The purpose of this paper is to examine the instrumental use of social capital regarding career growth within an organization, focusing on the mediating role of perceived competence mobilization and the moderating role of two situational variables: perceived external prestige and job insecurity climate.,Relationships among the constructs are predicted based on relevant literature, and are tested using survey results from 324 employees working in 14 leading corporations in Korea.,Results show that social capital positively influenced, via perceived competence mobilization, each of two career growth dimensions (i.e. the personal efforts to develop a career and the experience of being rewarded by the organization). In contrast, moderated path analysis indicated that perceptions of external prestige and job insecurity climate failed to moderate the indirect effect of social capital on career growth.,In light of the instrumental use of social capital and the ensuring mechanism of competence mobilization, a detailed understanding of this effect on career growth cannot only neutralize the fears of brain drain, but is also helpful in providing possibilities for building new career development strategies.,Although social capital has become an influential concept in social sciences, little evidence has been presented on the above relationship, particularly from the perspective of careerist orientation. This may be the first research examining how and when the influence of social capital becomes instrumental with respect to career attainment within an organization.

中文翻译：

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社会资本与职业成长

本文的目的是研究社会资本在组织内部职业发展中的工具性使用，重点是感知能力动员的中介作用和两个情境变量（感知的外部声望和工作不安全感环境）的调节作用。这些结构是根据相关文献进行预测的，并使用在韩国14家领先公司工作的324名员工的调查结果进行了测试。结果表明，社会资本通过感知能力的动员对两个职业发展维度（即个人）的发展都产生了积极影响努力发展事业和获得组织奖励的经历）。相反，适度路径分析表明，对外部声望和工作不安全感的认识未能缓解社会资本对职业发展的间接影响。鉴于社会资本的工具性使用和能力动员的保证机制，对这种影响的详细理解对职业发展的关注不仅可以消除对人才外流的恐惧，而且还有助于为建立新的职业发展战略提供可能性。，尽管社会资本已经成为社会科学中的一个有影响力的概念，但关于上述关系的证据很少，尤其是从职业取向的角度来看。这可能是第一个研究社会资本的影响如何以及何时对组织内的职业成就起重要作用的研究。