Research Output

Social Capital Effects on the Career and Development Outcomes of HR Professionals

  HR professionals’ roles require them to be responsive to both employee needs and top management strategies. However, the need to respond to the often competing employee and strategic agendas makes relationship-building efforts challenging. This study examines the social capital characteristics of HR professionals and the impact on receipt of network benefits and career outcomes. Results indicate that HR professionals benefit from relationships with other HR professionals for career sponsorship and role-related benefits. However, it is contacts who are in higher positions or in other organizations that transfer the most influential benefits, which in turn relate to objective career outcomes. Few benefits are obtained from contacts in non-HR functions. The results illuminate relationship development opportunities for HR professionals. © 2015 Wiley Periodicals, Inc.

  • Type:

    Article

  • Date:

    29 April 2015

  • Publication Status:

    Published

  • Publisher

    Wiley Periodicals, Inc.

  • DOI:

    10.1002/hrm.21727

  • ISSN:

    0090-4848

  • Library of Congress:

    HD28 Management. Industrial Management

  • Dewey Decimal Classification:

    658 General management

Citation

Gubbins, C. & Garavan, T. (2015). Social Capital Effects on the Career and Development Outcomes of HR Professionals. Human Resource Management. 55(2), 241--260. doi:10.1002/hrm.21727. ISSN 0090-4848

Authors

Keywords

strategic HR;careers;social networks;research methods and design—structural equation modeling;research methods and design—network analysis;research methods and design—quantitative research methodology;human capital;mentoring;stakeholders;HR role

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