Understanding the effects of socially responsible human resource management on cyberloafing: a moderation and mediation model

Purpose This study examines the impact of socially responsible human resource management on cyberloafing and the mediating effect of felt obligation on the relationship. Job complexity is examined as a moderator of the relationship between socially responsible human resource management (SRHRM) and cyberloafing. The moderating role of organisational commitment on the relationship between felt obligation and cyberloafing is also investigated. Design/methodology/approach Using a survey research design, 262 full-time employees were recruited from Amazon Mechanical Turk (MTurk) to test the proposed research model. Partial least squares structural equation modelling was used to analyse the data. Findings Results show that SRHRM is positively related to cyberloafing. Socially responsible human resource management is positively related to felt obligation, which in turn is negatively related to cyberloafing. Felt obligation significantly mediates the relationship between SRHRM and cyberloafing. Furthermore, results show that job complexity moderates the relationship between SRHRM and cyberloafing. Also, organisational commitment moderates the relationship between felt obligation and cyberloafing. Originality/value To the best of our knowledge, this is the first study to propose and investigate a dual-path model that explains how SRHRM can simultaneously encourage and deter employees from engaging in cyberloafing behaviour. In addition, this study also identifies the mediating role of felt obligation and the moderating role of job complexity and organisational commitment. This study sheds light on the interplay of SRHRM practices, job characteristics, employee attitudes towards their organisation and discretionary behaviours, taking into account the increasingly flexible nature of employees’ work lives.