Abstract
Today’s organizations are immersed in a global market, where any detail can provide a competitive advantage over rival companies and condition their sustainability. Corporate Social Responsibility and Human Resource Management have become very powerful tools within companies. However, the potential, development, and measurement of Corporate Social Responsibility (CSR) and Human Resource Management (HRM) have not been sufficiently explored. The literature has developed multiple case studies on CSR and HRM and has studied the combination of both factors and their link to economic, environmental, and social sustainability, but has not yet found a solid basis from which to address the new functionality of CSR, HRM, and sustainable business management. This work aims to investigate trends in scientific production related to Corporate Social Responsibility and Human Resource Management. Bibliometric techniques and SciMAT software have been used for this purpose. A total of 314 articles from Web of Science (WOS) indexed journals were analyzed. The results obtained confirm that the interest in the study of these concepts has grown exponentially in the last decade. It should be noted that the definitions of CSR and HRM, and even the relationship between the two, continue to be subject to multiple interpretations. The contribution of this work lies in the fact that, through the longitudinal analysis carried out, light is shed on the groups of issues that emerge with special projection, such as green-management, stakeholders, commitment, competitive-advantage, satisfaction, performance, sustainability, or research-methods-analysis, and which must continue to be explored in order to respond to the demands that business organizations have in this respect, and to help the total integration of the different approaches related to CSR and HRM.
Highlights
Research on Corporate Social Responsibility (CSR) and Human Resource Management (HRM) has experienced an unprecedented boom in the last decade
Dahlsrud in 2008 [7] published a review article where he brought together 37 different definitions of CSR, concluding that there is some agreement regarding the identification of the dimensions of CSR, which would be: social, economic, and environmental, it is difficult to develop an impartial and global vision of CSR, mainly due to the specific factors of the context and how each company relates to its stakeholders [8]
The aim of this work is to understand the trends in scientific production on Corporate Social Responsibility and Human Resources Management
Summary
Research on Corporate Social Responsibility (CSR) and Human Resource Management (HRM) has experienced an unprecedented boom in the last decade. The development of research on corporate sustainability is converging towards a common point, where a vision is obtained that balances social and environmental concerns with business operations and relationships with all stakeholders [8,28]. In this sense Van Marrewijk in 2003 102) [8] defines CSR as: “company activities—voluntary by definition—demonstrating the inclusion of social and environmental concerns in business operations and in interactions with stakeholders” These three figures, CSR, HRM, and Sustainability have evolved and interacted over time, linked by a series of binding elements, such as stakeholders or green-management. A longitudinal analysis divided into three stages will allow us to discover how these concepts have evolved and what relationship they show between themselves and with respect to other factors that are gaining importance in recent times
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