THE IMPACT OF SOCIALLY RESPONSIBLE HUMAN RESOURCE MANAGEMENT ON EMPLOYEES’ ORGANIZATIONAL CITIZENSHIP BEHAVIOR: THE MEDIATING ROLE OF ORGANIZATIONAL IDENTIFICATION

Abstract

Purpose The purpose ofthis research is to examine the impact ofthe components of SR-HRM i.e. LC HRM, EO-HRM and GF-HRM (independent variables) on employees’ organizational citizenship behavior (dependent variable). Their relationship is also identified with the mediating role of organizational identification (mediating variable). Methodology Design This is an explanatory research and to carry out this research the deductive approach is adopted whereby 07 hypotheses were developed after going through the literature review. In this research, the employees of all levels of IT Industry of Karachi were targeted. And they were personally accessed by researcher. Non probability sampling is used. Target sample size for this research is consisted upon 384 employees. A structured questionnaire is used as a research instrument for collecting primary quantitative data from 402 ofrespondents. Findings The findings ofthe research show that there are different impact ofthe components ofsocially responsible-HRM i.e. legal compliance-HRM, employee oriented-HRM and general facilation-HRM on employees’ organizational citizenship behavior with mediating role of organizational identification. There is a direct link ofLC-HRM with OCB. LC-HRM also has a link with OCB mediated by 01. The EO-HRM has neither direct link with OCB nor indirect with OCB mediated by 01. The GF-HRM has no direct link with the OCB but GF-HRM has a link with OCB mediated by 01. The 01 has a direct link with employees’ OCB. Limitations The first and foremost limitation is the era of pandemic ofCovid-19. So, we found it difficult to collect data for our research. It also limited the scope of this research. The research was limited to the IT industry ofKarachi. Recommendations It has been recommended to the IT industry ofKarachi that organizational citizenship behavior is important for their organization where software making is main concern and demand for the organizational citizenship behavior which eventually give peace of mind to be more creative and positive. So, the managers ofIT industry should make those policies and procedures that support socially responsible human resource management, which has furtherthree components i.e. LC-HRM, EO-HRM and GF-HRM