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Why Manage Human Resources from a Social Responsibility Perspective?: An Analysis of the Job Seekers' and Employees' Perceptions

Why Manage Human Resources from a Social Responsibility Perspective?: An Analysis of the Job Seekers' and Employees' Perceptions

Xiana Ferreira-Cotón, Adolfo Carballo-Penela
Copyright: © 2016 |Pages: 23
ISBN13: 9781522503569|ISBN10: 1522503560|EISBN13: 9781522503576
DOI: 10.4018/978-1-5225-0356-9.ch009
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MLA

Ferreira-Cotón, Xiana, and Adolfo Carballo-Penela. "Why Manage Human Resources from a Social Responsibility Perspective?: An Analysis of the Job Seekers' and Employees' Perceptions." Strategic Labor Relations Management in Modern Organizations, edited by Ana María Lucia Casademunt, IGI Global, 2016, pp. 149-171. https://doi.org/10.4018/978-1-5225-0356-9.ch009

APA

Ferreira-Cotón, X. & Carballo-Penela, A. (2016). Why Manage Human Resources from a Social Responsibility Perspective?: An Analysis of the Job Seekers' and Employees' Perceptions. In A. Casademunt (Ed.), Strategic Labor Relations Management in Modern Organizations (pp. 149-171). IGI Global. https://doi.org/10.4018/978-1-5225-0356-9.ch009

Chicago

Ferreira-Cotón, Xiana, and Adolfo Carballo-Penela. "Why Manage Human Resources from a Social Responsibility Perspective?: An Analysis of the Job Seekers' and Employees' Perceptions." In Strategic Labor Relations Management in Modern Organizations, edited by Ana María Lucia Casademunt, 149-171. Hershey, PA: IGI Global, 2016. https://doi.org/10.4018/978-1-5225-0356-9.ch009

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Abstract

This study aims to provide knowledge about the importance given by employees and prospect employees to different Human Resource Management (HRM) practices and, in particular, to Socially Responsible Human Resource Management (SRHRM) practices. This research also analyses 1) the differences between the importance given to conventional HRM practices and SRHRM by employees and job seekers and 2) the differences between women's and men's perceptions of every practice. The results confirm that respondents consider that SRHRM practices are more important than conventional HRM practices. The results also show the existence of differences between men's and women's perceptions. In particular, the importance given by women to SRHRM practices is higher than the importance given by men. Additionally, the results show that men are not still as concerned as women with some questions with regard to equity between men and women.

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