The Role of Corporate Social Responsibility between HR Compliances and Employee Pro-organizational Behavior

Md. Atikur Rahaman; Hasina Imam; Prianka Tewary; Aysha Ashraf; Md Shabab Ashfaque Sani; Mohammed Julfikar Ali; Veronika Fenyves; Judit Oláh

doi:10.63332/joph.v5i7.3017

Authors

Md. Atikur Rahaman School of Economics and Management, Jiujiang University, 551 Qianjin Donglu, Jiujiang, Jiangxi 332005, P. R. China
Hasina Imam Doctoral School of Management and Business, Faculty of Economics and Business, University of Debrecen, Böszörményi street 138, Debrecen 4032, Hungary
Prianka Tewary Department of Business Administration, University of Scholars, Bulu Oceans Tower, 40 Kemal Atartuk Avenue, Dhaka 1213, Bangladesh
Aysha Ashraf Department of Business Administration, School of Business, Asian University of Bangladesh, Bangabandhu Road, Ashulia, Dhaka 1341, Bangladesh
Md Shabab Ashfaque Sani Department of Business and Law, University of Portsmouth, Winston Churchill Avenue, Southsea, Portsmouth PO1 2UP, United Kingdom
Mohammed Julfikar Ali Department of Business Administration, Presidency University, House 11/A, Road 92, Gulshan-2, Dhaka 1212, Bangladesh
Veronika Fenyves Faculty of Economics and Business, University of Debrecen, Böszörményi út 138, Debrecen, 4032, Hungary
Judit Oláh Faculty of Economics and Business, University of Debrecen, Böszörményi út 138, Debrecen, 4032, Hungary; Doctoral School of Management and Business Administration, John von Neumann University, 6000 Kecskemét, Hungary; Department of Trade and Finance, Faculty of Economics and Management, Czech University of Life Sciences Prague, Czech Republic

DOI:

https://doi.org/10.63332/joph.v5i7.3017

Keywords:

Employee pro-organizational behavior, Human resource compliances, corporate social responsibility, Banking Industry, Bangladesh

Abstract

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This study indicates that the association between human resource (HR) compliances and employee pro-organizational behavior (EPB) has been comparatively less researched in academia. This empirical paper lines up with the correlation between HR compliance and EPB, considering the mediating effect of corporate social responsibility (CSR). The independent factor, HR compliance, was further divided into four components: “work environment”, “health and safety”, “flexibility of work,” ‘compensation’. For organizations wishing to increase their workforce’s pro-organizational behavior, the study offers useful insights. Partial least square structural equation modeling is employed in this research to assess the perceptions of front-line banking industry workers in Bangladesh. The findings underscore that effective management of compensation, health and safety measures, and a positive work environment significantly enhance CSR practices, which in turn positively impact EPB. While work flexibility shows some influence on CSR, its direct impact on EPB is negligible. We expect the outcomes to be contributory to the upcoming research in investigating the role of HR compliance in creating positive output from employee EPB through the sense of CSR in the industry sector. Further, such a research effort can aid the organization’s policymakers motivate employees for their positive pro-organizational behavior.