Empirical Research On Relationship Between Employee View Of Corporate Social Responsibility, Human Resource Management And Organizational Performance

Economic globalization and management internationalization today, with the progress of the society and the competition intensified, corporate social responsibility problem more and more gets the attention of the whole society. Including the theory and practice, which is no longer taking the corporate social responsibility as a slogan, but regards it as a kind of corporate strategic behavior and practice action. Bearing and performing of corporate social responsibility for stakeholders, satisfying stakeholders’expectations of corporate social responsibility, which has become the foundation of business legitimacy. Under the background of social and economic transformation, the relationship of employee and organization (EOR) is more complicated, enterprises undertake and perform corporate social responsibility has already become enterprise unresisted pressure and developmental momentum. On the one hand, corporate social responsibility being performance of the corporate finance research exists the base of theory and practice direction on the macro level, however, it is difficult to explain its mechanism of CSR relationship with organizational performance. This paper is from the perspective of stakeholders of corporate social responsibility in micro level to build theoretical model with human resource management as the intermediary variables to reveal the mediation mechanism of the relationship between corporate social responsibility and organizational performance.Traditional corporate social responsibility research is still stay on corporate governance, financial and public policy macro concept in consideration the impact of corporate social responsibility on corporate financial performance, but from the macro level which is difficult to reveal the mechanism of action of corporate social responsibility and corporate financial performance. Moreover, corporate social responsibility from the macroscopic level of its construct measurement also much-maligned, our research is proposed from Carroll, on the basis of corporate social responsibility pyramid model, from the micro level, especially from the perspective of stakeholders (i.e., the staff as corporate stakeholders) to study the relationship between corporate social responsibility and organizational performance from a resource view, behavior, ability and environment integration perspective. By building the model of direct of corporate social responsibility and organizational performance, as well as the introduction of human resource management as the intervening variable indirectly relationship model, on the basis of the construction the model of corporate social responsibility, human resource management and organizational performance, putting forward research hypothesis, choosing sample and collecting data, and the assumptions used in the process of building a theoretical model proposed by the empirical test and taking conclusions.We will build corporate social responsibility from corporate economic responsibility, legal responsibility, ethics responsibility and discretionary responsibility four dimensions constructing a model of corporate social responsibility based on the perspective of employees, which establishes four dimensions model of the relationship between organization performance according to the related to corporate social responsibility theory literature and research. As an important management function of enterprise human resource management, enterprise should perform the four dimensions of corporate social responsibility to employee, to some extent, to fulfill corporate social responsibility mainly by the corporate human resources management departments, including employees based view of corporate social responsibility development, project and its design, the functions of the human resource management are actively involved in the above event. From human resource management perspective of strategy to participate in the enterprise and performing their social responsibility is mainly through its human resource management policies and practices designed to achieve. The traditional view is that enterprises undertake and fulfill the social responsibility of stakeholders have to take the shareholders’ money, these activities will directly affect the enterprise’s financial performance. In our view, the enterprise to perform social responsibility to the different stakeholders, which should be according to the nature of the relationship between the enterprise and stakeholders and stakeholder goals of the enterprise to realize the different impaction and differential treatment. Our view is that corporate bears the social responsibility to employee is ought to be. Employees and organization relationship is building on a free market economy of the basis of fair exchange, according to social exchange theory and the theory of incentives—contribution, the enterprise must perform corporate responsibility for their contribution to organization implementing performance, the enterprise must meet the demand of employees based on corporate social responsibility, employees need to use their own knowledge, experience, skills, and social capital exchanges with the enterprise to obtain necessary "resource" for their work and life of sustainability, which used to maintain their own development and continuing to get the resources needed to continue to contribute to the organization, therefore, the enterprise must bear the social responsibility for their own enterprise behavior. Enterprises performs social responsibility to employees do not only spend shareholders’money but also not make it as the sunk cost of enterprises, the enterprises can put these inputs fulfilling social responsibility through human resource management activities to convert the so-called "social costs" into the organizational performance to make corporate social responsibility and human resource management achieve business goals commonly. This paper made research has following innovation contribution bellow:1.Research perspective innovationTraditional corporate social responsibility and corporate financial performance relationship research all from corporate governance, financial and economics study the direct relation between them, our research is from the perspective on management studying the relationship of corporate social responsibility and organizational performance. Traditional research less involve in mediation variables, we lie corporate social responsibility in microscopic level resource, capability, behavior and environment management perspective and with this perspective study the relationship of them, with human resource management mediation variable reveal their relationship mediation mechanism. From research perspective seeing, this paper study has a little innovation.2. Constructs development, Measurement and Research methods innovationsCorporate social responsibility is a vast conceptual system, which involves in contents and disciplines is complicated. From the perspective of stakeholder corporate social responsibility, namely the staff as enterprise important stakeholders, Corporate performance and bears the social responsibility to the staff of the realization of organizational performance. Through a review of the literature and we build corporate social responsibility and organizational performance relationship model, undertake and fulfill their corporate social responsibility will have a positive impact on organizational performance. Corporate social responsibility, therefore, the construct mainly from defining the stakeholder perspective, a survey of corporate social responsibility based on related theoretical research, especially from the perspective of the employee and organization relationship theory of corporate social responsibility research on corporate social responsibility of this construct to define and measure, a survey of corporate social responsibility to construct the main extracted from staff and organization relation theory and related research and design item, to measure and collect the relevant data. Based on Carroll’s corporate social responsibility pyramid model, according to the economic, legal, ethical, and discretion four aspects measuring corporate social responsibility, among of them, on their own discretion responsibility according to the theory of relationship between employee and organization, we measure with employee assistance plan related research and its responsibility this dimension of item instead of on its discretion. To the social responsibility of the employee will have a positive impact on human resource management activity, especially in human resource management effectiveness. Second, we think human resource management department as to the subject of employee social responsibility, its social responsibility to the staff through its functional activities of human resource management practices. We think, the enterprise for employees to perform the social responsibility, its purpose is still to gain or achieve organizational goal, the enterprise needs to pay a "social cost", but through human resource management activities, the "social costs" can be transformed to higher than their own enterprise value, don’t let the "social costs" as the enterprise of sunk costs. Finally, the purpose of our research is to make corporate social responsibility and human resource management to improve organizational performance, this is in line with the corporate social responsibility practices and the realistic need of human resource management practice.3. Theory innovationTheoretical innovation in the theory study of corporate social responsibility, corporate social responsibility is from the perspective of resource view, behavior, ability view and environment view angle, which expands inner assumptions and theory of corporate social responsibility. Enterprises to fulfill their social responsibility as a resource, first of all, is the enterprise to fulfill corporate social responsibility can improve enterprise’s reputation and social influence, can attract a large number of talents to join the enterprise, but also can get the recognition of the values of the enterprise employees, in order to obtain the employee’s knowledge, experience, skills, and social capital support, human resource management activities will be the source of these resources which convert them into improving organizational performance. Second, Corporate social responsibility as a human resources management of the antecedent, improve human resources management efficiency, the functions of the human resource management as an important functional departments to fulfill social responsibility to employees, to corporate social responsibility into the practice of human resource management, human resource management has more legitimacy foundation, thus is advantageous to the human resources management and corporate social responsibility to improve organizational performance. Corporate social responsibility can be either as a dependent pre-variable the effectiveness of human resource management, also can be used as a tool of human resources management reform and innovation, make human resources management more positive impact on organizational performance.In conclusion, our study made up for some shortcomings of existing studies, to a certain degree of contribution to the theory of existing, the conclusion has a certain instruction value for management practice.