Perceptions Of Corporate Social Responsibility Practices Research Articles

Employees perception of corporate social responsibility practices in Namibia: Evidence from Namibia Breweries Limited Company

Corporate social responsibility (CSR) is one of the most prominent concepts in the literature and in short, indicates the positive impacts of business on their stakeholders. Despite the growing body of literature on this concept, the measure of CSR is still problematic. Although the literature provides several methods for measuring corporate social activities, almost all of them have some limitations. The study investigates the employees’ perception of CSR practices in Namibia the context of the Brewery industry in Namibia. Using survey information collected from 150 Namibian Brewery company employees’ professionals, this descriptive analysis study proposed that the employees are satisfied with the CSR practices in general. Further, the study observes a positive relationship between perceived CSR and its 4 domains in the study. The uniqueness of this study lies on its framework based on the perception of employees. The recommendations and future research are formulated.

Corporate social responsibility of sports clubs: what do supporters think?

PurposeThe authors intend to contribute to the lack of information about corporate social responsibility (CSR) in sports verified in the literature. The main purpose is to understand what the supporters' perceptions of CSR practices in sports clubs are and how these initiatives influence some of their attitudes towards the clubs they support.Design/methodology/approachUsing a total sample of 142 supporters, the study hypotheses were tested with PLS-SEM structural equation modeling.Findings The authors conclude that CSR initiatives have a positive influence in the supporters' perception of the club and contribute to the positive word-of-mouth communication about the club. The results also show that these initiatives do not have a significant influence on the supporters' intention to become or remain paid members of sports clubs.Originality/valueIt should be noted that research on CSR in the national sports context is scarce, which increases the importance of its contribution to the literature in this area.

From Corporate Social Responsibility to Employee Well-Being: Navigating the Pathway to Sustainable Healthcare.

Despite extensive research on the impact of corporate social responsibility (CSR) on employee outcomes, only limited research has been conducted to investigate the impact of CSR on healthcare employees' burnout (BUO). Additionally, the underlying mechanism by which CSR may reduce BUO has not been fully understood. In order to fill these gaps, we explored the relationship between CSR and BUO, as well as the possible mediating effects of subjective wellbeing (SW) and compassion (CM). Also, employee admiration (AM) was examined as a moderating factor. The study utilized a questionnaire to collect data, which was distributed using the paper-pencil method. A total of 335 healthcare employees, including nurses, doctors, paramedics, and general administration, participated in the study. Specifically, we focused on the healthcare segment of Pakistan. A survey was conducted to assess participants' perceptions of CSR practices, BUO, AM, SW, and CM within their organizations. The questionnaire consisted of several standardized scales validated in previous research. We investigated the relationship between CSR and BUO using the AMOS software. BUO was negatively associated with CSR, suggesting that organizations with strong CSR practices may be able to reduce employee burnout. Moreover, the relationship between CSR and BUO was mediated by both subjective wellbeing (SW) and compassion (CM), revealing how CSR may impact employee burnout. Furthermore, we found that employee admiration (AM) buffered the relationship between CSR and BUO. BUO is a growing concern among healthcare professionals and has the potential to negatively impact the quality of patient care, staff morale, and, ultimately, the success of healthcare organizations. BUO in healthcare settings can be effectively addressed by implementing CSR strategies. Effective CSR strategies should be implemented in a meaningful way to employees and provide them with opportunities to engage in activities that align with their values and interests.

Corporate social responsibility and psychological capital during the COVID-19 pandemic: perspectives from India

PurposeThis paper aims to examine the relationship between employees’ perception of corporate social responsibility (CSR) practices in Indian business organizations and psychological capital (PsyCap) during the COVID-19 pandemic.Design/methodology/approachThis research design is conclusive, descriptive and cross-sectional. An online survey was conducted during COVID-19-related lockdowns in India in 2020–2021, using two standardized research instruments. Data was collected from 154 respondents; correlation and regression techniques were applied using SPSS version 25.FindingsResults indicate that employees’ perception of CSR practices was positively correlated with the components of PsyCap, namely, employee self-efficacy, hope, resilience and optimism. Findings indicate that 57.4% of the variance in PsyCap is explained by employees’ perception of CSR.Research limitations/implicationsStudies may be carried out to examine the difference in PsyCap between organizations having strong CSR vis-à-vis weak CSR. The impact of PsyCap on organizations’ performance during states of disruption and chaos is unexamined so far; studies on the said linkage are thus required. Researchers may also examine whether there is a significant difference in organizations’ PsyCap during crisis and non-crisis conditions. Studies on the linkages between EPCSR and organizational resilience, employee performance and employee engagement during crises, with PsyCap in the moderating role will provide further insights into this area of research.Practical implicationsThe findings imply that having effective CSR policies can help with the conservation and recovery of psychological resources. Employees’ enhanced self-efficacy, hope, resilience and optimism are the benefits of being a CSR-oriented organization as indicated by the study findings. Investing in CSR would therefore be a win–win situation for organizations, as besides giving back to society and building a great public image for themselves, it would also improve organizations’ PsyCap, which in turn would make businesses resilient and better able to navigate through crises.Social implicationsThis study makes a case for a macro- and micro-level focus on PsyCap. Increasing organizational psychological resources makes it possible to lessen the pandemic’s negative psychological toll and enhance workers’ coping abilities. As evidenced in this study, the CSR practice of organizations is one such way toward it. It is thus in the interest of society, organizations and employees that organizations strengthen their CSR and more so during times of widespread crises.Originality/valueExtant literature has mostly examined CSR from the macro-level lens during noncrises conditions, with a focus on external stakeholders and in the context of developed Western economies. This research has a micro-level perspective and focuses on the PsyCap of internal stakeholders, i.e. corporate employees in an emerging market, namely, India. It has been conducted in the background of an unprecedented global economic and mental crisis caused by the COVID-19 pandemic, thus making this study very unique and relevant.

Pratiques responsables de l’organisation et leurs influences sur les comportements des employés

Managing turnover within organizations is one of the major concerns of the human resources management department (HRM), due to its impact on performance. HRM practices are constantly changing to retain employees and therefore reduce the costs associated with attracting and recruiting profiles. Today, all structured companies communicate around corporate social responsibility (CSR). Our objective is to find out whether adopting such a posture could allow the company to improve the turnover rate. The present study aims to examine the relationship between the perception of CSR practices, the organizational commitment (OE) of employees and their intention to leave the organization (IQ). The analysis carried out on a sample of 104 participants from companies in the automotive sector, located in the Rabat-Sale-Kenitra region, shows that employees are attentive to the CSR initiatives implemented by their companies. These approaches influence their attitudes and behavior at work. The study found a positive and significant relationship between P.RSE and EO and a negative and very significant relationship between P.RSE and IQ and also between EO and IQ. On the other hand, that the OE fully explains the relationship between the perceived CSR of the employees and their company IQ.

The impact of CSR on brand image: a survey amongst Gen Z Consumers´ perception toward a supermarket chain in Viet Nam

The topic of Corporate Social Responsibility (CSR) continues to be a great importance to firms in their businesses, especially when the goal of company brand development associated with CSR activities. The study consists of literature review on CSR theories, concepts of brand image and quantitative analysis of the relationship between them, based on quantitative analysis of a survey on generation Z’s perception of CSR practices and brand image of Co.opmart – a well-known supermarket chain in Viet Nam. Research results show that some CSR aspects have positive impacts on the brand image of the supermarket chain.

Culture, Motivational Attributes and Employees’ Perception towards CSR Practices: Evidence from Pakistan

The purpose of this paper is to analyze the employees–corporate social responsibility (CSR) relationship by studying the influence of two cultural values – collectivism and masculinity – on the formation of CSR perceptions. We adopted the theoretical framework proposed by Hur and Kim (2017), in which Hofstede’s cultural framework was proposed to explain the effect of the cultural values on employees’ perceptions of CSR practices with the mediatory role of motivational attributions. To establish this framework empirically on Pakistan, a survey questionnaire was used to collect data from 190 employees in Pakistan. Data analysis was performed using SEM and CFA. The results indicate that collectivistic (masculine) values were positively (negatively) related to perceptions of CSR. Furthermore, intrinsic attributions of CSR initiatives mediate the positive relationship between collectivism and CSR perceptions and the negative relationship between masculinity and CSR perceptions. These findings suggest that managers must seek to understand employees’ cultural characteristics and the attributions of CSR motivations in order to engage them in driving CSR practices effectively and displaying a positive image of an organization.

Culture, Motivational Attributes and Employees’ Perception towards CSR Practices: Evidence From Pakistan

The purpose of this paper is to analyze the employees–corporate social responsibility (CSR) relationship by studying the influence of two cultural values – collectivism and masculinity –on the formation of CSR perceptions. We adopted theoretical framework proposed by Hur and Kim (2017), in which Hofstede’s cultural framework was proposed to explain the effect of the cultural values on employees’ perceptions of CSR practices with the mediatory role of motivational attributions. To establish this framework empirically on Pakistan, a survey questionnaire was used to collect data from 190 employees’ in Pakistan. Data analysis was performed using SEM and CFA. The results indicate that collectivistic (masculine) values were positively (negatively) related to perceptions of CSR. Furthermore, intrinsic attributions of CSR initiatives mediate the positive relationship between collectivism and CSR perceptions and the negative relationship between masculinity and CSR perceptions. These findings suggest that managers must seek to understand employees’ cultural characteristics and the attributions of CSR motivations in order to engage them in driving CSR practices effectively and displaying a positive image of organization.

The Antecedents of Corporate Reputation and Image and Their Impacts on Employee Commitment and Performance: The Moderating Role of CSR

The aim of this investigation is to identify how culture and communication may influence corporate reputation (CR) and corporate image and their impact on workers’ attitudes and behaviour, like organizational commitment and individual performance. The moderating role of the perceptions of corporate social responsibility (CSR) is also analysed. This investigation proposes a theoretical model tested using structural equation modelling. In total, 473 valid questionnaires were collected from a sample of employees of the biggest dairy union of co-operatives in Iberia. The results highlight the relationships between culture, communication and reputation and their influence on image. Furthermore, they show, as well, how corporate reputation impacts on commitment which contributes to improving individual performance. Perception of CSR practices may increase the way CR is perceived and boost the bonds between employees and their organization. This investigation is based on cross-sectional data collected from a union of cooperatives of the dairy milk industry. These results may raise the interest in deepening investigation in this field, showing how CSR practices create a new context to investigate these relationships. They can also help to improve the effectiveness of the human resources management strategies, giving a central role to CSR. This investigation shows how organizations involved in responsible attitudes and practices are challenged to find the right balance between making a profit and serving the community. CR, commitment and productivity may be strengthened when companies develop a bigger engagement with socially responsible practices.

Corporate social responsibility and organizational attractiveness: implications for talent management

PurposeTalent management is a twenty-first-century concern. Attracting talented individuals to organizations is an important source for firm competitive advantage. Building on signaling theory, this paper proposes that corporate social responsibility (CSR) can be an important tool for talent recruitment.Design/methodology/approachAcross two studies, this paper found support for this hypothesized relationship. In Study 1, a job advertisement was manipulated to include information about CSR and tested it in two groups of 120 master’s degree students who would be in the job market within the year. It was found that CSR was an important factor that increased organizational attractiveness. In Study 2, with 532 external talented stakeholders of 16 organizations, our findings were replicated and advanced by testing whether perceptions of CSR practices (internal and external) influenced perceptions of organizational attractiveness and if this relationship was mediated by organizational reputation.FindingsThis study found that perceptions of internal CSR practices were directly related to both organizational attractiveness and firm reputation. However, perceptions of external CSR practices were related only to organizational attractiveness through organizational reputation.Research limitations/implicationsThe article’s one of the main limitations has to do with generalizability of the results and the potential common method variance bias.Practical implicationsThe findings demonstrate that CSR can play an effective role in attracting potential employees, through enhancement of organizational reputation and organizational attractiveness. If organizations are willing to implement practices that protect and develop their employees, along with practices that improve the quality of the natural environment and the well-being of the society, they can become an employer-of-choice.Originality/valueThis study expands on previous studies by including an experimental design, including two types of CSR practices and a mediating variable in this field study.