This longitudinal, quantitative examine contributes to the controversy on technology-based skilled growth by inspecting the extent to which a studying (LinkedIn) intervention in a college setting impacts a person’s social media use for skilled growth, and the extent to which this pertains to self-reported employability. In addition, we investigated how this relationship is moderated by a person’s motivation to speak through social media (LinkedIn). Based on social capital principle and the conservation of sources principle, we developed a set of hypotheses that had been examined based mostly on longitudinal information collected from college workers (N = 101) in middle- and high-level jobs. First, consistent with our expectations, social media use for skilled growth was considerably larger after the training intervention than earlier than. Second, partially consistent with our expectations, social media use for skilled growth was positively associated with the employability dimension anticipation and optimization. Third, opposite to our expectations, motivation to speak through social media (LinkedIn) didn’t have a moderating function on this relationship. We concluded that the training intervention has the potential to foster social media use for skilled growth, and in flip, can contribute to people’ human capital when it comes to their employability. Hence, the intervention that kinds the core of this empirical analysis generally is a sustainable and promising human useful resource administration (HRM) observe that matches the human capital agenda.
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