When does CSR‐facilitation human resource management motivate employee job engagement? The contextual effect of job insecurity
基于社会认同和利益相关者理论，研究发现在银行业员工中，工作不安全感会削弱企业社会责任促进型人力资源管理通过组织自豪感对员工工作投入的正面影响。
Abstract Drawing upon social identification theory and stakeholder theory, the current study examines the contextual effect of job insecurity on the indirect relationship between general corporate social responsibility facilitation‐human resource management (HRM) and employee job engagement through the mediation of organizational pride. Our analysis of a two‐wave dataset with a sample of 255 full‐time employees in the banking sector reveals that job insecurity negatively moderates the impact of general CSR‐facilitation HRM on organizational pride, which in turn is positively related to employee job engagement. This study advances the socially responsible HRM literature by providing insights into the underlying mechanisms and the contextual conditions under which general CSR‐facilitation HRM influences employee workplace outcomes in the presence of conflicting interests among stakeholders.