Employees Perception for Socially Responsible Human Resource Management Practices in Indian Healthcare Sector and Its Effect on Job Satisfaction and Work Engagement

Abstract

Purpose: The article examines how the concept of the Socially Responsible Human Resource Management (SRHRM) practices can improve the level of job satisfaction and how the practitioners are engaged in the Indian sector of healthcare. The research will be planned to provide the insight about how the SRHRM practices impact the welfare of the workforce, diversity, work-life-balance, and community engagement among others of the healthcare organizations about the effectiveness of a motivated and engaged workforce with the emphasis on ethical HRM practices.

Design/methodology/Approach: The quantitative research design has been implemented in the form of the survey to retrieve the data of 300 employees working in different healthcare organizations in India. The statistics have been evaluated using descriptive statistics, correlation analysis and the structural equation modelling (SEM) to determine the effect of the use of SRHRM practices on job satisfaction and work engagement.

Findings: The results indicate that job satisfaction and work engagement are positively related to SRHRM practices in a considerable way. It is necessary to add that the work-life balance programs and the promotion of diversity were the important sources of the worker satisfaction and engagement. This paper also established that job satisfaction is a mediating factor between the application of the SRHRM and engagement in the workplace in the meaning that satisfied workers are more likely to engage at workplace.

Practical Implications: The research has a practical implication to the health care organizations in India considering that the research has demonstrated the importance of the application of socially responsible practices in the HRM in enhancing both the welfare of the employees and the organization. Through employee welfare, work-life balance and diversity will allow organizations to increase employee satisfaction and decrease turnover and less engaged workforce, which will, in turn, result in better patient care and work efficiency.

Originality/Value: The study is novel and applicable to the available literature on the subject of SRHRM in the healthcare industry (and Indian scenario, in particular) due to the small number of studies that have been performed to establish the impacts of socially responsible behaviours on employee outcomes. The findings demonstrate that the ethical HRM practices should be integrated into the organizational strategy to facilitate the rate of employee satisfaction and the rate of engagement in a highly demanding industry.