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In e na ional Jou nal o Social and Educa ional Inno a ion
Vol. 12, Issue 24, 2025
ISSN (p in ): 2392 – 6252
eISSN (online): 2393 – 0373
DOI: 10.5281/zenodo.17642443
THE STRATEGIC ROLE OF SOCIAL PERFORMANCE
IN ENHANCING EMPLOYEE PRODUCTIVITY:
EVIDENCE FROM THE PHARMACEUTICAL MANUFACTURING SECTOR
Olo un oba OYEDELE
Depa men o Accoun ing Science
Wal e Sisulu Uni e si y, Sou h A ica
[email p o ec ed]
Abs ac
This s udy in es iga es he impac o social pe o mance (SP) p ac ices on employee
p oduc i i y (EM-PR) in he pha maceu ical manu ac u ing sec o , ocusing on key
dimensions such as heal h and sa e y, inclusi e ec ui men , and aining and de elopmen .
D awing on p ima y da a collec ed om 152 employees ac oss pha maceu ical i ms, he
s udy employs Pa ial Leas Squa es S uc u al Equa ion Modeling (PLS-SEM) o e alua e
he ela ionships be ween SP cons uc s and ope a ional employee ou comes. The
measu emen model demons a ed s ong eliabili y and alidi y, wi h sa is ac o y C onbach’s
alpha, composi e eliabili y, and a e age a iance ex ac ed (AVE) alues. S uc u al model
esul s indica e ha SP p ac ices posi i ely and signi ican ly in luence employee p oduc i i y,
wi h aining and de elopmen showing he s onges pa h coe icien . The model yielded
subs an ial R² alues and mode a e o la ge e ec sizes ( ²), con i ming he p edic i e
ele ance o he cons uc s. These indings unde sco e he s a egic ole o social
esponsibili y in enhancing wo k o ce pe o mance in echnically in ensi e indus ies. The
s udy ecommends ha pha maceu ical i ms ins i u ionalize SP p ac ices as co e elemen s o
hei ope a ional s a egy, while policymake s should incen i ize socially esponsible
beha io h ough egula o y suppo and indus y s anda ds. Fu u e esea ch should adop
longi udinal app oaches and b oaden sec o al co e age o alida e he gene alizabili y o
hese insigh s.
Keywo ds: Social Pe o mance, Employee P oduc i i y, Pha maceu ical Manu ac u ing,
Inclusi e Rec ui men , T aining and De elopmen , PLS-SEM.
JEL Codes: M14, O32, J24, L65.
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1. In oduc ion
The impo ance o social pe o mance (SP) in shaping o ganiza ional e ec i eness has
inc easingly gained ecogni ion, especially in sec o s whe e human capi al plays a c i ical
ole in alue c ea ion (B anicki e al., 2020). Social pe o mance, b oadly encompassing
human-cen e ed policies such as employee heal h and sa e y, inclusi e hi ing p ac ices, and
con inuous wo k o ce de elopmen , may signi ican ly enhance employee p oduc i i y,
ope a ional esilience, and long- e m compe i i eness (Miska e al., 2021). In he con ex o
de eloping economies, whe e egula o y amewo ks and en o cemen mechanisms may be
weake , o ganiza ional-le el SP p ac ices o en become p ima y ehicles o deli e ing social
alue and imp o ing wo kplace ou comes (O o i & Nyuu , 2023). This is pa icula ly salien
in Nige ia’s pha maceu ical manu ac u ing indus y, whe e wo k o ce- ela ed challenges
in e sec wi h b oade ins i u ional oids and in as uc u al inadequacies.
Nige ia, he mos populous coun y in A ica wi h o e 200 million people, has wi nessed
signi ican indus ial expansion in ecen yea s, pa icula ly in i s pha maceu ical sec o —one
o he la ges in Sub-Saha an A ica (Ayegba & Dogo, 2022). The Nige ian pha maceu ical
indus y is es ima ed o con ibu e abou ₦60 billion annually o GDP and employs housands
o skilled and semi-skilled wo ke s ac oss alue chains (UNIDO, 2021). Ye , pe sis en issues
such as limi ed employee aining, poo occupa ional heal h s anda ds, and inconsis en
implemen a ion o inclusi e ec ui men policies con inue o cons ain p oduc i i y and
hinde he a ainmen o sec o al de elopmen goals (Okonkwo e al., 2023). These
challenges make Nige ia an empi ically signi ican con ex o explo ing he ole o SP in
enhancing employee-le el ou comes such as p oduc i i y and e iciency.
In ecen yea s, he Nige ian go e nmen has implemen ed egula o y e o ms aimed a
imp o ing wo kplace sa e y and skills de elopmen h ough agencies such as he Na ional
Agency o Food and D ug Adminis a ion and Con ol (NAFDAC) and he Indus ial
T aining Fund (ITF). Howe e , empi ical s udies e alua ing he e ec s o i m-le el SP
ini ia i es on employee p oduc i i y wi hin Nige ia's pha maceu ical manu ac u ing sec o
emain sca ce (Ogunbajo & Adebayo, 2022). Gi en he ising demand o a o dable and
locally p oduced pha maceu icals, especially pos -COVID-19, he need o socially
sus ainable business models ha p io i ize human esou ce in es men has become mo e
p onounced (WHO, 2023).
Fu he mo e, he Nige ian labo ma ke is cha ac e ized by a you h ul and g owing
wo k o ce, ye i ms o en ace signi ican ba ie s in ha nessing his demog aphic di idend
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due o unde in es men in employee de elopmen and high u no e a es (Ojo e al., 2024).
Social pe o mance ini ia i es, such as s uc u ed aining p og ams, heal h in e en ions, and
ai hi ing p ac ices, may o e iable mechanisms o imp o ing wo k o ce ou comes and
enhancing i m-le el pe o mance. These p ac ices can se e as s a egic esponses o
wo k o ce ola ili y and low ope a ional p oduc i i y, which ha e plagued se e al Nige ian
pha maceu ical i ms (Nwosu & Odu, 2023).
This s udy seeks o empi ically examine he ex en o which key SP p ac ices con ibu e o
employee p oduc i i y in Nige ia’s pha maceu ical manu ac u ing sec o . By employing
Pa ial Leas Squa es S uc u al Equa ion Modeling (PLS-SEM), he s udy o e s a igo ous,
da a-d i en analysis o he ela ional pa hways be ween social in es men and p oduc i i y,
using i m-le el da a collec ed om a sample o Nige ian pha maceu ical manu ac u ing
i ms. This me hodological app oach allows o bo h explana o y powe and p edic i e
accu acy, o e ing nuanced insigh s in o how social in es men s a egies may shape
ope a ional pe o mance wi hin eme ging ma ke con ex s.
The con ibu ion o his s udy lies in i s con ex ual speci ici y and heo e ical ele ance. I no
only ills a no able empi ical gap in he li e a u e on social sus ainabili y in Sub-Saha an
A ica bu also aligns wi h Sus ainable De elopmen Goal 8, which emphasizes decen wo k
and economic g ow h. By g ounding i s analysis in Nige ia’s pha maceu ical sec o , he s udy
ad ances a mo e con ex -awa e unde s anding o how SP can be le e aged as a p oduc i i y-
enhancing mechanism in de eloping economies. Ul ima ely, he indings may in o m policy
e o ms, guide manage ial p ac ice, and shape he design o capaci y-building in e en ions in
Nige ia’s indus ial sec o .
2. Li e a u e Re iew and Hypo heses De elopmen
2.1. Empi ical Li e a u e
A g owing co pus o empi ical esea ch has documen ed he associa ion be ween co po a e
social esponsibili y (CSR) o social pe o mance p ac ices and employee p oduc i i y o in-
ole pe o mance ac oss di e se manu ac u ing con ex s. Fo ins ance, S o y and Ne es
(2015) and Chaudha y (2020) ound ha in e nal CSR dimensions, such as employee wel a e,
aining, and wo kplace sa e y, we e posi i ely ela ed o in- ole pe o mance ac oss i ms in
Asia and A ica, wi h o ganiza ional commi men and job sa is ac ion se ing as pa ial
media o s. Simila ly, Kim e al. (2018, 2020) epo ed ha CSR pe cep ions signi ican ly
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inc eased quali y o wo king li e and job sa is ac ion, u he boos ing employee ask
ou comes.
Me a-analy ic indings highligh ha CSR is mode a ely o s ongly co ela ed wi h employee
ou comes including quali y o wo k li e, job sa is ac ion, o ganiza ional us , p ide, and
commi men . Manee hai e al. (2024) epo a e age co ela ions o app oxima ely 0.54–0.68,
wi h highe ela ional and ins umen al mo i es ein o cing pe o mance beha io s, especially
in hospi ali y and se ice-in ensi e sec o s. These esul s sugges ha CSR p ac ices also
impac pe o mance indi ec ly h ough a ec i e and ela ional mechanisms.
Sec o -speci ic s udies o e u he g anula i y. Şendu u e al. (2025) examined 32 Tu kish
manu ac u ing i ms and ound a posi i e and s a is ically signi ican ela ion be ween social
sus ainabili y sco es and labo p oduc i i y o e 2015–2019, con i ming ha social
dimensions o sus ainabili y enhance p oduc i i y a he i m le el. Pe eski e al. (2023) also
demons a ed ha en i onmen al and social p ac ices in ansi ion economies signi ican ly
con ibu e o p oduc i i y g ow h, pa icula ly among low-skilled i ms.
In Sub-Saha an and Wes A ican con ex s, s udies om Ghana and Nige ia ein o ce hese
indings. A Ghanaian s udy o CSR and g een inno a ion in he manu ac u ing indus y
showed ha employee CSR (such as aining and heal h ini ia i es) exhibi ed a la ge posi i e
e ec size (0.668) on sus ainable p ac ices and seconda y inno a ion ou comes. In Nige ia,
empi ical s udies (Oke e 2024; Adedeji 2023) ound ha CSR ini ia i es, especially hose
in ol ing employee aining and wel a e, we e signi ican ly associa ed wi h imp o ed
engagemen , commi men , and e en ion among employees o manu ac u ing i ms.
In es iga ions in o human esou ce- ocused CSR (iCSR) in Ko ea simila ly unde sco e
posi i e e ec s on sus ainable employabili y and e en ion, media ed h ough employmen
ype and job secu i y s uc u es. Kim and colleagues (2021) ound ha CSR engagemen led
i ms o inc ease egula employmen a ios, he eby imp o ing s able p oduc i i y ou comes.
A ecen ESG-d i en HRM s udy in Indonesian p i a e ins i u ions (Wiyono e al., 2025)
epo ed ha social p ac ice cons uc s signi ican ly in luenced employee pe o mance and
well-being, u he ein o cing he link be ween social in es men and p oduc i i y.
While mos s udies epo posi i e e ec s, mode a ing and media ing mechanisms also
eme ge. P omislo e al. (2012) and Guzzo e al. (2020) emphasize ha CSR in luences bo h
hedonic and eudaimonic well-being, wi h job sa is ac ion, o ganiza ional commi men ,
g a i ude, and compassion media ing he CSR–pe o mance link. S o y and Cas anhei a
(2019) and He e al. (2019) simila ly iden i y o ganiza ional commi men , cus ome
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o ien a ion, and p osocial mo i a ion as pa ial media o s, whe eas pe cei ed o ganiza ional
suppo and in insic mo i a ion a e signi ican mode a o s o he CSR-pe o mance
ela ionship.
A numbe o s udies also examine he ole o psychological and psychosocial sa e y in
mode a ing pe o mance ou comes. Resea ch in heal hca e and manu ac u ing indica es ha
s ong psychosocial sa e y clima es (PSC), which e lec heal h and sa e y in es men s and
p ocedu al jus ice, signi ican ly educe bu nou and absen eeism while enhancing
engagemen and p oduc i i y (Dolla d e al., 2015–2020). Likewise, psychological sa e y has
been linked o highe inno a ion, p ocess imp o emen s, and e o epo ing, all o which
con ibu e o ope a ional pe o mance in echnical se ings.
2.2. Hypo heses De elopmen
Heal h and Sa e y (HS) policies may cons i u e one o he mos angible elemen s o social
pe o mance p ac ices, especially in echnical indus ies. Empi ical esea ch ac oss
manu ac u ing con ex s, such as Kenya, G eece, and he UAE, has equen ly con i med ha
obus HS sys ems can exe a di ec posi i e in luence on employee p oduc i i y by educing
acciden s, minimizing absen eeism, and imp o ing wo k engagemen (Mdpi, 2023; Dolla d e
al., 2020; ScienceDi ec , 2023). Hence, i may be hypo hesized ha pha maceu ical i ms
wi h well-es ablished heal h and sa e y sys ems a e mo e likely o exhibi highe le els o
EM-PR, including imeliness, consis ency, and a ge achie emen .
F om a beha io al economics pe spec i e, HS in es men s may also enhance employee
wel a e and pe cei ed o ganiza ional suppo , he eby inc easing in insic mo i a ion and
e o (S o y & Ne es, 2015; Guzzo e al., 2020). These mo i a ional pa hways sugges ha
HS can unc ion bo h as a p o ec i e and enabling esou ce, especially when combined wi h
p ocedu al jus ice and manage ial commi men . This heo e ical aming suppo s he
ollowing hypo hesis:
H1: Heal h and sa e y p ac ices a e posi i ely associa ed wi h employee p oduc i i y in
pha maceu ical manu ac u ing i ms.
Inclusi e ec ui men (IR) and aining & de elopmen (T&D) ep esen wo addi ional
dimensions o SP ha may independen ly shape he b oade la en cons uc o social
pe o mance (SP). Empi ical s udies in Nige ia’s manu ac u ing and educa ional sec o s ha e
shown ha inclusi e employmen p ac ices signi ican ly enhance employee engagemen and
e en ion (Okechi e al., 2024; Oke e e al., 2024). Simila ly, well- a ge ed aining and
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de elopmen p og ams ha e been associa ed wi h imp o ed employee capabili ies,
sa is ac ion, and in- ole pe o mance (He juna e al., 2024; Su ya He juna & Ma haeni,
2024).
F om a esou ce-based iew, IR and T&D may se e as i m-speci ic in angible asse s,
enabling wo k o ce alignmen wi h complex ope a ional equi emen s and hus imp o ing
p oduc i i y ou comes (Kim e al., 2022; Singh e al., 2023), while also ein o cing HS
in es men s. Toge he , IR and T&D may load signi ican ly on o he la en SP cons uc ,
which in u n can in luence EM-PR mo e s ongly han any single sub-dimension. This
insigh suppo s:
H2a: Inclusi e ec ui men and aining & de elopmen a e posi i ely associa ed wi h he
la en cons uc o social pe o mance (SP).
H2b: The la en SP cons uc media es he ela ionship be ween i s dimensions (IR and T&D)
and employee p oduc i i y in pha maceu ical manu ac u ing i ms.
S uc u al model esul s ou lined in Table 7 demons a ed a signi ican di ec e ec o SP on
EM-PR (β = 0.263, p = 0.000), suppo ing he p oposi ion ha composi e social pe o mance
p ac ices can inc emen ally boos employee p oduc i i y beyond indi idual p ac ices (Tables
6 and 7). This aligns wi h me a-analy ic indings sugges ing ha in e nal CSR ini ia i es can
yield mode a e o s ong co ela ions wi h employee pe o mance and p oduc i i y h ough
media ing mechanisms such as commi men and well-being (Manee hai e al., 2024;
Cha e jee e al., 2021).
Addi ionally, high e ec sizes associa ed wi h cons uc s like Consis ency and Timeliness
sugges ha SP-d i en imp o emen s in wo k ou ines and goal o ien a ion may enhance
ope a ional e iciency, a c i ical ou come in pha maceu ical manu ac u ing en i onmen s
(Şendu u e al., 2025; Mu a e al., 2021). Thus, he ollowing hypo hesis se ies is p oposed:
H3a: Social pe o mance (SP) has a posi i e di ec e ec on employee p oduc i i y (EM-PR).
H3b: Employee p oduc i i y (EM-PR) posi i ely in luences ope a ional e ec i eness, as
e lec ed in highe consis ency, imeliness, and a ge mee ing among pha maceu ical
manu ac u ing i ms.
3. Me hodology
This s udy in es iga es he in luence o sus ainable p ac ices and employee managemen on
pe o mance ou comes in he Nige ian pha maceu ical manu ac u ing sec o . The empi ical
analysis elies on a c oss-sec ional da ase comp ising 152 esponses collec ed om middle-
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and senio -le el employees ac oss 12 la ge pha maceu ical i ms ope a ing in Nige ia. These
i ms we e pu posi ely selec ed based on hei membe ship in he Pha maceu ical
Manu ac u e s G oup o he Manu ac u e s Associa ion o Nige ia (PMG-MAN), hei
compliance wi h en i onmen al and sa e y s anda ds, and hei engagemen wi h wo k o ce
sus ainabili y p og ams. The ques ionnai e design was in o med by cons uc s alida ed in
p e ious empi ical s udies, and he ins umen was p e- es ed wi h 18 esponden s o ensu e
cla i y and eliabili y.
Da a we e collec ed be ween Janua y and Ma ch 2025, using bo h physical dis ibu ion and
elec onic su ey o ma s o enhance esponse a es. All i ems we e measu ed on a 5-poin
Like scale and s anda dized o educe measu emen bias and mee he assump ions o he
Pa ial Leas Squa es S uc u al Equa ion Modelling (PLS-SEM) app oach. Key cons uc s
include Employee Managemen Pe o mance (EM-PR), Sa e y P ac ices (SP), T aining &
De elopmen , Heal h and Sa e y, Inclusi e Rec ui men , Mee ing Ta ge s (MT), Consis ency,
and Timeliness (TMs). The choice o Sma PLS 4 o analysis is jus i ied gi en i s obus ness
o complex models in ol ing media ion e ec s and non-no mal da a (Hai e al., 2021;
Ringle e al., 2020).
Table 1 indica es ha he gende dis ibu ion shows a majo i y o emale esponden s a
(63.8%), compa ed o (36.2%) male esponden s. This sugges s ha women o m a la ge pa
o he wo k o ce a Tuyil Pha maceu ical Indus y. The implica ion is ha sus ainabili y
p ac ices aimed a imp o ing ope a ional e iciency should be gende -inclusi e and conside
he pe spec i es o emale employees, pa icula ly in a eas such as wo kplace sa e y, heal h
p og ams, and g een ini ia i es. Female-domina ed eams may also o e unique insigh s in o
sus ainabili y app oaches ha align wi h bo h o ganiza ional goals and employee well-being.
The job ole dis ibu ion e eals ha Adminis a i e S a s (30.3%) and Quali y Con ol
S a s (28.3%) make up he highes p opo ions, ollowed by Technical/Enginee ing S a
(21.7%) and P oduc ion S a (19.7%). This balanced ep esen a ion ac oss depa men s
indica es ha sus ainabili y p ac ices mus be ailo ed o mee he ope a ional needs o each
uni . Fo ins ance, p oduc ion and echnical uni s may bene i om ene gy-e icien
equipmen and was e educ ion p og ams, while adminis a i e and quali y con ol uni s
could implemen digi al documen a ion and eco- iendly wo kplace p ocedu es o imp o e
e iciency.
A majo i y o esponden s hold B.Sc/HND quali ica ions (48.7%), while (32.9%) ha e
OND/NCE, and (12.5%) possess a Ph.D. This indica es ha he wo k o ce is highly educa ed
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and likely o be awa e o and esponsi e o sus ainabili y- ela ed ini ia i es. A knowledgeable
s a base p o ides an oppo uni y o managemen o implemen in o med and pa icipa o y
sus ainabili y p ac ices, such as s a -led g een commi ees, con inuous aining on eco-
conscious p oduc ion echniques, and he use o pe o mance da a o suppo e iciency goals.
The da a on yea s o expe ience wi h sus ainabili y p ac ices shows ha 76.3% o he
esponden s ha e 1–3 yea s o expe ience, wi h ewe in he 4–6 yea s (14.5%) and 7–9 yea s
(6.6%) b acke s. Al hough his measu es banking se ice amilia i y, i also e lec s a
ela i ely young wo k o ce ha is mo e likely o emb ace inno a ion and change. This
openness can be le e aged o in oduce sus ainabili y p ac ices ha u ilize echnology,
au oma ion, and sma esou ce managemen ools o boos ope a ional e iciency ac oss he
o ganiza ion. Younge employees may also champion g een ini ia i es i p ope ly engaged.
Table 1: Demog aphic Cha ac e is ics o Responden s
Va iable
Ca ego y
F equency
Pe cen age
Gende
Male
55
0.362
Female
97
0.638
To al
152
1
Job Role
P oduc ion S a
30
0.197
Quali y con ol S a s
43
0.283
Adminis a i e S a s
46
0.303
Technical/Enginee ing
33
0.217
To al
152
1
Educa ional Le el
SSCE
9
0.059
OND/NCE
50
0.329
B.Sc/HND
74
0.487
PHD
19
0.125
To al
152
1
Yea o Expe ience
1-3 yea s
116
0.763
4-6 yea s
22
0.145
7-9 yea s
10
0.066
10 yea s and abo e
4
0.026
To al
152
1
Sou ce: Field Su ey, 2025
To examine he di ec and media ing e ec s o sus ainable p ac ices on employee
pe o mance, his s udy adop s a mul i-pa h PLS-SEM app oach. The model speci ica ion
includes di ec pa hs om independen a iables o he dependen a iable EM-PR, as well as
indi ec pa hs h ough media ing a iables such as SP.
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The s uc u al model is speci ied as ollows:
EM_PRi= β0+ β1Consis encyi+ β2MTi+ β3TMsi+ β4SPi+ ϵi (1)
SPi= α0+ α1Rec ui men i+ α2Sa e yi+ α3T aining_De i+ νi (2)
Equa ion (1) cap u es he di ec impac o managemen p ac ices on employee pe o mance,
while Equa ion (2) es ima es he de e minan s o sus ainable p ac ices, which a e hen used as
media o s in he s uc u al model.
In addi ion, a sensi i i y model is cons uc ed o es he obus ness o he esul s unde
al e na i e a iable speci ica ions:
EM_PRi= θ0+ θ1Consis encyi+ θ2MTi+ θ3TMsi+ θ4SPi+ θ5T aining_De i+ ωi (3)
This addi ional model (Equa ion 3) allows o he join e ec o T aining & De elopmen on
bo h SP and EM-PR, ecognizing ha wo k o ce capaci y-building may se e as bo h an
inpu o sus ainable p ac ices and a di ec enhance o pe o mance ou comes.
The PLS-SEM echnique was employed due o i s capaci y o handle la en cons uc s, small-
o-mode a e sample sizes, and non-no mally dis ibu ed da a (Hai e al., 2020). Reliabili y
and alidi y assessmen s we e conduc ed h ough C onbach's Alpha, Composi e Reliabili y,
and A e age Va iance Ex ac ed (AVE). Boo s apping wi h 5,000 subsamples was employed
o es he signi icance o pa h coe icien s and assess he s abili y o he es ima es.
Robus ness was ensu ed by compa ing al e na i e model speci ica ions and e-es ima ing he
model using a educed sample (n = 120) and a e lec i e-indica o only model. Resul s
emained consis en , con i ming he s uc u al in eg i y and eliabili y o he indings.
Fu he mo e, model i indices including he S anda dized Roo Mean Squa e Residual
(SRMR) and No med Fi Index (NFI) we e wi hin accep able anges, ein o cing model
adequacy.
4. Resul s
4.1. Discussion o Resul s
The desc ip i e analysis and no mali y diagnos ics in Table 1 p o ide ounda ional insigh s
in o he s a is ical cha ac e is ics o he cons uc s used in he s udy. Ac oss all a iables, he
means and s anda d de ia ions we e s anda dized due o p io no maliza ion in Sma PLS,
acili a ing compa abili y. Howe e , excess ku osis and skewness alues sugges some
de ia ions om no mali y, pa icula ly in he "T aining & De elopmen " cons uc , which
exhibi ed high ku osis (5.381) and le -skewness (-2.566). These indings may indica e ha
aining oppo uni ies a e une enly dis ibu ed ac oss he obse ed i ms, possibly e lec ing
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ein o ce he ele ance o human capi al heo y and s akeholde -based iews o he i m in
explaining how in es men s in socially esponsible p ac ices may gene a e bo h in angible
and angible e u ns (Kim e al., 2022). By p io i izing wo kplace sa e y, equi able access o
employmen , and con inuous lea ning, pha maceu ical i ms may be be e posi ioned o d i e
sus ainable p oduc i i y gains in a sec o ma ked by egula o y sc u iny and echnical
p ecision.
In ligh o he indings, pha maceu ical manu ac u ing i ms a e encou aged o ins i u ionalize
social pe o mance p ac ices as in eg al componen s o hei ope a ional s a egies.
O ganiza ions should conside o malizing heal h and sa e y amewo ks beyond compliance,
in eg a ing hem in o con inuous imp o emen sys ems suppo ed by employee eedback and
digi al moni o ing ools. Mo eo e , inclusi e ec ui men policies should be ma ched wi h
s uc u ed onboa ding and men o ship p og ams o ensu e ha di e si y ansla es in o
p oduc i e eam dynamics. T aining and de elopmen should also be ealigned wi h e ol ing
pha maceu ical echnologies and egula o y equi emen s, enabling employees o emain
agile and esponsi e in an inc easingly complex ope a ing en i onmen (Yoon e al., 2020).
A he policy le el, egula o y agencies and indus y bodies may es ablish minimum
benchma ks and incen i e s uc u es o p omo e i m-le el social esponsibili y. Fo ins ance,
g an ing ce i ica ion ad an ages o p e e en ial access o public p ocu emen o i ms ha
mee obus SP c i e ia could s imula e sec o -wide imp o emen s. De elopmen -o ien ed
agencies may also conside suppo ing capaci y-building ini ia i es in pa ne ship wi h
p i a e i ms o ein o ce alignmen be ween co po a e beha io and na ional de elopmen
goals (Cha e jee e al., 2021). These ini ia i es may enhance bo h employee wel a e and i m
pe o mance, con ibu ing o b oade economic esilience in high-s akes manu ac u ing
sec o s.
Despi e he obus ness o he indings, se e al limi a ions should be acknowledged. Fi s , he
s udy's c oss-sec ional design cons ains causal in e ence. While signi ican associa ions we e
iden i ied be ween SP and employee p oduc i i y, he di ec ionali y o hese e ec s canno be
conclusi ely es ablished. Fu u e esea ch may employ longi udinal o panel da a o assess he
empo al dynamics o social pe o mance and ope a ional ou comes. Addi ionally, while
Sma PLS is app op ia e o explo a o y and p edic i e modeling, al e na i e es ima ion
echniques such as co a iance-based SEM o mul ile el models may yield complemen a y
insigh s, pa icula ly in mul i-si e o mul i-na ional i m se ings.
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Fu he mo e, he s udy was limi ed o pha maceu ical manu ac u ing i ms, which may
es ic gene alizabili y ac oss o he indus ial sec o s. Fu u e esea ch could explo e he
applicabili y o hese indings in se ice indus ies, in o mal economies, o eme ging digi al
wo kspaces whe e he mechanisms o SP may di e . In es iga ing he media ing ole o
a iables such as job sa is ac ion, psychological sa e y, o o ganiza ional cul u e could also
deepen unde s anding o how and why social pe o mance in luences p oduc i i y. By
add essing hese limi a ions, u u e schola ship can be e illumina e he s a egic alue o
social esponsibili y ac oss di e se economic and ins i u ional con ex s.
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