This study examined the connection between socially responsible human resource management (SHRHM) strategies and employee outcomes in the hotel industry. Specifically, this study examined the influence of SHRHM on intention to stay and positive word-of-mouth among hospitality employees. PLS-SEM was used to analyze 348 responses from US hospitality employees. The findings of the quantitative study indicated that SHRHM practices are associated with hospitality industry employees' desirable outcomes, including the intention to stay and positive word-of-mouth. Interactional justice and organizational identification were found to mediate these relationships and were underpinned by organizational justice and organizational identification theories, respectively. These findings are significant in light of the post-pandemic labor shortages threatening the hospitality industry. Moreover, the study provides human resources managers with practical recommendations for promoting SHRHM in their respective organizations.

中文翻译：

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我应该留下还是应该离开？：社会责任人力资源管理实践对酒店员工的影响


本研究考察了酒店业社会责任人力资源管理 （SHRHM） 战略与员工成果之间的联系。具体来说，本研究考察了 SHRHM 对酒店员工留下意愿和积极口碑的影响。PLS-SEM 用于分析美国酒店员工的 348 份回复。定量研究的结果表明，SHRHM 实践与酒店业员工的理想结果有关，包括留下的意愿和积极的口碑。发现互动正义和组织认同可以调节这些关系，并分别以组织正义和组织认同理论为基础。鉴于大流行后的劳动力短缺威胁着酒店业，这些发现具有重要意义。此外，该研究还为人力资源管理人员提供了在各自组织中推广 SHRHM 的实用建议。