As middle management is pillar of enterprise, so to develop middle management¡¦s professional competence is the key factor for enterprise¡¦s growth and competitiveness. To strengthen middle manager¡¦s management skills that can improve business performance and could be the key process for nurture of future successor. In an organization, middle management plays the key role to integrate and adjust organizational competence, therefore the ability to build network relationship among members and cooperate with other people to enhance social capital, develop human capital and cumulate personal physical capital is the most important objectives. The purpose of this study is to investigate the relation of social capital, job performance and career success. In this study, social capital is defined as independent variables, job performance and career success are defined as dependent variable. Furthermore, using the organization climate and shared normative frameworks as the interfered variable to investigat the effect of interference to social capital, job performance and career success. This study adopted questionnaire survey and target on middle management in various industry. The data were analyzed by reliability analysis, factor analysis, one-way ANOVA and hierarchical regression analysis to discuss the relationships between social capital, job performance and career success and the moderating effect of interference for organization climate, shared normative frameworks. The findings of the study are as follows. (1) Micro level and meso level of social capital correlates positively with career success. (2) Micro level and meso level of social capital correlates positively with job performance. (3) Organization climate and shared normative frameworks causes partially intervention on relation of micro level and meso level of social capital and career success. (4) Organiztion climate and shared normative frameworks causes intervention on relation of micro level social capital and job performance is partial significant. (5) Organiztion climate and shared normative frameworks causes intervention on relation of meso level social capital and job performance is not significant. According to the results, we offer the following suggestions: (1) For enterprise: To enhance information and resource flow, promote high quality leadership and communication, reinforce recruiting, talent selection strategy and organization climate; (2) For employee: To reinforce social capital to improve job performance, cultivate learning, responsible attitude.