Understanding the relational and network dynamics among newcomer networks is important to devising appropriate strategies that will maximize the productivity of the incoming workforce. Nevertheless, there are limited empirical contributions on newcomer networks with a handful of studies examining newcomer networks in international environments. In this study, we focus on national homophily defined as the “tendency for people to associate with others similar to them in terms of attributes (e.g., race, gender) and values” (Mollica et al. 2003, p. 123). Studies have not examined ethnic or national homophily in newcomer networks. Understanding this issue is important as global companies recruit significant numbers of postgraduate students from countries such as China, India, and Brazil and spend a lot of money in trying to enhance interpersonal relationships among employees to boost effectiveness and efficiency. To better understand national homophily, we use a multicultural student sample drawn from newly formed networks, to examine how identity salience, academic self-efficacy, individualism, and ethnocentrism are associated with the occurrence of national homophily in newcomer networks. A questionnaire was devised based on prior research and distributed to students enrolled in postgraduate management programs in two British universities. The final sample comprises of 182 usable responses which were analyzed using Smart PLS 2.0 (Ringle et al. 2005). The study results show that in a multicultural newcomer context individuals who have strong identity salience tend to forge close ties with others of the same national identity and this manifests in national homophily. The study also shows that individuals high in academic self-efficacy are likely to form ties with individuals from other cultures and show less national homophilic tendencies, compared to those who are low in academic self-efficacy. The findings also reveal that individualism is not conducive to the formation of homophily, while ethnocentrism was found to be significantly but negatively related to homophily. This study provides an incremental contribution in understanding how homophily emerges in newcomer networks. Managers interested in promoting greater collaboration between group members in their companies will need to pay particular attention on individual characteristics (e.g., self-efficacy, identify salience) when forming teams, organizing groups, and allocating projects in the workplace. In this way, the full potential of multicultural relationships could be effectively unfolded. Future researchers can broaden and deepen knowledge on national homophily by investigating other variables as factors influencing homophily (e.g., personality, demographic characteristics), or even explore the consequences of homophily in terms of individual and group performance.References available upon request.