Effects of socially responsible human resource management on employee organizational commitment

被引：237

作者：

Shen, Jie ^{[1
]}

Zhu, Cherrie Jiuhua ^{[2
]}

机构：

[1] Curtin Univ Technol, Perth, WA 6845, Australia

[2] Monash Univ, Melbourne, Vic 3004, Australia

来源：

INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT | 2011年 / 22卷 / 15期

基金：

澳大利亚研究理事会;

关键词：

China; corporate social responsibility; HRM; organizational commitment; socially responsible HRM; 3-COMPONENT MODEL; FIRM PERFORMANCE; HR PRACTICES; CORPORATE; IMPACT; TURNOVER; PRODUCTIVITY; CONTINUANCE; REPUTATION; BEHAVIORS;

D O I：

10.1080/09585192.2011.599951

中图分类号：

C93 [管理学];

学科分类号：

12 ; 1201 ; 1202 ; 120202 ;

摘要：

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, SR-HRM is positively related to OC. After demographic variables were controlled, labour-related legal compliance HRM and general corporate social responsibility facilitation HRMs have a significant positive relationship with affirmative commitment (AC), continuance commitment (CC) and normative commitment (NC). Employee-oriented HRM has a significant positive relationship with AC and NC, but not CC. The relationship between SR-HRM and AC is stronger than those between SR-HRM and CC and NC.

引用

页码：3020 / 3035

页数：16

共 78 条

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