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Pimenta, S. , Duarte, A.P. & Simões, E. (2021). Socially responsible human resources management and improved work engagement: Organizational support and affective commitment’s sequential mediation. 35th EBES Conference.

S. Pimenta et al.,  "Socially responsible human resources management and improved work engagement: Organizational support and affective commitment’s sequential mediation", in 35th EBES Conf., Roma, 2021

@misc{pimenta2021_1714107168758,
	author = "Pimenta, S.  and Duarte, A.P. and Simões, E.",
	title = "Socially responsible human resources management and improved work engagement: Organizational support and affective commitment’s sequential mediation",
	year = "2021",
	howpublished = "Digital",
	url = "https://ebesweb.org/35th-ebes-conference/35th-ebes-conference-rome/"
}

TY  - CPAPER
TI  - Socially responsible human resources management and improved work engagement: Organizational support and affective commitment’s sequential mediation
T2  - 35th EBES Conference
AU  - Pimenta, S. 
AU  - Duarte, A.P.
AU  - Simões, E.
PY  - 2021
CY  - Roma
UR  - https://ebesweb.org/35th-ebes-conference/35th-ebes-conference-rome/
AB  - Objectives: Socially responsible human resources management has gain momentum in the literature, attracting the attention of several scholars in the last years. This study sought to examine the relationship between socially responsible human resources management practices and work engagement and the sequential mediation of employees’ perceived organizational support and affective commitment. 
Data & Methods: A quantitative, correlational study, based on an online survey was conducted. The sample consisted of 223 employees working in different business sectors. Respondents voluntarily answered to the survey containing measure selected from the relevant literature.
Results: The results reveal a positive relationship between socially responsible human resource management practices and employees’ work engagement, which are both directly connected and indirectly linked through the two proposed psychosocial mechanisms - perceived organizational support and affective commitment. 
Conclusions: The findings thus indicate that socially responsible human resources management practices reinforce employees’ perceived organizational support, thereby increasing their affective bonds to the organization and, subsequently, promoting improved work engagement. This study presents new and significant results since, on the one hand, it relied on a sequential mediation analysis of variables and, on the other hand, integrated the four main constructs into a single model. Implications for organizational management are discussed. 

ER  -