归属
声望
人力资源管理
员工调查
业务
组织识别
员工资源组
企业社会责任
工作表现
人力资源
营销
心理学
公共关系
社会心理学
组织承诺
工作满意度
管理
政治学
经济
哲学
语言学
作者
Byron Y. Lee,Tae‐Yeol Kim,Sunghoon Kim,Zhiqiang Liu,Wang Ying
标识
DOI:10.1111/1748-8583.12481
摘要
Abstract Drawing on social information processing theory, this study examines the pathway by which socially responsible human resource management (SRHRM), which links HR management practices to the corporate social responsibility activities of firms, affects job performance. Two‐wave multi‐source data supports the indirect effect of SRHRM on employee job performance through perceived external prestige and organizational identification. In addition, various types of employee HR attributions (i.e., employee well‐being, employee exploitation, and industry HR attribution) significantly moderates the relationship between SRHRM and perceived external prestige in different ways. These findings expand our understanding of the relationship between SRHRM and employee job performance and the role of employee HR attributions in complementing or supplementing such relationships.
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