Employee innovation performance (EIP) plays a crucial role in enhancing competitiveness within high-tech enterprises, and socially responsible human resource management (SRHRM) is increasingly recognized as a key factor. By integrating corporate social responsibility principles, SRHRM shapes employees’ attitudes and behaviors. Grounded in person-environment fit theory, this study proposes and tests a moderated serial mediation model to uncover the complex mechanisms through which SRHRM influences EIP. Using cross-sectional data collected via a questionnaire from 440 employees in Chinese high-tech firms, the results indicate that SRHRM impacts employee innovation both directly and indirectly. The indirect effects operate through individual mediators such as person-organization fit (P-O fit) and work engagement (WE), either independently or sequentially. Additionally, individualism orientation (IO) moderates both the link between P-O fit and WE and the serial mediation pathway connecting SRHRM to EIP, such that higher IO strengthens these positive relationships. The findings contribute to the understanding of SRHRM’s impact on innovation by emphasizing the importance of P-O fit and WE in fostering employee innovation and highlighting the moderating role of individual cultural values.
