Social networks are known to be critical for enhancing employees' work outcomes. However, we still know relatively less about how employees take charge of their networks to reap network, work, and career-related benefits and how we can intervene in this process. Based on the self-regulation theory and the networking literature, we developed and evaluated the effectiveness of a network crafting self-training intervention. In a quasi-experimental research design of 88 participants in the experimental group and 59 participants in the control group, our results revealed that, after the intervention, employees reported an increase in three trained network crafting actions (i.e., using existing contacts, establishing new contacts, and maintaining professional contacts). Those participating in the intervention reported higher levels of two career outcomes (i.e., career autonomy and perceived marketability). Moreover, we found that through the three trained network crafting actions, the intervention indirectly enhanced participants' network size and diversity as well as their work performance (e.g., task performance and problem-solving). Our study provides insights into a means to smartly shape one's social networks. Our intervention offers an effective management tool that employees and managers can use to guide individuals' network crafting actions and apply them in their daily work context.

众所周知，社交网络对于提高员工的工作成果至关重要。然而，我们对员工如何掌控自己的网络以获取网络、工作和职业相关的利益以及我们如何干预这一过程仍然知之甚少。基于自我调节理论和网络文献，我们开发并评估了网络自我训练干预的有效性。在实验组 88 名参与者和对照组 59 名参与者的准实验研究设计中，我们的结果显示，干预后，员工报告说，三种经过训练的网络构建行为有所增加（即使用现有联系人、建立新的联系人）联系，并保持专业联系）。参与干预的人报告了两种职业成果（即职业自主性和感知市场性）的较高水平。此外，我们发现，通过三个训练有素的网络构建行动，干预间接增强了参与者的网络规模和多样性以及他们的工作绩效（例如任务绩效和解决问题的能力）。我们的研究提供了对巧妙塑造社交网络的方法的见解。我们的干预提供了一种有效的管理工具，员工和管理者可以使用它来指导个人的网络构建行动并将其应用到日常工作环境中。