This work focuses on the importance of responsible human resource management, and its link to innovation and reputation, which are deemed to be relevant intangible assets for all firms, although particularly for entrepreneurial SMEs, and which are of particular interest since they have remained relatively unexplored despite their key role in the business fabric. Specifically, we present an explanatory model comprising three variables; the latent independent variable is socially responsible human resource management (SR-HRM), and the corresponding endogenous variables are reputation and innovation. In order to empirically validate the conceptual model developed, we design a survey which has been answered by a representative sample of entrepreneurs of their own firms. Using partial least squares (PLS), we analyse both the measuring model as well as the structural model. Results prove satisfactory and allow us to confirm the direct positive and significant relation between socially responsible human resource management and reputation, as well as the causal relation when innovation acts as a mediating variable.

这项工作侧重于负责任的人力资源管理的重要性及其与创新和声誉的联系，尽管对企业家而言，这对于所有公司而言都是重要的无形资产，但对企业家而言尤其如此，并且由于它们仍处于相对未被开发的状态，因此特别引起人们的关注。尽管它们在企业结构中起着关键作用。具体来说，我们提出了一个包含三个变量的解释性模型。潜在的独立变量是对社会负责的人力资源管理（SR-HRM），相应的内生变量是声誉和创新。为了从经验上验证所开发的概念模型，我们设计了一项调查，该调查得到了自己公司的企业家的代表性样本的回答。使用偏最小二乘（PLS），我们分析了测量模型和结构模型。结果证明是令人满意的，并使我们能够确认对社会负责的人力资源管理与声誉之间的直接正向和重要关系，以及当创新充当中介变量时的因果关系。