The Relationship between Perceptions of High-Performance Work Systems and Corporate Social Responsibility (CSR) Considering the Moderating Effect of a Positive Diversity Climate
Abstract
:1. Introduction
- Empirically analyze whether high-performance work systems, which are gaining attention as sustainable human resource management systems, enhance social performance.
- Specifically, this study seeks to explore how the perceptions of a high-performance work system operating within a company impacts the perception of its CSR activities and whether a positive diversity climate exhibits moderating effects on this relationship.
2. Theoretical Background and Hypothesis Development
2.1. Perception of High-Performance Work Systems
2.2. Perception of Corporate Social Responsibility (CSR)
2.3. The Relationship between the Perception of a High-Performance Work System and the Perception of Corporate Social Responsibility (CSR)
2.4. Moderating Effect of a Positive Diversity Climate
3. Research Methodology
3.1. Method and Approach
3.2. Sample Collection and Characteristics
3.3. Measurement of Variables
3.3.1. Perception of a High-Performance Work System
3.3.2. Diversity Climate
3.3.3. Perception of Corporate Social Responsibility
3.3.4. Control Variables
3.4. Assessment of Common Method Bias
3.5. Analysis Method
4. Empirical Analysis Results
4.1. Correlation Analysis
4.2. Hypotheses Testing
5. Discussion
6. Conclusions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
Appendix A
The Study Questionnaire |
A. Perception of High-Performance Work Systems practices |
1. “I believe our company recruits employees through a very extensive selection process.” 2. “I participate in various training programs.” 3. “I think promotions are often determined by seniority.” (R). 4. “My performance evaluation is thoroughly conducted based on quantifiable results.” 5. “I am actively encouraged to participate in decision-making processes.” 6. “I regularly complete mandatory education/training programs.” 7. “I have a clear career development plan.” 8. “I am empowered to make decisions across tasks.” 9. “I have the opportunity to actively propose improvement ideas.” 10. “I experience an atmosphere of an open exchange of opinions.” 11. “My performance evaluation includes feedback for future competency enhancement and career development.” |
B. Perception of Diversity Climate |
1. “I believe I am treated fairly based on my abilities, regardless of my diversity factors (gender, age, region, recruitment path, etc.).” 2. “Our company managers provide fair feedback and evaluations to employees regardless of their diversity factors (gender, age, region, recruitment path, etc.).” 3. “Our company managers apply personnel policies and regulations fairly to all employees.” 4. “Our company managers have a track record of hiring and promoting company members objectively regardless of their race, sex, religion or age.” 5. “Our company managers here make promotion and tenure decisions fairly, regardless of such factors as the company member’s race, sex, age, or social background.” 6. “Our company managers apply personnel policies and regulations fairly to all employees.” 7. “Our company managers encourage the formation of company members’ network support groups.” 8. “There is a mentoring program in use here that identifies and prepares all company members for promotion.” 9. “The company spends enough money and time on diversity awareness and related training.” |
C. Perception of Corporate Social Responsibility Activities |
1. “Our company has been successful in maximizing profits.” 2. “Our company’s management makes efforts to comply with the law.” 3. “Our company has ethical standards that encompass all issues.” 4. “Our company provides diverse training programs for employees who seek education.” 5. “Our company communicates honestly to consumers about its products and services.” 6. “Our company policies encourage the employees to develop their skills and careers.” 7. “Our company seeks to comply with all laws regulating hiring and employee benefits.” 8. “Our company seeks to reduce the pollution emissions and the production of residuals.” 9. “Our company always pays its taxes on a regular and continuing basis.” 10. “Our company takes care of the natural environment beyond what is required by law.” 11. “Our company does everything it can do to satisfy customers.” 12. “Our company always does what is ethically correct.” 13. “Our company motivates employees to separate and set out waste to recycle.” 14. “Our company has been successful in developing the community.” |
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Demographic Variable | Category | Number of Individuals | Percentage |
---|---|---|---|
Sex | “Male” | 105 | 60.00 |
“Female” | 70 | 40.00 | |
Age | “20 to less than 30” | 31 | 17.71 |
“30 to less than 40” | 58 | 33.14 | |
“40 to less than 50” | 53 | 30.29 | |
“50 and above” | 33 | 18.86 | |
Education level | “Secondary school” | 8 | 4.57 |
“Diploma” | 15 | 8.57 | |
“Bachelor’s” | 102 | 58.29 | |
“Master’s” | 40 | 22.86 | |
“Ph.D.” | 10 | 5.71 | |
Experience | “0 to less than 5 years” | 20 | 11.43 |
“5 to less than 10 years” | 48 | 27.43 | |
“10 to less than 15 years” | 40 | 22.86 | |
“15 to less than 20 years” | 46 | 26.28 | |
“20 years or more” | 21 | 12.00 | |
Organizational sector | “Manufacturing” | 55 | 31.43 |
“IT/telecommunication” | 15 | 8.57 | |
“Finance” | 28 | 16.00 | |
“Distribution/service” | 63 | 36.00 | |
“Other industries” | 14 | 8.00 | |
175 | 100.00 |
Constructs | Items | Standardized Regression Coefficients | Average Variance Extracted (AVE) | Construct Reliability (CR) |
---|---|---|---|---|
Perception of High-Performance Work System | HPWS 1 | 0.72 *** | 0.60 | 0.91 |
HPWS 2 | 0.74 *** | |||
HPWS 3 | 0.86 *** | |||
HPWS 4 | 0.78 *** | |||
HPWS 5 | 0.77 *** | |||
HPWS 6 | 0.84 *** | |||
HPWS 8 | 0.86 *** | |||
HPWS 14 | 0.78 *** | |||
HPWS 15 | 0.79 *** | |||
HPWS 16 | 0.77 *** | |||
HPWS 17 | 0.74 *** | |||
Diversity Climate | DC 4 | 0.86 *** | 0.77 | 0.93 |
DC 3 | 0.88 *** | |||
DC 2 | 0.85 *** | |||
DC 1 | 0.87 *** | |||
DC 5 | 0.81 *** | |||
DC 6 | 0.75 *** | |||
DC 7 | 0.81 *** | |||
DC 9 | 0.83 *** | |||
DC 10 | 0.85 *** | |||
Corporate Social Responsibility | CSR 3 | 0.74 *** | 0.65 | 0.93 |
CSR 2 | 0.78 *** | |||
CSR 1 | 0.82 *** | |||
CSR 17 | 0.71 *** | |||
CSR 16 | 0.75 *** | |||
CSR 15 | 0.77 *** | |||
CSR 14 | 0.79 *** | |||
CSR 12 | 0.88 *** | |||
CSR 11 | 0.83 *** | |||
CSR 9 | 0.81 *** | |||
CSR 8 | 0.71 *** | |||
CSR 7 | 0.77 *** | |||
CSR 6 | 0.81 *** | |||
CSR 18 | 0.79 *** |
Mean | Standard Deviation | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | |
---|---|---|---|---|---|---|---|---|---|---|---|
1. Sex Dummy | 0.13 | 0.32 | 1 | ||||||||
2. Age | 2.74 | 0.81 | −0.25 ** | 1 | |||||||
3. Education | 2.98 | 0.69 | −0.14 * | 0.21 ** | 1 | ||||||
4. Occupation | 1.92 | 1.63 | 0.19 ** | −0.15 ** | −0.23 ** | 1 | |||||
5. Years of Experience | 4.11 | 1.08 | −0.10 * | 0.39 ** | −0.07 | −0.09 | 1 | ||||
6. Industry Dummy | 0.49 | 0.43 | 0.04 | −0.06 | −0.14 * | −0.02 | 0.01 | 1 | |||
7. HPWS Perception | 3.64 | 0.79 | −0.10 | 0.13 | 0.17 * | −0.16 * | 0.05 | 0.09 | 1 | ||
8. Diversity Climate | 3.49 | 0.88 | −0.14 * | 0.05 | 0.11 | −0.11 | 0.02 | 0.12 | 0.81 ** | 1 | |
9. CSR Perception | 3.91 | 0.69 | −0.06 | 0.09 | 0.13 | −0.08 | 0.05 | 0.17 * | 0.79 ** | 0.85 ** | 1 |
Perception of Corporate Social Responsibility (CSR) | ||||
---|---|---|---|---|
Model 1 | Model 2 | Model 3 | Model 4 | |
(Constant) | (0.39) | (0.28) | (0.23) | (0.23) |
Sex | −0.04 (0.13) | −0.2 (0.09) | 0.7 (0.08) | 0.7 (0.08) |
Age | −0.03 (0.07) | −0.04 (0.08) | −0.02 (0.06) | −0.02 (0.06) |
Educational Level | 0.15 (0.09) * | 0.03 (0.06) | 0.03 (0.07) | 0.03 (0.07) |
Occupation | −0.03 (0.05) | 0.04 (0.02) | 0.01 (0.03) | 0.01 (0.03) |
Years of Experience | 0.08 (0.06) | 0.05 (0.04) | 0.06 (0.02) + | 0.07 (0.02) + |
Industry | 0.15 (0.09) * | 0.08 (0.05) | 0.04 (0.07) | 0.06 (0.08) |
High-Performance Work System Perception (HPWS) | 0.69 (0.004) *** | 0.24 (0.008) *** | 0.23 (0.008) *** | |
Diversity Climate (DC) | 0.59 (0.06) *** | 0.61 (0.06) *** | ||
HPWS × DC | 0.09 (0.05) + | |||
R2 | 0.07 | 0.49 | 0.67 | 69 |
∆R2 | 0.07 | 0.44 | 0.13 | 0.02 |
F | 1.89 * | 29.810 *** | 54.890 *** | 49.318 *** |
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Abuzaid, A.N.; Al-Faouri, E.H.; Alateeq, M.M.; Madadha, S.-a.M.; Ghadi, M.Y.; Al-Qatawenh, A.S.; Abdelkarim Almajali, D.; Almajali, H.A.K. The Relationship between Perceptions of High-Performance Work Systems and Corporate Social Responsibility (CSR) Considering the Moderating Effect of a Positive Diversity Climate. Sustainability 2024, 16, 4267. https://doi.org/10.3390/su16104267
Abuzaid AN, Al-Faouri EH, Alateeq MM, Madadha S-aM, Ghadi MY, Al-Qatawenh AS, Abdelkarim Almajali D, Almajali HAK. The Relationship between Perceptions of High-Performance Work Systems and Corporate Social Responsibility (CSR) Considering the Moderating Effect of a Positive Diversity Climate. Sustainability. 2024; 16(10):4267. https://doi.org/10.3390/su16104267
Chicago/Turabian StyleAbuzaid, Ahmad Nasser, Elham Hmoud Al-Faouri, Manal Mohammad Alateeq, Saif-aldeen Marwan Madadha, Mohammed Yasin Ghadi, Aymn Sulieman Al-Qatawenh, Dmaithan Abdelkarim Almajali, and Haya Abdul Kareem Almajali. 2024. "The Relationship between Perceptions of High-Performance Work Systems and Corporate Social Responsibility (CSR) Considering the Moderating Effect of a Positive Diversity Climate" Sustainability 16, no. 10: 4267. https://doi.org/10.3390/su16104267