“…Other individual factors positively affected by SRHRM practices include employee citizenship behavior [51,55,62,66,83,84,92], employee task performance [59,94], employee satisfaction [72,81,95], employee well-being [68,78], employee loyalty [101], the propensity of employees to identify themselves with their organization [59,83,88,89,91], employeeemployer relationships [79,84], employee trust in the firm [72,74,76], employee empathy [52], employee knowledge sharing behavior [74], employee innovation behavior [54,99], and employee intrapreneurial behavior [96,98,99]. It has also been shown that SRHRM practices can help employees to make sense of their jobs in a meaningful way [75] and even make employees more resilient in times of crisis, such as during the COVID-19 pandemic [76]. Further positive outcomes include increasing employee advocacy behavior within social media platforms [84] and enhancing the person-organization fit [69].…”