Programa del congreso

New challenges related to social, economic, and environmental issues have stimulated changes in Socially Responsible Human Resource Management (SRHRM). Adapting to contemporary concerns, SRHRM has integrated a set of Corporate Social Responsibility (CSR) principles—Equal Opportunities, Transparency, Empowerment, and Welfare for workers. SRHRM, in turn, focuses on the contribution to sustainability at individual, organizational, and community levels. This paper aims to identify how the incorporation of sustainability in the firm strategy by embedding CSR influence the SRHRM principles and how these principles positively affect employee well-being. However, corporate decisions are not isolated from the institutional context. Therefore, it is needed to delve into the moderating role of coercive, mimetic, and normative pressures on the relationship between CSR embeddedness and SRHRM. The analysis, based on a Spanish sample (N=145), demonstrates that embedded CSR predicts SRHRM principles being this relationship reinforced by the institutional pressures for sustainability (mainly mimetic). Additionally, SRHRM positively affects employee well-being, particularly through empowerment and welfare of workers and quality of employment dimensions. Moreover, characteristics that convey to employees that the company surpasses legal requirements and demonstrates support and concern for them are of great importance for their well-being.

Purpose. Despite the rise of mental disorders across workers, there is a lack of research on organizational resources aiding those employees in managing symptoms and mitigating disabilities. This study focuses on the two most common symptoms, anxiety and depression, and on two resources that have been found to improve employees’ psychological well-being: work-life balance (WLB) and thriving at work (TAW). This research aims to shed light on how WLB and TAW associate with symptoms of anxiety and depression to shape the level of disabilities experienced by employees with mental disorders.

Theoretical framework. We explore disabilities following a configurational perspective grounded on the biopsychosocial model of disabilities, the conservation of resources theory, and the capabilities approach.

Methodology. We use fsQCA with a sample of 104 employees with mental disorders.

Findings/Implications. The study reveals six configurations of WLB, TAW, anxiety and depression consistently correlated with varying levels of disabilities. WLB emerges as a more relevant resource than TAW. The influence of these resources is contingent upon specific combinations of anxiety and depression levels. Organizations can alleviate disabilities in employees with mental disorders by fostering WLB and reducing anxiety and depression. This approach is likely to enhance employees' TAW.

• Aim: This study examines the differential effects of high-performance work systems (HPWS) on job satisfaction according to employee gender. More precisely, the AMO framework, which decomposes HPWS into ability-, motivation- and opportunity-enhancing human resource management (HRM) practices, was followed.

• Theoretical framework: The main argument supporting the research aim is that HRM practices are associated with different gender roles and stereotypes. To develop such argument, social role theory and role congruity theory were used as the theoretical basis.

• Methodology: This research was survey-based. The study population was hotel employees (n=363). The research hypotheses were tested using multigroup analysis with PLS-SEM.

• Results and implications: The results showed a significant difference regarding the motivation-enhancing bundle of HRM practices, which exerted a stronger effect on male employees’ job satisfaction, as compared to their female counterparts. No differences were found in the other bundles. These findings provide several theoretical contributions, as well as practical implications for practitioners.