The mediating role of person-organization fit in the relationship between socially responsible-hrm practices and employee engagement

Research output: Contribution to journalArticle

Abstract

Purpose of study: This study investigates the relationship between employee engagement and Corporate Social Responsibility (CSR), which draws insights from social exchange theory. Specifically, it examines the effect of socially responsible human resource management practices (SR-HRM) on employee engagement. Methodology: The empirical work in the present study was conducted in Malaysia. The measurement instruments for Socially Responsible HRM Practices, P-O Fit, and employee engagement were adopted. The analysis in this study is based on a sample of 94 MBA students in a well-known public university in Malaysia. Result: The results emphasize that SR-HRM practices are positively related to employee engagement. Besides, P-O fit partially mediates this relationship. Implications: Thus, this study contributes to the literature by clarifying the relationship between CSR practices and employee's attitudes. In addition, it explores the mediation mechanism to provide a better understanding of the relationship.

Original languageEnglish
Pages (from-to)434-441
Number of pages8
JournalHumanities and Social Sciences Reviews
Volume7
Issue number5
DOIs
Publication statusPublished - Sep 2019

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employee
organization
human being
human resource management
social responsibility
Malaysia
exchange theory
measurement method
mediation
Person
Employees
university
methodology
student
Corporate Social Responsibility
Human Resource Management

Keywords

  • Corporate Social Responsibility (CSR)
  • Employee Engagement (EE)
  • Person-organization Fit (P-O fit)
  • Social exchange theory
  • Socially Responsible HRM (SR-HRM)

ASJC Scopus subject areas

  • Arts and Humanities(all)
  • Social Sciences(all)

Cite this

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title = "The mediating role of person-organization fit in the relationship between socially responsible-hrm practices and employee engagement",
abstract = "Purpose of study: This study investigates the relationship between employee engagement and Corporate Social Responsibility (CSR), which draws insights from social exchange theory. Specifically, it examines the effect of socially responsible human resource management practices (SR-HRM) on employee engagement. Methodology: The empirical work in the present study was conducted in Malaysia. The measurement instruments for Socially Responsible HRM Practices, P-O Fit, and employee engagement were adopted. The analysis in this study is based on a sample of 94 MBA students in a well-known public university in Malaysia. Result: The results emphasize that SR-HRM practices are positively related to employee engagement. Besides, P-O fit partially mediates this relationship. Implications: Thus, this study contributes to the literature by clarifying the relationship between CSR practices and employee's attitudes. In addition, it explores the mediation mechanism to provide a better understanding of the relationship.",
keywords = "Corporate Social Responsibility (CSR), Employee Engagement (EE), Person-organization Fit (P-O fit), Social exchange theory, Socially Responsible HRM (SR-HRM)",
author = "Rawshdeh, {Zainab Ali} and Makhbul, {Zafir Khan Mohamed} and Alam, {Syed Shah}",
year = "2019",
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language = "English",
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pages = "434--441",
journal = "Humanities and Social Sciences Reviews",
issn = "2395-6518",
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AU - Alam, Syed Shah

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N2 - Purpose of study: This study investigates the relationship between employee engagement and Corporate Social Responsibility (CSR), which draws insights from social exchange theory. Specifically, it examines the effect of socially responsible human resource management practices (SR-HRM) on employee engagement. Methodology: The empirical work in the present study was conducted in Malaysia. The measurement instruments for Socially Responsible HRM Practices, P-O Fit, and employee engagement were adopted. The analysis in this study is based on a sample of 94 MBA students in a well-known public university in Malaysia. Result: The results emphasize that SR-HRM practices are positively related to employee engagement. Besides, P-O fit partially mediates this relationship. Implications: Thus, this study contributes to the literature by clarifying the relationship between CSR practices and employee's attitudes. In addition, it explores the mediation mechanism to provide a better understanding of the relationship.

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