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1 – 3 of 3The purpose of this paper is to introduce the concept of socially responsible human resource management (SRHRM) and examine the reflection of SRHRM on sustainable development (SD…
Abstract
Purpose
The purpose of this paper is to introduce the concept of socially responsible human resource management (SRHRM) and examine the reflection of SRHRM on sustainable development (SD) in Egyptian companies.
Design/methodology/approach
The study data was collected using a quantitative method to examine and test the relationship between the two variables. An empirical study was conducted between 2022 and 2023 on 150 samples of male and female employees from 18 companies located in Egypt working in castings and car batteries.
Findings
The study found that, in general, SRHRM has a significant impact on organizational sustainability. This contribution is also beneficial for general HRM and corporate social responsibility (CSR) literature as it stresses the importance of its relations to SD. By critically analyzing contemporary SRHRM literature, this study further demonstrates how studies with utilitarian approaches have dominated earlier research. By recognizing the necessity for process-oriented studies and the significance of critical scholarship within the field of SRHRM and its connections to the SD, the researcher thereby creates a research agenda for future studies.
Research limitations/implications
The findings only apply to the sample that has participated in this study and to the Egyptian companies. A longitudinal quantitative evaluation of the SRHRM approaches and dimensions and their impact on the SD strategies of Egyptian companies would be recommended in terms of further research study, highlighting the role of SRHRM and its impact on achieving companies' CSR strategies.
Practical implications
The study's findings are helpful for firms looking to implement SR-HRM to enhance some employees' performance and promote organisational sustainability. In Egypt, there is a dire need for responsible leadership in the public and private sectors, which is crucial in the market and industry sectors. In addition to updating all policies, urge the younger generation to participate in them. For example, new hires to the company must demonstrate that they have engaged in volunteer work as part of their social obligation to the community, and this is required for recruitment.
Social implications
Furthermore, refreshing all the policy encourage the young generation working or before working to take part in these policy, such as newcomers to the companies have to show that they have conducted some social responsibility towards their community as voluntary work. A study conducted by Cristina del-Castillo et al. (2022) confirmed that regarding the performance of different factors, the results show that the organizations under study are investing too much effort in improving CSR factors that are less relevant to achieving positive legitimacy assessments. On the one hand, resources destined to improve policies related to health, security and social benefits and those regarding the improvement of the relationship paths between managers and employees are excessive considering the relevance that they represent compared to the rest of the CSR policies. According to Hazzi and Maldaon (2023), stakeholders (including the general public and policymakers) might make an informed choice about how much organizations with CSR could safeguard their well-being if they had access to transparent CSR information. Talking about the sustainability behaviour of SRHRM as crucial for embedding sustainability in the business, a study by Abutaleb et al. (2021) evidence that subjective norms and attitudes, followed by perceived behavioural control and personal norms had the greatest influence on intentions towards behavioural HR. Attitudes towards sustainability practices were significantly influenced by economic advantages and sustainability. A good model fit was demonstrated by measurement and structural models (Abutaleb et al., 2021).
Originality/value
This paper is unique in that it participates in presenting the concept of the social responsibility of HRM as an intervention and approach for SD. It also participates in presenting unique findings related to Egyptian companies. There is a scarcity of literature related to research and studies on SRHRM in Egypt.
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Giovanna Terrizzi, Alba Marino, Maria Cristina Cinici and Daniela Baglieri
With the growing entrepreneurial enthusiasm surrounding blockchain, there has been a notable surge in academic discussions regarding the business implications of integrating this…
Abstract
Purpose
With the growing entrepreneurial enthusiasm surrounding blockchain, there has been a notable surge in academic discussions regarding the business implications of integrating this technology into the agri-food industry. This trend is expected to persist and evolve in the future. Hence, there is a need to organize and consolidate the existing knowledge, discern prevailing trends and articulate a comprehensive roadmap for guiding future research endeavors in this domain.
Design/methodology/approach
We combine bibliometric network analyses with a detailed systematic review of the related management literature published between 2008 and 2022.
Findings
Our results indicate that debate has clustered around the operations management domain, with a dominance of practice-oriented topics. Most of the literature has been published in top-tier journals, with a recent opening toward empirical research and conceptualization efforts. Both signs show that scholars have acknowledged the prominence of the construct and started to theorize about it. Eventually, the analysis provides a conceptual map, unveils the trends emerging in the received studies and yields conclusions that are helpful to scholars engaging with digital tools in traditional industries.
Originality/value
Our approach blends quantitative analysis with a comprehensive and systematic overview, providing a complementary viewpoint on the topic.
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Almina Bešić, Christian Hirt and Zijada Rahimić
This study focuses on HR practices that foster employee engagement during Covid-19. Companies in transition economies are particularly vulnerable to crisis and downsizing and…
Abstract
Purpose
This study focuses on HR practices that foster employee engagement during Covid-19. Companies in transition economies are particularly vulnerable to crisis and downsizing and other recessionary practices are frequently used.
Design/methodology/approach
Drawing on the model of caring human resource management, we utilise interviews with human resource representatives of 10 banks in the transition economy of Bosnia and Herzegovina. We analyse the banks at two different times to demonstrate how and why companies adapt their HR practices.
Findings
Our findings show a changing mindset in the deployment of highly context-specific HR practices. Strengthening company culture through a sense of community and communication ensure stability and continuity in work. Rather than layoffs, flexible work has become standard.
Practical implications
By highlighting the interplay between HR practices and employee engagement, we contribute to the discussion on engagement in exceptional circumstances and challenging settings and demonstrate how caring responsibilities “migrate” into HR practices in the professional context of a transition economy.
Originality/value
We propose a context-specific “protective caring approach” to foster employee engagement during crises.
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