The study applies the social exchange and behavioral science theories to examine the associations between social capital and positive psychological capital and an employee’s job performance, moderated by leader-member exchange (LMX) quality, team-member exchange (TMX) quality, and perceived human resource management (HRM) effectiveness. Research results based on a sample collected from employees in private financial companies located in Metro Manila, Philippines largely support our hypotheses. Specifically, positive psychological capital produces a positive effect on an employee’s job performance. Moreover, LMX, TMX, and perceived HRM effectiveness play positive moderating roles. However, contrary to our prediction, social capital negatively affects job performance. The paper contributes to the social exchange theory by an identification of the social and cognitive contexts within which employees’ socio-psychometric attributes affect their job outcome. Research implications and future directions are discussed.

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