The Roles of HRM in CSR: Strategic Partnership or Operational Support?

Sarvaiya, Harsha; Eweje, Gabriel; Arrowsmith, James

doi:10.1007/s10551-016-3402-5

Cited by 69 publications

(63 citation statements)

References 34 publications

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“…Pressure from top management and stakeholder is considered as major influence in businesses going green. Both Zbuchea and Pinzaru's (2017) and Sarvaiya, Eweje, and Arrowsmith's (2018) research showed that strong commitment from managers would increase sustainability strategies and implementation. Hamann, Smith, Tashman, and Marshall's (2016) survey of 55 South African wine firms also showed that managers' environmental responsibility is the key driver of their environmental behavior of SMEs.…”

Section: Driversmentioning

confidence: 99%

An analysis of environmental sustainability in small & medium‐sized enterprises: Patterns and trends

et al. 2020

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One of the greatest challenges facing the world today is climate change. The need to consistently advance with environmentally sustainable practices in today's businesses is crucial, and businesses are demanded to be more environmentally sustainable every day. This study conducts an analysis of the literature on small and medium‐sized enterprises' (SMEs) environmental sustainability by carefully examining 122 studies from 58 journals published from 2013 to 2019. We investigate the trends in drivers and barriers of sustainability adoption to inform both SMEs managers and policymakers. Our results also classify the reviewed studies on the basis of their methodologies and show the distribution of studies across industry sectors and locations in order to set directions for future research on sustainability practices of SMEs.

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Section: Driversmentioning

confidence: 99%

An analysis of environmental sustainability in small & medium‐sized enterprises: Patterns and trends

et al. 2020

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“…The research on the link between the concept of HRM, CSR, and sustainable development is becoming more and more significant and common in contemporary literature worldwide (Kim and Scullion, 2011;Renwick, Redman and Manguire, 2013;Garg, 2014;Slavić and Berber, 2015;Sarvaiya, Eweje and Arrowsmith, 2018). Contemporary HRM is also increasingly associated with environmental issues ("green HRM") (Renwick et al, 2013;Paillé, Chen, Boiral and Jin 2014;Ahmad, 2015) and corporate social responsibility (Lis, 2012;Martínez-Garcia, Sorribes and Celma, 2018;Diaz-Carrion, López-Fernández and Romero-Fernandez, 2019).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

“…Contemporary HRM is also increasingly associated with environmental issues ("green HRM") (Renwick et al, 2013;Paillé, Chen, Boiral and Jin 2014;Ahmad, 2015) and corporate social responsibility (Lis, 2012;Martínez-Garcia, Sorribes and Celma, 2018;Diaz-Carrion, López-Fernández and Romero-Fernandez, 2019). The introduction of socially responsible elements in the day-to-day management of companies legitimizes the activities of the company in relation to the stakeholders with whom it operates: shareholders, partners, suppliers, customers, public institutions, nongovernmental organizations, employees and society (Barrena-Martinez, López-Fernández and Romero-Fernandez, 2018), where HRM can provide different types of support (strategic and operational) in the development and implementation of CSR (Sarvaiya et al, 2018).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

A research on the socially responsible human resource management in Serbia

Berber¹,

Slavić²,

Leković³

2019

Škola biznisa

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Corporate social responsibility (CSR) and sustainable development are concepts that at their core deal with the socially responsible behavior of economic and political actors, i.e. balancing economic, social and environmental goals. CSR is linked to all aspects of management, especially Human Resource Management (HRM). HRM occupies a special place in the area of social responsibility because it refers to people who are engaged in the organization and who are considered to be one of the most important resources of any organization. The aim of the paper is to investigate the relationship between CSR and sustainable development, on the one hand and HRM, on the other. The subject of the paper covers the link between the concept of CSR, sustainable development, and HRM, based on empirical analysis of corporate data from the Republic of Serbia. The research methodology includes theoretical research of the available literature and data, as well as analysis of empirical data on CSR, sustainable development and HRM, based on the CRANET database for Serbia. Descriptive statistics, Pearson's Chi-square test, and t-test were used for the data processing.

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“…The interface between corporate social responsibility (CSR) and human resource management (HRM) has increasingly captured the interest of academics in recent years (e.g., Bučiūnienė & Kazlauskaitė, ; Jamali, Dirani, & Harwood, ; Nie, Lämsä, & Pučėtaitė, ; Sarvaiya, Eweje, & Arrowsmith, ; Voegtlin & Greenwood, ). Different terms have been derived from the convergence between CSR and HRM—ethical HRM, green HRM, socially responsible HRM (SR‐HRM), sustainable HRM, etc.—among which SR‐HRM and sustainable HRM often overlap (Aust, Muller‐Camen, & Poutsma, ).…”

Section: Introductionmentioning

confidence: 99%

Evidence of different models of socially responsible HRM in Europe

Díaz-Carrión

López‐Fernández

Romero-Fernández

2018

Business Ethics: A Eur Rev

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Socially responsible human resource management (SR‐HRM) is becoming increasingly important for academics and managers. The interface between HRM and corporate social responsibility (CSR) is the subject of analysis in this article. It adopts a contextual perspective to analyze whether the institutional context influences the implementation of socially responsible HRM (SR‐HRM). Considering the differences in the national institutional contexts across Europe, this study explores the different models of SR‐HRM in that region. The research is focused on a sample of 153 companies headquartered in Germany, Spain, Sweden, and the United Kingdom. The findings evidence the influence exerted by the national institutional context on the implementation of SR‐HRM. Differences among country clusters suggest the existence of different models of SR‐HRM in Europe. However, these models do not correspond to the blocks on HRM or on CSR identified by the literature but instead provide a novel categorization.

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The Roles of HRM in CSR: Strategic Partnership or Operational Support?

Cited by 69 publications

References 34 publications

An analysis of environmental sustainability in small & medium‐sized enterprises: Patterns and trends

An analysis of environmental sustainability in small & medium‐sized enterprises: Patterns and trends

A research on the socially responsible human resource management in Serbia

Evidence of different models of socially responsible HRM in Europe

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