Social responsability and organizational identification: implications for human resource management
Keywords:
Corporate social responsability, employee organizational, identification affective commitment, organizational behavior, micro-CSR, managerial implications, human resource managementAbstract
Socially responsible initiatives are undisputed generators of a higher level of sense of belonging of employees as members of an organization. This phenomenon, in turn, promotes favorable results at the individual, group, organizational and even institutional level. The present work gathers the practical implications for managing human resources derived from the causal link indicated by prior empirical studies. To do this, we start from a preliminary process of bibliometric analysis and manual screening, which selects the conclusions of influential empirical works in the relevant literature regarding the relationship between corporate social responsibility and the organizational identification of employees. As a consequence, the work converges in a decalogue of valuable practices for managers and human resources professionals who, in the field, intend to cultivate this relationship. In this way, the work allows the use of relevant theoretical contributions in the particular area of study and puts it at disposal of the managerial practice.
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