Extended Abstract
Introduction: Social capital is one of the new concepts introduced in the economic and social studies of modern societies. One of the most important discussions in social capital is the discussion of social networks, networks that are shaped by the presence of individuals, and the basis for the formation of social trust and, consequently, social participation and solidarity. Today, social networks and social capital as one of its outcomes, has a passive role in social, political, economic, and even social equations people in society can potentially and actually cause many changes in the societies. In addition, the important feature of social networks is that it has become a place to share knowledge, which in turn contributes to the quantitative and qualitative improvement of social capital (Jalili,  Siyahposht, & Khashaki, 2016). The concept of organizational learning capability emphasizes the importance that facilitators have on organizational learning (Algra & Chiva, 2008). Social capital, including the structure and quality of the association of members of the organization with colleagues, facilitates organizational learning by creating opportunities, motivation, and ability to share knowledge and reduce barriers to organizational learning (Vera Bartsch at el., 2012: 240). Creating learning capability in an organization means achieving improvement. Social capital through structural, cognitive, and relational components will enhance organizational learning, thereby enhancing and enhancing innovative performance for an organization (Agha Ahmadi & Radaei, 2015). Advocates of network theory believe that social networks provide a kind of social capital to employees, and in fact, they have the support, trust, and emotional relationships with other people. The links and organizational relationships that are the main topic of network view are considered as social capital. The social capital from the point of view of the network returns to communications and social networks. Mass media and education are among the factors that, in Giddens’s view, play the role of promoting social capital this changing context. Therefore, the present research attempts to answer the question of whether helpful activities have a mediating role in the impact of social capital based on virtual social networking on organizational learning capability.
Method: Methodologically, this research is part of survey research of a kind of correlation because it examines the effects between dimensions in a conceptual model. To collect data, Social capital investment and helpful action,  Totehmen (2005) and organizational learning questionnaire of Ozan Onj et al. (2014) was used. The statistical population of the study consisted of all the employees and managers of the Road and Streets Department of Mazandaran Province (N = 402). The multi-stage cluster sampling method was used with Morgan’s table. A total of 198 people were selected as the statistical sample and copies of the questionnaire were distributed among them. To assess the validity of the confirmatory factor analysis, the structure of the research questionnaires was content validity of the content structure. Out of 63 items, only 8 items of the organizational learning questionnaire were deleted since they were less than 0.3 of the model. The reliability of the instrument was also checked using the Cronbach’s alpha coefficient, respectively Virtual Jesus (0.932), social capital (0.962), helpful activities (0.895), organizational learning capability (0.907), and the coefficients obtained more than 0.7 of the reliability was acceptable.
Findings: Findings of the research based on Structural Equation with Lisrel software show that virtual social network alone has a positive and significant effect on social capital, organizational learning ability, and helpful activities. Also, social capital has an impact on the learning ability of an organization and it has also contributory role. It plays the role of mediator in the development of social capital in the relationship between the virtual social network and organizational learning capabilities.
Discussion: According to the results, virtual social networking has influenced organizational learning capabilities with its mediating role on helpful activities in the development of social capital. In other words, due to the role of helpful activities with the promotion of social capital based on the virtual social network, the capacity of organizational learning increases. As a result, if in the organization, the relationships between individuals, the working relationships between the members of the organization and the working teams, the amount of access to collaborators and managers would be helpful to others to help themselves. People’s commitment to realizing goals is a high-level requirement. Then, there are other conditions and requirements for promoting organizational learning (encouraging employees to take risks, encouraging staff to communicate, management commitment and participatory decision-making). As it clear, social networks provide social relationships, cooperation, and mutual participation. The existence of strong social capital among employees has facilitated trust-based communication among members, which in turn translates the knowledge and experience of team members into each other. Social capital, through the exchange of work experience, can be used to strengthen aid interventions. Ancillary interventions and social capital, each has a mediator role in influencing virtual social networks on organizational learning capabilities. Networks that are shaped by the presence of individuals and are the basis for the formation of social trust and, as a result, social participation and solidarity, and ultimately they provide an opportunity for organizational learning. Social networks have a great potential in the development of organizational learning. As a result, the following suggestions are presented: Managers will provide mutual understanding, trust, commitment, social relations, and empathy among the staff through the adoption of measures and, as a result, it would increase the link between the members, then the conditions and concessions required to enhance organizational learning will be provided. More research needs to be done and all Iranian and foreign virtual networks should be considered. As a result, valuable information on the positive and negative effects of using virtual networks will be provided to the users of these networks. In organizations, measures will be taken to introduce and create useful and scientific uses of virtual social networks. Since social capital is the result of daily relations between employees, and these relationships store trust, mutual understanding, common values, and behavioral values in a resource called social capital; in order to create and promote social capital, a culture must be created, and it is up to the organization to encourage and educate these factors in order to create the foundation for organizational learning as an essential component of organizational survival.
Ethical Considerations 
Authors’ contributions:
All authors have contributed to this article from design to writing and preparation.
Funding: 
The present study did not have any sponsors.
Conflicts of interest:
The authors declared no conflict of interest.
Acknowledgments
We appreciate all the managers and employers who participated in this study.