Impact of Social Capital on the Organizational Commitment at Workplace

Abstract

There has been a surge in concern regarding the social capital of organizations. Social capital is receiving increasing attention from industries as communication methods continue to evolve. Information technology and social media have created platforms where not only are internal employees connected with one another, but they are also well connected with external stakeholders. This phenomenon has heightened employers' concerns about encouraging both personal and professional bonding. As a result, it has become essential for employers to foster an environment of trust among employees. Organizational commitment is closely tied to the social capital of the firm, and this commitment can be achieved through clear and well-defined communication pathways. Employees’ commitment is influenced by the trust and communication they experience with both their employers and fellow employees.
This study analyzes the relationship between social capital and employee commitment to the organization. The authors examine the connection between social capital and various forms of employee commitment, including continuance, emotional, and normative commitment. The results of the study reveal that trust, communication, and an employee-centered focus significantly influence organizational commitment, both directly and to a moderate extent. Similarly, affective commitment has a strong impact on workplace belongingness. Affective commitment plays a substantial mediating role in the relationship between job satisfaction, leadership, and workplace belongingness, with partial mediation.