How can caring human resource management practices affect employee engagement?

Purpose The aim of this study is to empirically test the relationship between caring human resource management practices (CHRMP) and employee engagement through a serial mediation effect (organizational climate of care and employee caring for the organization). In addition, this study investigates the moderating effect of caring management on the relationship between CHRMP and the organizational climate of care. Design/methodology/approach The study sample consists of 245 employees from customer service firms in the United States of America. Partial least squares structural equation modeling (PLS-SEM) was used to examine the hypotheses. Findings The results demonstrate positive direct and indirect relationships between CHRMP and employee engagement through serial mediation of the organizational climate of care and employee caring for the organization, while caring management failed to moderate the relationship between CHRMP and organizational climate of care. Originality/value The study contributes to the human resource management (HRM) literature by explaining some of the mechanisms whereby CHRMP influences employee engagement based on the social exchange theory.