Skip to main content
SpringerLink
Log in

Socially Responsible Human Resources Management, Perceived Organizational Morality, and Employee Well-being

  • Published:
Public Organization Review Aims and scope Submit manuscript

Abstract

The aim of this investigation is to explore the process linking socially responsible human resource management (SRHRM) to employee well-being. The data were collected from a sample of nurses (n = 349) working in a large public hospital in Egypt. The results indicate that positive employee perceptions of organizational morality arising from SRHRM led to an enhanced state-based positive affect at work and ultimately increased employee vitality. This investigation contributes to the HRM literature by examining the impact of employees’ perceptions of HRM practices that incorporate indicators of employee social performance in corporate performance appraisals and reward systems, on employee vitality at work.

This is a preview of subscription content, log in via an institution to check access.

Access this article

Log in via an institution

Price excludes VAT (USA)
Tax calculation will be finalised during checkout.

Instant access to the full article PDF.

Institutional subscriptions

Fig. 1

Similar content being viewed by others

References

  • Abdelmotaleb, M., & Saha, S. K. (2018). Corporate social responsibility, public service motivation, and organizational citizenship behavior in public sector. International Journal of Public Administration. https://doi.org/10.1080/01900692.2018.1523189.

  • Abdelmotaleb, M., Metwally, A. B., & Saha, S. K. (2018). Exploring the impact of being perceived as a socially responsible organization on employee creativity. Management Decision, 56(11), 2325–2340.

    Article  Google Scholar 

  • Anderson, J. C., & Gerbing, D. D. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411–423.

    Article  Google Scholar 

  • Baruch, Y., Grimland, S., & Vigoda-Gadot, E. (2014). Professional vitality and career success: Mediation, age and outcomes. European Management Journal, 32(3), 518–527.

    Article  Google Scholar 

  • Basch, J., & Fisher, C. D. (2000). Affective events – Emotion matrix: A classification of work events and associated emotions. In N. M. Ashkanasy, C. E. J. Hartel, & W. J. Zerbe (Eds.), Emotions in the workplace: Research, theory and practice (pp. 36–48). Westport: Quorum Books.

    Google Scholar 

  • Boon, C., Hartog, D. N., Boselie, P., & Paauwe, J. (2011). The relationship between perceptions of HR practices and employee outcomes: Examining the role of person-organization and person-job fit. International Journal of Human Resource Management, 22(1), 138–162.

    Article  Google Scholar 

  • Byrne, B. M. (2010). Structural equation modeling with Amos: Basic concepts, applications, and programming (2nd ed.). New York: Routledge Academy.

    Google Scholar 

  • Carmeli, A. (2009). Chapter 3 positive work relationships, vitality, and job performance, in Charmine E.J. Hartel, Neal M. Ashkanasy, Wilfred J. Zerbe (ed.) Emotions in groups, organizations and cultures (Research on emotions in organizations, Volume 5) Emerald Group Publishing Limited, pp. 45-71.

  • Carmeli, A., & Spreitzer, G. M. (2009). Trust, connectivity, and thriving: Implications for innovative behaviors at work. Journal of Creative Behavior, 43(3), 169–191.

    Article  Google Scholar 

  • De Roeck, K., El-Akremi, A., & Swaen, V. (2016). Consistency matters! How and when does corporate social responsibility affect employees’ organizational identification? Journal of Management Studies, 53(7), 1141–1168.

    Article  Google Scholar 

  • Dögl, C., & Holtbrügge, D. (2014). Corporate environmental responsibility, employer reputation and employee commitment: An empirical study in developed and emerging economies. International Journal of Human Resource Management, 25(12), 1739–1762.

    Article  Google Scholar 

  • Ellemers, N. (2017). Morality and the regulation of social behavior: Groups as moral anchors. Milton Park: Routledge/ Taylor & Francis.

    Book  Google Scholar 

  • Ellemers, N., Pagliaro, S., Barreto, M., & Leach, C. W. (2008). Is it better to be moral than smart? The effects of morality and competence norms on the decision to work at group status improvement. Journal of Personality and Social Psychology, 95(6), 1397–1410.

    Article  Google Scholar 

  • Ellemers, N., Kingma, L., Burgt, J. V., & Barreto, M. (2011). Corporate social responsibility as a source of organizational morality, employee commitment and satisfaction. Journal of Organizational Moral Psychology, 1(2), 97–124.

    Google Scholar 

  • Fornell, C. D., & Larcker, F. (1981). Evaluating structural equation models with unobservable variables and measurement errors. Journal of Marketing Research, 18(1), 39–50.

    Article  Google Scholar 

  • Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. The American Psychologist, 53(3), 218–226.

    Article  Google Scholar 

  • Glavas, A., & Kelley, K. (2014). The effects of perceived corporate social responsibility on employee attitudes. Business Ethics Quarterly, 24(2), 165–202.

    Article  Google Scholar 

  • Gould-Williams, J. (2007). HR practices, organizational climate and employee outcomes: Evaluating social exchange relationships in local government. International Journal of Human Resource Management, 18(9), 1627–1647.

    Article  Google Scholar 

  • Gould-Williams, J. S., Mostafa, A. M. S., & Bottomley, P. (2015). Public service motivation and employee outcomes in the Egyptian public sector: Testing the mediating effect of person-organization fit. Journal of Public Administration Research and Theory, 25(1), 597–622.

    Article  Google Scholar 

  • Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderate tests, and research implications for the next millennium. Journal of Management, 26(3), 463–488.

    Article  Google Scholar 

  • Gunzler, D., Wu, T., & Zhang, H. (2013). Introduction to mediation analysis with structural equation modeling. Shanghai Archives of Psychology, 25(6), 390–394.

    Google Scholar 

  • Haidt, J., & Graham, J. (2007). When morality opposes justice: Conservatives have moral intuitions that liberals may not recognize. Social Justice Research, 20(1), 98–116.

    Article  Google Scholar 

  • Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis: A global perspective (7th ed.). London: Pearson.

    Google Scholar 

  • Hameed, I., Riaz, Z., Arain, G. A., & Farooq, O. (2016). How do internal and external CSR affect employees' organizational identification? A perspective from the group engagement model. Frontiers in Psychology, 7(May), 788–801.

    Google Scholar 

  • Kark, R., & Carmeli, A. (2009). Alive and creating: The mediating role of vitality and aliveness in the relationship between psychological safety and creative work involvement. Journal of Organizational Behavior, 30(6), 785–804.

    Article  Google Scholar 

  • Kundu, S. C., & Gahlawat, N. (2015). Socially responsible HR practices and employees’ intention to quit: The mediating role of job satisfaction. Human Resource Development International, 18(4), 387–406.

    Google Scholar 

  • Leach, C. W., Ellemers, N., & Barreto, M. (2007). Group virtue: The importance of morality (vs. competence and sociability) in the positive evaluation of in-groups. Journal of Personality and Social Psychology, 93(2), 234–249.

    Article  Google Scholar 

  • Lucas, R. E., & Baird, B. M. (2004). Extraversion and emotional reactivity. Journal of Personality and Social Psychology, 86(3), 473–485.

    Article  Google Scholar 

  • Meeker, W., & Escobar, L. (1998). Statistical Methods for Reliability Data, Wiley Series in Probability and Statistics. Applied Probability and Statistics, Wiley, New York, NY and Toronto.

  • Miller, D. N. (2011). Positive affect. In S. Goldstein & J. A. Naglieri (Eds.), Encyclopedia of child behavior and development. Boston: Springer.

    Google Scholar 

  • Molina, L. (2016). Morality and competence of organizations: Effects on perceived organizational prestige, positive worth-of-mouth behaviour and organizational citizenship behaviour of employees, and the role of moral disengagement. Master Thesis, available online at: http://hdl.handle.net/1887/41175

  • Moon, T., Hur, W., Ko, S., Kim, J., & Yoon, S. (2014). Bridging corporate social responsibility and compassion at work: Relations to organizational justice and affective commitment. Career Development International, 19(1), 49–72.

    Article  Google Scholar 

  • Newman, A., Miao, Q., Hofman, P. S., & Zhu, C. J. (2016). The impact of socially responsible human resource management on employees' organizational citizenship behaviour: The mediating role of organizational identification. International Journal of Human Resource Management, 27(4), 440–455.

    Article  Google Scholar 

  • Nishii, L. H., Lepak, D. P., & Schneider, B. (2008). Employee attributions of the "why" of HR practices: Their effects on employee attitudes and behaviors, and customer satisfaction. Personnel Psychology, 31(3), 503–545.

    Article  Google Scholar 

  • Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric theory. New York: McGrawHill.

    Google Scholar 

  • Paterson, T. A., Luthans, F., & Jeung, W. (2014). Thriving at work: Impact of psychological capital and supervisor support. Journal of Organizational Behavior, 35(3), 434–446.

    Article  Google Scholar 

  • Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioural research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903.

    Article  Google Scholar 

  • Racelis, A. D. (2010). Relationship between employee perceptions of corporate ethics and organizational culture: An exploratory study. Asia Pacific Management Review, 15(2), 251–260.

    Google Scholar 

  • Ryan, R. M., & Deci, E. L. (2001). On happiness and human potentials: A review of research on hedonic and eudaimonic well-being. Annual Review of Psychology, 52(1), 141–166.

    Article  Google Scholar 

  • Ryan, R. M., & Frederick, C. (1997). On energy, personality, and health: Subjective vitality as a dynamic reflection of well-being. Journal of Personality, 65(3), 529–565.

    Article  Google Scholar 

  • Ryan, R. M., Bernstein, J. H., & Brown, K. W. (2010). Weekends, work, and well-being: Psychological need satisfactions and day of the week effects on mood, vitality, and physical symptoms. Journal of Social and Clinical Psychology, 29(1), 95–122.

    Article  Google Scholar 

  • Shen, B., & Benson, J. (2016). When CSR is a social norm: How socially responsible human resources management affects employee work behavior. Journal of Management, 42(6), 1723–1746.

    Article  Google Scholar 

  • Shen, J., & Zhang, H. (2017). Socially responsible human resource management and employee support for external CSR: roles of organizational CSR climate and perceived CSR directed toward employees. Journal of Business Ethics. https://doi.org/10.1007/s10551-017-3544-0.

  • Shen, J., & Zhu, C. J. (2011). Effects of socially responsible human resource management on employee organizational commitment. International Journal of Human Resource Management, 22(15), 3020–3035.

    Article  Google Scholar 

  • Skudiene, V., & Auruskeviciene, V. (2012). The contribution of corporate social responsibility to internal employee motivation. Baltic Journal of Management, 7(1), 49–67.

    Article  Google Scholar 

  • Suhr, D. (2006). Exploratory or confirmatory factor analysis? Proceedings of the 31st Annual SAS? Users Group International Conference. Cary, NC: SAS Institute Inc., Paper Number: 200-31.

  • Sun, L., Aryee, S., & Law, K. S. (2007). High-performance human resource practices, citizenship behavior, and organizational performance: A relational perspective. Academy of Management Journal, 50(3), 558–577.

    Article  Google Scholar 

  • Tummers, L., Steijn, B., Nevicka, B., & Heerema, M. (2016). The effects of leadership and job autonomy on vitality: Survey and experimental evidence. Review of Public Personnel Administration, 38(3), 355–377.

    Article  Google Scholar 

  • Vanhala, M., & Ritala, P. (2016). HRM practices, impersonal trust and organizational innovativeness. Journal of Managerial Psychology, 31(1), 95–109.

    Article  Google Scholar 

  • Vigoda-Gadot, E., Eldor, L., & Schohat, L. M. (2013). Engage them to public service: Conceptualization and empirical examination of employee engagement in public administration. The American Review of Public Administration, 43(5), 518–538.

    Article  Google Scholar 

  • Warr, P. (1990). The measurement of well-being and other aspects of mental health. Journal of Occupational Psychology, 63(3), 197–217.

    Article  Google Scholar 

  • Weiss, H. M., & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. Research in Organizational Behavior, 18(1), 1–74.

    Google Scholar 

  • Wright, P. M., Gardner, T. M., Moynihan, L. M., & Allen, M. R. (2005). The relationship between HR practices and firm performance: Examining causal order. Personnel Psychology, 58(2), 409–446.

    Article  Google Scholar 

  • Zehir, C., Muceldili, B., & Zehir, S. (2012). The moderating effect of ethical climate on the relationship between job satisfaction and organizational commitment: Evidence from large companies in Turkey. Procedia Social and Behavioral Sciences, 58(12), 734–743.

    Article  Google Scholar 

Download references

Author information

Authors and Affiliations

  1. Faculty of Commerce, Assiut University, Assiut, Egypt

    Moustafa Abdelmotaleb

  2. Memorial University of Newfoundland, St. John’s, Canada

    Sudhir K. Saha

Authors
  1. Moustafa Abdelmotaleb
    View author publications

    You can also search for this author in PubMed Google Scholar

  2. Sudhir K. Saha
    View author publications

    You can also search for this author in PubMed Google Scholar

Corresponding author

Correspondence to Moustafa Abdelmotaleb.

Ethics declarations

Conflict of Interest

Moustafa Abdelmotaleb declares that he has no conflict of interest. Sudhir K. Saha declares that he has no conflict of interest.

- All procedures performed in the study were in accordance with the ethical standards of the institutional and/or national research committee and with the 1964 Helsinki declaration and its later amendments or comparable ethical standards.

- Informed consent was obtained from all individual participants included in the study.

- The authors received no funding for this research work.

Additional information

Publisher’s Note

Springer Nature remains neutral with regard to jurisdictional claims in published maps and institutional affiliations.

Rights and permissions

Reprints and permissions

About this article

Check for updates. Verify currency and authenticity via CrossMark

Cite this article

Abdelmotaleb, M., Saha, S.K. Socially Responsible Human Resources Management, Perceived Organizational Morality, and Employee Well-being. Public Organiz Rev 20, 385–399 (2020). https://doi.org/10.1007/s11115-019-00447-3

Download citation

  • Published:

  • Issue Date:

  • DOI: https://doi.org/10.1007/s11115-019-00447-3

Keywords

Search

Navigation