scholarly journals Double-Edged Effects of Socially Responsible Human Resource Management on Employee Task Performance and Organizational Citizenship Behavior: Mediating by Role Ambiguity and Moderating by Prosocial Motivation

2019 ◽  
Vol 11 (8) ◽  
pp. 2271 ◽  
Author(s):  
Danping Shao ◽  
Erhua Zhou ◽  
Peiran Gao ◽  
Lirong Long ◽  
Jie Xiong
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Task Performance ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Role Ambiguity ◽  
Citizenship Behavior ◽  
Socially Responsible ◽  
Prosocial Motivation

Previous literature has explored the positive effects of socially responsible human resource management (SRHRM) on employees, leaving potential dark sides largely ignored. By integrating situational-strength theory and motivation literature, this study investigates the double-edged effects of SRHRM on employee performance. Based on a sample of 314 employee–supervisor dyads from three companies, we found that SRHRM could increase employees’ organizational citizenship behavior (OCB) while decreasing their task performance through role-ambiguity mediation. Interestingly, prosocial motivation serves as a significant moderator in strengthening the positive relationship between SRHRM and OCB and the negative association between SRHRM and task performance. Finally, we discuss the theoretical and practical implications of how managers should conduct SRHRM practices among employees.

scholarly journals The Effect of Socially Responsible HRM on Organizational Citizenship Behavior for the Environment: A Proactive Motivation Model

2021 ◽  
Vol 13 (14) ◽  
pp. 7958
Author(s):  
Junqian He ◽  
Hyosun Kim
Keyword(s):  
Resource Management ◽  
Social Responsibility ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Management Practices ◽  
Citizenship Behavior ◽  
Socially Responsible ◽  
Human Resource Management Practices

Many organizations face the important challenges of motivating employees effectively to participate in corporate social responsibility initiatives and maintaining socially responsible human resource management practices. We examine whether socially responsible human resource management (SRHRM) practices can affect employees’ social responsibility-related behaviors, such as organizational citizenship behavior for the environment (OCBE). Based on proactive motivation theory, we propose a multiple-mediation model, selecting moral efficacy, felt obligation, and empathy as the mediators. We analyzed data from a sample of 535 employees from 23 manufacturing companies in China. The results show that SRHRM practices have a significant positive effect on OCBE. We also found that moral efficacy, felt obligation, and empathy significantly mediate the effect of SRHRM practices on OCBE and that there is no significant difference among the three mediation paths. Our study suggests that organizational pursuit of the socially responsible human resource management practices is an effective pathway to make employees feel more responsible toward global sustainability.

Factors influencing green organizational citizenship behavior

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Ling Xiang ◽  
Yi-Chun Yang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Management Practices ◽  
Citizenship Behavior ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

We examined the relationships between green human resource management practices, organizational identification, and green citizenship behaviors in the hotel industry. Our framework comprised 5 dimensions of green human resource management practices: green recruitment, green training, green performance management, green reward, and green involvement. We predicted that each dimension would positively influence frontline employees' organizational identification, and, in turn, their green organizational citizenship behaviors of eco-initiatives, eco-civic engagement, and eco-helping. Participants were 426 frontline employees working in Taiwanese hotels. Consistent with our predictions, each of the 5 green human resource management practices had a positive influence on organizational identification, which then positively affected green organizational citizenship behavior. Moreover, green human resource management practices enhanced employees' green organizational citizenship behavior, and organizational identification was an effective mediator of the relationship between green human resource management practices and green organizational citizenship behavior. Practical and theoretical implications of the findings are discussed.

scholarly journals Linking nurses' attitudes and behaviors to organizational values: Implications for human resource management

2012 ◽  
Vol 18 (5) ◽  
pp. 673-684
Author(s):  
Jillian Cavanagh ◽  
Ron Fisher ◽  
Mark Francis ◽  
Rod Gapp
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Values ◽  
Citizenship Behavior ◽  
Length Of Service ◽  
Nurses Perceptions ◽  
Australian Hospital

AbstractThe researchers use established measures of job satisfaction (JS) and organizational citizenship behavior (OCB) to analyze data obtained from nurses in an Australian hospital (N = 573), and to discuss implications for human resource management. In this study the researchers seek to understand the links between nurses' JS, OCB and their perceptions of the values espoused by the organization. Changes in JS and OCB as length of service increases are also examined. Findings suggest that JS and OCB are both significant predictors of nurses' perceptions of organizational values. The findings also suggest that nurses more readily internalize organizational values when levels of JS and OCB are high. A further finding is that the tendency to engage in OCB declines significantly as length of service increases.

Green human resource management and green organizational citizenship behavior: do green culture and green values matter?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Lai Wan Hooi ◽  
Min-Shi Liu ◽  
Joe J.J. Lin
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Content Type ◽  
Valid Data ◽  
Green Human Resource Management

PurposeDrawing on the Ability–Motivation–Opportunity (AMO) theory, this study aims to test the effect of green human resource management (G-HRM) on green organizational citizenship behavior (G-OCB) taking into consideration green culture as the mediator and green values as the moderator.Design/methodology/approachValid data from 240 entities collected in Taiwan were analyzed to test the five hypotheses. The valid data were analyzed using confirmatory factor model, correlation analysis, structural equation modeling and bootstrapping analysis.FindingsThe results for all relationships show significant associations. G-HRM is significantly associated with G-OCB and green culture, while green culture is significantly related to G-OCB. The mediating effect of green culture on the G-HRM-G-OCB relationship is significant. The moderating effect of green values on the green culture–G-OCB relationship is significant.Originality/valueThe originality of this study lies in being one of the first study in an advanced emerging economy utilizing the AMO theory.

scholarly journals Green Human Resource Management, Perceived Organizational Support and Organizational Citizenship Behavior towards Environment in Malaysian Petroleum Refineries

2021 ◽  
Vol 124 ◽  
pp. 11001
Author(s):  
Hafizatul Alina Mohd Khalid ◽  
Haryanni Harun ◽  
Azelin Mohamed Noor ◽  
Hezlina Mohd Hashim
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Petroleum Refineries ◽  
Green Human Resource Management

Organizational Citizenship Behavior towards Environment (OCBE) is a construct that is increasingly being studied to explain voluntary green behaviors by employees. Performance of OCBEs by employees has been associated with positive outcomes such as improved environmental sustainability of organizations. Hence, promoting more of these behaviors is important for organizations both from an environmental and corporate sustainability perspective. Several studies have examined the influence of Green Human Resource Management (Green HRM) and Perceived Organizational Support (POS) on Organizational Citizenship Behavior (OCB) however, there are still calls for more research into the influence of all these three variables; POS and Green HRM on OCB towards environment. The target respondents are executives in middle level management from the petroleum refineries operating in Peninsular Malaysia. Fixed-alternatives questionnaires are used as the research instrument in this study. The data from pilot study were tested and analyzed by using SPSS to compute results namely. The expected result is that there is a positive significant relationship between the independent variables; Green Human Resource Management (Green HRM), Perceived Organizational Support (POS) and dependent variable Organizational Citizenship Behavior towards environment (OCBE). This study provides insights for regulators and policymakers on the extent to which practices and interventions affect Organization Citizenship Behavior on Environment in petroleum refineries operating in Malaysia.

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