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

Gubbins, Claire; Garavan, Thomas

Abstract

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.

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. https://doi.org/10.1002/hrm.21727

• Journal Article Type: Article
• Acceptance Date: Apr 29, 2015
• Online Publication Date: Mar 4, 2016
• Publication Date: Apr 29, 2015
• Deposit Date: Jul 21, 2016
• Journal: Human Resource Management
• Print ISSN: 0090-4848
• Publisher: Wiley
• Peer Reviewed: Peer Reviewed
• Volume: 55
• Issue: 2
• Pages: 241-260
• DOI: https://doi.org/10.1002/hrm.21727
• 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
• Public URL: http://researchrepository.napier.ac.uk/Output/311878