Abstract
This investigation focuses on the impacts of socially responsible human resource management (SR-HRM) methods on affective commitment (AC) as well as the intervening impact of perceived organizational support (POS) for this association. Primary data depending on 555 respondents owned by various socially responsible companies within in Ethiopia were gathered. The data were analyzed with Partial least squares structural equation modeling (PLS-SEM) techniques using SmartPLS to determine the hypothesized connections concerning socially responsible -HRM and affective commitment.The outcomes have uncovered that the employees’ perceptions of socially responsible human resource management (SR-HRM) practice impact affective commitment indirectly via perceived organizational support in Ethiopian setting. This research enhances the literature by analyzing the causal association concerning socially responsible HRM practices and employees' affective commitment in developing country context. Keywords : Socially responsible human resource management, affective commitment, perceived organizational support. DOI : 10.7176/EJBM/11-9-16 Publication date :March 31 st 2019
Highlights
Committed workers are vital to strong company performance, fruitful change and, eventually, enduring corporate achievement
Cognizant of the abovementioned gaps in research, the present study aims to examine the impact of socially responsible HRM practice on affective commitment of employees via the intervention mechanisms of perceived organizational support
Cognizant of the abovementioned gaps in research, the present study aims to investigate the effect of socially responsible HRM strategies on affective commitment of workers via the intervention mechanisms of perceived organizational support
Summary
Committed workers are vital to strong company performance, fruitful change and, eventually, enduring corporate achievement. Socially responsible HRM is developing as an idea fundamentally contrived out of two zones of study, human resource management, and corporate social responsibility. These two are definitely connected since SR-HRM strategies are tailored to internal partners (employees) by relying on the basic principle of HRM which usually intended to advance and enhance employees welfare (Lechuga Sancho et al 2018). Because affective commitment demonstrates employees’ psychological connection with their organizations, it has often been considered as a representative construct of employee motivation that can be influenced by HRM systems(Meyer 2016)
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