Franzen and Gartner (2006) have proved that social capital and usage of these network information are an effective way to increase intangible value of the employment started later on. In these thesis we were learning if the advantage of the company, when it comes to searching of key employees, also lays in the management behavior in the company. At the same time we were interested if the importance of the management behavior of the top management is different based on the size of the company. Conslusions where achieved with existing theory analysis and with empirical research (interviews with top management and questionnaire for non-management –no focus on specific industry). Through the thesis we have concluded that the company with management that has good reputation and is positively recognized in the social capital networks to which the candidate which the company wants to hire has access, would get an added value, which would positively affect the decision process of the individual. It was also concluded that the importance of top management behavior is lower in larger companies, where this importance would highly increase when it comes to behavior of middle/lower management.
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