Role of Socially Responsible Human Resource Management in Enhancing Organizational Commitment Among Healthcare Workers in Uttar Pradesh

Abstract

The healthcare sector of Uttar Pradesh, India, struggles with such issues as high turnover levels, burnout, and lack of employee satisfaction that negatively influence the process of patient care and the overall work of the organization. With the growth of the sector, it is necessary to establish Human Resource Management (HRM) practices which also focus on the organizational objectives in addition to the welfare of the healthcare workers. A strategy that can be used is the Socially Responsible Human Resource Management (SRHRM), which incorporates ethical, social, and environmental factors in the practice of human resource. SRHRM undertakes to establish good working environment through supporting employees welfare, balance between work and life, diversity, inclusion and corporate social responsibility (CSR).

This research paper examines how the SRHRM practices can be used to improve the levels of organizational commitment among the medical staff in Uttar Pradesh. Organizational commitment refers to the sense of psychological attaching on an employee towards his or her organization and this is essential in enhancing retention, turnover reduction and development of positive workplace organization. In stressful health care environments, especially in areas with a resource constraint, such as Uttar Pradesh, there is need to encourage organizational commitment with the aid of SRHRM to be successful in the long run.

Through a survey of 300 healthcare workers of both the public and the non-government healthcare organizations, the research considers the effects of SRHRM practices (work-life balance, employee welfare programs, diversity policy, and CSR initiative) on three aspects of organizational commitment: emotional attachment, sense of obligation, and perceived costs of leaving. The research also examines job satisfaction as one of the mediators of this relationship.

The results reveal that organizational commitment is greatly supported by the SRHRM practices especially by employee welfare, work-life balance, and CSR. The practices discussed enhance job satisfaction, as well as increase emotional commitment of employees to the company, which is why socially responsible HR practices can be considered to enhance retention and performance within healthcare organizations.