Perceptions Of Corporate Social Responsibility Research Articles

Effects of disability employment on guest perceptions and behavioral intentions in the hotel sector

This study investigates the influence of employing persons with disabilities (PWD) in hotels on consumer behavior, with an emphasis on word of mouth and repurchase intention. The research delves into the underlying mechanisms behind these effects and examines potential boundary conditions using hotel characteristics. Utilizing two between-subject design experiments, 1443 responses were analyzed using the propensity score weighting scheme and multigroup analysis. Results reveal that PWD employment in the hotel industry has a positive impact on word of mouth and repurchase intention through the moral decision-making process, specifically progressing from moral judgement to moral obligation, and perceived corporate social responsibility (CSR). These effects remain consistent across different hotel star ratings and whether chain or independent. The findings enhance the literature on equality, diversity and inclusion by identifying the underlying mechanism of how hotel guests respond to PWD employment in the hotel industry, drawing insights from moral psychology and perceived CSR.

Mediation of brand reputation and image in the relationship between perceived corporate social responsibility and brand equity and loyalty of technology companies among Generation Z: the moderating role of gender

Mediation of brand reputation and image in the relationship between perceived corporate social responsibility and brand equity and loyalty of technology companies among Generation Z: the moderating role of gender

Do fear-of-COVID-19 and regional identity matter for the linkage between perceived CSR and brand evangelism? A comparative analysis in South Asia

PurposeThere is a dearth of evidence on how and when perceived corporate social responsibility (PCSR) contributes to brand evangelism in the consumer behavioural literature, especially during a pandemic situation. In an attempt to examine this phenomenon, this study investigates the effect of fear-of-COVID-19 (Coronavirus disease 2019) and regional identity on PCSR and brand evangelism effect in the South Asian retail context. It theorises linkages mainly from behavioural inhabitation system theory and social identity theory.Design/methodology/approachA survey was administered to a representative sample of 2,242 retail consumers representing Sri Lanka, Bangladesh, Pakistan and India.FindingsThe results revealed a positive impact of PCSR on brand evangelism, but interestingly varying levels of strength of the key relationships based on country-wise fear-of-COVID-19 and regional identity during the pandemic.Practical implicationsFor the first time, the results of this research shed light on incorporating consumers’ regional identity as well as consumer fear as cultural predictors for better explaining the PCSR and brand evangelism link of nations within a region. This has implications for both theory and practice in the domain of consumer behaviour.Originality/valueThe study reflects its originality by revealing the relevance of country level social identity and negative emotions of nations that can manipulate the business results of corporate ethical responsiveness from a consumer culture theory perspective, especially during and just after a crisis. These results underlie what is active inside consumer black box by explaining as to what external stimuli drive consumer collective and moral mind set in a given culture. This adds to the body of knowledge on ethical consumption behaviour more specific to consumer–brand interaction in market crises.

The role of employees' perceptions of corporate social responsibility in the relationship between organizational reputation and organizational attractiveness. Evidence from Italy

AbstractRecruitment success or failure hinges on organizational reputation (OR), encompassing both internal and external perceptions, as well as corporate social responsibility (CSR) activities. While existing literature underscores the direct positive impact of formalized CSR on OR and organizational attractiveness (OA), it remains unclear whether personal perceptions of CSR consistency with organizational behavior influence the OR–OA relationship. This study aims to bridge this gap by examining the interplay of CSR in the relationship between OR and OA. Employing a self‐administered survey, data is collected from a diverse sample comprising postgraduate students and working professionals. The findings from this empirical investigation aim to shed light on the nuanced dynamics between CSR, OR, and OA, thereby contributing to the scholarly discourse and informing HR practitioners' decision‐making processes.

Management Students’ Perceptions of Corporate Social Responsibility and Sustainability: The University Context of Each Country as an Explanatory Variable

Many scientific articles have been written about management students’ perceptions of corporate social responsibility. Most of these investigations were carried out on small samples, made up of students from a single university. Very few investigations have compared students from different universities and countries. The main objective of this paper is to investigate whether students’ countries operate as an explanatory variable for their perceptions of this concept. Fifty-four previous articles were reviewed, identifying some important conceptual problems and a high amount of methodological diversity. The second objective of this paper is to describe and analyze these problems and methodologies, with the aim of contributing to the development of this field of research. A sample of 1992 undergraduate students in management courses who were studying at 18 universities located in three countries (Colombia, Ecuador and Peru) was selected. A definition of corporate social responsibility was adopted. This concept was operationalized through a set of 18 indicators. An exploratory factor analysis showed that these indicators operationalize the main dimensions of social responsibility. It was found that there are statistically significant differences between the perceptions of the students from the 18 universities, but when comparing universities from the same country, these differences disappear. In addition, it was found that the relationship between perception and country is independent of gender, age, work experience and the degree that students are pursuing. This work contributes to our current knowledge in this field of study, because it shows that the university environment of each country operates as an explanatory variable for students’ perceptions of social responsibility. Also, this work contributes to the design of appropriate methodological strategies for carrying out comparative studies on the perceptions of social responsibility, both locally and internationally.

Bridging Employees’ Perceptions of Corporate Social Responsibility, Sense-Making for Meaningfulness, and Work Engagement for Successful Self-Regulation

Bridging Employees’ Perceptions of Corporate Social Responsibility, Sense-Making for Meaningfulness, and Work Engagement for Successful Self-Regulation

The role of social entrepreneurship education and corporate social responsibility in shaping sustainable behaviour in the education sector of Lahore, Pakistan

Social Entrepreneurship Education (SEE) has the potential to benefit society by reducing poverty and advancing social, economic, and environmental sustainability. This study examines how SEE enhances students’ perception of Corporate Social Responsibility (CSR) and leads to more sustainable behaviour among students. Additionally, this study explores how the Institutional Environment strengthens the connection between SEE and perceived CSR, both crucial for cultivating sustainable behaviour. The theory of planned behaviour serves as the foundation for this study. A questionnaire-based survey was completed by purposively selected 271 undergraduates from private universities in Lahore, Pakistan. The findings indicate that social entrepreneurial education positively impacts the students’ perception of CSR and sustainable behaviour. Additionally, the study found that CSR plays a mediating role, which is statistically significant. The findings also suggest that the institutional environment acts as a moderator. This study contributes significantly to the existing knowledge and is a valuable guide for educational institutions to develop policies for education programs based on social entrepreneurship courses and training.

Navigating remote work: the role of corporate social responsibility in boosting employee engagement

PurposeThis paper investigates the relationship between teleworkers' perceptions of corporate social responsibility (CSR) and employee engagement (EE) in remote work.Design/methodology/approachA quantitative research approach was used, involving a questionnaire distributed via convenience sampling. Data from 205 valid responses from teleworking employees in Spain were analysed using structural equation modelling to test the hypothesis regarding the association between CSR and EE.FindingsThe study found that CSR’s social and environmental dimensions positively impact EE among teleworkers. However, the economic dimension of CSR only partially influences EE in a telework setting.Practical implicationsThe findings suggest organisations can enhance EE during telework periods by focusing on social and environmental CSR initiatives. This approach can mitigate the reduced EE associated with remote work, improving organisational performance, productivity, satisfaction and employee well-being.Originality/valueThis study provides empirical evidence on the positive effects of CSR’s social and environmental dimensions on EE in a telework context, offering valuable insights for organisations navigating the post-pandemic landscape. Also, specific CSR strategies can establish a competitive advantage by fostering a motivated and engaged remote workforce.

Reducing Consumer–Brand Incongruity Through Corporate Social Responsibility and Brand Trust: Exploring Negative Word‐of‐Mouth (NWOM)

ABSTRACTDrawing upon consumer–brand disidentification theory and balance theory, this study examines symbolic and ideological incongruity in consumer–brand relationships through an original conceptual model shaped by negative past experiences, brand trust, perceived corporate social responsibility (CSR), and negative word‐of‐mouth (NWOM). A preliminary study was conducted to explore the dimensions of consumers' negative past experiences by topic detection. Latent Dirichlet allocation (LDA) topic modeling was undertaken to analyze online consumer reviews (n = 6095) about a coffee chain brand. The dimensions detected in this preliminary study were included in the research model and further analyzed in the main study. The main study, a cross‐sectional consumer survey (n = 522), tested the original research model by way of partial least squares structural equation modeling (PLS‐SEM) on SmartPLS. The findings showed that negative past experiences consisted of product‐related, service‐related, and technology‐related problems and negatively influenced brand trust. It was found that brand trust and perceived CSR negatively affected symbolic and ideological incongruity, while symbolic and ideological incongruity positively influenced NWOM. The findings provide empirical evidence for balance theory by showing that the three critical domains of consumer–brand relationships (ideological, symbolic, and experiential) provide a complex cognitive model that covers personal‐symbolic and moral‐societal aspects of consumer–brand disidentification and consequent NWOM intentions. In line with consumer–brand disidentification theory, the results contribute to the literature by demonstrating the direct negative impacts of brand trust and perceived CSR on symbolic and ideological incongruity, as well as the direct positive impacts of symbolic and ideological incongruity on NWOM.

Quantitative study on the impact of perceived corporate social responsibility on employee performance at plant protection companies in the Mekong Delta, Vietnam

This article presents the results of a formal quantitative survey (Main Study or Official Survey) on the impact of Corporate Social Responsibility Awareness on Employee Performance at plant protection products manufacturing enterprises in the Mekong Delta, Vietnam. The objective is to examine the impact of Perceived Corporate Social Responsibility (PCSR) on employee performance (EP), with the mediating role of organizational trust (OT) and the moderating role of organizational reputation (OR). The Main Study with 385 samples, used SPSS and AMOS to test Cronbach's Alpha, EFA, CFA and SEM models. The results of the impact coefficients showed that PCSR positively affects EWR with OT as the mediator, and OR as the moderator of this relationship. The coefficients obtained prove that the research hypothesis is appropriate. The research results also provide useful information for managers to better understand the impact of PCSR on employee performance, thereby making appropriate strategic adjustments to business goals. Due to the limited space and sample size, this is a limitation of the study.

Unraveling the influence of perceived corporate social responsibility on employee green innovation behavior: the roles of employee well-being and moral self-efficacy

Unraveling the influence of perceived corporate social responsibility on employee green innovation behavior: the roles of employee well-being and moral self-efficacy

The effects of perceived corporate social responsibility (CSR) on thriving at work in the hospitality industry

Despite the proliferation of corporate social responsibility (CSR) studies, it is accruing academic interest since there still remains a lot to be further explored. The purpose of the study is to examine whether/how CSR perception affect employee/intern thriving at work and its mediator through perceived external prestige in the hospitality industry. Data from 501 hospitality industry employees and interns in China were collected using a quantitative survey consisting of 35 questions. Statistical findings showed that CSR perception and thriving at work were positively related. Additionally, perceived external prestige partially mediated the connection between CSR perception and thriving at work. Furthermore, the study found that hotel interns generally exhibited lower levels of CSR perception and thriving at work compared with frontline or managerial staff. The study underscores the importance of collaborative efforts between hotel practitioners and university educators to enhance CSR perception and promote thriving among hotel interns. By prioritizing the improvement of CSR perception and thriving at work, the hotel sector can potentially mitigate workforce shortages and reduce high turnover rates.

CSR associations and market value: the moderating role of market competition

Purpose This paper aims to study the impact of consumers’ corporate social responsibility (CSR) associations on corporate financial performance and the moderating role of market competition. Design/methodology/approach The panel data set is analyzed using a random effects regression model. The analyzed data is based on the unique RepZ Responsibility scores published by the global research agency Kantar Millward Brown and contains information about consumer CSR associations. Findings This study reveals CSR associations' positive, lagged, direct impact on firms’ market value. Market competition moderates this relationship in the way that a company’s market value benefits more from consumers' CSR associations when facing high rather than low market competition. Practical implications Consumers' CSR perceptions increase the market value of a company. This effect is intensified when brands are exposed to intense competition, which allows conclusions about CSR as a differentiation strategy to be drawn: To stand out in a competitive market, brands should prioritize improving their CSR associations among consumers to differentiate themselves and increase their market value. Originality/value To the best of the authors’ knowledge, this study is the first to test the effect of consumers’ CSR associations on forward-looking financial performance measures. Moreover, by analyzing the moderating effect of market competition on the relationship between CSR associations and firms' market value, this study provides information about the differentiating power of CSR from a brand perspective using a panel-data analysis.

The effects of perceived corporate social responsibility and Confucian ethics on psychological meaningfulness and employee engagement: A moderated‐mediation study

AbstractThis study aimed to explore whether perceived corporate social responsibility (PCSR) and Confucian values impact employee engagement. Specifically, we investigated the relationships among PCSR, psychological meaningfulness, and employee engagement, as well as the moderating effects of Confucian Ren‐Yi ethics on these relationships by using the social identity theory, Job Demands‐Resources (JD‐R) model and the stimulus‐organism‐response(S‐O‐R) model. A valid survey was conducted among 664 full‐time employees of 228 companies in 72 different cities in China from all walks of life. The findings reveal that PCSR was positively associated with psychological meaningfulness and employee engagement. Confucian Ren‐Yi ethics was positively associated with employee engagement, and psychological meaningfulness mediated the effect of PCSR on employee engagement. Moreover, we found that the positive relationship between PCSR and employee engagement through psychological meaningfulness was stronger for high‐level Confucian Ren‐Yi ethics than for low‐level Confucian Ren‐Yi ethics (i.e., moderated mediation). By verifying the impact of Confucian Ren‐Yi ethics and PCSR on employees' work attitudes, this study makes up for the deficiency of existing literature on CSR and Confucian values and enriches the micro research on CSR. Based on our findings, companies should consider improving employee engagement by implementing social responsibility and aligning their policies with Confucian Ren‐Yi ethics.

Corporate social responsibility: A Driver for green organizational climate and workplace pro-environmental behavior

In line with the United Nation's sustainable development goals (SDGs), the unsustainable use of scarce natural resources and worldwide environmental degradation call for the immediate implementation of green behaviors across all organizations. As environmental issues originate from human activities, they necessitate the realization and execution of employees' workplace pro-environmental behaviors (WPEB) and their stimulators. Drawing on social exchange and social identity theories, this study first investigates the mediating role of green organizational climate in the relationship between various forms of perceived corporate social responsibility (CSR) and employees' WPEB. It further examines the mediated moderation via green shared vision. An adapted survey questionnaire was distributed to senior-level and middle-level managers of large and medium-sized manufacturing firms in Pakistan, and 349 responses were gathered. The partial least-squares technique was used for data analysis. The findings indicate that all forms of perceived CSR positively correlate with a green organizational climate, which further significantly leads to employees' WPEB. The results also show that a strong shared green vision among employees can improve the relationship between the green organizational climate and employees' WPEB and vice versa. Moreover, multi-group analysis shows that the relationship between customer-centric perceived CSR and green organizational climate was stronger for medium-sized firms than large ones. Thus, to ensure the implementation of SDGs such as decent work and climate action, firms' top management must recognize the importance of investing in both internal and external CSR initiatives to foster a green organizational climate leading to employees' WPEB. Companies should communicate their participation in CSR activities to all stakeholders through public platforms to increase inspiration. Policymakers should further introduce CSR excellence awards and non-compliance penalties to encourage firms' extensive participation.

The influence of stakeholder theory and Islamic faith on employee perception of CSR

Purpose The purpose of this paper is to examine the influences of employee perception of corporate social responsibility (CSR) in the Readymade Garment Industry (RMG). The RMG industry in Bangladesh has faced constant criticism of their working practices, and following some fatal incidents, the industry was faced with external pressures of implementing CSR practices and policies. Manufacturers invested and initiated CSR in their business and marketing strategy to survive in the global competition. Employees are internal stakeholders that help to implement and disseminate strategies successfully; however, there is not enough knowledge in the area of employee perception of CSR. Design/methodology/approach The paper is an exploratory study using the quantitative data collection method. In total, 128 responses have been collected from participants who are employees of garment factories in Bangladesh to understand their perception of CSR. Regression analysis has been conducted to ascertain the relationships between the factors that influence employee perception. Theories of stakeholder management, organizational citizenship behaviour, social exchange theory and employee engagement have been used to analyse the factors that influence employee perception. Findings The findings show that the factors that influence perception of CSR are not confined to the stakeholder’s initiatives but are significantly dependent on the employees’ direct involvement, engagement and personal values as a beneficiary and an executioner. In addition to the stakeholder’s initiatives that are a key deliverable to the marketing strategy, the employees are influenced by their personal beliefs and practices that can be associated with influences of religion, culture and the wider social landscape. Research limitations/implications The data is limited to a small number of factories located near the capital, Dhaka, this is a small sample compared to the 4,000 factories in Bangladesh. Further research can be conducted based on a larger data set, which could represent a wider range of employee perspectives from different factories relating to size, product category and geographical location. The study does not expand on the factors that influence employee perception specifically. Practical implications The findings of the study can help the employers understand that the organization’s priority and participation are not the only factors that influence the employee’s perceptions. The employees’ assessment of the stakeholder’s intentions of CSR, which are reflected in the organization’s priority, shapes employee perceptions that are influenced by their personal values and beliefs. The awareness of the factors that influence the employees will enable organizations to motivate them and deliver on expectations of the business partners. Social implications It is the practices aimed at the employees that enhance their engagement in CSR that enable them to reciprocate and influence their perception of the organization’s fair and genuine motives. The effectiveness of this aids the macro-marketing aspects of managing social concerns and the impact of businesses. Originality/value The data collected is primary data from employees of garment manufacturers. The hypothesized framework is developed by the authors, and the outcomes of the factors that influence the employee perception of CSR are escalated from the analysis conducted by the authors.

Examining the link between CSR perceptions and employee advocacy through organizational justice: Can corporate hypocrisy mitigate?

AbstractThis research aims to understand the relationship between employees' perceptions of corporate social responsibility and employee advocacy behavior through organizational justice. Furthermore, it explores the moderating effect of corporate hypocrisy in the relationship of organizational justice with employee advocacy behavior. Grounded in signaling and cognitive inconsistency theories, the proposed hypotheses were tested on data collected from 360 employees from the hospitality sector. The study followed a time‐lagged approach. In phase 1, the data were collected for demographic variables, corporate social responsibility perceptions, and corporate hypocrisy. In the second phase, data were collected for organizational justice and employee advocacy behavior, using separate survey links. Smart PLS 4.0 was applied to test the relationships proposed in the research model. The study found that employees who positively perceive firms' corporate social responsibility will engage in advocacy behavior. The results suggest a significant mediating effect of procedural justice in the relationship between corporate social responsibility and employee advocacy behavior. However, the mediating effect of distributive justice in this relationship could not be established. Further, the study found evidence that corporate hypocrisy moderates the indirect relationship between corporate social responsibility perceptions and advocacy behavior via procedural justice. Also, to the best of our knowledge, literature has no empirical evidence of the moderating effect of corporate hypocrisy in the indirect association between the perception of corporate social responsibility and employee advocacy behavior via organizational justice. It provides several important implications for advancing theoretical knowledge and practical insights for hospitality industry practitioners.

The Perception of Corporate Social Responsibility and Employee Flourishing: Cultural Diversity as an Underlying Mechanism

Corporate social responsibility (CSR) has been a field of interest over the past couple of decades. The challenges posed by rapidly evolving technology and frequently changing market conditions along with well-informed customers, have compelled firms to pay greater attention to their stakeholders and address social, economic, and environmental issues. This heightened focus on CSR reflects a growing perception that success transcends financial gains and encompasses broader benefits to communities and society. Moreover, there is growing recognition of the impact of internal CSR practices, which not only enhance a firm’s reputation, assets, and customer retention but also significantly influence the well-being, engagement, and satisfaction of their workforce. Currently, for some firms, particularly multinational corporations (MNCs), promoting internal CSR practices becomes particularly complex amidst diverse workforces encompassing varied languages and cultures. This study, thus, explores the relationship between perceived CSR practices and workplace outcomes, including the mediating role of cultural diversity. Based on data collected from 211 employees in 19 different countries, the results reveal that perceived CSR effects on employee well-being, satisfaction, and engagement are driven by diversified cultural settings. Accordingly, these findings reinforce the urgency to delve deeper into the implications of cultural diversity within CSR frameworks.

Psychological need satisfaction, frustration, and unfulfillment profiles in the workplace: Their nature, predictors, and outcomes

Abstract Based on self-determination theory, this research relied on person-centered analyses to show how the distinct components of psychological need states combine to produce distinct profiles. We also explored contemporarily antecedents (perceptions of the organization’s environmental corporate social responsibility and negative moral emotions related to the organization’s environmental (ir)responsibility) and organizational outcomes (affective organizational commitment, turnover intentions, and cyberslacking). Questionnaire surveys were completed by 525 French employees. Four profiles characterized by configurations of psychological need states were identified and showed well-differentiated patterns. Negative moral emotions predicted membership in the most detrimental need states profiles while corporate social responsibility perceptions did not. As expected, we found opposite patterns of associations between profile membership and affective organizational commitment and turnover intentions, while the highest levels of cyberslacking were found in the most positive need states profiles. The results add to person-centered research and emphasize the importance of psychological experiences in the workplace and organizational outcomes.

GREEN LOGISTICS: DEFINING THE FACTORS INFLUENCING EMPLOYEE’S ENGAGEMENT IN SUSTAINABILITY, AND LINKING IT TO THE CORPORATE IDENTITY AND ITS SOCIAL RESPONSIBILITY

This study investigates the degree of congruence between employees' perceptions of company sustainability and their use of sustainable activities outside of work. A total of 217 participants from logistics enterprises in Istanbul completed a detailed questionnaire that assessed demographics, corporate social responsibility (CSR), pro-environmental behavior (PEB), and organizational identification. The findings show a robust relationship between CSR perception and PEB, confirming the idea that employees who see their employer as socially responsible are more inclined to take pro-environmental measures. Furthermore, organizational identification predicts PEB, demonstrating the importance of employee commitment to the business in generating sustainable habits. The mediation analysis also demonstrates that OI mediates the link between CSR and PEB, emphasizing its significance in influencing workers' sustainable actions. The report emphasizes the need of organizations improving their CSR programs and promoting organizational identification in order to raise sustainability practices both within and outside of the workplace. Limitations include the study's narrow emphasis on a single city and industry, which suggests opportunities for larger geographical and sectoral replication.