Applicability of Corporate Social Responsibility to Human Resources Management: Perspective from Spain

2007 ◽  
Vol 82 (1) ◽  
pp. 27-44 ◽  
Author(s):  
Fernando J. Fuentes-García ◽  
Julia M. Núñez-Tabales ◽  
Ricardo Veroz-Herradón
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resources ◽  
Human Resources Management ◽  
Resources Management ◽  
Management Perspective ◽  
Corporate Social

scholarly journals Corporate Social Responsibility, Green Human Resources Management, and Sustainable Performance: Is Organizational Citizenship Behavior towards Environment the Missing Link?

2021 ◽  
Vol 13 (3) ◽  
pp. 1044
Author(s):  
Saqib Yaqoob Malik ◽  
Yasir Hayat Mughal ◽  
Tamoor Azam ◽  
Yukun Cao ◽  
Zhifang WAN ◽  
...  
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resources ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Human Resources Management ◽  
Citizenship Behavior ◽  
Resources Management ◽  
Sustainable Performance ◽  
Corporate Social

The manufacturing sector is one of the major sources contributing towards economies as well as environmental pollution. Contributing to the theory of ability motivation opportunity theory, the aim of the current study was to investigate the mediating role of organizational citizenship behavior towards the environment on the relationship between green human resources management (green recruitment and selection, green training, green rewards, and green performance evaluation), corporate social responsibility, and sustainable performance (economic, social, and environmental performance). The quantitative survey research design was used in the current study and structured questionnaires were distributed for the collection of data. The cross-sectional data were collected from 150 firms. Sample of the study was consisted of HRM managers, directors. Total 200 questionnaires were distributed but 150 completed responses were received and analyzed. A structured questionnaire was used. For data analysis, smart partial least square structural equation modeling (PLS-SEM) was used. The measurement model and the structural model were developed and tested in the study. The measurement model aim was to investigate and establish reliabilities and validities of the instrument while to test hypotheses structural model was formulated/developed. Results revealed that the instrument was found reliable and valid; the instrument has met all standard criteria for average variance extracted, composite/construct reliability factor loadings, and alpha values. While structural models illustrated that all hypotheses are accepted. It is concluded from the results that organizational citizenship behavior towards the environment significantly mediated the relationship between corporate social responsibility and green human resource management practices. This implies that organizational citizenship behavior towards environment significantly effects sustainable performance. The originality of the current study lies in highlighting corporate social responsibility, green human resources management practices to enhance sustainable performance through organizational citizenship behavior towards environment.

Human resources management in context of corporate social responsibility

2016 ◽  
Vol 6 (2) ◽  
pp. 138-146
Author(s):  
Viera Šukalová ◽  
Pavel Ceniga
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resources ◽  
Human Resources Management ◽  
Social Consequences ◽  
Economic Activities ◽  
Resources Management ◽  
Corporate Social ◽  
Uncertainty Inequality

The globalization of economic activities in the last decade brings changes in the world of work; there is uncertainty, inequality, new risks. The new requirements apply to the management of human resources and the sustainability development. To make the company successful in the long term, it must meet the new expectations of their surroundings, which necessarily include the responsible behaviour towards the society in which it operates. Man limits reliability of the features of the system. As a result of the failure to adapt labour conditions humans began to appear health, economic and social consequences. Through human resources and people management can be designed to target the working system and increasing the efficiency of human labour. The paper focuses on the sustainable management of human resources in the context of the requirements of social responsibility, identifying current problems in this area in practice and proposes solutions.   Keywords: Human resources; Management; Corporate social responsibility  

scholarly journals DIVERSITY MANAGEMENT IN THE CONTEXT OF CORPORATE SOCIAL RESPONSIBILITY

2018 ◽  
Author(s):  
Marie Bednarikova ◽  
Jana Kostalova ◽  
Jan Vavra ◽  
Denisa Halamova
Keyword(s):  
Corporate Social Responsibility ◽  
Czech Republic ◽  
Social Responsibility ◽  
Human Resources ◽  
Human Resources Management ◽  
Diversity Management ◽  
The Czech Republic ◽  
Resources Management ◽  
Corporate Social

During last years there are many new modern attitudes and trends in the field of human resources management. The article is focused to one of these trends – diversity management. The aim of the authors is to evaluate single components of diversity management namely in the context of corporate social responsibility (CSR). In addition different possibilities of application of diversity management in practice as instruments of CSR are submitted to analysis. The end of this article shows the results of research oriented to experience with diversity management put into practice in the selected companies in the Czech Republic.

Green human resource management and corporate social responsibility

2020 ◽  
Vol 27 (4) ◽  
pp. 1551-1569 ◽  
Author(s):  
Wesley Ricardo de Souza Freitas ◽  
Jorge Henrique Caldeira-Oliveira ◽  
Adriano Alves Teixeira ◽  
Nelson Oliveira Stefanelli ◽  
Talita Borges Teixeira
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resources ◽  
Human Resources Management ◽  
Iso 14001 ◽  
Iso 9001 ◽  
Control Variables ◽  
Content Type ◽  
Resources Management ◽  
Corporate Social

PurposeIn the past, simply fulfilling economic performance alone was critical to ensuring the success of companies and their shareholders, but this traditional perspective is not compatible with society's current demands, as there is increasing social pressure on organizations to become more sustainable and reduce impacts on the environment, promoting sustainable results in their business processes. In this context, the specialized literature states that human resources management (HRM) is considered a central aspect for building sustainable organizations, in particular, the area of green human resources management (GHRM). Thus, this study analyzes the relationship between GHRM and corporate social responsibility (CSR) in Brazilian companies. Company's age, size, ISO 9001 and 14001 certifications are the control variables.Design/methodology/approachThe authors adopted a quantitative approach in conducting the survey. Four waves of email were sent to HR and CSR managers from 853 Brazilian companies from the metallurgical, automotive and chemical industries. In total, 79 questionnaires were fully answered, higher than the minimum sample calculated by the G*Power 3.1 software, which corresponds to a return rate of 9.26%. For the analysis of the results, the partial least squares method was used.FindingsThis research identifies that GHRM practices, in fact, positively influence CSR practices. The findings evidence that practices of performance evaluation, teamwork and recruitment and selection are the most important for a better CSR performance. The research results indicate that the “ISO 9001 certification” control variable also has a positive and significant effect on CSR and that the size of the company, the age of the company and the ISO 14001 certification, in the analyzed sample, were not relevant (as control variables) for CSR.Originality/valueCurrent literature highlights the gap between GHRM and CSR. This relationship is not explored in Brazil. The study uses a new theoretical model, and it fills the gap identified in the literature. This paper brings important theoretical and managerial contributions. It is the first in the literature to show, in an empirical way, the positive relationship between GHRM and CSR, contributing in an original way to the state of the art of the GHRM and CSR theme. In addition, this research adds empirical evidence on GHRM and CSR in Latin America/South America/Brazil.

scholarly journals Maintaining a sustainable workplace: Internal Corporate Social Responsibility practices in Dialog Semiconductor during the COVID-19 pandemic

2021 ◽  
pp. 75-96
Author(s):  
Agnieszka Marek ◽  
Mariia Kozak
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resources ◽  
Human Resources Management ◽  
Resources Management ◽  
Corporate Social

The COVID-19 pandemic has presented the vast majority of companies with many difficulties in remaining efficient and profitable, especially whilst keeping their Staff employed. In this article, we focus on the internal aspects of CSR – corporate social responsibility directed toward employees – and show that actions taken in this area at the Dialog Semiconductor company have significantly contributed to providing a sustainable workplace during the COVID-19 pandemic. Based on the theoretical fundamentals of the concept, this article illustrates the case study containing the activities taken and employee feedback. The results show that the company has successfully managed to maintain sustainable workplaces through actions coherent with the recommendations on HR (Human Resources) management in COVID-19 pandemic.

scholarly journals The Study of Human Resources Management Practice on Corporate Social Responsibility

2021 ◽  
Vol 11 (1) ◽  
pp. 197
Author(s):  
Arifin Hasudungan Manurung ◽  
Setyo Riyanto ◽  
Hisar Pangaribuan ◽  
E. Nurzaman AR ◽  
Denok Sunarsi
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resources ◽  
Human Resource ◽  
Management Practice ◽  
Human Resources Management ◽  
Resources Management ◽  
Human Resource Strategy ◽  
Corporate Social ◽  
Resource Strategy

The topic of corporate social responsibility and human resource strategy has developed together in the study as well in practice in a business environment. Both have become very powerful tools within the company to achieve sustainable growth for the company. Corporate social responsibility deals with labor-related issues, such as human rights, labor practices, health care, and the environment, and others, while implementing a good human resource strategy will support the practice of corporate social responsibility to be more effective, meaning that there is a mutual relationship among them. Companies that implement corporate social responsibility properly will pay attention to efforts to work legality at the company and improve company performance and more adequate business sustainability. This research has shown that adequate human resources management practice would significantly increase the company's corporate social responsibility.

scholarly journals “Make” or “Buy” the Choice of Governance Modes for Corporate Social Responsibility Projects from a Stakeholder Management Perspective

2017 ◽  
Vol 10 (8) ◽  
pp. 80 ◽  
Author(s):  
Francesco Gangi ◽  
Eugenio D’Angelo
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resources ◽  
Stakeholder Management ◽  
Organizational Economics ◽  
Trade Off ◽  
Management Perspective ◽  
Direct Linkage ◽  
Corporate Social ◽  
Governance Modes

The organization of corporate social responsibility (CSR) initiatives deals with a “make” or “buy” trade-off among in-house solutions instead of a partial (collaboration) or total (outsourcing) externalization of such activities. This article aims to advance the knowledge of the criteria underlying the governance modes of CSR. In particular, integrating the organizational economics with the insights provided by the stakeholder management, the study deepens the reasons why primary stakeholders, such as human resources (HR) and customers, may affect the choice to internalize the governance of CSR projects. Findings are consistent with the theoretical framework. In fact, internal solutions are more likely for CSR initiatives addressed to HR and customers. Given the direct linkage of these stakeholders with the achievement of the company’s mission, results corroborate the concept of closeness of CSR actions with respect to the firm’s core business as driver of in-house projects.

scholarly journals CORPORATE SOCIAL RESPONSIBILITY PRACTICES IN SMALL AND MEDIUM SIZED TOURISM ENTERPRISES: THE CASE OF SLOVENIA

2018 ◽  
Vol 39 ◽  
pp. 67-87
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resources ◽  
Local Community ◽  
Environmental Policies ◽  
Transitional Economy ◽  
Community Environment ◽  
Workplace Policies ◽  
Tourism Enterprises ◽  
Corporate Social

The objective of this study is to analyse the adoption of different corporate social responsibility (CSR) practices in small and medium-sized (SME) tourism enterprises in a small transitional economy. Based on literature review, motives for responsible business behaviour and several industry-specific CSR practices, that belong to four CSR dimensions were identified – local community, environment, marketplace policy, and human resources. The study was conducted by direct interviews with managers’ of tourism SMEs. Results reveal that the most significant CSR dimension is the Environmental dimension. The identified CSR practices are implemented through different operational mechanisms and according to the factor analysis, they embrace all four CSR dimensions (respectively): Environmental policies, Company values – workplace policies, Company values – marketplace policies, and Community policies.

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