社会责任型人力资源管理量表（Shenetal.,2016）.docVIP

社会责任型人力资源管理（Shen et al., 2016） （Socially Responsible HRM） 简介 SRHRM (Socially Responsible HRM) goes beyond providing employees with superior pay and working conditions and may include recruiting and retaining socially responsible employees, providing CSR (Corporate Social Responsibility) training, and taking account of employees’ social contributions in promotion, performance appraisal, and remuneration (Orlitzky Swanson, 2006; Shen Zhu, 2011). As such, SRHRM is not only an integral part of CSR initiatives but also an important tool for its successful implementation as it is through employees that the objectives of CSR are achieved. Socially responsible HRM was measured using six items from Orlitzky and Swanson (2006) in the research of Shen Benson (2016). The questionnaire they used was developed in English and translated into Chinese by a bilingual academic and back-translated into English independently by another bilingual academic. To test the applicability of, and further explore potential items for, the proposed measures, they conducted focus group discussions with 20 full-time MBA students in China. Following these discussions, a pilot study of 30 employees in three Chinese companies was conducted. The results showed that the Chinese version of the questionnaire was suitable for use with Chinese employees. Shen Benson (2016) collected the data for this study from 35 manufacturing companies in China in 2010. To achieve a representative and balanced distribution of employee responses, they asked, and assisted, the HR manager in each company to randomly select 50 employees to participate in the research. In total, they received 785 matched, completed, and useable questionnaires. The overall employee response rate was 44.9%, with the employee response rate within companies varying between 32% and 84%. 信度与效度 Exploratory factor analysis was then performed on this variable using half the sample. The analysis extracted one factor (eigenvalue = 3.29, explaining 54.