Employee Social Responsibility Research Articles

Does labour social responsibility disclosure affect financial performance? Evidence from Indonesia

This study examines the effect of disclosure of labour social responsibility on the company's financial performance as measured by operational aspects (ROA), profitability aspects (ROE), and sales aspects (ROS). This study uses regression analysis to examine the relationship between labour social responsibility disclosure and financial performance of companies listed on the Indonesia Stock Exchange during 2015-2020 and indexed by GRI. The results of this study indicate that the disclosure of employment social responsibility has a significant effect on the achievement of financial performance aspects of operations (ROA) and financial performance aspects of sales (ROS), while if it is associated with the achievement of financial performance aspects of profitability (ROE), there is no significant effect on employee social responsibility disclosure. This research contributes to achieving sustainable development goals by providing views for companies regarding the impact of implementing and disclosing employment social responsibilities and contributing to literature related to labour, financial performance, and sustainability disclosure. This novel research provides groundbreaking insights into the impact of implementing and disclosing employment social responsibilities on financial performance, highlighting the importance of labor, financial performance, and sustainability disclosure in achieving sustainable development goals.

Home bias and employee social responsibility: Identification vs. benefit exchange.

Employees, as the most valuable assets and critical sources of competitive advantage in enterprises, are among the important stakeholders in enterprises. Employee social responsibility (ESR) has been a continually important research interest in the field of enterprise social responsibility. However, in the literature, few studies explore how personal features affect employee social responsibility. Thus, sampling China's listed companies from 2006 to 2019, we investigate how the home bias of senior executives influences enterprises' employee social responsibility. We identify home bias based on whether a chairperson's or CEO's hometown matches the firm's registration place. Three main results are obtained. First, the home bias of both CEOs and chairpersons can improve the corporate fulfillment of employee social responsibility. Second, further cost-benefit analysis shows that this result is due to not only identification but also benefit exchange. Although senior executives' home bias significantly decreases employee turnover rate, enterprises absorb more employment, which significantly increases their redundant personnel costs. Therefore, firms should balance the potential benefits and costs incurred by home bias via trade-off. Third, in firms facing less market competition, firms with more governmental subsidies or state-owned firms, senior executives' home bias has a more significant promoting effect on the fulfillment of ESR, supporting the view of benefit exchange. Accordingly, by extending theories on the effects of senior executives' home bias and enriching the ESR literature, this paper has important practical value, our findings can guide and promote firms to perform ESR while actively complying with a national policy for stabilizing employment and ensuring people's well-being.

Leadership in the Context of Corporate and Employee Social Responsibility in the Czech Company

Nowadays CSR research concentrates mainly on the macro-level analysis of the phenomena connected to CSR. However, differences exist among the members of stakeholder groups concerned with CSR, which can cause different results in implementing CSR strategies, it is crucial to study CSR also on the individual (micro) level. The article aims to analyse the Czech brewery’s corporate and employee social responsibility in the context of leadership. Several studies reveal how important ethical leadership is because it can affect not only organizational culture, which fosters employee commitment to corporate values but also the range of CSR activities, individuals’ engagement and participation. The authors of these studies stress the importance of ethical leadership, managers' encouragement, and supervisors' attitude toward the topic. 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 and the ESR-CSR congruence model are used. We opted for semi-structured interviews to gain in-depth and detailed inside into the thinking and perceiving of 13 administrative employees of the company. The coding and content analysis of the respondents' testimonies was conducted in the program MAXQDA. We found amongst our respondents, who represent the group of administrative employees of the Czech brewery, that the most important determinant of their CSR engagement was corporate socialization. Many of the respondents engaged in CSR activities that were related to their job. Therefore, we found room for improvement in the extra-role CSR participation of administrative employees, but also in the encouragement from the part of their supervisors. The chosen group of employees framed their CSR perceptions by trying to look at the issue from the point of view of different stakeholders. They saw the sense of doing CSR in the need for sustainability, and a positive for the company is that these employees regarded its CSR as authentic. We found mainly positive CSR reactions on the side of respondents, such as job satisfaction, organizational pride, or job pursuit intention.

Population mobility and employee social responsibility: evidence from hukou reform in China

ABSTRACT Population mobility may have a profound impact on the labor market, affecting firms’ employment decisions. We consider hukou reform in China as a quasi-natural experiment in identifying the effects of population mobility on employee-related corporate social responsibility (employee social responsibility, or ESR). The empirical results show that hukou reform prompts firms to invest more in ESR activities, particularly in ESR activities with weak externalities and in regions with a smaller labor market size. Cross-sectional tests suggest that the effects of hukou reform on firms’ ESR investment are stronger for more financially constrained firms and those in high-tech industries, and in more competitive regions. The findings have important practical implications for employment strategies that firms should adopt when the labor market becomes more competitive.

PENGARUH TANGGUNG JAWAB SOSIAL, PENGELOLAAN PENGETAHUAN DAN PENGELOLAAN SISTEM KERJA PEGAWAI TERHADAP KINERJA PEGAWAI DENGAN TATA KELOLA PERUSAHAANSEBAGAI VARIABEL INTERVENING

The purpose of this study was to determine the effect of social responsibility, knowledge management, management of employee work systems, corporate governance on employee performance in the field of medical supplies and equipment at RSUD Dr. Soetomo. The sample selection technique in this study was a census, namely all employees were taken as a sample of 45 employees. The data analysis technique used path analysis. The results of the study show that social responsibility has a significant effect on governance, knowledge management has a significant effect on governance, management of employee work systems has a significant effect on governance in the Medical Supplies and Equipment Sector of RSUD Dr. Soetomo. Employee social responsibility has a significant effect on employee performance, employee knowledge management has a significant effect on employee performance, employee knowledge management has a significant effect on employee performance in the Medical Supplies and Equipment Division of RSUD Dr. Soetomo. Employee governance has a significant effect on employee performance in the Medical Supplies and Equipment Division of RSUD Dr. Soetomo.

PENGARUH TANGGUNG JAWAB SOSIAL, PENGELOLAAN PENGETAHUAN DAN PENGELOLAAN SISTEM KERJA PEGAWAI TERHADAP KINERJA PEGAWAI DENGAN TATA KELOLA PERUSAHAANSEBAGAI VARIABEL INTERVENING

The purpose of this study was to determine the effect of social responsibility, knowledge management, management of employee work systems, corporate governance on employee performance in the field of medical supplies and equipment at RSUD Dr. Soetomo. The sample selection technique in this study was a census, namely all employees were taken as a sample of 45 employees. The data analysis technique used path analysis. The results of the study show that social responsibility has a significant effect on governance, knowledge management has a significant effect on governance, management of employee work systems has a significant effect on governance in the Medical Supplies and Equipment Sector of RSUD Dr. Soetomo. Employee social responsibility has a significant effect on employee performance, employee knowledge management has a significant effect on employee performance, employee knowledge management has a significant effect on employee performance in the Medical Supplies and Equipment Division of RSUD Dr. Soetomo. Employee governance has a significant effect on employee performance in the Medical Supplies and Equipment Division of RSUD Dr. Soetomo.

Investigating the relationship between organizational health and social responsibility of administrative staff of Rafsanjan University of Medical Sciences

Introduction: Social responsibility is critical to the success of organizations and is a key factor in any organization's survival. In this regard, the present study was conducted to investigate the impact of the relationship between organizational health and social responsibility in administrative staff of Rafsanjan University of Medical Sciences. 
 Methods: This research is a descriptive correlation study. The statistical population of this study consisted of all the administrative staff of Rafsanjan University of Medical Sciences in the year 2018 that 139 persons were selected by censusmethod. Data collection tools included standard questionnaires of organizational health and social responsibility. The collected data were analyzed by SPSS-16 software using Pearson correlation, independent t-test and one-way ANOVA.
 Results: The findings show that in this organization social responsibility with average of 127/89 ±17/91 and organizational health with mean of 149/15 ± 23/36 are both at relatively high level and organizational health has a direct and significant correlation with social responsibility of employees (P= 0/01, r= 0/21).
 Conclusions: The healthy atmosphere of an organization affects the attitude, performance and belief level of employees, which makes them more committed and responsible and ultimately leads to the growth and development of the organization. In the present study, organizational health has been one of the main determinants of the level of social responsibility of employees that changes in its level affect social responsibility. Therefore, the managers of the organization concerned with proper planning can promote the social responsibility of the employees and finally provide the performance of organizations.

Corporate Social Responsibility at LUX* Resorts and Hotels: Satisfaction and Loyalty Implications for Employee and Customer Social Responsibility

Corporate Social Responsibility (CSR) remains a hot topic in management. Yet, little is known about how well managers, employees and consumers are responding to CSR initiatives to align with the 2030 Agenda for Sustainable Development. Underpinned by well-established theories, this study develops a single integrative model of managers’, employees’ and consumers’ CSR. Data were collected from the LUX* group of resorts and hotels located on three Indian Ocean islands: Mauritius, Reunion and the Maldives. Structural equation modelling was employed. Findings reveal: (1) organizational CSR is positively related to employee social responsibility; (2) organizational CSR is negatively associated with customer social responsibility; (3) employee social responsibility is negatively related to customer social responsibility; (4) employee social responsibility is negatively related to customer delight; (5) customer social responsibility is positively related to customer satisfaction; and (6); customer social responsibility is positively related to customer delight. Strategic CSR initiatives with a multi-stakeholder engagement approach are discussed.

Social Responsibility and Marketing Impact on Hospital Business Sustainability: Lesson from Indonesia

This research empirically examines the influence of corporate and employee social responsibility, customer satisfaction, trust, and loyalty, and sustainable business variables. The methods of this study using Partial Least Square-Structural Equation Modelling with hypothesis testing. Hospitals listed on the Indonesia Stock Exchange that carry out corporate social responsibility (CSR) were used as study objects. The number of samples collected was 96 respondents. The result showed although employee social responsibility (ESR) has a positive effect on customer satisfaction and trust, it has no significant impact on business sustainability. Likewise, patient satisfaction has a positive effect on loyalty, yet it has no significant impact on business sustainability. Trust has a positive effect on patient loyalty and business sustainability. The research novelty is corporate social responsibility as a determinant of business sustainability, as both an independent and mediating variable, including the employee social responsibility. Patient trust plays a vital role as a mediator between patient satisfaction and loyalty. Ethics has the highest contribution to CSR, furthermore, employee social responsibility and measurement are valid for marketing studies.

Hypocritical organizations: Implications for employee social responsibility

The implications of corporate hypocrisy for corporate social responsibility (CSR) at the employee level of analysis remain largely unexplored. Drawing on attribution theory and the sensemaking perspective of CSR, we develop a model that highlights the negative effects of corporate hypocrisy on employees' voluntary contribution to their firm's social responsibility program (employee social responsibility, or ESR), as mediated by symbolic CSR attributions. Moreover, by incorporating the CSR sensitivity framework, we develop a more nuanced model that acknowledges the role of task significance in strengthening the aforementioned relationship. The results from our cross-lagged study first suggest that corporate hypocrisy negatively affects ESR through the intermediary role of symbolic CSR attributions. Second, the findings reveal that task significance moderates the relationship between corporate hypocrisy and ESR, such that both the direct and indirect effects are stronger for employees whose jobs are higher in task significance. Implications for research and practice are discussed.

Transformational leadership style and social responsibility of employees in economic corporations: a study on Sarmayeh Bank of Iran

In our dynamic era, observing the social responsibility has become an essence for each organisation. In addition, some researchers believe that observing social responsibility by the corporations is one of the perquisites of gaining profits, since today customers are very sensitive to ethical issues. The current study aims to examine a conceptual model relating to the association between the transformational leadership style and social responsibility of the employees in Sarmayeh Bank. This organisation has 400 employees and our sample size is 196. Second generation statistical tools are utilised for data analysis. Based upon the research findings, all four dimensions of transformational leadership style have significant and positive impact 0n employees' CSR activities. This study reveals the importance of the relationship between leadership style and employees' social responsibility; meanwhile, using this research's results, managers will be able to formulate suitable strategies for developing social responsibility by acquiring a dynamic approach to their leadership style.

Transformational leadership style and social responsibility of employees in economic corporations: a study on Sarmayeh Bank of Iran

In our dynamic era, observing the social responsibility has become an essence for each organisation. In addition, some researchers believe that observing social responsibility by the corporations is one of the perquisites of gaining profits, since today customers are very sensitive to ethical issues. The current study aims to examine a conceptual model relating to the association between the transformational leadership style and social responsibility of the employees in Sarmayeh Bank. This organisation has 400 employees and our sample size is 196. Second generation statistical tools are utilised for data analysis. Based upon the research findings, all four dimensions of transformational leadership style have significant and positive impact 0n employees' CSR activities. This study reveals the importance of the relationship between leadership style and employees' social responsibility; meanwhile, using this research's results, managers will be able to formulate suitable strategies for developing social responsibility by acquiring a dynamic approach to their leadership style.

Employee Social Responsibility: A Missing Component in the ISI 26000 Social Responsibility Standard

AbstractIn this article, the focus is on developing a governance concept built on integrating the ISO 26000 Social Responsibility (SR) standard with an “employee social responsibility” (ESR) concept developed by the authors. To this end. The authors propose to compliment the voluntary, organizationally adaptable, ISO 26000 SR standard for the organization/firm with a seamlessly integrated—and equally adaptable—ESR concept for the individual/employee of that organization/firm. An SR/ESR governance concept emerges, with an emphasis on implementing a SR‐based business enterprise code of conduct and ESR‐related functional‐level codes of conduct, the latter firmly ensconced in an organization's ethical climate. The conclusion section discusses the strengths and weaknesses of our proposed SR/ESR governance concept.

Explanatory contribution of Social Responsibility and Organizational Justice on Organizational Commitment: An exploratory study in a Higher Public Education institution

AbstractThis study aimed to analyze the explanatory contribution of social responsibility and organizational justice on commitment through the setting up of a theoretical model in order to better understand the relationships that are established between these constructs. The empirical study was developed in a public higher education institution with a sample of 233 employees, professors and staff. The proposed model was estimated using a structural equation model. It was possible to observe a relationship between interactional justice perceptions and social responsibility and there contribute to the explanation of organizational affective commitment. At the same time, it was possible to observe a relationship between distributive justice and social responsibility of employees.

The Spanish Labour Foundation: The case of Construction Labour Foundation of Asturias

Abstract: Work foundations are not well known institutions having a great potential to promote an improved and stronger social dialogue, worker participation and employee social responsibility. Perhaps, the Austrian work foundations are the most well known, serving as an example of success that may become the basis of a new model that is founded on flexicurity. However, there are other experiences in Europe from which knowledge may also be derived for both European and national good practices perspectives. The purpose of this research is to analyse the main characteristics of Spanish labour foundations. The interest in these foundations is based on two main points. On the one hand, they give us a concrete and specific regulation on labour foundations which comes directly from the law. In this sense, they are based on a completely different legal system as compared to the Austrian experience. On the other hand, they represent the first regulation in Europe on this specific type of foundation. This not only means a longer tradition, but more importantly, that they are based on a completely different socio-economic perspective. This paper has been divided as follows: first, there is a brief description of the concept of labour foundation; second, the regulatory framework is described, which consists of both the legal regulation and its practical manifestation. As for the latter, one of the most thorough and developed experiences has been chosen: the case of Construction Labour Foundation of Asturias. Finally, some conclusions about the practical development of labour foundations in Spain are offered. Keywords: labour foundations, work foundations, Labour Law. doi: http://dx.doi.org/10.20318/sllerj.2016.3311

Evaluation of the Role of Political and Communication Skills in Social Responsibility of Managers by the Mediating Role of Strategic Thinking

The research has been conducted to evaluate the role of political and communication skills in social responsibility of managers by the mediating role of strategic thinking. This research was done by descriptive – analytic method and it is from the type of applied researchs. The statistical population of the study includes all managers of the company of Arjan, Pegah. The sample size was calculated by Cochran formula with the result of 32 people. Data collection tools in this study are: Corporate Social Responsibility of employees (CSR) based on the model of Carroll, Barton's communication skills questionnaire, political skill questionnaire of individual in organization and strategic thinking questionnaire (model Lydka). The validity of the questionnaire was face and content, and its reliability was assessed by Cronbach's alpha coefficient. The results showed that, in general, political skill, communication skill and strategic thinking had a direct and significant relationship with responsibility of managers. Path analysis also showed that among the different aspects of research variables, feedback skill, network skill, social intelligence, strategic determination, opportunism and thinking at the time had direct impact and listening skill, network skill and social intelligence had indirect effect on social responsibility as well. DOI: 10.5901/mjss.2016.v7n4S1p323

Congruence in Corporate Social Responsibility: Connecting the Identity and Behavior of Employers and Employees

The multi-disciplinary interest in social responsibility on the part of individuals and organizations over the past 30 years has generated several descriptors of corporate social responsibility (CSR) and employee social responsibility (ESR). These descriptors focus largely on socially responsible behavior and, in some cases, on socially responsible identity. Very few authors have combined the two concepts in researching social responsibility. This situation can lead to an oversimplification of the concept of CSR, thereby impeding the examination of congruence between employees and organizations with regard to social responsibility. In this article, we connect two dimensions of social responsibility—identity and behavior—to build a Social Responsibility Matrix consisting of four patterns for classifying the social responsibility of employees and employers: Low Social Responsibility, Identity-based Social Responsibility, Behavior-based Social Responsibility, and Entwined Social Responsibility. The positioning of employers and employees on the same matrix (as determined by internal, relational, and/or external factors) is vital for assessing the level of congruence between employers and employees with regard to social responsibility and for discussing the possible outcomes for both parties. These identity and behavior-based patterns, determinants, and levels of congruence connecting employees and employers form the foundation for the multi-dimensional, dynamic ESR–CSR Congruence Model, as exemplified in a case study. This contribution enhances the existing literature and models of CSR, in addition to improving the understanding of employee–employer congruence, thereby broadening the array of possibilities for achieving positive organizational outcomes based on CSR.

Modeling Employee Social Responsibility as an Antecedent to Competitiveness Outcomes

The study explained a model of employee social responsibility (ESR) as an antecedent to corporate competitiveness. It hypothesizes that ESR has significant effect on employee competitiveness (EC). Questionnaires were administered to a sample of 700 employees selected from a population of 5,595 from 20 classified hotels in the coastal region of Kenya using proportionate and systematic random sampling methods. Structural equation model was used for model specification and hypotheses testing. Confirmatory factor analysis was performed on six and four constructs representing ESR and EC, respectively. Overall, a negative effect of ESR on EC was found with un-standardized β estimates = −.516; SE = .071, p = .000. Accordingly, increase in employee corporate social responsibility (CSR) is associated with decline in EC. This was potentially paradoxical because employees demonstrated job and organization commitment and retention intention despite poor ESR practices.

Employee social responsibility practices and outcomes in Kenya's tourist hotels

PurposeThe purpose of this paper is to explore and espouse employee corporate social responsibility (CSR) practices in classified hotels in the coastal region of Kenya, then to evaluate perceived job satisfaction, employee turnover/retention and organizational commitment by employees and explore any inherent paradox in the employee perceptions on both employee CSR practices and the job‐related outcomes in the African context.Design/methodology/approachThe paper is based on an exploratory survey that targeted a population of 5,595 hotel employees from 20 selected classified hotels. A sample size of 699 employees was systematically selected and data collected using a structured questionnaire anchored on a five‐point Likert scale. The instrument was evaluated for internal consistency and subjected to principal component analysis to explore extant dimensions.FindingsThough initially employee CSR practices by the hotel enterprises were defined by four dimensions, while employee job satisfaction‐related outcomes were defined by three dimensions, principal component analysis revealed six dimensions of the employee CSR practices and four dimensions of the job‐related outcomes. This paper, therefore, identifies and discusses the inherent paradoxes of employee job satisfaction, employee commitment and employee retention as revealed by the study.Originality/valueInternal social responsibility practices among enterprises in Africa, has relatively been downplayed by government, respective enterprise management and scholars.