The Role Socially Responsible-HRM Practices in Employee Engagement The Mediating Effect of Person-Organization Fit

Abstract

With the Growing evidence that Corporate Social Responsibility (CSR) and Employee engagement generate multiple pivotal benefits for both organization and employee, and, the increasing interest about the positive effect of organization social responsibility on employee work engagement. Accordingly, the attempt of the current study is to contribute to the emergent body of the literature by providing further insights about the importance of CSR to employee engagement. It opens the black boxes by exploring the mediation effect of Person-Organization Fit in this relationship. Furthermore, by adopting Socially Responsible HRM practices it examine the relationship using different practices of CSR. In addition, it responds to recent calls for more research on the mechanisms that explain how CSR practices affect individual attitudes, and to explore the impact of mediation toward a better and more complete understanding of the outcomes of CSR.

The three proposed hypothesis by the current study were supported . Results indicated that there is a postivie relationship between socially responsible HRM practices and employee engagement. While person-organization fit also partially mediate this realtionship.