The Influence of Social Capital and Human Capital on Job Satisfaction of University Graduates in Jinan City of Shandong Province, China
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This study examined the influence of social capital and human capital on job satisfaction among university graduates in Jinan City, Shandong Province, China, through the mediating roles of employment values and employment quality. The objectives were to: (1) examine the effects of social capital on employment values, employment quality, and job satisfaction; (2) examine the effects of human capital on employment values, employment quality, and job satisfaction; (3) analyze the influence of employment values and employment quality on job satisfaction; and (4) investigate the mediating roles of employment values and employment quality in the relationships between social capital, human capital, and job satisfaction. A quantitative research design was employed. Data were collected from 442 university graduates from the 2019–2024 cohorts using an online questionnaire survey. Structural Equation Modeling (SEM) was applied using SPSS version 27 and AMOS version 29 to test the hypothesized relationships and mediation effects.
The findings revealed that social capital had significant positive effects on employment values, employment quality, and job satisfaction. Human capital also demonstrated significant positive effects on employment values, employment quality, and job satisfaction. In addition, employment values and employment quality were found to positively influence job satisfaction. Mediation analysis indicated that employment values significantly mediated the relationships between social capital and job satisfaction as well as between human capital and job satisfaction. Employment quality was also confirmed as a significant mediator linking social capital and human capital to job satisfaction. Overall, the results demonstrate the complementary roles of social and human capital in shaping graduates’ employment values, employment quality, and job satisfaction. The findings provide practical implications for higher education institutions, employers, and policymakers by highlighting the importance of strengthening social networks, enhancing human capital development, and improving employment quality to promote sustainable graduate employment and positive employee–organization relationships.
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ทัศนะและความคิดเห็นที่ปรากฏในบทความในวารสาร ถือเป็นความรับผิดชอบของผู้เขียนบทความนั้น และไม่ถือเป็นทัศนะและความรับผิดชอบของกองบรรณาธิการ ยินยอมว่าบทความเป็นลิขสิทธิ์ของวารสาร
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