Article 3, Volume 3 Issue 1:

An analysis of CSR in human resource management practices and its impact on employee job satisfaction in Catalonia, Spain

Author

Dolors Celma – (Tecnocampus – Universitat Pompeu Fabra)

Esther Martínez-García – (Universitat de Girona)

Josep Mª Raya – (Tecnocampus – Universitat Pompeu Fabra)

Received June 8, 2016; accepted November 5, 2016.

Abstract

Incorporating Corporate Social Responsibility (CSR) into HRM may be a way of integrating employee wellbeing within the workplace. This article provides an empirical analysis of the impact CSR human resource management practices (HRMP) have on job satisfaction (JS). Our aim is to determine which practices contribute most to enhancing employee JS. In an attempt to be as comprehensive as possible, the analysis includes a broad array of HRMP and different dimensions of JS as well as overall JS. Results taken from a representative sample of 1,647 Spanish employees in Catalonia show that in general CSR in HRMP increases JS; some practices (such as wage level) are only relevant for specific dimensions of JS, while others (such as job security) stand out due to their positive effects on all or the majority of JS dimensions. Implications for policymakers and firms interested in attracting and retaining employees by creating high JS are discussed.

La incorporación de la Responsabilidad Social Corporativa (RSC) en la gestión de recursos humanos puede ser una forma de integrar el bienestar de los empleados en el lugar de trabajo. Este artículo proporciona un análisis empírico del impacto que las prácticas de gestión de recursos humanos de RSC (HRMP) tienen en la satisfacción laboral (JS). Nuestro objetivo es determinar qué prácticas contribuyen más a mejorar JS de los empleados. En un intento por ser lo más completo posible, el análisis incluye una amplia gama de HRMP y diferentes dimensiones de JS, así como JS en general. Los resultados tomados de una muestra representativa de 1.647 empleados españoles en Cataluña muestran que, en general, la RSC en HRMP aumenta JS; algunas prácticas (como el nivel salarial) solo son relevantes para dimensiones específicas de JS, mientras que otras (como la seguridad laboral) se destacan por sus efectos positivos en todas o la mayoría de las dimensiones de JS. Se discuten las implicaciones para los formuladores de políticas y las empresas interesadas en atraer y retener a los empleados mediante la creación de un alto nivel de JS.

Citation

Dolors Celma-Benaiges, M., Martínez-García, E., & Raya, J. (2016). An analysis of CSR in human resource management practices and its impact on employee job satisfaction in Catalonia, Spain. European Accounting and Management Review3(1), 45-71.

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