A Bayesian network model on the interlinkage between Socially Responsible HRM, employee satisfaction, employee commitment and organizational performance

Chanda, Udayan; Goyal, Praveen

doi:10.1080/23270012.2019.1650670

Cited by 48 publications

(35 citation statements)

References 90 publications

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“…Concerning the firm-level outcomes, evidence shows that SRHRM practices could increase financial and non-financial firm performance [66,81,86,95,96], already achieved CSR firm results [86], intellectual capital [70], firm reputation [55,90], and even firm innovation [90]. Furthermore, Low and Bu [87] suggest that SRHRM practices can help the organization to implement the digitalization of work processes more committedly, while Parkes and Davis [61] contend that organizations could more quickly attract talents by employing SRHRM strategies.…”

Section: Outcomes Of Srhrmmentioning

confidence: 99%

Socially Responsible Human Resource Management: A Systematic Literature Review and Research Agenda

Omidi

Zotto

2022

Sustainability

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At the intersection of corporate social responsibility (CSR) and human resource management (HRM), a specific research strand has been forming and considerably flourishing over the past years, contributing to the burgeoning academic debate of what has been called “socially responsible human resource management” (SRHRM). The SRHRM debate seeks to proactively enhance employees’ work experiences and meet their personal and social expectations in ethical and socially responsible ways. Despite the increasing interest in research about SRHRM, however, the literature in this area is highly scattered, and a comprehensive study has yet to be undertaken. The present paper addresses this shortcoming by systematically reviewing 57 scholarly articles published in this research domain. It integrates previous insights on the topic to provide a far-reaching theoretical framework that highlights antecedents, practices, and outcomes of SRHRM research. As the results show, between 2011 and 2021, the Sustainability journal has published most of the empirical papers in this area, while the last three years (2019–2021) experienced a significant surge of publications on the topic. Our framework shapes a holistic overview of the SRHRM domain and illuminates different relevant elements upon which future studies in this area could be developed. This contribution is also beneficial for general CSR literature as it stresses the importance of its internal stakeholders, which have been comprehensively given less attention so far. By critically examining the recent literature on SRHRM, we further show how previous research is dominated by studies rooted in utilitarian approaches. Therefore, we set a research agenda for future studies by acknowledging the need for process-oriented studies and the importance of critical scholarship within the field of SRHRM.

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Section: Outcomes Of Srhrmmentioning

confidence: 99%

Socially Responsible Human Resource Management: A Systematic Literature Review and Research Agenda

Omidi

Zotto

2022

Sustainability

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“…According to Chanda and Goyal (2020), assessment of an employee's performance involves the core responsibilities accomplished and the actions of the employee in a specific period in contrast with the objectives for the period. In addition, assessment embraces the value of actions, compliance with the anticipated ideals, the expected overheads, and the period taken in accomplishing the outcomes.…”

Section: Employee Performancementioning

confidence: 99%

Efficacy of inspirational motivation on the performance of public health workers in mid-north of Uganda

Komakech

Obici

Mwesigwa

2021

ahrmr

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Purpose: This study sought to determine the efficacy of inspirational motivation on the performance of middle-level Public Health Workers (PHWs) in Lira District Local Government. Specifically, the study aimed to: determine the degree of inspirational motivation among ML-PHWs in Lira District; determine the level of performance among ML-PHWs in Lira District; and investigate the effect of inspirational motivation on the performance of ML-PHWs in Lira District. Research methodology: The study adopted a cross-sectional survey design while incorporating both quantitative and qualitative methods. The study used stratified and simple random sampling procedures to select health facilities, supervisors and ML-PHWs; a total of 164 respondents were selected. Results: The findings suggest that inspirational motivation has a significant effect on the performance of ML-PHWs ( p<0.01). Limitations: This study only focused on one construct of transformational leadership style (inspirational motivation), yet there are several constructs of that style, which may affect the performance of PHWs. Contribution: The findings of this study can be useful to public service managers wishing to enhance the performance of PHWs using limited resources.

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“…This study has important implications for organizational sustainability policy and practice. While job satisfaction and other employee well-being and engagement measures have been high on the agenda in most organizations [52][53][54], the distinction between the hedonic and the eudaimonic approaches has been greatly ignored. Many initiatives to boost employee job satisfaction often overemphasize improvements in employees' hedonic, day-to-day experiences at work.…”

Section: Practical Implicationsmentioning

confidence: 99%

Job Satisfaction and Implications for Organizational Sustainability: A Resource Efficiency Perspective

Lange

2021

Sustainability

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This study contributes to the organizational sustainability literature by exploring a methodology for defining and making the notion of employee flourishing at work operational. It applies stochastic frontier methods on British longitudinal data to estimate the maximum job satisfaction that employees can achieve should they utilize their resources efficiently. It offers a new perspective on the notion of social comparisons and extends the literature by demonstrating the scope for organizational intervention in the context of commonly assumed, time invariant variables, which are often thought to be beyond interventionist possibilities. Findings suggest that many British employees fail to reach their job satisfaction potential, reporting satisfaction scores below those of their peers with similar resource endowments. This inefficiency correlates strongly with personality traits. Implications for organizational sustainability policy and practice are discussed.

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A Bayesian network model on the interlinkage between Socially Responsible HRM, employee satisfaction, employee commitment and organizational performance

Cited by 48 publications

References 90 publications

Socially Responsible Human Resource Management: A Systematic Literature Review and Research Agenda

Socially Responsible Human Resource Management: A Systematic Literature Review and Research Agenda

Efficacy of inspirational motivation on the performance of public health workers in mid-north of Uganda

Job Satisfaction and Implications for Organizational Sustainability: A Resource Efficiency Perspective

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