CSR and Responsible HRM in the CEE and the Nordic Countries

Abstract

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Effects of responsible human resource management practices on female employees’ turnover intentions

“…In the literature, the role of employees is typically seen as having an instrumental value to business goals only. However, more recently, an interest in responsibility and ethics in the field of HRM has started to emerge (e.g., Anderson et al, ; Greenwood, ; Jamali et al, ; Kazlauskaitė, Ligthart, Bučiūniene, & Vanhala, ; Lämsä et al, ; Manroop, ; Morgeson et al, ; Pučėtaitė, Lämsä, & Novelskaite, ; Rupp et al, ; Waldman et al, ). One important way to approach social responsibility in HRM is through HRM practices like promoting equal opportunity in the workplace, balance between work and family, ethical training of personnel, employee participation in decision making, open communication, and ethical leadership (Cooke & He, ; Greenwood, ; Hobson, ; Jamali et al, ; Pitt‐Catshoupes & Googins, ; Riivari & Lämsä, ).…”

“…The latter are based on more individualized needs and competences of the organization's employees. Legal compliance establishes the minimum level of responsibility by setting formal requirements that organizations must fulfill, while employee‐oriented practices focus on employees’ personal development and address their personal and family needs above and beyond the legal minimum (Kazlauskaitė et al, ; Shen & Zhu, ). The latter practices are voluntary and expected from well‐respected and socially responsible employers.…”

“…Since women do have problems in attaining equality in working life globally (The Global Gender Gap Report, ), attempts to reduce this problem need specific attention. Organizations’ SR‐HRM practices, which can create opportunities for women, play an important role in this process (Hearn et al, ; Kazlauskaitė et al, ). In general, equality can be considered a human right in the workplace (Jamali et al, ) and a factor for societal development.…”