The Impact of Human Resource Management on Corporate Social Performance Strengths and Concerns

2016 ◽  
Vol 56 (3) ◽  
pp. 391-418 ◽  
Author(s):  
Sandra Rothenberg ◽  
Clyde Eiríkur Hull ◽  
Zhi Tang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
High Performance ◽  
Corporate Social Performance ◽  
Social Performance ◽  
Secondary Data ◽  
Third Party ◽  
Corporate Social ◽  
The Impact

Although high-performance human resource practices do not directly affect corporate social performance (CSP) strengths, they do positively affect CSP strengths in companies that are highly innovative or have high levels of slack. High-performance human resource management (HRM) practices also directly and negatively affect CSP concerns. Drawing on the resource-based view and using secondary data from an objective, third-party database, the authors develop and test hypotheses about how high-performance HRM affects a company’s CSP strengths and concerns. Findings suggest that HRM and innovation are important capabilities because they create and enhance other capabilities.

scholarly journals The effect of high-performance work systems according to AMO model on HRM performance outcomes: An analytical study on the banking sector

2021 ◽  
pp. 1755-1764
Author(s):  
Fatimah Mohamed Mahdy ◽  
Asia Yagoub Alhadi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
High Performance ◽  
Management Practices ◽  
Performance Outcomes ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Human Resource Management Practices ◽  
The Impact

This research paper aims to study the impact of high-performance work systems (HPWS) according to the AMO includes three human resource management practices which are (Ability-enhancing human resource management practices, motivation-enhancing human resource management practices, and opportunities -enhancing human resource management practices). The authors select a random sample of 400 individuals from 10 banks in Saudi Arabia, Egypt, Sudan to prove the validity of the hypotheses; The study found a set of results and one of them indicate that there is a significant positive relationship among high-performance work systems according to the AMO model on the results of human resource performance.

scholarly journals The impact of strategic human resource management on organizational resilience: an empirical study on hospitals

2019 ◽  
Vol 20 ◽  
pp. 179-186 ◽  
Author(s):  
Sura I. Al-Ayed
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
High Performance ◽  
Management Practices ◽  
Strategic Human Resource Management ◽  
Organizational Resilience ◽  
Private Hospitals ◽  
Strategic Value ◽  
The Impact

The aim of this study was to explore the impact of strategic human resource management practices (strategic value of human resource practices, human resource analytics and high-performance work practices) on organizational resilience (cognitive, behavioral and contextual dimensions) in private hospitals. The required data for the purpose of this study were collected by a questionnaire developed on the basis of related works. The questionnaire was developed based on exploratory and confirmatory factor analyses. It consisted of 30 items divided into two domains, the first one to measure strategic resource management practices (15 items), and the second one to measure organizational resilience (15 items). The study population was consisted of employees working at private hospitals. The questionnaires were distributed to a random sample of 500 administrative staff working in private hospitals. A total of 449 valid responses were retrieved with a response rate of 89.9%, which is high percent because the researcher visited the hospitals and distributed the questionnaires personally. Using IBM SPSS 24.0 and AMOS 22, the results confirmed that strategic human resource management practices have a positive impact on organizational resilience. In terms of the separate effects of strategic HRM practices, the results showed that strategic value of human resource practices was the most influential variable on organizational resilience, followed by human resource analytics, then high performance work practices The study concluded that the hospital’s ability to be resilient requires an advance planning when formulating the human resources strategy that is supposed to be integrated into the hospital’s strategy.

scholarly journals HUMAN RESOURCE MANAGEMENT BENEFITS OF INTERNAL AND EXTERNAL CORPORATE SOCIAL RESPONSIBILITY: LITERATURE REVIEW

2021 ◽  
Vol 6 (2) ◽  
pp. 43-47
Author(s):  
Elnaz Karamad
Keyword(s):  
Corporate Social Responsibility ◽  
Resource Management ◽  
Literature Review ◽  
Social Responsibility ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship Behavior ◽  
Theoretical Frameworks ◽  
Corporate Social ◽  
The Impact

With the escalating climate and health crises, the relevance of Corporate Social Responsibility (CSR), unlike its business benefits, is now ever more evident. Hence, the purpose of this paper is to synthesize and assess the extant literature on the topic of the Human Resource Management (HRM) benefits of CSR so as to provide for a better understanding of this topic. Methodology. The paper is a review of the 1. theoretical frameworks, 2. descriptive research examining employees’ perceptions of and attitudes towards CSR, 3. empirical studies aimed at establishing a causal relationship between CSR and different organizational benefits in the area of human resource management, as well as 4. meta-analytical studies. A range of online databases were searched to collect research papers from various journals and market research publications. Findings. The results show that CSR derives different desirable organizational outcomes such as employee attraction, increased job satisfaction, increased work engagement, employee loyalty and organizational citizenship behavior. Two broad categories are drawn, namely, external (directed towards outside the company) and internal (directed towards the employees) CSR benefits, mainly based on the different theoretical frameworks used to explain their link. Moreover, a lack of research in the developing countries is identified which calls for further inquiry to account for contextual peculiarities which might impact on the CSR practice, perceptions and/ or outcomes in this region. Implications. This paper will be useful for scholars to analyze the current nature of academic research in this area and will provide an added advantage to managers for understanding the impact of CSR activities on employees’ attitudes and behaviors. Value/ originality. To the author’s best knowledge, this is the first literature review on different HRM benefits of both internal and external CSR, and it provides a bibliography of academic literature from 1977 to 2020.

The Mediating Role of Employers Attractiveness and Prestige on Job Aspirants Perception Towards Green Employee Relations in Malaysia

2021 ◽  
Vol 40 (1) ◽  
Author(s):  
Diane Christine Fernandez ◽  
Jaya Ganesan ◽  
Jian Ai Yeow
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Undergraduate Students ◽  
Developing Economies ◽  
Private Higher Education ◽  
Employee Relations ◽  
Green Human Resource Management ◽  
The Impact ◽  
The Relationship

The key objectives of this study are to examine the relationship between Green Employee Relations and Job Pursuit Intentions as well as the mediating roles of Employers’ Attractiveness and Employers’ Prestige. This study is useful in determining the impact of green growth in developing economies such as Malaysia. Employing Business fields undergraduate students from private Higher Education Institutions in Malaysia as the research sample where a total of 216 responses were collected for the study. For data analysis, SPSS and Smart PLS were utilized. Based on the bootstrapping approach, the results showed that the direct and mediating linkages were supported. This is where Green Employee Relations influenced the Job Pursuit Intentions, both Employers’ Attractiveness and Employers’ Prestige mediated the relationship respectively. The findings of this research offer empirical evidence to comprehend prospective job aspirants’ perception towards Green Employee Relations in influencing their Job Pursuit Intentions. Additionally, the study advances by contributing literature in the contemporary Human Resource Management area - Green HRM. Keywords: Green Human Resource Management, Green Employee Relations, Employers’ Attractiveness, Employers’ Prestige, Job Pursuit Intentions JEL Classifications :  J5, MO, M1

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