چشم انداز مدیریت دولتی

فراتحلیل پیامدهای مسئولیت اجتماعی مدیریت منابع انسانی روی کارکنان

نوع مقاله : پژوهشی ( با رویکردهای کمی)

نویسندگان

1 گروه مدیریت، دانشگاه پیام نور، تهران، ایران

2 گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران

چکیده

هدف: با توجه به نگرانی کسب و کارهای مدرن از این واقعیت که مسئولیت­های اجتماعی منافع قابل توجهی برای شرکت ندارد، هدف این پژوهش، فراتحلیل نتایج پژوهش­های قبلی بود که در حوزه پیامدهای مسئولیت­های اجتماعی مدیریت منابع انسانی انجام شده بود. طراحی/روش شناسی/رویکرد: این کار با روش فراتحلیل انجام شد. مطابق این رویکرد و استفاده از چک لیست با جستجو در تمامی پایگاه های داده در طول 39 سال (1980-2019) در این حوزه 204 مطالعه یافت شد که از این تعداد،  29 مطالعه انتخاب و با استفاده از نرم افزار CMA2 تحلیل شد.  یافته های پژوهش:  از میان 24 متغیر شناسایی شده؛ 3 متغیر دارای اندازه اثر زیر 3/0 و ضعیف (12 درصد)، 12 متغیر اندازه اثر  بین 3/0 تا 5/0 و متوسط (50 درصد) و 9 متغیر اندازه اثر بالاتر از 5/0 و قوی (38 درصد) بودند. تعهد عاطفی و حفظ کارکنان به ترتیب قوی ترین پیامدها شناسایی شدند.محدویت ها و پیامدها: در این مطالعه به پیامدهای مسئولیت های اجتماعی مدیریت منابع انسانی روی کارکنان پرداخته شده است. پژوهش های آتی بایستی به مطالعه پیامدهای مسئولیت ها در حوزه سایر ذینفعان بپردازند.پیامدهای عملی: خروجی این پژوهش که برای اولین بار در حوزه مطالعات مسئولیت های اجتماعی مدیریت منابع انسانی با روش فراتحلیل انجام شد، می تواند در شناخت پیامدهای مهم و پیش بینی اقدامات به مدیران کمک شایانی نماید.ابتکار یا ارزش مقاله: شناسایی پیامدهای مهم مسئولیت های اجتماعی مدیریت منابع انسانی بر روی کارکنان با روش فراتحلیل نوآوری اصلی این پژوهش بوده که می تواند الگویی برای سایر تحقیقات باشد.

کلیدواژه‌ها

عنوان مقاله [English]

Human Resources Management Social Responsibilities Outcomes Meta-Analysis On The Employees

نویسندگان [English]

  • Sakineh Hatami 1
  • Mir Ali Seyed Naghavi 2
  • Seyed Mahdi Alvani 2

1 Management Group, Payam Noor University, Tehran, Iran.

2 Public Management Group, Faculty of Management and Accounting, Allameh Tabataba'i University, Tehran, Iran

چکیده [English]

Purpose: According to the concern of modern businesses about the fact that social responsibilities do not have significant benefits for the company, The purpose of the present study was to meta-analyzethe outcomes of previous researches that had been done into the area of human resource management(HRM) social responsibilities.
Design/ Methodology/ Approach: This article aimed to conduct a metaanalysis
method. According to this approach and using checklists by searching all databases during 39 years (1980-2019), 204 studies were found in this field, which 29 stydies choiced and were analyzed using CMA2 software.
Research Findings: Of the 24 variables identified, 3 variables had effect sizes below 0.3 and weak (12%), 12 variables had effect sizes between 0.3 and 0.5 and moderate (50%), and 9 variables had effect sizes above 0.5 and strong (38%). Emotional commitment and employee retention were identified as the strongest outcomes, respectively. Limitations & Consequences: This study addresses the outcomes of human resource management social responsibilities on employees. Future researches should examine HRM social responsibilities for other stakeholders.
Practical Consequences: respectively. The output of this study that has been done for the first time in the studies field of HRM social responsibilities by meta-analysis, can help managers to identify important outcomes and predict actions.
Innovation or value of the Article: Identifying the important outcomes HRM social responsibilities on employees by meta-analysis method is the main innovation of this research, which could be considered as a pattern for other researches.

کلیدواژه‌ها [English]

  • "Social responsibilities"
  • "Human resources management"
  • "Human resources management social responsibilities"
  • "Meta-Analysis"
  1. Aguinis. H. & Glavas, A. (2012). "What we know and don’t know about corporate social responsibility: A review and research agenda". Journal of management, 38(4), 932-968.
  2. Al-bdour, A. A., Nasruddin, E. & Lin, S. K. (2010). "The relationship between internal corporate social responsibility and organizational commitment within the banking sector in Jordan". International Journal of Human and Social Sciences, 5(14), 932-951.
  3. Ali Basah, M. (2012). "Corporate social responsibility and natural environmental risk management in the context of the banking sector of Malaysia",Doctoral dissertation, Cardiff University.
  4. Ali, I., Rehman, K. U., Ali, S. I., Yousaf, J. & Zia, M. (2010). "Corporate social responsibility influences, employee commitment and organizational performance". African journal of Business management, 4(13), 2796-2801.
  5. Apostol, O. & Näsi, S. (2014)." Firm–employee relationships from a social responsibility perspective: Developments from communist thinking to market ideology in Romania. A mass media story". Journal of business ethics, 119(3), 301-315.
  6. Ardalan, M., Ghanbari, S., Beheshti rad, R. & Navidi, P. (2015). The Impact of Social Capital and Social Responsibility on Organizational Commitment (Case Study: Kermanshah Razi University Staff) ", Journal of Educational Measurement and Evaluation Studies, 5(10): 109-132 (In Persian).
  7. Barrena-Martínez, J., López-Fernández, M. & Romero-Fernandez, P. M. (2018). "Drivers and Barriers in Socially Responsible Human Resource Management". Sustainability, 10(5), 1532-1546.
  8. Boonstoppel, A. (2011). "The Relationship between Corporate Social Responsibility and Financial Performance: an empirical study of companies included in the Dow Jones
  9. Sustainability Index" ,Doctoral dissertation, Master Thesis, Erasmus University. Rotterdam, Erasmus School of Economics, Accounting, Auditing and Control.
  10. Bučiūnienė, I. & Kazlauskaitė, R. (2012). "The linkage between HRM, CSR and performance outcomes. Baltic Journal of Management", 7(1), 5-24.
  11. Cheruiyot, T.K. & Maru, L. C. (2012). "Employee social responsibility practices and outcomes in Kenya's tourist hotels. African Journal of Economic and Management Studies", 3(1), 23-41.
  12. Cheruiyot, T.K & Maru, L.C. (2014). "Corporate human rights social responsibility and employee job outcomes in Kenya", International Journal of Law and Management, 56( 2),152-168
  13. Cohen, J.(1998). Statistical power analysis for the behavioral sciences(second edition). Hillsdale, NJ: Lawrence Erlbaum Associates.
  14. Commission des Communautés Européennes. (2001). Livre vert: Promouvoir un cadre européen pour la responsabilité sociale des enterprises. Union Européenne.
  15. Cooke, F. L. & He, Q. (2010). "Corporate social responsibility and HRM in China: a study of textileand apparel enterprises. Asia Pacific Business Review", 16(3), 355-376.
  16. De Stefano, F., Bagdadli, S. & Camuffo, A. (2018). The HR role in corporate social responsibility and sustainability: A boundary‐shifting literature review. Human Resource Management, 57(2), 549-566.
  17. Ditlev-Simonsen, C. D. (2015). "The relationship between Norwegian and Swedish employees’ perception of corporate social responsibility and affective commitment. Business & Society", 54(2), 229-253.
  18. Dupont, C., Ferauge, P. & Giuliano, R. (2013). "The Impact of Corporate Social Responsibility on Human Resource Management: GDF SUEZ’s Case. International Business Research", 6 (12), 145-155.
  19. Hatami, S., Seyed Naghavi, M.A., Alvani, S.M., Hoseinpour, D. (2019). Human Resource Management Social Responsibilities: A Meta Synthesis Approach. Journal of Public Administration Perspective, 10(3), 45-65 (In Persian).
  20. He, J., Zhang, H. & Morrison, A. M. (2019). "The impacts of corporate social responsibility on organization citizenship behavior and task performance in hospitality: A sequential mediation model". International Journal of Contemporary Hospitality Management, 31(6), 2582-2598.
  21. Hofman, P. S. & Newman, A. (2014). "The impact of perceived corporate social responsibility on organizational commitment and the moderating role of collectivism and masculinity: Evidence from China". The International Journal of Human Resource Management, 25(5), 631-652.
  22. khalili, K. & Ghasempour, H. (2017). The Effect of Organizational Social Responsibility on Job Attitudes of Ilam Health Centers Employees. Scientific Journal of Ilam University of Medical Sciences, 25 (4): 90-98 (In Persian).
  23. Kim, H. L., Rhou, Y., Uysal, M. & Kwon, N. (2017)." An examination of the links between corporate social responsibility (CSR) and its internal consequences". International Journal of Hospitality Management, 61, 26-34.
  24. Lapiņa, I., Maurāne, G. & Stariņeca, O. (2014). "Human resource management models: aspects of knowledge management and corporate social responsibility". Procedia-social and behavioral sciences, 110, 577-586.
  25. Mueller, K., Hattrup, K., Spiess, S. O. & Lin-Hi, N. (2012). "The effects of corporate social responsibility on employees' affective commitment: A cross-cultural investigation". Journal of Applied Psychology, 97(6), 1186.
  26. Nie, D., Lämsä, A. M. & Pučėtaitė, R. (2018). Effects of responsible human resource management practices on female employees’ turnover intentions. Business Ethics: A European Review, 27(1), 29-41.
  27. Newman, A., Miao, Q., Hofman, P. S. & Zhu, C. J. (2016). "The impact of socially responsible human resource management on employees' organizational citizenship behaviour: the mediating role of organizational identification". The International Journal of Human Resource Management, 27(4), 440-455.
  28. Obrad, C. & Gherheș, V. (2018). "A Human Resources Perspective on Responsible Corporate Behavior. Case Study: The Multinational Companies in Western Romania". Sustainability, 10(3), 726-740.
  29. O’Donohue, W. & Torugsa, N. (2014). "The role of responsible HRM practices and a culture-related capability on the CSR-performance association: A small firm perspective". In Work organization and human resource management (pp. 1-25). Springer, Cham.
  30. Orlitzky, M., Schmidt F.L. & Rynes, S.L. 2003,"Corporate Social and Financial Performance: A Meta-Analysis", Organization Studies 24(3), 403–442.
  31. Rabeie Mandajin, M.R. & Gholami, M. (2016). Investigating the Impact of Social Responsibility on Organizational Commitment (Sample Society of Qom Governorate) ", Quarterly Journal of Educational Management Research, 7(3): 69-98 (In Persian).
  32. Raee dahaghi, M. (2018). The Impact of Employees' Perception of Social Responsibility on Job Performance: A Study in the South Zagros Oil and Gas Company ", Journal of Human Resources Management in the Oil Industry, 10(37): 183-208 (In Persian).
  33. Rezaee kelidbori. H.R., Davari. A., Pornaserani A. & Mohamadi almani A. (2013). Impact of Company Social Responsibility and Environmental Awareness on the Promotion of Green Intellectual Capital. Public Administration Perspective. 4(3), 119-138
  34. Rupp, D. E., Shao, R., Thornton, M. A. & Skarlicki, D. P. (2013). "Applicants' and employees' reactions to corporate social responsibility: The moderating effects of first‐party justice perceptions and moral identity". Personnel Psychology, 66(4), 895-933.
  35. Sancho, M.P.L., Martínez-Martínez, D., Larran Jorge, M. & Herrera Madueño, J. (2018). Understanding the link between socially responsible human resource management and competitive performance in SMEs. Personnel Review, 47(6), 1211-1243.
  36. Shabnam, S. & Sarker, A. R. (2012). "Impact of CSR and Internal Marketing on Employee Job Satisfaction and Organisational Commitment: A Case Study from Export-Oriented SMEs in Bangladesh". World journal of social sciences, 2(7), 24-36.
  37. Shakeri, A., Bahaneshi, A. & Bostani, H.R. (2017). Investigating the Relationship between Organizational Social Responsibility and Employee Loyalty: The Mediating Role of Organizational Citizenship Behavior (Study Case: Isfahan University Employees), Quarterly Journal of Human Resources Studies, 6(24): 89-108. (In Persian)
  38. Sharma, S., Sharma, J. & Devi, A. (2009). "Corporate social responsibility: the key role of human resource management". Business Intelligence Journal, 2(1), 205-213.
  39. Shen, J. & Benson, J. (2016). "When CSR is a social norm: How socially responsible human resource management affects employee work behavior". Journal of Management, 42(6), 1723-1746.
  40. Shen, J. & Zhu, C.J. (2011). "Effects of socially responsible human resource management on employee organizational commitment". The International Journal of Human Resource Management, 22(15), 3020-3035.
  41. Story, J., Castanheira, F. & Hartig, S. (2016). Corporate social responsibility and organizational attractiveness: implications for talent management. Social Responsibility Journal, 12(3), 484-505.
  42. Strandberg, C. (2009). "The role of human resource management in corporate social responsibility issue brief and roadmap". Report for Industry Canada. Burnaby, BC: Strandberg Consulting.
  43. Szczepańska-Woszczyna, K. (2015). "Responsible leadership contribution to human resource management-a study of csr-hr interface". Procedia Economics and Finance, 34, 403-409.
  44. Turker, D. (2018). "Social Responsibility and Human Resource Management Managing ".Social Responsibility (pp. 131-144): Springer.
  45. Turner. M. R., McIntosh. T. , Reid, S. W. & Buckley. M. R. (2018). "Corporate implementation of socially controversial CSR initiatives: implications for human resource management". Human Resource Management Review. 29(1). 125-136.
  46. Voegtlin, C. & Greenwood. M. (2016). "Corporate social responsibility and human resource management: A systematic review and conceptual analysis". Human Resource Management Review. 26(3). 181-197.
  47. Waring. P. & Lewer. J. (2004). "The impact of socially responsible investment on human resource management: A conceptual framework". Journal of Business Ethics. 52(1). 99-108.
  48. Yu. H. (2013). "Human Resource Management Strategy in Corporate Social Responsibility". In Proceedings of the International Conference on Information Engineering and Applications (IEA) 2012 (pp. 277-283). Springer. London.
چشم انداز مدیریت دولتی
دوره 12، شماره 4 - شماره پیاپی 48
دی 1400
صفحه 15-29