Abstract
The problem and the solution. In this conceptual study, social capital theories are used to illuminate the practice of borrowing theories for HRD research and practice. “Borrowing” from other disciplines is an implicit, taken-for-granted practice in HRD theory development that has avoided scrutiny. Since HRD is a multiparadigm discipline, borrowing theories from monoparadigm disciplines can cause theoretical and logical inconsistencies. This study offers a way to organize borrowed social capital theories by categorizing them by paradigm and, ultimately, by the goal of the research and the desired HRD outcome. The article then offers a six-step process for borrowing theories from other disciplines. Ultimately, the article seeks an answer to the question: How can/should HRD borrow social capital theories to help achieve various (and contested) HRD outcomes?
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