Employee Corporate Social Responsibility Research Articles

CSR perceptions, meaningful work and innovative behaviors: the moderated mediation effects of co-worker instrumental and emotional support

PurposeThis study examines the role of meaningful work in mediating the relationship between employees’ perceptions of corporate social responsibility (CSR) and innovative behavior. This study further examines how co-worker support, both instrumental and emotional, moderates the meaningful work–innovative behavior relationship.Design/methodology/approachUtilizing survey data from 355 employees in South Korea with a two-wave longitudinal design, path modeling with the M-plus PROCESS macro was performed to analyze the mediation and second-stage moderated mediation effects.FindingsThe results showed that the relationship between employee CSR perceptions and innovative behavior was mediated by meaningful work. Co-worker instrumental support strengthened the meaningful work–innovative behavior relationship, whereas co-worker emotional support had no significant moderating effect. The three-way interaction analysis indicated that the meaningful work–innovative behavior relationship was weakest when co-worker instrumental support was low. Additionally, instrumental support by co-workers moderated the indirect effect of CSR perceptions on innovative behavior via meaningful work.Originality/valueThis research contributes to the literature on CSR perceptions and meaningful work. Our focus on meaningful work as a key psychological mechanism provides insights into how and why employee CSR perceptions promote desirable outcomes including innovative behavior, an underexplored yet important outcome. Furthermore, by identifying co-worker instrumental support as a significant boundary condition, this study contributes to a more nuanced understanding of the social context that promotes innovative behavior.

Board Gender Diversity, Governance, and Firm Value: An International Evidence

Using firms across 95 countries, the paper finds that a higher percentage of females on the boards is associated with better corporate governance practices concerning the proportion of independent directors, governance disclosure, employee Corporate Social Responsibility (CSR) training, existence of a CSR committee, and board age diversity. Propensity score matching finds that a higher representation of females on the boards can improve board independence, disclosure, CSR training, and firm value. Based on instrumental variable analysis, the findings show that more female directors positively and significantly affect the board age diversity, independent directors, governance disclosure (with GDI annual), and market value.

International diversification and corporate social responsibility disclosure quality: Employee versus environmental dimensions

AbstractMultinational enterprises (MNEs) face increasing institutional complexity as they expand internationally, which has a significant effect on their corporate social responsibility (CSR) strategy. In this study, we investigate an under‐explored difference between MNEs' employee and environmental CSR disclosure quality concerning the extent to which CSR reports are indicative of substantive activities. We propose that as international diversification increases institutional complexity, MNEs lower the disclosure quality of environmental CSR yet improve the disclosure quality of employee CSR due to their different institutional implications. In addition, we examine the effect of MNEs' home country cultural differences regarding uncertainty avoidance on the relationship between international diversification and employee and environmental disclosure quality. Based on a sample of 335 global MNEs from 31 countries, we found general support for our hypotheses.

Employee corporate social responsibility and well-being: the role of work, family and culture spillover

PurposeConsidering the conservation of resources (COR) theory, this research investigates the mediating roles of work, family and culture on the relationship between employee corporate social responsibility (CSR) and employee well-being.Design/methodology/approachSelf-administered questionnaire data from 403 employees working across multiple organisations in the United Kingdom were analysed using path analysis with SmartPLS.FindingsOrganisations can only maximally benefit from their CSR investment when specific HR strategies are in place, as no direct relationship between CSR and well-being outcomes was observed. Family-to-work spillover and work–family culture were significant mediators in the relationship between employee CSR and well-being.Research limitations/implicationsCSR strategies targeted at improving employee well-being do not necessarily do so in a direct approach. They, therefore, may not serve the desired performance outcomes of organisations. Boundary conditions of applying the crossover model of COR theory were observed.Originality/valueThis research contributes to the limited knowledge of the effectiveness of employee-related CSR strategies on HRM and well-being outcomes from an employees' perspective. Employee-related CSR strategies are unlikely to improve employee well-being if the inter-individual level of analysis, i.e. interchange between work, family and culture, is not considered.

Mediating Role Of Human Capital Between Corporate Social Responsibility And Technological Innovation: The Case Of High-Tech Firms In China

This study aims to empirically test the relationship between multi-dimensional corporate social responsibility (CSR), human capital, and technological innovation of high-tech enterprises and analyze the mediating role of human capital. This study focuses on high-tech firms located in China. An online questionnaire was distributed among employees of high-tech enterprises. Analysis was performed using a partial least squares structural equation modelling (PLS-SEM). The results show that shareholder, employee, customer, environment, and social CSR significantly affect human capital, and human capital plays a partial mediating role in the relationship between CSR and technological innovation. This study differs from previous CSR research, which evaluates the link between the five dimensions of CSR and technological innovation to examine new opportunities for the development of technological innovation in high-tech enterprises.

The Effect of Corporate Social Responsibility on Financial Performance of Large Manufacturing Firms in Addis Ababa, Ethiopia

Abstract
 Corporate Social Responsibility (CSR) is a concurrent issue in the world. It is the integration of social, economic and environmental aspects in business operations. The main aim of the investigation was to examine the effect of CSR practice on financial performance of large manufacturing firms in Addis Ababa, Ethiopia. In the study, to measure CSR, the dimensions such as, employee, customer, supplier, community, government and environmental-related practices of firms were used. Financial performance of large manufacturing firms was measured using ROA. Additionally, firm size was employed as a control variable to clearly understand the effect of CSR on ROA. The research was utilized explanatory research design and a quantitative research approach. The data obtained from 81 large manufacturing companies in Addis Ababa, Ethiopia. Stratified sampling method was applied to select the sample form 102 large manufacturing firms. Questionnaire and document analysis of audited financial statements served as data collection instruments. The study used multiple regression analysis model and Ordinary Least Square (OLS) parameters estimator. Based on the regression result, employee, community and government related CSR practice and firm size positively and significantly affect ROA. Suppliers’ related CSR practice has negative relationships and significant effect on ROA. Customers and environment related CSR activities have an insignificant effect on ROA. In general, large manufacturing firms are recommended to apply CSR initiatives to increase their productivity.
 Key Words: CSR, Financial Performance, ROA, Large Manufacturing Firms

THE EFFECT OF EMPLOYEE FINANCING DIVERSITY AND CORPORATE SOCIAL RESPONSIBILITY ON SUSTAINABLE FIRM PERFORMANCE

This study delves into the intricate dynamics between Employee Financing Diversity (EFD), Corporate Social Responsibility (CSR), and Sustainable Firm Performance (SFR) within the contemporary corporate landscape. Employing a quantitative methodology involving a sample of 200 participants, this research uncovers pivotal insights into the reciprocal influence of these variables and their profound impact on organizational trajectories. The findings illuminate robust, positive associations between EFD and both CSR and SFR. EFD emerges as a driving force behind the augmentation of Corporate Social Responsibility initiatives, which, in turn, exert a potent influence on Sustainable Firm Performance. These outcomes underscore the imperative for organizations to not only concentrate on conventional diversity benchmarks but also to consider financial diversity when designing their workforce structures. Furthermore, the study underscores the paramount role of Corporate Social Responsibility in catalyzing advancements in Sustainable Firm Performance. It accentuates the significance of ethical business conduct, environmental stewardship, community engagement, and stakeholder accountability. Businesses that prioritize the synergistic cultivation of Employee Financing Diversity and CSR are strategically positioned to secure a competitive edge, attracting a diverse customer base, socially conscious investors, and a highly skilled workforce. The implications of this research extend to policymakers, highlighting the necessity of fostering responsible corporate behaviors and financial inclusivity. The study also beckons further investigation into the underlying mechanisms governing these intricate relationships. Acknowledging its limitations, this study encourages subsequent research endeavors to explore causal pathways and mediating factors. In conclusion, this study fortifies the proposition that socially responsible and diversified corporate practices are pivotal in shaping a more sustainable and equitable future for both businesses and society.

Employee engagement in corporate social responsibility: disentangling the effects of values vs prestige

PurposeDrawing on social identity theory, this study aims to disentangle the values and prestige-related mechanisms through which an organization's external corporate social responsibility (CSR) leads to increased employee participation in, and communication of, CSR. The moderating effect of internally-directed CSR initiatives on employees' external CSR (ECSR) behaviors is also examined.Design/methodology/approachA longitudinal survey of 196 employees was conducted and structural equation modeling (SEM) was employed to assess the relationship between ECSR and employee CSR engagement.FindingsThe relationship between employee perceptions of ECSR and the employee perceptions' engagement in CSR was fully mediated by value congruence, but not by the organization's perceived external prestige. The effects of ECSR on both value congruence and prestige were stronger when employees also experienced high levels of internal CSR (ICSR).Practical implicationsWhen employees perceive consistency in the respective organizations' external and ICSR efforts, this strengthens the employees' initial beliefs about the firm's values and reputation and enhances employees' willingness to promote the employees' company's CSR initiatives to organizational outsiders.Originality/valueThis study advances the authors' theoretical understanding of why, and when, organizational CSR initiatives generate greater CSR engagement among employees.

Employee Performance Implications of CSR for Organizational Resilience in the Banking Industry: The Mediation Role of Psychological Empowerment

Corporate social responsibility (CSR) has been found to be important in boosting organizations’ sustainability and resilience against crisis. Although employees constitute key internal stakeholders for CSR, limited attention has been paid to them. The purpose of this research is to examine how employee perceptions of CSR activities affect employee performance through their sense of psychological empowerment. Drawing upon a sample of 203 employees in the Cypriot banking sector, a structured questionnaire was administered to measure employee performance, psychological empowerment, and CSR activities as perceived by employees. The analysis of data, based on path modeling using the partial least squares (PLS) approach, confirms the mediating role of psychological empowerment between CSR activities (philanthropic, ethical, and environmental) and job performance. This study contributes to the theoretical evolvement of the CSR literature, as it established the mediating role that psychological empowerment plays between perceived CSR and job performance. The findings suggest that CSR should be treated not just as a pressing obligation but as a dynamic investment in organizational effectiveness, sustainability, and resilience because positive employee perceptions of CSR can contribute to staff empowerment and indirectly to job performance.

Whether organizational citizenship behavior is triggered by employee CSR perception and spiritual values: the moderating role of Islamic work ethics

PurposeThe study aims to inspect the impact of employees’ perception of corporate social responsibility (CSR) and their spiritual values on their affective commitment and job satisfaction, which in turn may promote organizational citizenship behavior. Furthermore, this study examines the moderating effect of Islamic work ethics to identify whether they strengthen or weaken the proposed associations.Design/methodology/approachA survey instrument was devised to collect data from employees. The statistical analysis of the data was conducted using the Smart PLS software. Additionally, the research uses the “Partial Least Square-Structural Equation Modelling (PLS-SEM)” technique.FindingsThe findings of the study suggest that employees’ perception of CSR exhibits a positive association with affective commitment and job satisfaction. Likewise, employees’ spiritual values demonstrate a positive and significant correlation with affective commitment and job satisfaction. Finally, the outcomes reveal that affective commitment and job satisfaction play a major role in fostering organizational citizenship behavior. Moreover, Islamic work ethics positively and significantly moderate the relationship between employee CSR perception and affective commitment and between employee CSR perception and job satisfaction.Originality/valueThis research study endeavors to fill the gaps in the current literature by investigating two crucial aspects of employees: their perception of CSR and spiritual values. Additionally, the study includes Islamic work ethics as a moderator to provide a more comprehensive understanding of how these factors contribute to fostering organizational citizenship behavior. This work highlights the significance of spiritual values and social responsibilities in employees’ lives and how Islamic work ethics shape their behavior accordingly.

Developing the interconnection between green employee behavior, tax avoidance, green capability, and sustainable performance of SMEs through corporate social responsibility

Small and medium-sized enterprises (SMEs) are essential to any economy, as they contribute significantly to the gross domestic product (GDP) and create jobs. Nonetheless, the negative environmental impact of SMEs draws attention to the sustainability of SMEs. In order to achieve sustainable performance, businesses must possess a combination of factors that confer a competitive advantage and facilitate the attainment of objectives that culminate in a triple-bottom-line performance. Although prior research has identified the effects of employee behavior and corporate social responsibility (CSR) on firm performance, less is known about the effects of green employee behavior (GEB), green capability (GC), and CSR (to the community – to the environment) on sustainable firm performance (SFP). Current research bridges the literature gaps by answering how GC, GEB, and tax avoidance (TA) in SMEs correlate to achieving SFP. The study utilized a sample of 375 small and medium-sized textile enterprises in Pakistan and employed partial least square structural equation modeling (PLS-SEM) to analyze the data. The findings suggest that the relationship between corporate social responsibility (CSR) and sustainable firm performance is mediated by green capability. Additionally, corporate social responsibility to the environment does not influence the link between tax avoidance and sustainable firm performance, which still does not shadow the importance of tax avoidance and requires serious attention from the management.

Corporate Social Responsibility and Creative Performance: The Effect of Job Satisfaction and Organizational Citizenship Behavior

Abstract Purpose: The purpose of this study is to examine how employee perceptions of corporate social responsibility (CSR) can enhance creative performance in an organization both directly and indirectly through job satisfaction and organizational citizenship behavior. This will allow organizations to consider the different factors influencing creative performance, and how these factors can be utilized in a beneficial manner for the organization. Methods: The data for this study was collected via a survey among three telecommunication companies. The valid responses amounted to 344 junior employees. The data was then analyzed to test the hypotheses through structural equation modeling (SEM). Results: The findings of this study indicated a direct positive significant relationship between employee CSR perceptions and creative performance. As well as a positive correlation between employee CSR perceptions and extrinsic and intrinsic job satisfaction. Furthermore, supporting the indirect effects of job satisfaction and organizational citizenship behavior. Moreover, a positive correlation between job satisfaction and organizational citizenship behavior was found. Finally, organizational citizenship behavior and creative performance showcased a positive correlation as well. Conclusion: Organizations should consider the impact of employee CSR perceptions on creative performance, indirectly through extrinsic and intrinsic job satisfaction and organizational citizenship behavior to achieve higher levels of creative performance within their organizations.

The Complementary Role of Organizational Culture in the Effect of Different Factors on Employee's Corporate Social Responsibility in Pakistan

The Complementary Role of Organizational Culture in the Effect of Different Factors on Employee's Corporate Social Responsibility in Pakistan

Do corporate social responsibility ratings have any effect on traffic congestion?

• Employs quantitative research and analysis methods. • Explores traffic congestion in light of CSR ratings and its translation to real-world outcomes. • An innovative idea on sustainable transportation and policy in CSR. • Enhancing CSR policy in mitigating traffic congestion is an area where private entities can have a significant local impact on a social issue affecting people, plant, and profit. Traffic congestion (TC) is a complex issue that has an adverse impact on the environment, business operations, livability, and health of a community. Supply-side TC mitigation measures increase transportation capacities while demand-side measures attempt to modify travel behavior so that the travel demand is reduced. As part of the demand-side, some corporations are investing in TC reduction through actions that contribute to improved walkability, reduced peak travel demand, and active commuting. While beneficial for their local communities, TC reduction efforts are not specifically tagged as a part of corporate social responsibility (CSR) endeavors. CSR involves reporting of a company’s stewardship towards its community and environmental impact. Research reflecting on the impact of CSR on TC has not been conducted. This study aims to fill this gap. Using corporations headquartered in the top traffic-congested cities in the United States, this study examines the relationship between TC and CSR. This research employed a hierarchical linear model with two datasets, Travel Time Index (TTI) and CSRHub ratings. Of the four CSR categories studied, community, employees, and environment ratings are significantly related to TTI, with employees and environment ratings having an inverse relationship to TTI. This shows that congestion has a strong impact on the environment and that companies, through their employee policies, can impact TC. The results also highlight the opportunities that companies have in potentially reducing their environmental impact by incorporating congestion reduction strategies as part of their CSR, either as a separate measure or as part of their environmental or employee CSR ratings. Our results are also a starting point for new tools/strategies that transportation policymakers and analysts can use to engage companies to help mitigate TC. A further study on other cities with major traffic problems may shed more light on CSR and TC.

Multiple paths to enhancing the resilience of project-based organizations from the perspective of CSR configuration: evidence from the Chinese construction industry

PurposeThe role of corporate social responsibility (CSR) fulfillment is critical when building resilience of project-based organizations (PBOs). However, fulfilling CSR to build a highly resilient PBO remains a black box problem. This study explores the different CSR combinations that enhance PBO resilience.Design/methodology/approachThis study defines CSR in terms of shareholder, employee, and social CSR, and analyzes corporate characteristics in terms of corporate scale and nature. Data are collected from Hexun.com and the China Stock Market and Accounting Research Database (CSMAR). The qualitative comparative analysis (QCA) method is used to analyze 48 listed construction and engineering companies from China to explore the CSR configurations for PBOs in enhancing organizational resilience.FindingsA large firm size is a necessary condition for high organizational resilience. We find six paths to build high and non-high resilience in PBOs, and the driving mechanisms of high and non-high resilience exhibit an asymmetric relationship.Research limitations/implicationsThis study cracks the black box of CSR fulfillment and PBO resilience. It reveals the CSR configurations that enhance or inhibit the resilience of PBOs. It also provides scientific basis for PBOs in their fulfillment of CSR in response to crises, and the enhancement of organizational resilience. Future research can be expanded to other industries, as the study sample is only limited to civil engineering construction companies. Since this study uses cross-sectional data, time series can be introduced in the future to further explore the relationship between CSR and organizational resilience.Practical implicationsThis study provides targeted suggestions that can help decision-makers of construction companies to determine how they can fulfill CSR to enhance organizational resilience. At the same time, it can provide intellectual support for PBOs to cope with systemic crises and promote the fulfillment of CSR.Originality/valueIn terms of theoretical value, on the one hand, this study verifies the relationship between CSR fulfillment and PBO resilience, revealing its mechanism of action and multiple paths; on the other hand, it provides a new way of thinking for management research methods and enriches the theoretical study of organizational resilience.

The effect of institutional CSR on brand advocacy during COVID-19: the moderated mediation effect of CSR expectancy and value-driven motivation

PurposeThis research aims to understand consumer responses to corporate social responsibility (CSR) during an unprecedented public health crisis. Specifically, two studies were conducted to investigate how companies’ different CSR initiatives in the early stage of COVID-19 would influence consumers’ advocacy intention according to their focus (i.e. targets of institutional CSR). The first study examined the moderating role of individuals’ CSR expectancy on the effects of companies’ CSR initiatives on consumers’ brand advocacy intention. The second study further extends the findings of Study 1 by examining the mediating role of perceived brand motive.Design/methodology/approachTwo between-subject online experiments were conducted to explore the impact of three types of institutional CSR initiatives (i.e. community, employee and consumer-centered CSRs) on brand advocacy. Study 1 (N = 380) examined the moderating role of CSR expectancy in influencing consumer responses to institutional CSR initiatives. Study 2 (N = 384) explored the underlying mechanism through examining the mediating role of a company’s value-driven motivation in the process.FindingsStudy 1 indicated that institutional CSR, regardless of type, was more effective in generating a more significant brand advocacy intention than a promotional message, measured as a baseline. The impact of different kinds of institutional CSR on consumers’ brand advocacy intentions was significantly moderated by their CSR-related expectations. Specifically, individuals with moderate to high CSR expectancy showed higher brand advocacy intentions in both consumer- and employee-centered CSR initiatives than the promotional message. In comparison, those with low CSR expectancy only showed higher brand advocacy intentions in the community-centered CSR initiative. In addition, as individuals’ CSR expectations rose, the mediation effect of the perceived value-driven motivation became stronger.Research limitations/implicationsThe current study includes guiding principles to help companies effectively respond to COVID-19 as corporate citizens by demonstrating the importance of individuals’ CSR expectancy across three CSR initiatives. This study used real-life examples of how leading companies were stepping up CSR efforts and suggested an approach that aligns CSR behaviors with the urgent and fundamental human needs of COVID-19.Originality/valueIn line with the CSR goal of maximizing benefits for stakeholders, this study’s findings signal that situational changes determine CSR expectations and that companies must be highly susceptible to the changes in consumers’ expectations of CSR and their appraisal process of CSR motives to maximize its CSR value.

“We do care”: the effects of perceived CSR on employee identification - empirical findings from a developing country

PurposeAlthough employees are considered key stakeholders, they receive limited attention in the corporate social responsibility (CSR) literature compared to other stakeholders such as customers. This study aims to address this gap, investigating how different factors, including CSR communication, may affect employee perceptions, and to what extent they can influence or be influenced by CSR activity.Design/methodology/approachSemi-structured interviews were used to collect data from three multinationals (MNCs) operating in Bangladesh. Mid- and entry-level employees from different departments, namely, marketing, logistics, human resources, IT and finance, were approached for data collection. It is important to note that all the study participants were Bangladeshi.FindingsThis study demonstrates how CSR perceptions, shaped by the level of employee awareness, personal beliefs about CSR and perceived motivation for adopting CSR, strengthen psychological ties between employees and their organisation. One-way CSR communication adopted by these MNCs disseminates positive information about an organisation’s contribution to society and creates an aspirational and ideational image, which enhances identification, evokes positive in-group biases and encourages employees to defend their organisation against criticism. This study further demonstrates that employee CSR engagement can galvanise their experience of organisational identity, enhance their pride and reinforce their organisational identification.Originality/valueDrawing on social identity theory and the CSR communication model proposed by Morsing and Schultz (2006), this study aims to understand employees’ CSR perceptions and the possible impact of this on their behaviour. Previous studies largely focus on customers’ perceptions of these activities, which means the link between CSR perception and employee behaviour remains unclear. The current study suggests that employees working in Bangladesh will not withdraw support from their organisations if CSR is used to build reputation or public image. The findings extend the literature by arguing that some employees in developing countries not only seek to improve their status by working in a reputed organisation but also tend to engage with CSR activities undertaken by their organisation.

Impact of employee corporate social responsibility on organizational effectiveness

The reason for the current paper is to concentrate fair and square of CSR drives take by the Indian organizations and its effect on the presentation of the organizations. For this reason the presentation is estimated as far as monetary boundaries as well as execution in the securities exchange. However there are a few ventures in the Indian corporate area, the oil and Gas industry is considered as one of the profoundly dirtying ventures. to dissect the linkage between Corporate Social Responsibility (CSR) Initiatives with Monetary as well as market Performance. The review depends on optional information, gathered from PROWESS an information base of CMIE. In the examination, at first the year-wise degree of CSR drives of chosen organization was estimated. To Calculate CSP score of an organization, three key boundaries were thought of. They are, CSR appraisals given by - the organization's distribution of asset for CSR exercises in the Budget lastly the area of center made by the organization in their CSR exercises or inclusion. In the current review CSR Activities have been ordered into Medical services, Education, Environment, Rural turn of events and Other Local area Welfare exercises.

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.

MODEL OF PSYCHOLOGICAL MICRO FOUNDATIONS OF CSR IN CZECH BREWERY

Corporate Social Responsibility (CSR) is a term that is being defined very diversely. The goal of this research is to show how corporate social responsibility (CSR) is actually implemented and managed in business practice by the Czech brewery. The special emphasis is placed on employees, because they are the key to the company. The method chosen for the research is the micro-level analysis of employee perceptions, reactions, and attitudes towards the company’s CSR together with their determinants. The Model of psychological micro-foundations of CSR is used and, furthermore, the level of administrative employee CSR engagement in the CSR of a Czech brewing company is analyzed. The results show the determinants of this engagement or disengagement, the respondents’ perceptions and evaluation of the company’s CSR and finally, what are the outcomes of their reactions to the CSR of the company.