青年求职者对可持续人力资源管理的企业内部社会责任偏好:这些企业社会责任偏好是否与他们的个人价值取向有关?

Susanne Rank, J. Palframan
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引用次数: 0

摘要

摘要:为了增加企业社会责任(CSR)活动,员工在气候变化时期的支持至关重要:具有可持续发展的企业社会责任意识的员工及其随后的角色外工作行为是组织的资产。可持续的人力资源管理促进可持续的员工行为。本文的目的是调查个人价值取向和内部CSR偏好之间的关系,这些偏好增加了可持续人力资源管理实践培养的后续可持续员工行为。具体来说,我们在这里的中心研究问题检验了个人价值取向在多大程度上预测了企业社会责任内部对可持续员工行为的偏好。在本文中,我们从年轻的、高素质的求职者的角度来看待这个问题,他们必须面对可持续发展的问题。方法:我们对内部企业社会责任和可持续人力资源管理的实证研究进行了综合文献综述。此外,我们回顾了施瓦茨个人价值观框架与员工内部CSR偏好的应用及其关系。研究发现:员工个人价值取向与企业内部社会责任偏好之间的关系是异质性的,个人价值取向与企业内部社会责任偏好之间存在正、负两种路径。此外,对企业社会责任的内部维度采用了不同的量表。附加值:基于先前的研究,我们开发了一个整合的内部企业社会责任框架(员工与组织的维度),可以在组织中应用,以衡量其内部企业社会责任成熟度水平,并得到具体的、可持续的人力资源管理实践的支持。此外,我们还处理了如何在实地研究中证明潜在候选人或员工的个人价值取向与其内部CSR偏好之间的联系的问题。建议:基于最近的异质性研究结果,我们确定了五个研究空白,并提出了未来研究的研究设计思路。本文还讨论了实际意义。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Internal Corporate Social Responsibility Preferences of Young Job Seekers with Regard to Sustainable HRM: Are These CSR Preferences Related to Their Personal Value Orientations?
Abstract Objectives: In order to increase corporate social responsibility (CSR) activities with organizations, the support of employees in times of climate change is crucial: employees with CSR awareness of sustainability and their subsequent extra-role work behavior are an asset to an organization. Sustainable HRM promotes sustainable employee behavior. The purpose of this paper is to investigate the relationship between personal values orientations and internal CSR preferences which increase subsequent sustainable employee behavior fostered by sustainable HRM practices. Specifically, our central research question here examines the extent to which personal value orientations predicts internal CSR preferences towards sustainable employee behavior. In this paper, we look at this issue from the perspective of young, highly qualified job seekers who have to face issues of sustainability. Methodology: We conducted an integrative literature review of empirical studies on internal CSR and sustainable HRM. In addition, we reviewed the application and relationship of Schwartz’s personal values framework and employees’ internal CSR preferences. Findings: The findings conclude that the relationship between personal value orientations of employees and their preferences in the focus of the company’s internal CSR is heterogeneous, as positive vs. negative paths between personal values and internal CSR preferences were identified. Further, different scales for internal CSR dimensions were applied. Value Added: Based on previous studies we develop an integrative internal CSR framework (with employee vs. organizational dimensions) that could be applied in organizations to measure their internal CSR maturity level and be supported by the specific, sustainable HRM practices discussed. In addition, we dealt with the question of how the connection between the personal value orientations of potential candidates or employees and their internal CSR preferences can be proven in field research. Recommendations: Based on recent heterogeneous study results, we identify five research gaps and propose research design ideas for future research. Practical implications are also discussed.
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