Mark Youndt and I have found from our research that employee development (particularly team training), an egalitarian work environment (e.g., few status differences, broad-banding, flat wage structures, empowerment), and collaborative HR configurations (e.g., permeable work structures, staffing based on interpersonal skills, cross-functional interaction, 360 deg. feedback, or group incentives) tend to distinguish firms with high levels of social capital from those without it.