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The Relevance of Corporate Social Responsibility for a Sustainable Human Resource Management: An Analysis of Organizational Attractiveness as a Determinant in Employees’ Selection of a (Potential) Employer

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  • Lis, Bettina

Abstract

Corporate Social Responsibility (CSR) has become a central issue of business management in recent years. This study aims to add to the literature by pointing out the relevance of CSR for a Sustainable Human Resource Management (HRM). In particular this research investigates job seekers’ perceptions of CSR. The paper focuses on the importance of CSR with in the process of selecting potential employers by analyzing the impact of four different CSR-dimensions upon organizational attractiveness. To address this issue, a policy-capturing study was conducted. Generally the paper provides evidence that each aspect of CSR has a specific effect on organizational attraction. Referring to Sustainable Management the study reveals that CSR seems to be an effective tool to attract potential employees. If organizations are willing to provide Sustainable HRM practices they can become an employer-of-choice.

Suggested Citation

  • Lis, Bettina, 2012. "The Relevance of Corporate Social Responsibility for a Sustainable Human Resource Management: An Analysis of Organizational Attractiveness as a Determinant in Employees’ Selection of a (Potential) Emp," management revue. Socio-economic Studies, Rainer Hampp Verlag, vol. 23(3), pages 279-295.
  • Handle: RePEc:rai:mamere:1861-9908_mrev_2012_3_lis
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    File URL: http://www.hampp-verlag.de/hampp_e-journals_mrev.htm#312
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    Cited by:

    1. Ana Patrícia Duarte & Daniel Roque Gomes & José Gonçalves das Neves, 2014. "Finding the Jigsaw Piece for Our Jigsaw Puzzle with Corporate Social Responsibility: The Impact of CSR on Prospective Applicants’ Responses," Working Papers Series 2 14-03, ISCTE-IUL, Business Research Unit (BRU-IUL).

    More about this item

    Keywords

    corporate social responsibility; Sustainable Human Resource Management; organizational attractiveness; prospective employees; sustainability;

    JEL classification:

    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M14 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Corporate Culture; Diversity; Social Responsibility
    • M50 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - General

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