Negative ties and gender (as a contextual variable) have remained under-studied in the social networks research in management. Drawing on occupational gender-typing theory, the paper hypothesizes that the relationship between in-degree centrality of employees in a positive ties-based network and their tendency to cite their colleagues in negative ties differs in a feminine and a masculine occupation. Using network data from two organizations in India, the paper shows that in a feminine occupation (nursing), the higher the indegree centrality of the employees in a positive ties-based network, the less likely are they to cite negative ties whereas, in a masculine occupation (mining), the higher the indegree centrality of the employees in a positive ties-based network, more likely are they to cite negative ties. We make a theoretical contribution by extending the occupational gender-typing theory in social networks research by theorizing and examining the distinctive effects of the context – feminine and masculine occupations – on networks and work relations. We also discuss the managerial implications of the study.