Socially responsible human resource management

In order to empirically validate the conceptual model developed we design a survey which has been answered by a representative. We hypothesize that all three dimensions of socially responsible human.

Specifically we present an explanatory model comprising three variables.

Socially responsible human resource management. SRHRM is a set of human resource management HRM practices adopted by organizations to affect employee attitudes and behaviors in order to facilitate the implementation of external CSR initiatives Shen and Benson 2016. Specifically we present an explanatory model comprising three variables. The latent independent variable is socially responsible human resource management SR-HRM and the corresponding endogenous variables are reputation and innovation.

In order to empirically validate the conceptual model developed we design a survey which has been answered by a representative. Drawing on social exchange and social identity theories we develop a model examining the relationship between three dimensions of socially responsible human resource management SR-HRM namely legal compliance HRM employee-oriented HRM and general CSR facilitation HRM and employee well-being EWB. We hypothesize that all three dimensions of socially responsible human.

Therefore CSR and human resources management HRM become closely interrelated and interwoven in our current organizational landscape. The purpose of this chapter is to reveal this integration of CSR and HRM practices based on the main responsibilities of companies towards their current and future employees. Therefore the chapter firstly discusses the ongoing policy framework.

Following the definition of CSR as proposed by the European Commission 2011 we can define the term socially responsible human resource policies as those which. 1 improve the ethical social human and working conditions of workers promoting their satisfaction and proper development in the company. And 2 obtain a differential added value for companies as a result of this process increasing in the last term the global employees performance.

An important dimension of CSR policies and strategies are those directed at employees which have been referred to as socially responsible human resource management SR-HRM Orlitzky Swanson 2006Orlitzky M Swanson D. Socially responsible human resource management. Although empirical evidence has shown that socially responsible human resource management SRHRM practices positively influence employees outcomes knowledge on the social impact of SRHRM practices on employee well-being has been limited.

Drawing upon the social information processing theory and attribution theory we investigate whether how and when. This paper sheds light on the relevance of socially responsible human resource management SRHRM and its link to the generation of value for companies. Based on the synergistic assumptions of the configurational approach the article tests the association of SRHRM policies on intellectual capital IC dimensions human social and organizational capital.

Drawing on the social cognitive theory this study intends to discuss the concept of socially responsible human resource management SRHRM and empirically examine the impact of SRHRM on hospitality employees organizational citizenship behavior for the environment OCBE. One major dimension of CSR is CSR policies and practices directed at employees or what we refer to as socially responsible human resource management SRHRM. A cluster and structural equation modelling analysis on a sample of 85 human resource HR managers confirms that companies implementing socially responsible HR policies could experience a greater increase in IC levels than other companies.

Specifically the role of socially responsible HRM SRHRM is highlighted during crisis situations. SRHRM emphasizes a bundle of practices aimed at improving employee socially responsible capabilities motivations and opportunities often with humanitarian objectives and benefits Shen and Benson 2016. Shen and Zhang 2019.

Human Resource departments play a critical role in ensuring that the company adopts CSR responsibility programs. Furthermore HR can manage the CSR plan implementation and monitor its adoption proactively while documenting and celebrating its success throughout the company. HRM as an antecedent to CSR focuses on the role of human resources ie.

Workers and the role of human resource management in enabling CSR in the organization. HRM as a subset of CSR would suggest that HRM ie. The management of workers is one of several factors that make up CSR.

In this paper we introduced the concept of socially responsible human resource management SR-HRM and examined the effects of perceived SR-HRM on employee organizational commitment OC in the Chinese context. After examining the psychometric properties of the scales hierarchical multiple regression analysis was utilised to test the research hypotheses. The results showed that in general.

Purpose - The purpose of this research was to investigate the influence of socially- responsible human resource management SRHRM on employee fears of external threats during the COVID-19. Responsible leadership RL is a process of interaction with stakeholders integrating around a shared goal taking place in the company and outside and based on values and principles of ethics. There has been increased interest over recent years in socially responsible human resource management SRHRM oriented at developing good relations with employees as a function fostering sustainable organization-building.

This is a consequence of our awareness of the fact that employees.