Business and Society 56 (3):391-418 (2017)

Clyde Hull
Rochester Institute of Technology
Although high-performance human resource practices do not directly affect corporate social performance strengths, they do positively affect CSP strengths in companies that are highly innovative or have high levels of slack. High-performance human resource management practices also directly and negatively affect CSP concerns. Drawing on the resource-based view and using secondary data from an objective, third-party database, the authors develop and test hypotheses about how high-performance HRM affects a company’s CSP strengths and concerns. Findings suggest that HRM and innovation are important capabilities because they create and enhance other capabilities.
Keywords corporate social responsibility  corporate social performance  human resource management  high-performance human resource management  innovation  CSP  CSR
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DOI 10.1177/0007650315586594
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Corporate Social Responsibility and Employee Commitment.Jane Collier & Rafael Esteban - 2007 - Business Ethics, the Environment and Responsibility 16 (1):19–33.

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