Publications

Abstract This study reviews the existing literature on Socially Responsible Human Resource Management practices on both nurses' performance and their intention to stay which constitute important factors of nurses’ decisions to stay in the healthcare sector in Lebanon. It also focuses on the current knowledge about existing literature in socially responsible HRM. This literature review highlights on the current knowledge about the determinant factor and the importance of socially responsible HRM practices and key outcomes for nurses. It suggests that socially responsible HRM practices, covering initiatives such as training, performance evaluation, compensation, work-family balance and occupational health and safety practices, may significantly impact nurses' performance and intention to stay. Through a blend of theoretical perspectives, the framework outlines how these practices may enhance nurses' intention to stay in the organization and ultimately leading to improved performance outcomes. It will add to the existing literature since it is a review grounded on evidence from prior literature reviews and studies connected to this topic and recommends additional future studies. The proposed framework provides a basis for future empirical research to investigate the causal relationships and dynamics between socially responsible HRM practices, nurses' performance, and intention to stay, thus informing evidence-based HRM strategies in healthcare settings. In conclusion, it highlights the importance of integrating social responsibility principles into HRM practices within healthcare organizations which can lead to a favorable work environment and outcomes to both the nurses and organizations in Lebanon.