Employer Branding and Employee-Emotional Bonding—The CSR Way to Sustainable HRM

Budhiraja, Sunil; Yadav, Satbir

doi:10.1007/978-981-15-5656-2_8

Cited by 10 publications

(4 citation statements)

References 33 publications

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“…HRM employees must act continuously as the organizational leaders as it pertains to sustainability. HRM creates rules and sets methodologies, develops training programmes, leads employee communications, and sets sustainability measurements [20]. Sustainability-oriented thinking is turning out to be a part of HRM development.…”

Section: Sustainability and The Hrm Connectionmentioning

confidence: 99%

Understanding the Connection between Sustainable Human Resource Management and the Hotel Business Outcomes: Evidence from the Green-Certified Hotels of Egypt

et al. 2022

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Sustainable human resource management (SHRM) practices are extensively believed to cause a strategic advantage for the hotel industry. However, while a growing body of evidence indicates that SHRM practices are related to superior organization-level outcomes, it is rather unclear as to how these practices could affect such outcomes and whether they result in desirable hotel outcomes. This paper aimed to examine the moderation effect of hotels’ environmental strategy (ES) on the relationship between SHRM practices and hotel business outcomes: operational performance (OP), competitive advantage (C), and corporate performance (CP). Following a positivism philosophy, a proposed hypothesised model was validated through a survey strategy. Data were obtained from 247 green-certified hotel managers based in Egypt’s top-two major cities involving green-certified hotels. Structural equation modelling was used to test the model relationships. The findings lent credence to the significant connectedness between SHRM practices and hotel business outcomes. The moderation effect of ES was positively confirmed by 83.4% of the SHRM practices, demonstrating that ES is a crucial driver of hotel business outcomes through the optimal usage of SHRM. Negatively, it was revealed that only sustainable promotion practice (16.6%) does not moderate its impact on the hotel business outcomes. This research is the first empirical study to examine the moderation effect of ES on the nexus between the SHRM and hotel business outcomes in the green-certified hotels of Egypt.

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Section: Sustainability and The Hrm Connectionmentioning

confidence: 99%

Understanding the Connection between Sustainable Human Resource Management and the Hotel Business Outcomes: Evidence from the Green-Certified Hotels of Egypt

et al. 2022

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“…Supanti et al (2015) argue that the organization's CSR involvement instills a sense of pride in employees which increases their satisfaction and commitment towards the organization. Budhiraja and Yadav (2020) suggest that CSR increases employee attraction towards the employer's brand, resulting in greater satisfaction. Therefore, we hypothesize that, H6.…”

Section: Impact Of Remote Work On Employee Alienationmentioning

confidence: 99%

The influence of remote work communication satisfaction and CSR association on employee alienation and job satisfaction: a moderated-mediation study

Kakkar

Kuril

Singh

et al. 2022

ITP

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PurposeScholars and practitioners have raised concerns that mandatory remote work can lead to feelings of isolation and alienation in employees. Therefore, this study aims to investigate this issue by examining the impact of work communication satisfaction in remote environments on employee alienation and job satisfaction.Design/methodology/approachSensemaking and social information processing (SIP) theory are used for formulating the hypotheses. To test the hypotheses, primary data were collected from 418 employees working in various Indian organizations and analyzed using AMOS and Hayes' PROCESS macro for SPSS.FindingsThe findings reveal that work communication satisfaction is negatively associated with alienation and positively associated with job satisfaction. Alienation mediated the relationship between work communication satisfaction and job satisfaction. Additionally, employees belonging to organizations with stronger CSR associations reported feeling less alienated than employees of organizations with weaker CSR associations.Practical implicationsOrganizations can improve work communication satisfaction by devising remote communication plans that clarify employee expectations regarding the frequency, purpose and channel of communication. Additionally, organizations should communicate their CSR efforts to employees, particularly during times of crisis, as this can help improve employee impressions of the organization.Originality/valueThe study extends the work on alienation by approaching it from the perspective of sensemaking. The research demonstrates how work and non-work-related social information cues (work communication and CSR associations) can influence employee attitudes through their sensemaking. The context of the study adds to its uniqueness.

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“…Ashforth and Humphery (1995) supported this view by indicating that an engaged employee uses his or her 'hands, head and heart' when performing any task at work. These three dimensions were further examined in many later research studies that aimed at examining the nature of employee engagement in different organisations (Bakker, 2017;Budhiraja & Yadav, 2020;Macey & Schneider, 2008).…”

Section: The Concept Of Employee Engagementmentioning

confidence: 99%

Investigating the impact of human resource management practices on employee engagement, and the moderating role of strategy implementation in Egypt

Saad

Gaber

Labib

2021

SA Journal of Human Resource Management

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Orientation: The concept of employee engagement has attracted the attention of both academics and practitioners due to its importance in enhancing the performance and profitability of organisations.Research Purpose: This article examines the impact of human resource management (HRM) practices on employee engagement in the Egyptian context. The purpose of this article was to develop an in-depth understanding of the concepts of HRM practices and their impact on employee engagement, and the moderating role of strategy implementation.Motivation for the study: Given the scarcity of research that examines the impact of HRM practices on employee engagement especially in the banking sector, this article examines how different HRM practices can influence the level of employee engagement.Research approach/design and method: For the purpose of answering the research questions and testing the proposed hypotheses, a quantitative research approach was adopted by distributing a questionnaire to 228 employees from the banking sector in Egypt.Main findings: The findings indicated that HRM practices had a positive significant impact on employee engagement. In particular, these practices included selection and hiring, job design as well as reward and payment systems. However, the findings showed that the strategic implementation does not moderate the relationship between HRM practices and employee engagement.Practical/managerial implications: This article provides some guidelines for organisations to follow to fully utilise the power of employee engagement by applying effective HRM practices.Contribution/value-add: The contribution of this study is that it is one of the few studies that have so far investigated this relationship in the Egyptian environment.

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Employer Branding and Employee-Emotional Bonding—The CSR Way to Sustainable HRM

Cited by 10 publications

References 33 publications

Understanding the Connection between Sustainable Human Resource Management and the Hotel Business Outcomes: Evidence from the Green-Certified Hotels of Egypt

Understanding the Connection between Sustainable Human Resource Management and the Hotel Business Outcomes: Evidence from the Green-Certified Hotels of Egypt

The influence of remote work communication satisfaction and CSR association on employee alienation and job satisfaction: a moderated-mediation study

Investigating the impact of human resource management practices on employee engagement, and the moderating role of strategy implementation in Egypt

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