The task of the education system of the Russian Federation is to raise the level of education and enter the top 10 best countries in the world in terms of the quality of education. Teaching staff are a key element of the task system to achieve the goal. Therefore, at present, the attention of researchers is focused on the study of factors that influence the formation of the involvement of teaching staff in the activities of educational organizations and the system of professional relations. In the Moscow region, there is an acute problem of shortage of teaching staff due to the asymmetric migration of teachers, primarily novice teachers. Staff turnover is aggravated in municipalities that are located in the immediate vicinity of Moscow. The study is devoted to the study of social capital as an important factor influencing the decision of a teacher to leave his place of work. Social capital is considered as a system of mutual stable professional and personal ties between teachers of an educational organization. In the course of the study, it was found that the characteristics of social capital: personal connections of employees, actual and potential professional connections between teachers are correlated with the teacher’s decision to change jobs. The study showed that more than 70 % of teachers decide to change jobs because they do not have mutual professional interest with colleagues at work. As a result, they experience professional loneliness, and often professional burnout. The migration process is primarily affected by new employees with work experience from 3 to 10 years. The management of the social capital of the employees of a general education organization is in the zone of influence of the school director. Making managerial decisions regarding the adaptation of new employees and mentoring can reduce the migration of teachers and reduce the shortage of teaching staff.
