<![CDATA[Aim: Drawing on an integrated framework of Cognitive Load Theory (CLT) and Conservation of Resources (COR) theory, this study investigates the influence of socially responsible human resource management (SRHRM) on the employee outcomes, such as cognitive load and psychological well-being.Methodology: The quantitative three-wave survey containing the data of manufacturing personnel (N = 355) was analysed using Partial Least Squares Structural Equation Modeling (PLS-SEM) in SmartPLS, to examine the direct path coefficients and conditional interactional aspects for the interpretation of resultsFindings: The empirical findings show that although SRHRM increases cognitive load but at the same time it results in the decrease of psychological well-being as a consequence of the risen cognitive friction and resource depletion that come with processing the complexity of social performance metrics and multitude of interests of stakeholders. Most importantly, individual Socio-Economic Status (SES) was shown a moderating effect.Implications/Novel Contribution: The current study furthers the body of work in organizational behavior by challenging the Universalist "additive" paradigm of applying normative HR techniques and elucidating the darker side of these same HR practices. Finally, it provides managers at various production facilities with concrete recommendations for creating effective SRHRM policies that take limited resources of employees into account.]]>
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