Investigating the Relationship between Institutional Social Capital and Employee's Performance

The current paper attempts to assess the effect of institutional social capital and organizational factors on employee’s performance. In so doing, theories of Nahapiet and Ghoshal (1998) and Sherif et al (2006) were utilized. Three dimensions of social capital based on these theories are relational, structural and cognitive. For organizational performance, a combination of ACHIEVE and Gldasmyt and Hersey theory (including clearness, ability, motivation, support, validity and environment, flexibility, efficiency and service to clients) has been utilized. This survey has used questionnaire for gathering data from 200 samples from Tehran telecommunication centers as a service delivery center.
The results show that organizational social capital has a tangible effect on the performance of employees. Relational, cognitive and structural aspects of organizational social capital showed a significant positive effect on employee's performance. although organizational factors, has a correlation with employee's performance, the dimensions of social capital as an independent variable in the regression equation did not make significant effect on the performance.