According to the concern of modern businesses about the fact that social responsibilities do not have significant benefits for the company, The purpose of the present study was to meta-analyzethe outcomes of previous researches that had been done into the area of human resource management(HRM) social responsibilities.
This article aimed to conduct a metaanalysismethod. According to this approach and using checklists by searching all databases during 39 years (1980-2019), 204 studies were found in this field, which 29 stydies choiced and were analyzed using CMA2 software.
Of the 24 variables identified, 3 variables had effect sizes below 0.3 and weak (12%), 12 variables had effect sizes between 0.3 and 0.5 and moderate (50%), and 9 variables had effect sizes above 0.5 and strong (38%). Emotional commitment and employee retention were identified as the strongest outcomes, respectively.
This study addresses the outcomes of human resource management social responsibilities on employees. Future researches should examine HRM social responsibilities for other stakeholders.Practical Consequences: respectively. The output of this study that has been done for the first time in the studies field of HRM social responsibilities by meta-analysis, can help managers to identify important outcomes and predict actions.Innovation or value of the Article: Identifying the important outcomes HRM social responsibilities on employees by meta-analysis method is the main innovation of this research, which could be considered as a pattern for other researches.
- حق عضویت دریافتی صرف حمایت از نشریات عضو و نگهداری، تکمیل و توسعه مگیران میشود.
- پرداخت حق اشتراک و دانلود مقالات اجازه بازنشر آن در سایر رسانههای چاپی و دیجیتال را به کاربر نمیدهد.