Corporate social responsibility, human resources management and well-being

Abstract

This symposium intends to constitute a privileged space of debate around the themes of corporate social responsibility, human resources management and well-being at work. These are three subjects that currently have a significant space in the lives of organizations, and therefore it is important to establish influences and impacts, in particular in the attitudes and behavior of organizational actors. With this objective, eight research papers were selected for this symposium. The papers are organized in two sessions.

At the first session the debate focuses on the relationship between organizational culture and well-being at work. The first research analyzes the relationship between the perception of different organizational values and the well-being of employees of a public administration service, revealing that who perceives a more balanced culture profile reports higher levels of well-being. The second research also has as object of study the relationship between organizational culture and well-being, but the focus is now on understanding the person-job fit as potential mediating mechanisms. The results show that the adjustment to the function intervenes in the relationship between certain models of culture and well-being, which reinforces the need to continue to invest in the analysis of psychosocial processes involved in this relationship. The third research explores the relationship between organizational culture and affective well-being at work and the role of person-organization fit on a sample of police officers, revealing that the fit to the organization has a positive contribution to the well-being of individuals, specifically in what concerns the positive dimensions of well-being. The fourth research moves the debate to the issue of corporate social responsibility, exploring the existence of a socially responsible internal communication and its impact at the level of the affective commitment.

The second session continues the debate on the relationship between corporate social responsibility, human resources management and well-being. The first research of the session analyzes the relationship between the perceptions of corporate social responsibility and those of risk of accidents at work in the context of transport and driving instruction employees. Results reinforce the importance of considering the perception that workers have of the corporate strategy of social responsibility in the study of occupational accidents and also their individual positioning in relation to the risk of an accident at work. The third research explores the role of three psychosocial variables (organizational identification, justice and image) in the relationship between corporate social responsibility and two important indicators of well-being: job satisfaction and affective commitment. The third research gives, to a certain extent, sequence to the previous one by empirically testing how employees’ perceptions of corporate social responsibility predict organizational citizenship behaviors, both directly and through the mediation of affective commitment, job satisfaction and psychological well-being. Results reveal that both affective commitment and job satisfaction mediate the relationship between the perceptions of corporate social responsibility and organizational citizenship behavior. Finally, the last research focuses the impact of corporate social responsibility in a different public: prospective employees. Findings show that the perceived level of engagement in socially responsible practices contributes to triggering the process that leads individuals to evaluate an organization as a good place to work, suggesting that, to attract candidates, information related to corporate social performance should be considered by recruiters alongside with information about other organizational and job characteristics.