Does the Fuzzy Logic Model Explains More? Moderating Effect of Personality on the Relationship Between Sr-Hrm and Job Performance

Abstract

Purpose: The purpose of this study is to examine the moderating effect of personality traits on social responsibility-oriented human resources management (SR-HRM) practices and job performance. Design/methodology/approach: The sample of the study consists of 442 employees working in firms developing knowledge and innovation-based systems in Ankara (Turkey). The strengths of this study stem from its methodology, which contributes to the literature in terms of analysis comparing linear and fuzzy set qualitative comparative analyzes (fsQCA). Findings: Both linear analyses and fsQCA results show the moderating effect of conscientiousness on the relationship between job performance and SR-HRM. Both models demonstrate the impact of agreeableness on business performance. Study results indicate that linear and fsQCA examine the moderating effect of conscientiousness in the same way as the literature. The linear analysis results differ from fsQCA, which examined the moderating effect of compatibility in this study. The fsQCA results of this study show that SR-HRM affects job performance when extraversion and conscientiousness are taken into account. Research limitations/implications: Further research may compare linear and fuzzy logic models about moderating and mediating effects. Future researchers may highlight the increasing importance of linear and fsQCA in any organizational behavior or organizational theory subject. Practical implications: The main implication is that managers should consider the significant impacts of effective SR-HRM development on employees’ job performance. Personality traits should be taken into account in HRM processes such as recruitment and retention. Social implications: The main contribution of the current study is the insight it provides into the moderating effects of the big five personality traits on the relationship between job performance and SR-HRM and how they differ in the linear model and fsQCA. Originality/value: The current study contributes to the relevant literature by presenting the research design and questions. Using a multi-method approach, this research provides a better understanding of patterns between variables and contributes to the existing literature. © 2024, Emerald Publishing Limited.Purpose The purpose of this study is to examine the moderating effect of personality traits on social responsibility-oriented human resources management (SR-HRM) practices and job performance.<br /> Design/methodology/approach The sample of the study consists of 442 employees working in firms developing knowledge and innovation-based systems in Ankara (Turkey). The strengths of this study stem from its methodology, which contributes to the literature in terms of analysis comparing linear and fuzzy set qualitative comparative analyzes (fsQCA).<br /> Findings Both linear analyses and fsQCA results show the moderating effect of conscientiousness on the relationship between job performance and SR-HRM. Both models demonstrate the impact of agreeableness on business performance. Study results indicate that linear and fsQCA examine the moderating effect of conscientiousness in the same way as the literature. The linear analysis results differ from fsQCA, which examined the moderating effect of compatibility in this study. The fsQCA results of this study show that SR-HRM affects job performance when extraversion and conscientiousness are taken into account.<br /> Research limitations/implications Further research may compare linear and fuzzy logic models about moderating and mediating effects. Future researchers may highlight the increasing importance of linear and fsQCA in any organizational behavior or organizational theory subject.<br /> Practical implications The main implication is that managers should consider the significant impacts of effective SR-HRM development on employees' job performance. Personality traits should be taken into account in HRM processes such as recruitment and retention.<br /> Social implications The main contribution of the current study is the insight it provides into the moderating effects of the big five personality traits on the relationship between job performance and SR-HRM and how they differ in the linear model and fsQCA.<br /> Originality/value-The current study contributes to the relevant literature by presenting the research design and questions. Using a multi-method approach, this research provides a better understanding of patterns between variables and contributes to the existing literature.