To what extent is corporate social responsibility part of human resource management in the Chinese context? A review of literature and future research directions

Xiao, Mengtian; Cooke, Fang Lee; Xu, Jiuping; Bian, Huimin

doi:10.1016/j.hrmr.2019.100726

Cited by 53 publications

(49 citation statements)

References 106 publications

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“…CSR and HRM have a complex, mutually dependent and interactive relationship. In this vein, Xiao et al [4] established that CSR and HRM are connected in a two-way direction. One direction flows from CSR to HRM through Socially Responsible HRM practices (SRHRMP), which include legal compliance HRM practices and employee-oriented HRM practices that go beyond legal compliance.…”

Section: Literature Review 21 the Interaction Between Hcwp And Csr mentioning

confidence: 99%

“…There is also evidence in the literature of potentially negative spillovers of highperformance work systems on employees, in terms of emotional exhaustion, anxiety and role overload, which has led to a stream of research about the "dark side of HRM" [38,39]. In this respect, Xiao et al [4] suggested researchers should focus more on the "dark side of CSR-HRM." This last consideration diminishes one of the initial differences pointed out as, in both cases, the principle that "even good things can lead to bad outcomes" is fulfilled [40].…”

Section: Literature Review 21 the Interaction Between Hcwp And Csr mentioning

confidence: 99%

“…Consequently, research linking CSR and HRM has received growing attention in recent years [2]. However, the relationship between them remains under-investigated compared to studies in other areas [3,4]. Specifically, the strategic or operational role of HRM as a CSR partner and, more specifically, the analysis of the implications for CSR initiatives (and results) stemming from the implementation of high-commitment work practices (HCWP) have not yet received the necessary interest.…”

Section: Introductionmentioning

confidence: 99%

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High-Commitment Work Practices and the Social Responsibility Issue: Interaction and Benefits

2021

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Human Resource Management (HRM) has a potentially vital role to play in addressing the new challenges that companies have to face and in delivering initiatives in the framework of corporate sustainability. Our work attempts to shed light on the strategic role of High-Commitment Work Practices (HCWP) as a Corporate Sustainability (CS) partner and, more specifically, to analyze the implications of their integration on the competitiveness of the firm. With this purpose, we apply a qualitative methodology, using a single case study, to explore and explain why and how the interaction between HCWP and CS takes place. The results show how this interaction encourages the formulation and implementation of new socially responsible organizational initiatives that help the firm to improve its competitive position in the market through the development of employees’ innovative behavior. HCWP integrate with CS initiatives when CS values form part of the mission and strategy of the firm. Also, HCWP support CS deployment, primarily in its internal dimension. In addition, our work reveals that cultural factors such as organizational values and management style, and structural factors like empowerment and teamwork must be jointly considered when adopting a CS strategy aimed at developing innovative behavior and competitive advantage.

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Section: Literature Review 21 the Interaction Between Hcwp And Csr mentioning

confidence: 99%

Section: Literature Review 21 the Interaction Between Hcwp And Csr mentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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High-Commitment Work Practices and the Social Responsibility Issue: Interaction and Benefits

2021

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“…For instance, SQ is implemented for the betterment of services rendered to individuals ( Denton, 1989 ; Farooq, 2018 ; Farooq et al., 2018a ; Furrer et al., 2000 ; Salam and Farooq, 2020 ). CSR refers to the organizational accomplishments undertaken for the benefit of society ( Farooq and Salam, 2020 , p. 2; Mohamed Adnan et al., 2018 ; Olthuis and van den Oever, 2020 ; Potdar et al., 2020 ; Xiao et al., 2019 ). Similar concept of individual, societal and environmental concern at the core of CPP, makes it much closer to SQ and CSR related environmental initiatives at company level ( Cong and Shi, 2019 ; Farooq and Salam, 2020 ; Ramos et al., 2018 ; Sousa-Zomer et al., 2018 ; Zhang et al., 2015 ).…”

Section: Hypotheses Developmentmentioning

confidence: 99%

Cleaner production practices at company level enhance the desire of employees to have a significant positive impact on society through work

Farooq

Salam

2021

Journal of Cleaner Production

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Implementation of cleaner production practices (CPP), service quality (SQ) and corporate social responsibility (CSR) is often studied at organizational level. A number of studies on trio have reported it’s significant impact on overall organizational performance and profitability across the globe. However, not much is studied about the individual level micro influence of these constructs on employee engagement (EE), organizational pride (OP), organizational identification (OI) and “desire to have a significant impact through work” (DSIW). Therefore, this study presents a comprehensive framework for assessing the impact of the implementation of CPP, SQ and CSR on EE, OP, OI and DSIW. Data collected from 320 non-managerial staff members employed at a garments manufacturing company in Pakistan was analyzed using partial least square (PLS) approach. Findings revealed that the implementation of CPP, SQ and CSR plays an important role in shaping EE, OP, OI and DSIW in the garments manufacturing industry. Further, it is found that the implementation of CPP has a non-significant impact on SQ. Additionally, results of the importance-performance map analysis (IPMA) have also confirmed that the implementation of CPP at company level has shown a highest importance and performance amongst all the latent constructs proposed as predictors of DSIW in the garments manufacturing industry. These findings are a step forward and unique contribution of this study in the domain of CPP, SQ, CSR, EE, OP, OI and DSIW.

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“…Corporate social responsibility (CSR) refers to “context-specific organizational actions and policies that take into account stakeholders’ expectations and the triple bottom line of economic, social, and environmental performance” ( Aguinis, 2011 , p. 855). After the global financial crisis in 2008, CSR has received a great deal of attention in the management field of research ( Wang et al, 2017 ; Xiao et al, 2019 ). As a beneficial source of an organization’s competitiveness and long-term sustainability, scholars have discussed the significant role of CSR at different levels.…”

Section: Introductionmentioning

confidence: 99%

Dual-Mediation Paths Linking Corporate Social Responsibility to Employee’s Job Performance: A Multilevel Approach

et al. 2021

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This study attempts to examine the direct impact of corporate social responsibility (CSR) initiatives on employees’ job performance and the indirect relationships between CSR initiatives on employees’ job performance via industrial relations climate and psychological contract fulfillment. Data were collected from 764 supervisor–subordinate dyads and 271 middle managers from 85 companies. Using a multilevel approach, the results showed that organizational-level CSR was positively related to employees’ job performance. Moreover, the industrial relations climate and psychological contract fulfillment played mediating effects between CSR initiatives and job performance. This study provides novel theoretical evidence for why and how CSR initiatives improve job performance. Theoretical and practical implications for implementing CSR initiatives are discussed.

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To what extent is corporate social responsibility part of human resource management in the Chinese context? A review of literature and future research directions

Cited by 53 publications

References 106 publications

High-Commitment Work Practices and the Social Responsibility Issue: Interaction and Benefits

High-Commitment Work Practices and the Social Responsibility Issue: Interaction and Benefits

Cleaner production practices at company level enhance the desire of employees to have a significant positive impact on society through work

Dual-Mediation Paths Linking Corporate Social Responsibility to Employee’s Job Performance: A Multilevel Approach

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