An Empirical Study of the Influence Mechanism of Social Responsibe Human Resource Management on Employees' Innovative Behavior: Based on the Chain Mediating Effect of the Perspective of Labor Relations

TIAN Hong; JIANG Chun-yuan

Volume 35 Issue 6

Apr. 2021

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Article Navigation > Journal of Guangdong University of Finance & Economics > 2020 > 35(6): 42-50

TIAN Hong, JIANG Chun-yuan. An Empirical Study of the Influence Mechanism of Social Responsibe Human Resource Management on Employees' Innovative Behavior: Based on the Chain Mediating Effect of the Perspective of Labor Relations[J]. Journal of Guangdong University of Finance & Economics, 2020, 35(6): 42-50.

Citation:

TIAN Hong, JIANG Chun-yuan. An Empirical Study of the Influence Mechanism of Social Responsibe Human Resource Management on Employees' Innovative Behavior: Based on the Chain Mediating Effect of the Perspective of Labor Relations[J]. Journal of Guangdong University of Finance & Economics, 2020, 35(6): 42-50.

Citation:

TIAN Hong, JIANG Chun-yuan. An Empirical Study of the Influence Mechanism of Social Responsibe Human Resource Management on Employees' Innovative Behavior: Based on the Chain Mediating Effect of the Perspective of Labor Relations[J]. Journal of Guangdong University of Finance & Economics, 2020, 35(6): 42-50.

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An Empirical Study of the Influence Mechanism of Social Responsibe Human Resource Management on Employees' Innovative Behavior: Based on the Chain Mediating Effect of the Perspective of Labor Relations

Business school, Jilin University, Changchun 130012, China

Received Date: 2020-04-08
Available Online: 2021-04-26
Publish Date: 2020-12-28

Abstract

Abstract

Based on the cognitive-emotional-behavioral model, this paper explores the impact mechanism of socially responsible human resource management on employees' innovative behavior from the perspective of labor relations. It is found that social responsible human resource management have a positive impact on employees' innovation behavior; person-environment fit and job satisfaction play a role of chain intermediary.When companies conduct socially responsible HRM practices, there is a certain extent of effect upon similar person-environment fit and individual will be satisfied with this effect, thus stimulating their creativity. The objects of CSR activities should not be limited to external stakeholders only; companies can stimulate employees' innovative behaviors by establishing a mechanism for matching individuals with the internal environment through SRHRM practices. This study provides theoretical and practical guidance for SRHRM practices and mechanisms to promote employees' innovative behaviors, and suggestions for the innovative development of enterprises from the perspective of human resource management.
- SRHRM,
- social responsibility,
- person-environment fit,
- stakeholders,
- job satisfaction,
- employees' innovative behavior,
- perspective of labor relations

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References(40)

References

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