social capital
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2022 ◽  
Vol 219 ◽  
pp. 104313
Lauren E. Mullenbach ◽  
Lincoln R. Larson ◽  
Myron F. Floyd ◽  
Oriol Marquet ◽  
Jing-Huei Huang ◽  

2022 ◽  
Vol 141 ◽  
pp. 126-136
Bartolomé Marco-Lajara ◽  
Mercedes Úbeda-García ◽  
Patrocinio del Carmen Zaragoza-Sáez ◽  
Francisco García-Lillo

2022 ◽  
Vol 142 ◽  
pp. 122-137
Isabel Metz ◽  
Christina L. Stamper ◽  
Eddy Ng

2022 ◽  
Vol 51 (4) ◽  
pp. 104474
Ramakrishna Devarakonda ◽  
Jeffrey J. Reuer ◽  
Harsha Tadikonda

2022 ◽  
Vol 23 (2) ◽  
Seungyoon Lee ◽  
Laura K. Siebeneck ◽  
Bailey C. Benedict ◽  
Takahiro Yabe ◽  
Caitlyn M. Jarvis ◽  

2022 ◽  
Vol 206 ◽  
pp. 104578
Andrea Geraci ◽  
Mattia Nardotto ◽  
Tommaso Reggiani ◽  
Fabio Sabatini

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Jihye Oh ◽  
Shinhee Jeong ◽  
Seung Won Yoon ◽  
Daeyeon Cho

Purpose From a social capital perspective, this study aims to shed light on the link between social capital and career adaptability by focusing on how social connections and interactions shape and nurture career adaptability. Drawing on socioemotional selectivity theory, the authors further examined the critical moderating role of age on the above relationship. Design/methodology/approach Survey responses from 208 HRD professionals were analyzed via a moderated mediation analysis. Findings The results showed that there is a positive relationship between social capital (network size and intimate network) and career adaptability; frequent interaction increases intimacy, in turn enhancing career adaptability; and the indirect effect of social capital on career adaptability (via intimate network) is stronger when the employee is younger. Originality/value The most novel theoretical contribution of this study is that the authors lend empirical support to the connection between social capital and career adaptability moderated by age. The study also contributes to understanding how core aspects of social capital are inter-related each other and have directional relationships.

2022 ◽  
pp. 089976402110574
Pamala Wiepking ◽  
Christopher J. Einolf ◽  
Yongzheng Yang

There has been a steady increase in research studying the role of gender in prosocial behavior, such as charitable giving and volunteering. We provide an extensive review of the interdisciplinary literature and derive hypotheses about three different pathways that lead men and women to differ in their display of giving and volunteering: pathways through social capital, motivations, and resources. We test these hypotheses across 19 countries by analyzing 28,410 individuals, using generalized structural equation models. Our results support previous research, conducted in single countries, that there are distinct different pathways that lead men and women to engage in giving and volunteering: Women report stronger motivations to help others, but men report more of the financial resources that make giving and volunteering possible. The gendered pathways to giving and volunteering that lead through social capital, educational achievement, and financial security vary by country.

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