Organizational Corporate Social Responsibility Research Articles

Investigating the impact of workforce racial diversity on the organizational corporate social responsibility performance: An institutional logics perspective

Racial diversity is considered an integral part of the business world. The extant literature has focused on the effect of racial diversity on a firm's financial performance and presented mixed findings. Building on the institutional logics lens and using a sample of 204 firms belonging to 9 industries and spread across 21 countries for a period of six years, we explore the impact of workforce racial diversity on the Corporate Social Responsibility Performance (CSRP) of a firm. In addition, we also investigate the contingency effects of a firm's absorptive capacity and slack resources on the proposed relationship. Using a seemingly unrelated regression model and accounting for endogeneity, we find that racial diversity has an inverted U-shaped relationship with a firm's financial and social performance and has a U-shaped relationship with its environmental performance. We also find significant moderating effects. Thus, we contribute to the theory and practice in the field.

Organisational learning for corporate social responsibility in sport organisations

ABSTRACTResearch question: Although the implementation of corporate social responsibility (CSR) may require changes at the strategic, organisational, and operational levels, studies fall short of investigating the role of organisational learning (OL), which is key to grasp how CSR occurs in organisations. This study fills this gap by exploring the dynamic interaction between different levels of the learning process through which sport organisations implement CSR.Research methods: Drawing on Crossan et al.’s 4I Framework, we examine the learning sub-processes characterising CSR implementation in a sport federation. This study uses a single-case-study research design and analyses interviews (n = 18) and organisational documents (n = 20).Results and findings: This study reveals that OL for CSR is a critical multilevel and dynamic process that consists of learning subprocesses at the intra-organisational and inter-organisational levels. CSR requires both learning new ways of incorporating CSR practices, as well as embedding into the organisation what has already been learnt. Informal and formal groups were identified as strong repositories of learning, while external stakeholders are essential sources of learning intertwined within the organisation alongside the work of inter-organisational boundary spanners.Implications: Theoretically, this paper extends the discussion of CSR implementation by highlighting the critical role of. It does so by revealing patterns of learning institutionalisation for CSR in a particular European sport federated setting. These findings highlight that the level of institutionalisation of learning influences the integration and sustainability of the CSR strategy. Practically, managers should consider these learning subprocesses as appropriate platforms on which to instil the CSR construct within their organisation.

How to achieve sustainability?—Employee's point of view on company's culture and CSR practice

AbstractThe people are the company. This study aims to examine the structure of relationships between company culture, performance, corporate social responsibility (CSR), and reputation, as seen from the employee's perspective, to determine which company culture factors most influence CSR practice and, as a result, sustain a company's development and improve its performance. To accomplish this goal, we conducted a survey among employees of Polish construction companies regarding CSR practices in their organizations. We applied a structural equation model based on 539 individual cases. For a better understanding of the employee's perception of CSR practice, the model included control variables such as company size and position in the company. Our findings suggest that company reputation is a strong mediator of the CSR practice and company performance relationship, and the cultural dimension of long‐term orientation has the greatest influence on CSR practice. The study advances the knowledge on the subject using a microlevel approach to stakeholders' engagement in CSR by exploring the personalized employee‐centric view of organizational culture, CSR practice, and company reputation to sustain a company's development and improve its performance.

Ethical climate, corporate social responsibility and organizational performance: evidence from the UAE public sector

PurposeResearch about ethical governance and corporate social responsibility (CSR) in the United Arab Emirates is still in its infancy. This study aims to explore the public sector employee’s perception toward ethical climate, codes of ethics and CSR and its impact on organizational performance. This research sheds light on the link between formalized ethical procedures and employee responses including CSR, organizational engagement and organizational performance.Design/methodology/approachData were collected from 426 middle-level public sector employees in Abu Dhabi, the capital of the United Arab Emirates, using structural equation modeling to test the proposed hypotheses.FindingsThe findings of this study suggest that an ethical climate is an important organizational component, and that the incorporation of effective codes of ethics and CSR initiatives is desired. Perceptions of public sector employees are positively influenced by the organization’s ethical climate and CSR activities, which in turn affect organizational performance.Research limitations/implicationsThe study provides managerial insights for improving the ethical climate and CSR within the public sector context in the United Arab Emirates.Practical implicationsThe study offers implications for public sector employers and points out that public sector employers should formulate policies to boost the ethics and CSR environment at workplace to attain competitive advantage.Originality/valueThe paper contributes to the literature by being one of the first to study organizational ethical climate and CSR within a Middle Eastern public sector context and offers implications for theory and practice.

Corporate Social Responsibility in Professional Team Sports Organizations: An Integrative Review

Professional team sports organizations (PTSOs) are highly influential in our society. They can both positively and negatively shape the public discourse around responsible norms of behavior. The purpose of this article is to describe and critically review the literature on PTSOs’ corporate social responsibility (CSR) to develop a comprehensive understanding of current and future research directions in the field. Our analysis reviewed articles on CSR within PTSOs and identified publication year; geographical dispersion; journal type; sports contexts; social issues investigated; research approaches and methods; and how CSR was conceptualized, defined, and theoretically supported. The findings indicate that CSR within PTSOs has primarily been investigated in community programs, using qualitative research methods and pragmatically conceptualizing CSR on the basis of return on investments to the organization in European and North American contexts. Our discussion provides a critical review of the literature before outlining avenues for future research and practice.

Understanding employees’ motivation to engage in CSR: A grounded analysis

Employees’ participation in corporate social responsibility (CSR) is a channel that not only helps corporations convey their social responsibility messages but also, in the long run, enhances stakeholder-organization relationships and builds the corporate image. However, current literature and theories of motivation do not clearly present the internal and external aspects that motivate employees to engage in CSR. To narrow this gap and deepen the knowledge of the drivers behind employee participation, this research contributes to the literature by building a theory of employees’ motives for volunteering in CSR activities based on both the intrinsic and extrinsic sides. More specifically, we use grounded theory to investigate the underlying mechanisms that motivate employees to get involved in organizational CSR by interviewing 30 employees from different departments and various industries. In addition, this research takes Mirvis’s (2012) model a step further by looking into intrinsic and extrinsic factors that drive employee participation in organizational CSR. Interestingly, we find that religious influence and work-life balance have the effect of promoting employee engagement in CSR activities as intrinsic and extrinsic motives respectively. Finally, theoretical and managerial implications are offered.

Doing Good Is Not Enough, You Should Have Been Authentic: Organizational Identification, Authentic Leadership and CSR

Previous studies on the relationship between corporate social responsibility (CSR) and organizational performance have emphasized how CSR influences the external stakeholders such as shareholders, customers, and local communities to explain the association. Thus, it is relatively less studied how CSR influences internal stakeholders, which ultimately accrue to organizational performance. Grounded on institutional theory which proposes that institutional enablers such as CSR activities affect macro-level outcomes (i.e., organizational performance) through micro-level mechanisms (i.e., attitudes or behaviors of members), we argue that internal processes are critical to explaining the CSR–performance link. Using 2-wave time-lagged survey data of 301 employees from various companies in South Korea, we first investigate how organizational identification (OI) mediates the CSR–performance link. In addition, we also investigate how authentic leadership moderates the link between CSR and OI. The results showed that OI is an important internal process that CSR enhances for organizational performance. In addition, authentic leadership positively moderated the effect of CSR on OI. Our results suggest that we need to understand “internal” intermediating mechanisms as well as critical contextual factors to elaborately explain the relationship.

Internal contributions to initiating corporate social responsibility in sport organizations

PurposeThe purpose of this paper is to highlight the role that employees play in helping embed a corporate social responsibility (CSR)-advocated culture into their organizations through a voice behavior. This study examines: first, the effect of employees’ negative perceptions (i.e. persuasion knowledge (PK)) of CSR on voice behavior; second, the influence of employees’ motivational dispositions regarding goals (i.e. promotion focus) on voice behavior; and third, the positive moderating effect of promotion focus in the negative relationship between PK and voice behavior.Design/methodology/approachData were gathered from 168 employees representing all five Korean professional sport organizations at an inaugural sport marketing workshop, a moderated multiple regression analysis was performed to test the hypotheses.FindingsThe results indicated a marginal negative effect of PK on voice behavior and a significant positive effect of promotion focus on voice behavior. Further, it was found that promotion focus played a positive moderating role in the negative relationship between PK and voice behavior.Originality/valueAlthough employees bear much of the burden of and responsibility for enacting ethical and competitive CSR practices, a paucity of the research has addressed their contributions to CSR as internal promoters of the activities. The present study contributes to the CSR literature by focusing on the role of employees in voicing CSR and empirically examining how promotion focus played a positive role in the relationship between PK and voice behavior.

Linking corporate social responsibility attributions and creativity: Modeling work engagement as a mediator

Abstract The purpose of this paper is to examine whether employees attribute different motives to corporate social responsibility (CSR) practices of the organization and if these motives predict employee creativity. In addition, the study aims to explore the underlying psychological mechanism by proposing work engagement as a mediator of the relationship between CSR attributions and creativity. Sample for the study consisted of 219 employees from various IT organizations in India known for their CSR engagement. Exploratory factor analysis, CFA and SEM bootstrapping procedures were used to test the study hypotheses with the help of SPSS AMOS 24. Results indicate that employees differentiate the motives behind organizational CSR engagement as intrinsic and extrinsic. These motives were found to differentially impact work engagement and creativity. Intrinsic CSR attributions related positively and significantly with creativity, and work engagement fully mediated the relationship. However, extrinsic CSR attributions failed to show any significant relationship with both work engagement and creativity. By highlighting the role of the attributions in the context of CSR, this research provides important information on why organizational CSR involvement may not always yield positive results for the organization. The study identifies managing employees’ skepticism as a critical success factor in the implementation of CSR to optimize the returns on CSR investments. The findings also carry significant implications for managers and policy makers of Indian IT industry in terms of how they devise, implement and communicate CSR plans and strategy.

The experiences of employees participating in organisational corporate social responsibility initiatives

Orientation: This article is about the experiences of employees who actively participate in organisational corporate social responsibility (CSR) initiatives. Research purpose: The general aim of this study was to explore the experiences of employees who participate in CSR initiatives within an organisation where a well-developed framework exists. Motivation for the study: Whilst an emergent number of studies have considered the various dimensions of CSR initiatives, the focus appears to be on stakeholders such as the recipients of CSR, organisations, consumers and shareholders but not the perspective of the employees who actively participate in CSR initiatives. Research design, approach and method: A qualitative research approach was employed with the intent of exploring the experiences of employees participating in organisational CSR initiatives. Data were collected and analysed from a purposive sample of 12 employees, by means of interactive qualitative analysis. Main findings: The study revealed that the primary driver that motivates employees to participate in CSR is love. Love sparks a sense of compassion. Compassion, coupled with an enabling environment, stimulates generosity. By being generous, a feeling of hope and inspiration is induced in both the givers and receivers of generosity. A secondary outcome of generosity and hope and inspiration is bringing about change to others, and whilst going through this journey and making a difference in the lives of others, participants experience a progressive change within themselves. This change evokes a feeling of fulfilment, and ultimately a feeling of complete joy. Contributions or value-add: This research complements existing CSR literature by focussing and reporting on the experiences of the employee as an important stakeholder.

Performance Outcomes of Investing Slack Resources in Corporate Social Responsibility

Our study examined relationships among slack resources, investment in corporate social responsibility (CSR) and firm performance, finding that accounting and market returns respond differently to investments of slack in CSR. Although accounting returns to both financial and organizational CSR investment were positive, equity markets reward organizational slack but punish financial slack investments. Moreover, distinguishing among forms of CSR indicates that both accounting and market returns respond much more positively to investment in stakeholder protection than to investment in stakeholder improvement. Finally, risk, strategy, and governance are mediating mechanisms partially explaining CSR effects but not to the extent we expected.

Social Innovations in the Labour Market in Institutions Implementing a Model of Organizational Corporate Social Responsibility

The aim of this article is to provide a broader look at the issue of social innovations through the prism of the possibilities of their creation and implementation in socially responsible organisations. The author of the article presumes that the ability to innovate in the area of labour market organisations implementing the model of corporate social responsibility is higher than in organisations not functioning on the basis of social responsibility.

Consumers’ Perception on Organisational Corporate Social Responsibility Practices and its Implications on Consumer Attitude: Evidence from the Malaysian Telecommunication Industry

This paper aims at investigating consumers’ perception on the Corporate Social Responsibility (CSR) practices of the telecommunication service companies in Malaysia, and its antecedent to consumer attitude. The local telecommunication service providers have emphasized on service quality, stakeholder value, corporate reputation, and innovation to achieve good business performance. However, little is known about the contribution of service quality, stakeholder value, corporate reputation, and innovation on the effectiveness of organisational CSR practices. Furthermore, lack of previous studies that have investigated the impact of organisational CSR practices on consumer attitude, particularly in the context of Malaysian telecommunication industry. With the adoption of structural equation modeling approach and survey method, a total of 360 samples comprising the prepaid and postpaid mobile consumers were obtained for this study. The results shown that consumers’ perception on service quality and stakeholder value had significant relationship with CSR practices. However, consumers’ perception on corporate reputation and innovation had no significant relationship with CSR practices. CSR practices was positively related to consumer attitude. In the theoretical implications, service quality and stakeholder value variables were found as important elements in the proponents of Strategic CSR Theory. In the managerial implications, this study recommended that the telecommunication service providers should highly focus on more effective planning and implementation of CSR practices through better integration of CSR in its core business functions and value chain system, diversification of CSR scope and stakeholders engagement.

Operationalizing Stakeholder Engagement in CSR: A Process Approach

AbstractStakeholder engagement is an important aspect of an organization's corporate social responsibility (CSR) activities, but little theorizing informs its implementation. In this paper, the authors relate data from stakeholder engagement activities undertaken by nine Australian organizations as part of their CSR efforts, to an existing process model of engagement. The original framework is extended and enhanced into a process model of the operationalization of stakeholder engagement. Practically, this research identifies the steps within the operationalization of stakeholder engagement, allowing engagement practitioners to track the progress of their work, and to identify and respond to any impediments. Theoretically, the proposed process model approach presents a new perspective on operationalizing stakeholder engagement. The revised model of stakeholder engagement therefore provides a lens that gives deeper insights into how engagement is carried out; as well as a practical framework through which this implementation can be understood and managed. Copyright © 2017 John Wiley & Sons, Ltd and ERP Environment

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Financial and non-financial determinants of corporate social responsibility: empirical evidence from Pakistan

PurposeThe purpose of this research study is to lower the knowledge gap by exploring the degree of corporate social responsibility disclosures (CSRD) made by top Pakistani (Karachi Stock Exchange [KSE] 100 listed non-financial) companies and investigating the financial and non-financial CSRD determinants which aid to the policy development in implementing required regulatory reforms.Design/methodology/approachKSE 100 index listed companies are covered in this study that published their annual reports consistently during the time period of five years from 2009 to 2013. Financial and non-financial data will be collected from the sample of KSE-listed company’s annual reports. Information related to corporate social responsibility (CSR) will be collected by hand from reports of disclosure of CSR, disclosures of corporate governance, report of the directors, a statement of Chairman’s and notes to the financial statement enclosed in companies’ annual reports. Content analysis technique to measure corporate environmental and social disclosures for items scoring the approach is, in essence, dichotomous, one score assigned to the item in the scores of instrument of research if it disclosed, otherwise assigned zero, and no penalty or negative score is imposed to the item which is reflected irrelevant.FindingsFamily ownership, industry type and firm size have positive significant relationship with CSR disclosure, and the authors found negative significant relationship between risk and CSRD. Results of this study propose that, in developing countries like Pakistan, the extent of determinant of CSRD is based on the number of important firm and industry characteristics and are aligned with empirical evidence.Research limitations/implicationsThis research uses only annual reports of the companies for the data of CSRD but companies also use other sources for disclosure of their CSR information such as mass media, etc. Content analysis is performed by one author and the second author cross-checked the companies, so biasness may remain a limitation due to the fact that errors attach in rating scale due to judgments of human.Practical implicationsThe finding of this study helps policymakers to quantify and know the degree of CSRD and its determinants which enables them to boost the organizational legitimacy and CSR practices by adopting the needed regulatory reform.Social implicationsThe results of this study provide warning signals to the management of the companies in some cases where disclosure level of CSR is lower in the period before issuance of SECP CSR guidelines of 2013.Originality/valueThis research study offers valuable inputs in the development and betterment of CSR rules for the reason that the findings of the research provide information to the future CSR rules and guidelines. The results of this study also help the regulator (SECP) in Pakistan to revise the CSRD to align with the need of changing industrial characteristics and economic environment.

An external perspective on CSR: What matters and what does not?

AbstractThe paper aims at investigating external factors influencing organizational corporate social responsibility (CSR)‐related decision making. Two theoretical perspectives—stakeholder theory and institutional theory—have been applied to compile a list of external factors that might affect a company's CSR choices. As a result, a framework built on the government‐related, society‐related, and business‐related groups of external factors is being suggested. This framework is used in the paper to answer (a) to what extent do different external factors influence CSR‐related decisions in large Danish companies and (b) how has that influence changed over the years. The research takes a qualitative approach and is designed as a multiple‐case study. Empirically, the paper relies on data collected from semi‐structured interviews with CSR specialists and managers and presents a dynamic perspective on the pressure exercised by the external factors on CSR decisions and choices.

CEO Regulatory Focus and Corporate Social Responsibility: How Does Regulatory Fit Play a Role

This paper sheds light on the effect of CEO regulatory focus on organizational corporate social responsibility (CSR) activities based on regulatory fit. It is proposed that CEOs with different regu...

ENVIRONMENTAL CORPORATE SOCIAL RESPONSIBILITY AND SUSTAINABILITY STRATEGIES IN INDIA

ABSTRACT Despite the fact that there has been a research trend to integrate environmental concerns into CSR, the trend and its implementation are still in a nascent stage in India. This study is an attempt to focus on Environmental Corporate Social Responsibility and Sustainability in Indian organisations. Secondary data from various sources reveal that organisations in India need nature-based technology to foster innovation in their business model. Therefore, Environmental CSR and Sustainability Strategies in India must be better established and comprehended. Keywords Environment, Corporate Social Responsibility (CSR), Sustainability, Natural Environment, Business Strategy.

The role of trust in corporate social responsibility and worker relationships

PurposeThe purpose of this paper is to show how organizational corporate social responsibility (CSR) can influence workers’ attitudes and behaviors, especially in terms of affective commitment (AC), job satisfaction (JS), and turnover intention (TI). A second aim is to explore the social exchange process that may underlie this relationship, by examining the mediating role of organizational trust (OT).Design/methodology/approachThe authors employ structural equation modeling based on survey data obtained from 315 Portuguese individuals.FindingsThe findings show that perceptions of CSR predict workers’ attitudes and behaviors directly through the mediating role of OT. They suggest that managers should implement CSR practices because these can contribute toward fostering OT, improving workers’ AC and JS, and reducing TI.Originality/valueThis study enriches the existing knowledge about social exchange relationships in organizational contexts, and responds to the need to understand underlying mechanisms linking CSR with workers’ organizational outcomes, by analyzing CSR practices in a holistic stakeholder perspective.