Human resource development, social capital, emotional intelligence

Purpose This article aims to offer a theoretical framework that attempts to show the integration among human resource development (HRD), social capital (SC), emotional intelligence (EI) and organizational productivity. Design/methodology/approach The literature search included the following: a computerized search of accessible and available material using the key words “human resource development”, “emotional intelligence”, “social capital”, “human capital”, “organizational productivity”, “productivity”, and “organizational performance”. Findings The literature review provides evidence that it is logical to assume that the relationship among HRD, social capital, emotional and organization productivity is highly integrated. This finding influenced the authors to conceptualize an integrated model that illustrates the interconnectivity of HRD, social capital, emotional intelligence and organizational productivity with internal and external environmental factors. Research limitations/implications The integrated model conceptualizing the dynamic relationship among HRD, social capital, emotional intelligence and organization productivity is based primarily on the review of the literature. Originality/value The integrated model developed by the authors provides a framework that HRD scholars and practitioners may use to develop innovative instruments to measure the relationship among HRD, EI and SC and their subsequent impact on organization performance.