The link between HRD professionals’ social capital and career adaptability: a moderated mediation analysis of social network

Abstract

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.

Citation

Oh, J., Jeong, S., Yoon, S.W. and Cho, D. (2023), "The link between HRD professionals’ social capital and career adaptability: a moderated mediation analysis of social network", European Journal of Training and Development, Vol. 47 No. 5/6, pp. 456-472. https://doi.org/10.1108/EJTD-09-2021-0134