Corporate Social Responsibility Behavior Research Articles

The Contribution of Corporate Social Responsibility and Organizational Behavior in the Development of Human Resources of Companies: Case Study in Greece

The purpose of this study is to identify the link between corporate social responsibility (CSR) and organizational behavior with human resource management. The methodological tool used was based on bibliographic research in the analysis of texts and secondary sources. A literature review and a case study were carried out to study the topic. The literature review enabled the collection of secondary data. These data provide information for other researchers. The case study was conducted in a Greek company that operates throughout Greece in the catering industry and which has many branches. Through the case study, the researcher collected data on the dimensions of CSR and the company’s organizational behavior. The research question that will concern us refers to Corporate Social Responsibility and organizational behavior and whether they contribute to the evolution and development of human resources in companies. We assume that CSR and organizational behavior contribute significantly to the fuller utilization of business staff and we will try to verify this hypothesis. The research results showed a correlation between Corporate Social Responsibility, organizational behavior and human resources. They also showed that CSR is implemented to a satisfactory degree, while the levels of organizational behavior of employees in the company were also satisfactory. The above findings are considered important because they provide us with new data on the situation in the business world. At the same time, they lead us to the conclusion that it is necessary to strengthen CSR through actions aimed at creating a business culture that will contribute to the staff development and evolution.
 
 Received: 8 March 2022 / Accepted: 7 May 2022 / Published: 5 July 2022

When Does CSR Fail to Incentive Employees’ Affective Organizational Commitment? Exploring the Moderating Effects Based on the C-S-R Concerns Model

Corporate social responsibility (CSR) is a strategy employed to engage stakeholders. Prior studies explored the different mechanisms by which employees, as one of an organization’s biggest stakeholder groups, positively respond to organizational CSR behavior. However, limited attention has been paid to the conditional boundaries when employees’ positive responses are stronger or weaker, overlooking the possibility that sometimes CSR fails to obtain employees’ support. The study employed the “C-S-R concerns” model to systematically investigate how caring-based (i.e., moral identity), self-based (i.e., corporate ability), and relational-based (i.e., importance of CSR) factors moderate the relationship between perceived CSR (PCSR) and affective organizational commitment (AOC). Using data collected from 326 employees in the Chinese high-tech industry, we found that the positive effects of employees’ PCSR on their AOC becomes negative when employees have higher levels of moral identity, when their organizations are perceived as having greater ability, and when CSR is perceived as more important to the success of their organization. The findings advance our understanding of the inconclusive impacts of CSR on firm performance by providing micro-level evidence from employees. This also provides practical implications for managers about how to select employees, set CSR strategies and cultivate organizational cultures.

Corporate social responsibility and innovative work behavior: Is it a matter of perceptions?

AbstractThe paper investigates the influence of corporate social responsibility (CSR) on Innovative Work Behavior (IWB). The mediating role of passion and organizational commitment is investigated for understanding the effect of CSR on companies' performances by adopting a behavioral perspective. Based on the exploratory literature review conducted during the period from 1990 to 2020 and the content analysis method, we explore possible relationships among CSR, human capital, relational capital, and innovative work behaviors. Building upon the evidence from the literature review, a set of propositions have been defined for supporting both researchers and practitioners in enhancing the potential contribution of perceived CSR to improve companies' performance by adopting IWBs. The paper enriches ongoing debate about CSR's influence on companies' performances investigating the pivotal role of perceptions about CSR practices in influencing IWBs within the business field.

Fostering Individual Ethical Behaviour through Integrated Corporate Social Responsibility and Ethical Leadership

The research aimed to understand the effects of integrated corporate social responsibility (CSR) combined with ethical leadership on individual?s ethical behaviour. While there have been rich literatures on organisational behavioural effects of CSR, the concept of integrated CSR remains unexplored. Integrated CSR activities incorporate ethical and responsible decision-making into core business operations, unlike conventional CSR activities which were managed peripherally from the businesses. The research also explored the mediating effect of perceived corporate ethics between integrated CSR and ethical leadership with individual ethical behaviour, as well as the moderating effect of perceived CSR-Fit between integrated CSR and perceived corporate ethics. The research adopted quantitative research approach and data were analysed using the Statistical Package for Social Sciences software. The outcomes of the study confirmed the relationships between integrated CSR and ethical leadership with individual ethical behaviour, and perceived corporate ethics fully mediated the relationships between integrated CSR and individual ethical behaviour but only partially mediated the relationships between ethical leadership and individual ethical behaviour. The outcome did not support the moderating effect of perceived CSR-fit between integrated CSR and perceived corporate ethics. The research findings offer insights to businesses on the important elements in fostering individual ethical behaviour at workplaces and the roles of integrated CSR and ethical leadership in supporting the initiative. By integrating ethical behaviours and decision-making into core operations will directly support United Nation?s Sustainable Development Goals (SDGs), particularly SDG12 on Responsible Consumption and Production.

Organizational Citizenship Behavior Among Employees of Public Higher Learning Institutions

This study was necessitated by the lack of research on internal corporate social responsibility (CSR) and organizational citizenship behavior among employees of higher learning institutions in Ghana, as well as the claim that employees of public higher learning institutions in Ghana lack commitment, motivation, trust, and engagement. The research focused on the impact of internal CSR on the organizational citizenship behavior (OCB) of employees in public higher learning institutions in Ghana. Employees of public higher education institutions across the country were selected using stratified random and convenience sampling techniques. The data were analyzed using SEM, confirmatory and exploratory factor analyses. The findings of the study showed that internal CSR has a significant role to play in the OCB of workers in public higher learning institutions in Ghana. Incentives and motivation, as well as organizational justice and fairness, were found to influence the employees' OCB. The study provides recommendations for management and stakeholders' strategic decisions.

Corporate social responsibility and customer-citizenship behaviors: the role of customer–company identification

PurposeThis study aims to analyse a proposed model depicting the direct and indirect relationship between consumer perceptions of corporate social responsibility (CSR) and customer citizenship behaviour (CCB) in the banking industry.Design/methodology/approachIn this study, data was collected from banking consumers in India. The final sample included 505 responses. The hypotheses were tested using structural equation modelling.FindingsThe findings suggest that consumer perceptions of CSR are positively related to consumer identification with the company and CCB. Also, the relationship between consumer perception of CSR and CCB is mediated through consumer–company identification. This suggests that CSR activities are positively related with the consumer identification with their company, which encourages CCB.Originality/valueThis study contributes empirically and theoretically to expand the limited knowledge about the cognitive link between CSR and consumer behaviour. This study provides new insights about the proposed relationships related to the effects of consumer perception of CSR on CCB.

Sustainability knowledge management and organisational learning in tourism: current approaches and areas for future development

Tourism is one of the major drivers of socio-economic growth. For tourism organisations to remain competitive, they must be able to adapt to the current dynamic scenario where the sector operates. Organisational learning strategies can provide the sector with the knowledge required to transform tourism research and intellectual property into capabilities for the industry and stimulate tourism models with a minimal effect on the environment. Knowledge management involves managing tacit and explicit information in a way that ensures it is available where and when needed. From a knowledge management perspective, environmental learning refers to the processes of acquiring, distributing and using knowledge of the natural environment, involving the processes of socialisation, externalisation, combination and internalisation of knowledge and its central aim is to improve performance. This article describes how knowledge management and organisational learning can help to achieve a sustainable tourism sector. Sustainability in this context is understood as efforts to progress simultaneously in environmental, societal and economic development. The article argues that the principles of sustainable tourism lead to both improved strategies and avenues for future research, provided they are informed and supported by learning and knowledge management; value co-creation; co-operation and trust-building; corporate social responsibility and pro-environmental behaviour.

"Does a Good Firm Diminish the Bad Behavior of Its Employees?": The Sequential Mediation Effect of Organizational Trust and Organizational Commitment, and the Moderation Effect of Work Overload.

The purpose of this study was to investigate the influence of corporate social responsibility (CSR) on an employee’s negative behavior, in addition to its intermediating mechanism (i.e., mediators and moderator) in the relationship. This paper proposes that CSR may diminish an employee’s negative behavior, such as counterproductive work behavior. Relying on the context–attitude–behavior framework, this study investigated the mediators and moderator of the relationship between CSR and counterproductive work behavior. Specifically, this study hypothesized that not only does CSR diminish the level of counterproductive work behavior by sequentially boosting the level of employees’ organizational trust and commitment, but their work overload also negatively moderates the association between CSR and organizational trust. Utilizing three-wave time-lagged online survey data from 342 employees in South Korean companies, this study tested the hypotheses by building a moderated mediation model with structural equation modeling analysis. The results indicate that CSR decreases the level of employees’ counterproductive work behavior through enhancing their organizational trust and commitment. Moreover, work overload negatively moderates the association between CSR and organizational trust. The findings of this study make theoretical and practical contributions to the CSR literature.

How do customers' perceptions of corporate social responsibility contribute to sustainable customer citizenship behaviors? The mediating mechanisms of corporate brand pride and self‐brand connection

AbstractThis study extends previous research on corporate social responsibility (CSR) by including the mediating role of corporate brand pride and self‐brand connection from a relationship quality perspective. Based on the theoretical foundation of social identity theory, four hypotheses were established and tested using structural equation modeling. Data from 609 banking customers in Korea were collected via online questionnaire surveys. The results revealed the following: (1) Customers' perceptions of CSR are significant in enhancing customer citizenship behaviors. (2) Corporate brand pride mediates the positive relationship between customers' perceptions of CSR and customer citizenship behaviors. (3) Self‐brand connection mediates the positive relationship between customers' perceptions of CSR and customer citizenship behaviors. (4) Serial multiple mediation of corporate brand pride and self‐brand connection exist between customers' perceptions of CSR and customer citizenship behaviors. These results identified the mediating process related to the relationship quality between customers' perceptions of CSR and customer citizenship behavior.

Technology-Driven Cross-Border M&A, CSR, and Enterprise Innovation Performance—Evidence from China

China’s technology development has entered a new stage, one of technology-driven cross-border mergers and acquisitions (TC M&A), which has become an important channel for emerging markets to achieve a technological leap. During this process, the effect of corporate social responsibility (CSR) is very complex. This paper took 230 cross-border M&A events in China as samples. Using the individual–time dual fixed effect model, we found that TC M&A and CSR played positive roles in promoting the innovation performance of the parent company. However, CSR negatively moderated the relationship between TC M&A and enterprise innovation. When enterprises entered a host country with close diplomatic institutional distance, the moderating effect of CSR on TC M&A and enterprise innovation performance became positive. When enterprises entered a host country with close institutional distance, the moderating effect of CSR on TC M&A and enterprise innovation performance was not significant. The findings of this paper not only enrich the stakeholder theory, but also showcase the important role of guiding cross-border investment enterprises for the implementation of CSR behaviors.

How Perceived Corporate Social Responsibility Raises Employees' Creative Behaviors Based on Appraisal Theory of Emotion: The Serial Mediation Model.

This study examines the micro-level consequences of perceived corporate social responsibility (CSR) and hypothesizes that perceived CSR affects the perception-emotion-attitude-behavior sequence. We hypothesized that perceived CSR affects organizational pride (OP) (emotion), affects affective commitment (AC) (attitude), and enhances the employees’ creative behaviors (behavior) by using the lens of appraisal theory of emotion (ATE). This study also hypothesizes that the association of perceived CSR and employee creative behaviors (ECBs) is serially mediated by OP and AC. The time-lagged data were collected from employees of only those companies participating in CSR activities to analyze the sequential mediation effect. We have tested the hypotheses of this study through Hayes approach. Results showed that perceived CSR kindles the employees’ creative behaviors. Furthermore, “organizational pride” and “affective commitment” serially mediate the association of perceived CSR and ECB. Hence, the hypothesized perception-emotion-attitude-behavior model received a significant support and demonstrated that micro-level positive consequences of CSR could be created through emotional, attitude, and behavioral mechanisms. The organization should promote their CSR activities using documentaries and contents to improve their perception of environmental and social issues, and it enhances employees’ pride and creativity.

Perceived corporate social responsibility and innovative work behaviour: the role of passion at work

PurposePerceived corporate social responsibility (CSR) reflects personal views towards CSR activities that impact emotion, attitude and behaviour. This paper aims to investigate how perceived CSR predicts innovative work behaviour (IWB).Design/methodology/approachThis study used a survey questionnaire to collect data from Gen Y 508 nurses working in the United Arab Emirates health-care sector. This study used a structural equation model to examine the study’s hypotheses.FindingsPerceived CSR was found positively and significantly related to employees’ passion at work (PAW). This study also found that PAW positively and significantly mediates the relationship between perceived CSR and IWB in the organisation.Research limitations/implicationsThis study’s main limitation is that it used only quantitative methodology to examine the hypotheses. Thus, this study suggests mixed-method investigations in future research.Practical implicationsThis study suggests that organisations should significantly engage in CSR-related activities, as it increases employees’ PAW and cause IWB to be in full swing. Passionate Gen Y nurses will improve the quality of patient care services with productive, IWB.Originality/valueThe study’s findings give an insight into how Gen Y nurses’ perceptions of CSR would affect their attitudinal and emotional variables. This study contributes to the knowledge domain of IWB in the organisation. Passionate Gen Y nurses will add value to the health-care system by implementing IWB.

Conceptualizing the Role of Target-Specific Environmental Transformational Leadership between Corporate Social Responsibility and Pro-Environmental Behaviors of Hospital Employees.

The healthcare sector throughout the world is identified for its outsized carbon footprint. Despite the mounting importance of employees’ pro-environmental behavior (PEB) for decarbonization, the role of PEB in a healthcare context was less emphasized previously, especially in a developing country context. To address this knowledge gap, the current work was carried out to examine the relationship between a hospital’s corporate social responsibility (CSR) initiatives and PEB with the mediating effect of environmental-specific transformational leadership (ESTL). At the same time, the conditional indirect effect of altruistic values (AV) was also considered in the above relationship. The data were collected through a questionnaire by employing a paper-pencil method from the hospital employees (n = 293). By considering the structural equation modeling, the hypothesized relationships were validated. The results indicated that CSR directly (β1 = 0.411) and indirectly, via ESTL, (β4 = 0.194) influenced the PEB of employees. It was also realized that A.V produced a conditional indirect effect in this relationship (β5 = 0.268). This work tends to help a hospital to improve its environmental footprint through CSR and ESTL. Moreover, the current work also highlights the role of employees’ values (e.g., A.V) to guide the environment-specific behavior of employees.

Chief Executive Officer Tenacity and Employee Intrapreneurial Behavior: The Mediating Role of Corporate Social Responsibility.

Chief executive officer (CEO) tenacity plays an important role in corporate entrepreneurial activity. However, much less is known about its impact on employee intrapreneurship. Drawing from social information processing theory and upper echelons theory, this article examines the hitherto unexplored nexus between CEO tenacity and employee intrapreneurship, as well as the mediating role of corporate social responsibility (CSR). Quantitative data were collected through a survey administered to 294 employees working in different sectors that engage in CSR activities in China. Data analysis was performed using hierarchical regression method through Stata 16.0. It was found that CEO tenacity was significantly positively correlated with employee strategic renewal behavior (β = 0.523, p < 0.001) and employee venture behavior (β = 0.510, p < 0.001). The positive correlation between CEO tenacity and CSR was also significant (β = 0.578, p < 0.001). Besides, CSR partially mediated the relationship between CEO tenacity and employee strategic renewal behavior (40.0%) or employee venture behavior (50.2%). This study extends research on CEO tenacity, CSR, or employee intrapreneurial behavior by providing a better understanding of the direct effects of CEO tenacity on employee intrapreneurial behavior and CSR. From the perspective of cross-fertilization between psychology and management, this study establishes the interface role of CSR by elucidating the intrinsic mechanism of CEOs with high levels of tenacity to stimulate employee intrapreneurial behavior through CSR.

Research on the relationship between environmental corporate social responsibility and green innovative behavior: the moderating effect of moral identity.

There are extensive studies of environmental corporate social responsibility at the macro level. However, the study of the impact of environmental corporate social responsibility on employees' work-related outcomes is inchoate. Drawing on social identity theory and signaling theory, this paper investigates the impact of environmental corporate social responsibility on employees' green innovative behaviors. The mediating role of perceived meaningfulness at work and the moderating role of moral identity are also investigated. Data were collected via a time-lagged and multisource survey. The study analyzed the responses of 271 employees of Chinese enterprises. Hypotheses were examined using hierarchical regression analysis and bootstrapping. The results indicated environmental corporate social responsibility to be positively related to employees' green innovative behaviors. Perceived meaningfulness at work mediates the link between environmental corporate social responsibility and employees' green innovative behaviors. Moreover, moral identity moderates the relationship between environmental corporate social responsibility and perceived meaningfulness at work. The indirect effect of environmental corporate social responsibility on employees' green innovative behaviors via perceived meaningfulness at work is also moderated by moral identity. Theoretical contributions and practical implications of the study are discussed.

Beyond lobbying: the political determinants of adopting corporate social responsibility frameworks in the European Union and the USA

This paper explores the role of corporate social responsibility (CSR) as an element in a corporation’s political action repertoire. Previous research has studied lobbying and CSR as a distinct means by which corporations seek to manage their non-market environment. Analyzing CSR as a political activity, we argue that corporations engage in CSR for the same reasons that prompt them to engage in lobbying. More specifically, we expect corporations to adopt CSR frameworks that are suitable to enhance their reputation in a given political arena. To evaluate this argument, we analyze the lobbying and CSR behavior in the EU and USA of over 2000 corporations from around the world. Our results show that lobbying and adopting CSR frameworks can be predicted by similar empirical models. Moreover, controlling for common predictors and endogeneity, lobbying in the EU is associated with an increased likelihood of a corporation adopting an appropriate CSR framework. However, corporations that lobby in Washington DC become less likely to engage in CSR the more they spend on lobbying. These findings shed new light on the relationship between lobbying and CSR while highlighting important differences in corporate non-market behavior across political arenas.

The consequences of mandatory corporate social responsibility expenditure: An empirical evidence from India

AbstractThe transition in governmental approach towards corporate social responsibility (CSR) from voluntary to mandatory has received much attention in the recent literature, mainly because the delegation of its role in social development has rarely been provided. In this context, the questions we raise are: Does mandatory CSR leads to higher expenditure? How does it affect business leaders' intrinsic motivation to spend on CSR? The case of India's section‐135 of Companies Act, 2013 shows that mandatory CSR has made companies more responsible by raising the level of CSR expenditure and positively affecting business leaders' intrinsic motivation to incur CSR expenditure. However, this gain has come at a cost as CSR expenditure has become more sensitive to profit, which is undesirable from society's perspective. The study uses instrumental theory and motivation‐crowding theory to explain the CSR behavior of NIFTY 100 companies from financial year 2009–2010 to 2018–2019. Overall, results of the present study suggest that government should prefer the approach of mandatory CSR with some precautions to instrumentalize the rising success of corporate sector for addressing the environmental and social issues in country.

Oil shocks and corporate social responsibility

This study examines the effects of oil demand and supply shocks on the corporate social responsibility (CSR) behavior of US listed companies. We find robust evidence that oil demand shocks have significant positive influences on CSR behavior, whereas oil supply shocks have significant negative impacts on firms' CSR activities. When we decompose CSR behavior into strengths and concerns, we observe that the positive influence from oil demand shocks is driven primarily by significant reductions in areas of concern, whereas the negative influence of oil supply shocks is driven by both a reduction in areas of strength and a simultaneous increase in areas of concern. Further analysis reveals that oil demand shocks propel improvements in community, diversity and governance but have a negative impact on environmental areas. In contrast, oil supply shocks have negative influences on all aspects of CSR measures. These results persist across both oil and non-oil companies and show the substantial influence of oil shocks. Overall, our findings shed new light on the impact of segregated oil shocks on CSR behavior.

Perceived Environmental Corporate Social Responsibility and Employees' Innovative Behavior: A Stimulus-Organism-Response Perspective.

Drawing from the stimulus-organism-response (S-O-R) model, this study examines how and under what circumstances perceived environmental corporate social responsibility (ECSR) affects innovative behavior of employees in the context of environmental protection. Using a sample of 398 employees from different firms in the high energy-consuming industry of China, the results indicate that, at first, perceived ECSR provides a positive effect on organizational identification. Secondly, organizational identification has a positive influence on the innovative behavior of employees. Thirdly, organizational identification plays an important mediating effect between perceived ECSR and the innovative behavior of employees. Fourthly, both the effect of perceived ECSR on organizational identification and the indirect effect of perceived ECSR on the innovative behavior of the employees via organizational identification will be stronger when the levels of organizational trust are high. These findings add new insights into the perceived ECSR-employees’ innovative behavior relationship and provide important managerial implications for enhancing ECSR perception to improve the innovative behavior of employees.

Employee-Perceived Corporate Social Responsibility (CSR) and Employee Pro-Environmental Behavior (PEB): The Moderating Role of CSR Skepticism and CSR Authenticity

Despite the substantial attention given to pro-environmental behavior (PEB) by academicians, practitioners, and policymakers, few studies have investigated how employee-perceived corporate social responsibility (CSR) affects employees’ PEB. Moreover, though the concept of PEB has been found to elicit a wide range of positive benefits for employee behaviors and attitudes, it has rarely been applied to the context of the manufacturing sector. Underpinned by the social identity theory (SIT) and the attitude-behavior-context (ABC) theory, the present study investigates the impact of employee-perceived CSR on employees’ PEB through the moderating roles of employee–CSR skepticism and employee–CSR authenticity. The convenience sampling technique was used to select employees from Pakistani manufacturing firms to participate in the study’s survey. Analysis results of data from 235 respondents across 115 manufacturing firms suggest that employee-perceived CSR positively drives employees’ PEB. In addition, the findings offer valuable insights on employee–CSR skepticism and employee–CSR authenticity. Specifically, CSR skepticism weakens the link between perceived CSR and PEB, while CSR authenticity strengthens this link. By providing implications and limitations, the present study discusses that organizations can convey the message of their credible, genuine, and authentic CSR efforts to their employees for social, economic, and environmental wellbeing. The study’s discussions and conclusions are presented.