HUMAN RESOURCE MANAGEMENT BENEFITS OF INTERNAL AND EXTERNAL CORPORATE SOCIAL RESPONSIBILITY: LITERATURE REVIEW

##plugins.themes.bootstrap3.article.main##

##plugins.themes.bootstrap3.article.sidebar##

  Elnaz Karamad

Abstract

With the escalating climate and health crises, the relevance of Corporate Social Responsibility (CSR), unlike its business benefits, is now ever more evident. Hence, the purpose of this paper is to synthesize and assess the extant literature on the topic of the Human Resource Management (HRM) benefits of CSR so as to provide for a better understanding of this topic. Methodology. The paper is a review of the 1. theoretical frameworks, 2. descriptive research examining employees’ perceptions of and attitudes towards CSR, 3. empirical studies aimed at establishing a causal relationship between CSR and different organizational benefits in the area of human resource management, as well as 4. meta-analytical studies. A range of online databases were searched to collect research papers from various journals and market research publications. Findings. The results show that CSR derives different desirable organizational outcomes such as employee attraction, increased job satisfaction, increased work engagement, employee loyalty and organizational citizenship behavior. Two broad categories are drawn, namely, external (directed towards outside the company) and internal (directed towards the employees) CSR benefits, mainly based on the different theoretical frameworks used to explain their link. Moreover, a lack of research in the developing countries is identified which calls for further inquiry to account for contextual peculiarities which might impact on the CSR practice, perceptions and/ or outcomes in this region. Implications. This paper will be useful for scholars to analyze the current nature of academic research in this area and will provide an added advantage to managers for understanding the impact of CSR activities on employees’ attitudes and behaviors. Value/ originality. To the author’s best knowledge, this is the first literature review on different HRM benefits of both internal and external CSR, and it provides a bibliography of academic literature from 1977 to 2020.

How to Cite

Karamad, E. (2021). HUMAN RESOURCE MANAGEMENT BENEFITS OF INTERNAL AND EXTERNAL CORPORATE SOCIAL RESPONSIBILITY: LITERATURE REVIEW. Economics & Education, 6(2), 43-47. https://doi.org/10.30525/2500-946X/2021-2-7
Article views: 84 | PDF Downloads: 44

##plugins.themes.bootstrap3.article.details##

Keywords

corporate social responsibility, human resource management, organizational attractiveness, employee engagement

References

Aiman-Smith, L., Bauer, T. N., & Cable, D. M. (2001). Are you attracted? Do you intend to pursue? A recruiting policy-capturing study. Journal of Business and Psychology, 16(2), 219–237.

Bhattacharya, C. B., Sen, S., & Korschun, D. (2008). Using Corporate Social Responsibility to Win the War for Talent. MIT Sloan Management Review, 49(2).

Backhaus, K. B., Stone, B. A., & Heiner, K. (2002). Exploring the relationship between corporate social performance and employer attractiveness. Business & Society, 41(3), 292–318.

Benitez, J., Ruiz, L., Castillo, A., & Llorens, J. (2019). How corporate social responsibility activities influence employer reputation: The role of social media capability. Decision Support Systems, 129, 113223.

Berry, L.L., Mirabito, A.M. & Baun, W.B. (2010). What’s the Hard return on Employee Wellness Programs? Harvard Business Review.

Brammer, S., Millington, A., & Rayton, B. (2007). The Contribution of Corporate Social Responsibility to Organizational Commitment. International Journal of Human Resource Management, 18/10, 1701–1719.

Chaudhary, R. & Akhouri, A., (2018). Linking corporate social responsibility attributions and creativity: Modeling work engagement as a mediator. Journal of Cleaner Production, 190, 809–821.

Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86, 425–445.

Cone Communications (2016). Millennial Employee Engagement Study. Cone Inc. Boston, MA. Retrieved from www.coneinc.com

Cone Communications (2017). CSR Study. Cone Inc. Boston, MA. Retrieved from www.coneinc.com

Cornell, B., & Shapiro, A. (1987). Corporate stakeholders and corporate finance. Financial Management, 16, 5–14.

Cropanzano, R., Byrne, Z. S., Bobocel, D. R., & Rupp, D. E. (2001). Moral virtues, fairness heuristics, social entities, and other denizens of organizational justice. Journal of Vocational Behavior, 58, 164–209.

Duarte, A., Gomes, D., & das Neves, J. (2014). Tell me your socially responsible practices, I will tell you how attractive for recruitment you are! The impact of perceived CSR on organizational attractiveness. Tékhne, 12, 22–29.

Edmans, A. (2012). The Link Between Job Satisfaction and Firm Value, With Implications for Corporate Social Responsibility. Academy of Management Perspectives, 26, 1–19.

Evans, W. R., & Davis, W. D. (2011). An examination of perceived corporate citizenship, job applicant attraction, and CSR work role definition. Business & Society, 50(30), 456–480.

Folger, R., Cropanzano, R. & Goldman, B. (2005). What is the relationship between justice and morality? In J. Greenberg, & J. A. Colquitt (Eds.), Handbook of organizational justice, 215–245.

Greening, D., & Turban, D. (1996). Corporate Social Performance and Organizational Attractiveness to Prospective Employees. Proceedings of the International Association for Business and Society, 7, 489–500.

Greening, D. W., & Turban, D. B. (2000). Corporate social performance as a competitive advantage in attracting a quality workforce. Business & Society, 39(3), 254–280.

Gupta, M., (2017). Corporate Social Responsibility, Employee–Company Identification, and Organizational Commitment: Mediation by Employee Engagement. Current Psychology, 36(1), 101–109.

Jia, Y., Yan, J., Liu, T. & Huang, J., (2019). How Does Internal and External CSR Affect Employees’ Work Engagement? Exploring Multiple Mediation Mechanisms and Boundary Conditions. International Journal of Environmental Research and Public Health, 16(14), 2476.

Jones, D., Willness, C., & Madey, S. (2014). Why Are Job Seekers Attracted by Corporate Social Performance? Experimental and Field Tests of Three Signal-Based Mechanisms. Academy of Management Journal, 57(2), 383–404.

Kacmar, K.M., Carlson, D.S., & Brymer, R.A. (1999). Antecedents and Consequences of Organizational Commitment: A Comparison of Two Scales. Educational and Psychological Measurement, 59, 976–994.

Mirvis, P. (2009). Building Reputation Here, There and Everywhere: Worldwide Views on Local Impact of Corporate Responsibility, study with Reputation Institute, Center for Corporate Citizenship, Boston, MA.

Mirvis, P. (2012). Employee Engagement and CSR: Transactional, Relational, and Developmental Approaches. California Management Review, 54(4), 93–117.

Organ, D. W. (1977). A reappraisal and reinterpretation of the satisfaction-causes-performance hypothesis. Academy of Management Review, 2, 46–53.

Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington Books.

Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714.

Rupp, D. E., & Spencer, S. (2006). When customers lash out: The effect of customer interactional injustice on emotional labor and the mediating role of discrete emotions. Journal of Applied Psychology.

Puncheva-Michelotti, P., Hudson, S., & Jin, G. (2018). Employer branding and CSR communication in online recruitment advertising. Business Horizons, 61(4), 643–651.

Rupp, D., Shao, R., Skarlicki, D., Paddock, E., Kim, T. and Nadisic, T. (2018). Corporate social responsibility and employee engagement: The moderating role of CSR-specific relative autonomy and individualism. Journal of Organizational Behavior, 39(5), 559–579.

Tilt, C. A. (2016). Corporate social responsibility research: The importance of context. International Journal of Corporate Social Responsibility, 1(1), 2.

Simpson, S., & Aprim, E. (2018). Do corporate social responsibility practices of firms attract prospective employees? Perception of university students from a developing country. International Journal of Corporate Social Responsibility, 3(1).

Smith, W. J., Wokutch, R. E., Harrington, K. V., & Dennis, B. S. (2004). Organizational attractiveness and corporate social orientation: Do our values influence our preference for affirmative action and managing diversity? Business & Society, 43(1), 69–96.

Stawiski, S., Deal, J. J., & Gentry, W. (2010). Employee Perceptions of Corporate Social Responsibility, Center for Creative Leadership, Greensboro, NC.