Vu Thinh-Van
Department of Human Resource Management, Thuongmai University, Hanoi, Vietnam.
Heliyon. 2022 Nov 16;8(11):e11563. doi: 10.1016/j.heliyon.2022.e11563. eCollection 2022 Nov.
In an uncertain economy and a globalized world, socially responsible human resource management (HRM) is pivotal to the long-term growth of organizations. This research employed social exchange theory and social identity theory to analyze the correlations between employees' perceptions of socially responsible HRM, organizational identification, and job performance. This research also explored the moderating effect of employees' perceptions of their organization's response to a global crisis such as the COVID-19 pandemic on the relationship between organizational identification and job performance. Analyzing the survey data from 367 respondents using partial least squares structural equation modeling (PLS-SEM) with SmartPLS 3.2 software, this study found that HRM that is perceived to be socially responsible positively influences organizational identification and job performance. Moreover, the study found that organizational identification serves as a mediator between socially responsible HRM and work performance. It also revealed that perceived organizational response to a crisis such as the COVID-19 pandemic positively influences employees' job performance and negatively moderates the nexus between organizational identification and job performance. This study clarified the role of socially responsible HRM and organizational reactions to a crisis in promoting employee job performance.
在经济形势不明朗和全球化的世界中，具有社会责任感的人力资源管理（HRM）对组织的长期发展至关重要。本研究运用社会交换理论和社会认同理论，分析员工对具有社会责任感的人力资源管理的认知、组织认同与工作绩效之间的相关性。本研究还探讨了员工对其组织应对全球危机（如新冠疫情）的认知对组织认同与工作绩效之间关系的调节作用。本研究使用SmartPLS 3.2软件，通过偏最小二乘结构方程模型（PLS-SEM）对367名受访者的调查数据进行分析，发现被认为具有社会责任感的人力资源管理对组织认同和工作绩效有积极影响。此外，研究发现组织认同在具有社会责任感的人力资源管理与工作绩效之间起中介作用。研究还表明，对诸如新冠疫情等危机的组织应对认知对员工的工作绩效有积极影响，并对组织认同与工作绩效之间的关系起负向调节作用。本研究阐明了具有社会责任感的人力资源管理以及组织对危机的反应在促进员工工作绩效方面的作用。
