“Socially Responsible HRM Scale 社会责任型人力资源管理量表”的版本间的差异

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== 简介 ==
 
== 简介 ==
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SRHRM (Socially Responsible HRM) goes beyond providing employees with superior pay and working conditions and may include recruiting and retaining socially responsible employees, providing CSR (Corporate Social Responsibility) training, and taking account of employees’ social contributions in promotion, performance appraisal, and remuneration (Orlitzky & Swanson, 2006; Shen & Zhu, 2011). As such, SRHRM is not only an integral part of CSR initiatives but also an important tool for its successful implementation as it is through employees that the objectives of CSR are achieved.
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社会责任型人力资源管理(Socially Responsible HRM) 是指超越为员工提供优越的薪酬和工作条件，包括招聘和留住员工的社会责任，提供CSR（企业社会责任）的培训，以提升员工的社会贡献，绩效考核和薪酬(Orlitzky & Swanson, 2006; Shen & Zhu, 2011)。因此，社会责任型人力资源管理不仅是企业社会责任的举措的一个组成部分，也是它成功实施是通过员工对企业社会责任的目标得以实现的重要工具。
  
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Socially responsible HRM was measured using six items from Orlitzky and Swanson (2006) in the research of Shen & Benson (2016). The questionnaire they used was developed in English and translated into Chinese by a bilingual academic and back-translated into English independently by another bilingual academic. To test the applicability of, and further explore potential items for, the proposed measures, they conducted focus group discussions with 20 full-time MBA students in China. Following these discussions, a pilot study of 30 employees in three Chinese companies was conducted. The results showed that the Chinese version of the questionnaire was suitable for use with Chinese employees.
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量表是英文的并由语言学家翻译成了中文，并由另外一位语言学家回译成了英文。在三家中国公司对30名员工进行的研究结果显示，量表的中文版本适合中国员工。
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Shen & Benson (2016) collected the data for this study from 35 manufacturing companies in China in 2010. To achieve a representative and balanced distribution of employee responses, they asked, and assisted, the HR manager in each company to randomly select 50 employees to participate in the research. In total, they received 785 matched, completed, and useable questionnaires. The overall employee response rate was 44.9%, with the employee response rate within companies varying between 32% and 84%.
 
  
 
== 信度与效度 ==
 
== 信度与效度 ==
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Exploratory factor analysis was then performed on this variable using half the sample. The analysis extracted one factor (eigenvalue = 3.29, explaining 54.8% of variance). Confirmatory factor analysis was then performed on this factor using the other half of the sample. The results supported the single dimensional structure, χ2(9) = 25.12, p < .01; comparative fit index (CFI) = 0.99, incremental fit index (IFI) = 0.97, root mean square error of approximation (RMSEA) = 0.06, standardized root mean square residual (SRMR) = 0.04. All items had significant factor loadings (>0 .40), and the alpha coefficient for this scale was 0.81.
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探索性因素分析了这个变量上使用一半的样本。分析提取的一个因素（特征值= 3.29，解释方差的54.8%）。然后进行验证性因素分析，使用另一半的样本。结果支持单维结构，χ2（9）= 25.12，P＜01；比较拟合指数（CFI）= 0.99，增量拟合指数（IFI）= 0.97，近似误差均方根（RMSEA）= 0.06，平均误差平方根（SRMR）= 0.04标准。所有项目有显着的因素负荷（> 40。0），并且量表的α系数为0.81
  
 
== 量表 ==
 
== 量表 ==
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1.my company considers person identity- CSR identity fit in recruitment and selection.<br>
 
1.my company considers person identity- CSR identity fit in recruitment and selection.<br>
 
2.my company provides adequate CSR training to promote CSR as a core organizational value.<br>
 
2.my company provides adequate CSR training to promote CSR as a core organizational value.<br>
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3.my company provides CSR training to develop employees’ skills in receptive stakeholder engagement and communication.<br>
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3.my company provides CSR training to develop employees'skills in receptive stakeholder engagement and communication.<br>
 
4.my company considers employee social performance in promotions.<br>
 
4.my company considers employee social performance in promotions.<br>
 
5.my company con- sider employee social performance in performance appraisals.<br>
 
5.my company con- sider employee social performance in performance appraisals.<br>
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== 量表出处 ==
 
== 量表出处 ==
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Shen, J., & Benson, J. (2016). When CSR is a social norm: how socially responsible human resource management affects employee work behavior. Journal of Management, 42(10), págs. 1723-1746.  
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Orlitzky, M., & Swanson, D. L. (2006). Socially responsible human resource management. In J. R. Deckop (Ed.), Human resource management ethics: 3-25. Charlotte, NC: Information Age.
  
 
== 参考文献 ==
 
== 参考文献 ==
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Orlitzky, M., & Swanson, D. L. (2006). Socially responsible human resource management. In J. R. Deckop (Ed.), Human resource management ethics: 3-25. Charlotte, NC: Information Age.
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Jie Shen & John Benson.(2016).When CSR Is a Social Norm: How Socially Responsible Human Resource Management Affects Employee Work Behavior
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. Journal of Management, Vol. 42 No. 6, 1723–1746.
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== 友情提醒 ==
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为方便学术研究，根据公开发表的学术成果整理而成，供学者在学术研究中使用， <b><font color="red">商业使用请与原作者联系</font></b>。为了尊重作者的劳动成果， <b><font color="blue">请根据量表出处规范引用</font></b>，谢谢！
  
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[[category: 研究量表]][[category: 英文量表]]
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[[category: 研究量表]][[category: 英文量表]][[category: MHRMS]]

2016年12月28日 (三) 12:51的最新版本

简介

社会责任型人力资源管理(Socially Responsible HRM) 是指超越为员工提供优越的薪酬和工作条件，包括招聘和留住员工的社会责任，提供CSR（企业社会责任）的培训，以提升员工的社会贡献，绩效考核和薪酬(Orlitzky & Swanson, 2006; Shen & Zhu, 2011)。因此，社会责任型人力资源管理不仅是企业社会责任的举措的一个组成部分，也是它成功实施是通过员工对企业社会责任的目标得以实现的重要工具。

量表是英文的并由语言学家翻译成了中文，并由另外一位语言学家回译成了英文。在三家中国公司对30名员工进行的研究结果显示，量表的中文版本适合中国员工。

信度与效度

探索性因素分析了这个变量上使用一半的样本。分析提取的一个因素（特征值= 3.29，解释方差的54.8%）。然后进行验证性因素分析，使用另一半的样本。结果支持单维结构，χ2（9）= 25.12，P＜01；比较拟合指数（CFI）= 0.99，增量拟合指数（IFI）= 0.97，近似误差均方根（RMSEA）= 0.06，平均误差平方根（SRMR）= 0.04标准。所有项目有显着的因素负荷（> 40。0），并且量表的α系数为0.81

量表

请您根据自己的实际感受和体会，用下面6项描述对您所在的组织进行评价和判断，并在最符合的数字上划○。评价和判断的标准如下： 1 非常不同意 2 不同意 3 不好确定 4 同意 5 非常同意

1.my company considers person identity- CSR identity fit in recruitment and selection.
2.my company provides adequate CSR training to promote CSR as a core organizational value.
3.my company provides CSR training to develop employees'skills in receptive stakeholder engagement and communication.
4.my company considers employee social performance in promotions.
5.my company con- sider employee social performance in performance appraisals.
6.my company relates employee social performance to rewards and compensation.


下载WORD版问卷：文件:Srh.doc

计分方法

社会责任型人力资源管理量表共6道题，可计算平均分或总分。

量表出处

Orlitzky, M., & Swanson, D. L. (2006). Socially responsible human resource management. In J. R. Deckop (Ed.), Human resource management ethics: 3-25. Charlotte, NC: Information Age.

参考文献

Jie Shen & John Benson.(2016).When CSR Is a Social Norm: How Socially Responsible Human Resource Management Affects Employee Work Behavior . Journal of Management, Vol. 42 No. 6, 1723–1746.

友情提醒

为方便学术研究，根据公开发表的学术成果整理而成，供学者在学术研究中使用， 商业使用请与原作者联系。为了尊重作者的劳动成果， 请根据量表出处规范引用，谢谢！

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