Effect of personal social capital on career mobility

• Main Authors: Chun-Chieh Huang, 黃鈞杰
• Other Authors: Nien-Chi Liu
• Format: Others
• Language: zh-TW
• Published: 2017
• Online Access: http://ndltd.ncl.edu.tw/handle/46057197362478903440

碩士 === 國立中央大學 === 人力資源管理研究所在職專班 === 105 === Thesis：Effect of personal social capital on career mobility University：Graduate Institute of Human Resource Management, National Central University Name：Huang, Chun-Chieh Advisor：Dr. Nien-Chi Liu In our daily lives, through interactions with others, we are constantly using our relationships in order to communicate and compromise. This is especially true when career mobility, which is to say it always uses social capital. There are many different types of social capital. This experiment will separate social capital to social capital outside of an organization and social capital within an organization. Social capital outside of an organization will be represented by strong ties outside of an organization. Social capital within an organization can be separated into strong ties and trust within an organization. This experiment separates career mobility into three types: changing company, changing jobs, and promotion. This experiment will discuss the accumulation of an individual’s social capital, and the degree of effects and different benefits when career mobility. Through logistic regression analysis, this study conclude that 1. Not all strong ties from social capital from outside an organization have an effect on career mobility. 2. Strong ties and trust within an organization have a significant positive correlation with promotion. 3. Additional findings find that strong ties and trust within an organization have no effect on changing jobs within an organization. However, adding sex as a factor changes the effects.