated with advantageous network positions and higher promotion potential. In doing so, it highlights cognitive accuracy as an important social-cognitive resource that helps employees navigate organizational networks and advance their careers. Second, by identifying individual differences associated with cognitive accuracy, this article advances the theory on why employees vary in their ability to accurately perceive workplace relationships.
