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

2016年10月20日 (四) 19:29的版本

简介

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.

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.

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

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.

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

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.

参考文献

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.