Socially Responsible Human Resource Management and Employee Job Engagement: A Moderated Mediation

Abstract

While socially responsible human resource management (SRHRM) has received markedly growing research attention, research is lacking on how the general CSR facilitating SRHRM-employee workplace attitudes and behavior relationship is weakened or strengthened by contextual factors. Drawing upon stakeholder theory (Freeman, 1984), in the current study we examine the conditional effect of job insecurity on the indirect relationship on between SRHRM and employee job engagement through the mediation of organizational pride. A high level of job insecurity is perceived to be a lack of organizational support. The analysis of the two-waved data with a sample of 255 fulltime employees in the banking sectors in Pakistan revealed that job insecurity and SRHRM interactively affect employee job engagement through the mediation of organizational pride. This study advances the understanding of the contextual condition under which SRHRM affects employee work attitudes and behavior.