Multilevel Examination of How and When Socially Responsible Human Resource Management Improves the Well-Being of Employees

Zhe Zhang (), Juan Wang () and Ming Jia ()
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Zhe Zhang: Xi’an Jiaotong University
Juan Wang: Northwestern Polytechnical University
Ming Jia: Northwestern Polytechnical University

Journal of Business Ethics, 2022, vol. 176, issue 1, No 4, 55-71

Abstract: Abstract Although empirical evidence has shown that socially responsible human resource management (SRHRM) practices positively influence employees’ outcomes, knowledge on the social impact of SRHRM practices on employee well-being has been limited. Drawing upon the social information processing theory and attribution theory, we investigate whether, how, and when SRHRM practices increase the well-being of employees. Using multiphase and multilevel data from 474 employees in 50 companies, we find that SRHRM practices positively predict employee well-being and that the relationship is mediated by employees’ perspective-taking. Furthermore, substantive attributions strengthen the positive relationship between SRHRM practices and perspective-taking of employees, whereas symbolic attributions weaken this relationship. We also find that substantive attributions positively moderate the indirect effect of SRHRM practices on employee well-being through perspective-taking, whereas symbolic attributions negatively moderate this indirect effect. Our study contributes to the understanding of the complex effect that SRHRM has on employee well-being.

Keywords: Employee well-being; Perspective-taking; Socially responsible human resource management (SRHRM); Substantive attribution; Symbolic attribution (search for similar items in EconPapers)
Date: 2022
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Citations: View citations in EconPapers (4)

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DOI: 10.1007/s10551-020-04700-4

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