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Drivers and Barriers in Socially Responsible Human Resource Management

Author

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  • Jesus Barrena-Martinez

    (Faculty of Economics and Business, University of Cadiz, C/Enrique Villegas Velez, nº 2, 11002 Cadiz, Spain)

  • Macarena López-Fernández

    (Faculty of Economics and Business, University of Cadiz, C/Enrique Villegas Velez, nº 2, 11002 Cadiz, Spain)

  • Pedro M. Romero-Fernandez

    (Faculty of Economics and Business, University of Cadiz, C/Enrique Villegas Velez, nº 2, 11002 Cadiz, Spain)

Abstract

The current recession has caused a large number of companies to reevaluate their valuable resources and ways to preserve and invest those resources. Given the relevance of employees as key stakeholders, developing a socially responsible orientation in human resource management for taking care of workers and their needs must be an essential process for business success. This study, based on stakeholder theory and a social integrative approach, examines the main drivers and barriers in the implementation of socially responsible actions in human resource management. The research uses a quantitative analysis based on questionnaires responded to by 85 human resource managers from large Spanish companies. We conclude that there are two significant drivers of socially responsible actions in human resource management (HRM): access to public subsidies and the improvement of the working environment. The main significant barriers highlighted by human resource managers are conflicts in decisions with boards and/or management teams and the lack of employees’ acceptance. The professional implications of the research are discussed at the end of the paper.

Suggested Citation

  • Jesus Barrena-Martinez & Macarena López-Fernández & Pedro M. Romero-Fernandez, 2018. "Drivers and Barriers in Socially Responsible Human Resource Management," Sustainability, MDPI, vol. 10(5), pages 1-14, May.
    • Handle: RePEc:gam:jsusta:v:10:y:2018:i:5:p:1532-:d:145827
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    References listed on IDEAS

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    Cited by:

    1. Po-Chien Chang & Ting Wu & Chen-Lin Liu, 2018. "Do High-Performance Work Systems Really Satisfy Employees? Evidence from China," Sustainability, MDPI, vol. 10(10), pages 1-14, September.
    2. Afshin Omidi & Cinzia Dal Zotto, 2022. "Socially Responsible Human Resource Management: A Systematic Literature Review and Research Agenda," Sustainability, MDPI, vol. 14(4), pages 1-20, February.
    3. Živilė Stankevičiūtė & Asta Savanevičienė, 2018. "Raising the Curtain in People Management by Exploring How Sustainable HRM Translates to Practice: The Case of Lithuanian Organizations," Sustainability, MDPI, vol. 10(12), pages 1-31, November.
    4. Živilė Stankevičiūtė & Asta Savanevičienė, 2018. "Designing Sustainable HRM: The Core Characteristics of Emerging Field," Sustainability, MDPI, vol. 10(12), pages 1-23, December.
    5. Jabir Ali & Ishrat Naaz & Tabassum Ali, 2024. "Does corporate social responsibility improve value-added intellectual capital efficiency in food and agribusiness firms in India?," International Journal of Disclosure and Governance, Palgrave Macmillan, vol. 21(1), pages 93-106, March.
    6. Yi-Bin Li & Gui-Qing Zhang & Tung-Ju Wu & Chi-Lu Peng, 2020. "Employee’s Corporate Social Responsibility Perception and Sustained Innovative Behavior: Based on the Psychological Identity of Employees," Sustainability, MDPI, vol. 12(20), pages 1-15, October.
    7. Carlos Ferro-Soto & Luz Amparo Macías-Quintana & Paula Vázquez-Rodríguez, 2018. "Effect of Stakeholders-Oriented Behavior on the Performance of Sustainable Business," Sustainability, MDPI, vol. 10(12), pages 1-27, December.
    8. Mauricio Latapí & Lára Jóhannsdóttir & Brynhildur Davíðsdóttir & Mette Morsing, 2021. "The Barriers to Corporate Social Responsibility in the Nordic Energy Sector," Sustainability, MDPI, vol. 13(9), pages 1-30, April.
    9. Carlos Poblete & Felipe Rifo & Joana Huaman, 2021. "The Role of Circular Business Modeling in the Entrepreneurial Identity-Construction Process," Sustainability, MDPI, vol. 13(23), pages 1-25, December.
    10. Mónica Santana & Rafael Morales-Sánchez & Susana Pasamar, 2020. "Mapping the Link between Corporate Social Responsibility (CSR) and Human Resource Management (HRM): How Is This Relationship Measured?," Sustainability, MDPI, vol. 12(4), pages 1-28, February.
    11. Živilė Stankevičiūtė & Eglė Staniškienė & Urtė Ciganė, 2020. "Sustainable HRM as a Driver for Innovative Work Behaviour: Do Respect, Openness, and Continuity Matter? The Case of Lithuania," Sustainability, MDPI, vol. 12(14), pages 1-29, July.
    12. Al-Amin Md. & Akter Refa & Akter Ayesha & Uddin Md. Aftab & Mamun Abdullah Al, 2021. "Socially Responsible Human Resource Management and Voluntary Environmental Behavior: Moderating the Effect of Ecocentric Leadership," Journal of Management and Business Administration. Central Europe, Sciendo, vol. 29(2), pages 147-168, June.
    13. Farid Ahammad Sobhani & Amlan Haque & Shafiqur Rahman, 2021. "Socially Responsible HRM, Employee Attitude, and Bank Reputation: The Rise of CSR in Bangladesh," Sustainability, MDPI, vol. 13(5), pages 1-17, March.
    14. Francesco Gangi & Dario Salerno & Antonio Meles & Lucia Michela Daniele, 2019. "Do Corporate Social Responsibility and Corporate Governance Influence Intellectual Capital Efficiency?," Sustainability, MDPI, vol. 11(7), pages 1-25, March.

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