Socially Responsible HR in Action: Learning from Corporations Listed on the Dow Jones Sustainability Index World 2018/2019

Baek, Pyounggu; Kim, Taesung

doi:10.3390/su13063237

Cited by 7 publications

(7 citation statements)

References 76 publications

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“…It also intends to express deep care for fulfilling organizational members' personal and professional expectations, thereby genuinely contributing to the employees' well-being and societal demands [26]. With growing public demands and pressures to shift corporate priorities from mere profitability to responsible and sustainable approaches to management, the HRM field must play a leading role in driving and implementing such plans in practice [27]. To reach this aim, a holistic understanding of the latest advancements in the field could help HRM scholars to more wisely explore current challenges and potential gaps in SRHRM, thereby moving toward a higher level of sustainable management of organizations.…”

Section: Introductionmentioning

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: Introductionmentioning

confidence: 99%

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

Omidi

Zotto

2022

Sustainability

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“…Reputation index method mainly measures CSR in the form of questionnaires; this method is rarely used in academic research because it depends on the quality of the questionnaires and the cognition of the respondents (Chojnacka &Wiśniewska 2016). The index analysis method, which is usually based on information released by third-party institutions, has gained wide application in the field of CSR empirical research, but the results of the index analysis method rely on the third-party social assessment institutions, which cannot further meet the needs of CSR risk analysis (Baek &Kim 2021). Content analysis method collects relevant CSR information disclosed by enterprises on the basis of establishing certain CSR evaluation criteria and scores them to obtain CSR evaluation results, and it is widely used in CSR evaluation model research (Liao et al 2018).…”

Section: Evaluation Methods Of Csr Riskmentioning

confidence: 99%

Research on Risk Assessment of Corporate Social Responsibility Based on Hesitant Fuzzy Language-Cloud Model

Guo

et al. 2021

Preprint

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Risk of corporate social responsibility (CSR) refers to the possibility and consequences of the potential lack of CSR, which will cause damage and loss to society and enterprises. Hence, scientific evaluation of CSR risk is conducive to enterprises to take timely risk response measures and reduce potential risk factors. In order to fully reflect the CSR risk, a comprehensive risk evaluation index system is established from four dimensions of corporate stakeholders, law, environment and charity. In addition, hesitant fuzzy language is used to describe the CSR risk information, so as to reflect the uncertainty in the process of risk judgment. Considering the complexity of the CSR concept and the possible discreteness of risk results, the hesitant fuzzy language-cloud model is established to evaluate CSR risk level. Finally, utilizing China Huaneng Group as a case to apply the CSR risk evaluation model, it is found that the overall CSR risk level of Huaneng is relatively low. Through further comparative and hierarchical analysis, it is found that the CSR risk of community stakeholders is relatively high, and the CSR risk of legal, environmental and charitable is relatively balanced.

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“…Triangulating findings through a couple of information resources and analytics methods also enhances the credibility and consistency of results. This chapter elucidates the research plan detailing approaches for sampling, information collecting, and analysis, even as upholding ethics (Baek & Kim, 2021).…”

Section: Introductionmentioning

confidence: 99%

Sustainable of HRM System and Strategies for Corporate Sustainability

Sajib,

Islam,

Gowindasamy

2023

IJABS

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This abstract discusses the goal of improving connections between organizations and stakeholders through sustainable human resource management (HRM) practices that balance financial success with corporate sustainability across social, human, and environmental dimensions. Design and Methodology: Operationalizing sustainable HRM involves bundling pro-financial, social/human, and environmental qualities into suggested HRM practices and synergizing them to produce integrated sustainability outcomes. Understanding the differences between control-oriented, commitment-based, and sustainable HRM systems allows organizations to tailor practices to sustainability goals. Findings: Eco-friendly HRM practices like environmental management systems can integrate sustainability into core competencies. Further research on effective HRM practices bundles is needed to grasp how to achieve optimum corporate sustainability fully. Practical Implications: Sustainable HRM is crucial for meeting social, human and environmental targets; financial and productivity goals will suffer without effectively implementing such HRM practices. Businesses must focus on sustainable HRM to connect with stakeholders while being financially successful across sustainability’s triple bottom line – social, human, and environmental aspects.

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Socially Responsible HR in Action: Learning from Corporations Listed on the Dow Jones Sustainability Index World 2018/2019

Cited by 7 publications

References 76 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

Research on Risk Assessment of Corporate Social Responsibility Based on Hesitant Fuzzy Language-Cloud Model

Sustainable of HRM System and Strategies for Corporate Sustainability

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