| Pub. Date | : October, 2022 |
|---|---|
| Product Name | : The IUP Journal of Organizational Behavior |
| Product Type | : Article |
| Product Code | : IJOB021022 |
| Author Name | : C Vithya, N Thevanes and A Anton Arulrajah |
| Availability | : YES |
| Subject/Domain | : Arts & Humanities |
| Download Format | : PDF Format |
| No. of Pages | : 21 |
This study aims to examine the relationship between Socially Responsible-Human Resource Management (SR-HRM) practices and Organizational Citizenship Behavior (OCB) of employees. It examines the influence of three dimensions of SR-HRM, namely, Legal Compliance Human Resource Management (LC-HRM), Employee-Oriented Human Resource Management (EO-HRM) and General Corporate Social Responsibility Facilitation of Human Resource Management (GF-HRM), on employee OCB. In order to achieve the study objective, primary data was collected from 200 employees of a manufacturing company operating in Nuwara-Eliya district of Sri Lanka. Correlation analysis was used to test the research model. It was found that there is a significant and positive relationship between LC-HRM practices and employee OCB, EO-HRM practices and employee OCB and GF-HRM practices and employee OCB. The overall findings of the study suggest that SR-HRM practices have a significant and positive association with employee OCB.
The amount of attention given to the area of social responsibility by both management and society has increased in recent years (Certo and Certo, 2015). According to Willard (2012), Corporate Social Responsibility (CSR) initiatives and practices have materialized as a powerful platform for meriting the organization's social performance to establish its image as a socially responsible organization. CSR is becoming an indispensable