Effect of Human Resource Management Practices and Corporate Social Responsibility Disclosure on Employee Outcomes: Examining the Moderating Role of Trust in Management-Reference-Cited by-同舟云学术

Effect of Human Resource Management Practices and Corporate Social Responsibility Disclosure on Employee Outcomes: Examining the Moderating Role of Trust in Management

Published:2023-12-20 Issue:3 Volume:12 Page:835-843
ISSN:2409-9368
Container-title:Bulletin of Business and Economics (BBE)
language:
Short-container-title:BBE

Author:

Malik Muhammamd Shaukat,Malik` Fareeha,Aslam Laraib

Abstract

This paper has examined the relationship among HRM practices, CSR disclosure and employee outcomes. This study contributes to previous literature by examining the moderating impact of trust in management among HRM practices_ employee outcomes, and CSR disclosure_employee outcomes relationships. Based on theory of Social information processing (SIP) trust in management was taken as moderator among HRM practices and employee outcomes. While, on the basis of Social exchange theory (SET) trust in management was taken as moderator among CSR disclosure and employee outcomes. This study sample consist of 250 managerial employees from banking sector of Pakistan. Primary data was collected through physical distribution of structured questionnaires and analysed using various statistical tools like, correlation and regression analysis with the help of SPSS software. Results showed affirmative link among HRM practices, CSR disclosure and employee outcomes. Moderation of trust in management among above relations is also confirmed.

Publisher

Research for Humanity (Private) Limited

Reference87 articles.

1. Abbas, W., & Wu, W. (2018). Employee engagement, fairness and trust: An empirical assessment. Human Systems Management, 37(3), 287-297.

2. Absar, M. M. N., Azim, M. T., Balasundaram, N., & Akhter, S. (2010). Impact of human resources practices on job satisfaction: Evidence from manufacturing firms in Bangladesh. Economic Sciences Series, 62(2), 31-42.

3. Ahmad, R., & Islam, T. (2018). Relationships between Corporate Social Responsibility, Work Engagement and Organizational Commitment: Explanatory Role of Organizational Identification. Journal of Behavioural Sciences, 28(2).

4. Ahmed, U., Majid, A. H. A., & Zin, M. L. M. (2016). HR Moderating HR: Critical link between Developmental HR Practices and work engagement in a Moderated Model. Management Review: An International Journal, 11(2), 4.

5. Akin, A., & Yilmaz, I. (2016). Drivers of corporate social responsibility disclosures: Evidence from Turkish banking sector. Procedia Economics and Finance, 38, 2-7.