PDF(Pubmed)
Abstract：
Human resource management (HRM) in managing environmental, social, governance (ESG), or corporate social responsibility (CSR) initiatives has been recently raised. Yet, little attention has been paid to integrating CSR and HRM. Our primary goal was to identify how and whether certain HR practices are critical for developing employee capability to operate in firms with active CSR initiatives. We first examine the impact of external CSR activities on firm-level work outcomes. Moreover, we attempt to identify a choice of particular HR practices that could be aligned with external CSR activities. We then empirically examine how each HR practice interacts with external CSR activities that influence employee retention and labor productivity. Using three longitudinal datasets conducted by the government-sponsored research institution over 154 publicly traded Korean firms for five waves of survey years, the results show that external CSR has a limited impact on employee retention and labor productivity. However, when external CSR activities are combined with a specific set of HR practices, including person-organization fit-based selection, performance-based pay, extensive investment of training and development, and employee suggestion program, the impact of external CSR on employee work outcomes is more substantial. The results indicate that external CSR and a particular set of HR practices as internal CSR can be complementary and generate a positive interaction on creating sustainable human capabilities.
摘要：
人力资源管理(HRM)在管理环境、社会,治理(ESG)，或企业社会责任(CSR)倡议最近被提出。然而，很少注意整合企业社会责任和人力资源管理。我们的主要目标是确定某些人力资源实践对于发展员工在具有积极CSR计划的公司中运作的能力至关重要。我们首先考察外部企业社会责任活动对企业层面工作成果的影响。此外，我们试图确定可以与外部企业社会责任活动保持一致的特定人力资源实践的选择。然后，我们通过实证研究每种HR实践如何与影响员工保留率和劳动生产率的外部CSR活动相互作用。使用由政府资助的研究机构对154家公开交易的韩国公司进行的三个纵向数据集，进行了五波调查，结果表明，外部企业社会责任对员工保留和劳动生产率的影响有限。然而,当外部企业社会责任活动与一组特定的人力资源实践相结合时，包括基于个人组织的选择，绩效工资，培训和发展的广泛投资，和员工建议计划，外部企业社会责任对员工工作成果的影响更大。结果表明，外部企业社会责任和作为内部企业社会责任的一组特定的人力资源实践可以是互补的，并在创造可持续的人类能力方面产生积极的互动。
