Research on caring HRM practices (i.e., job design, training, and development, flexible work arrangements, work-life balance, involvement in decision-making, health and safety, career development, and health and wellness initiatives) helps create a caring workplace. Employee engagement increases as a result. This article enlightens HRM and employee engagement research and practice, contributing to the literature on employee engagement, caring HRM systems, and caring organizations.
Highlights:
- HRM practices are organizational tools that shape the way employees and companies work together.
- Caring HRM practices give employees real benefits and resources that help them meet their basic psychological needs.
- HRM practices based on an HRM policy of caring for employees can lead to an organizational climate of care and concern for employees.
Research on caring HRM practices (job design, training and development, flexible work arrangements, work-life balance, participation in decision-making, health and safety, career development, and health and wellness programs) leads to an organizational climate of care and concern for employees within organizations. This will make employees care more about the organization, leading to higher engagement. This article gives many ideas for future research and practice in HRM and employee engagement. It also adds to the literature on employee engagement, a caring HRM system, and an organizational climate of care and concern for employees.
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