Translating CSR into Managerial Behavior: Determinants of Charitable Donation (original) (raw)
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2016
Research on corporate social responsibility (CSR) has grown in parallel to organizations' adoption of the triple bottom line (economic, environmental, social) approach to performance, and stakeholders' expectations for organizations to contribute to a greater social good (Aguinis & Glavas, 2012). As a burgeoning area of research, the CSR literature has mostly been conducted from a macro-level (organization-level) perspective aiming to answer questions about the implications of CSR for organizations and society. Micro-level (individual-level) research is comparatively less common, but is beginning to grow as well (Rupp & Mallory, 2015). While micro-level research has made significant progress toward answering some important questions, it is limited by a lack of knowledge and guiding theory of the psychological foundations of CSR that explain when and why it affects organizational stakeholders such as employees or job-seekers (Aguinis & Glavas, 2013). The CSR literature is also highlyfragmented and full of confusing parallels and inconsistencies. It is characterized by numerous conceptual definitions (Dahlsrud, 2008) and measurement tools (Morgeson, Aguinis, Waldman, & Siegel, 2013), making it challenging for researchers to agree on what actually constitutes CSR and compare results. The research presented here applies a new approach to conceptualizing and measuring CSR in hopes of overcoming the limitations mentioned above. First, a theoretical model is described that distinguishes between "CSR content" and "CSR features" and proposes four CSR features that are likely to be of relevance to stakeholders: CSR-identity alignment, CSR commitment, employee involvement in CSR, and CSR proactivity. The model also proposes attributions as the primary psychological mechanism explaining how CSR features, in
Corporate social responsibility and employee volunteerism
2021
This study attempts to advance the current research debate on corporate social responsibility (CSR) at the micro-level by empirically examining the effect of perceived CSR on employee behaviors such as turnover intention and workplace deviance with the mediation mechanism of organizational identification. The boundary condition of group-level abusive supervision also enhances the novelty of this research. Social identity theory is used for hypotheses development. Multilevel data is collected from 410 middle managers working in thirteen commercial banks in Pakistan by conducting three surveys with temporal breaks. Our results suggest that employees' perceived CSR is statistically and inversely related to their turnover intention and deviant behavior, along with the mediation mechanism of organizational identification. Further, this relationship is weakened with the moderation of abusive supervision. Specifically, our findings indicate that employees' positive CSR perceptions minimize their undesired workplace behaviors through the mediation of organizational identification. But this effect becomes less effective with the contingency of abusive supervision. Our results reveal several means by which organizations can manage their CSR initiatives and human resources, for instance by concentrating on abusive supervision while evaluating their employees' behavior.
Getting paid to be good: How and when employees respond to corporate social responsibility?
Journal of Cleaner Production, 2019
Despite the increasing interest in corporate social responsibility's impact on the employee behaviours at a micro level, only a handful of literature is available discussing the underlying processes and contingencies of how employees respond to corporate social activities. Based on self-enhancement theory, need theory and self-exchange theory, we provide a serial mediated moderation process model to analyze the effect of perceived corporate social responsibility on employees' organizational citizenship behaviour and task performance through organizational pride and identification and contingency of desire to have a significant impact through work. We empirically validate the framework by carrying out four surveys to collect the multiple-response data of middle managers, their colleagues, and their managers. Study findings reveal that the link between employees perceived corporate social responsibility and their workplace behaviours is serially mediated by organizational pride and identification and moderated by employees' desire to have a significant impact through work. This study contributes to the micro-CSR stream of clean production literature by providing a well-developed framework to understand how and when ACCEPTED MANUSCRIPT 2 perceived corporate social responsibility influence employees' workplace behaviour, having several theoretical and practical implications.
Journal of Business Ethics, 2017
Employing a time-lagged sample of 371 North American individuals working full time in a wide range of industries, occupations, and levels, we contribute to research on employee outcomes of corporate social responsibility (CSR) attributions as substantive (causeserving) or symbolic (self-serving). Utilizing a mediated moderation model, our study extends previous findings by explaining how and why CSR attributions are related with work-related attitudes and subsequent individual performance. In support of our hypotheses, our findings indicate that the relationships between CSR attributions and individual performance are mediated through person-organization fit and work-related attitudes. Additionally, when CSR is perceived as important, substantive CSR is positively related to, and symbolic CSR is negatively related to, perception of fit with the organization. These findings contribute toward our understanding of the complex effect CSR has on employees' work outcomes. Practical implications and future research directions are discussed. Keywords Corporate social responsibility (CSR) Á CSR attributions Á Person-organization fit Á Employee attitudes Á Importance of CSR Á Employee performance Traditionally explored through the lens of stakeholder theory, corporate social responsibility (CSR) is gaining increasing attention in the organizational psychology and organizational behavior literatures (Rupp and Mallory 2015), reflecting a shift in societal values and expectations of organizations. Indeed, a recent report by Hewitt and Associates (Swartz 2017, p. 1) found that ''corporate social responsibility can improve [the] … bottom line, in part by giving [the] … most engaged employees a reason to stay and work harder.'' Moreover, a report by Deloitte (2016) focusing on the work values of Millennials, who will represent 50% of the workforce by 2020 (Meinster 2012), revealed that while attention to the environment and social responsibility are leading concerns to them, 95% of respondents described organizations as appearing to have ''no ambition beyond making money'' (Deloitte 2016, p. 9). These results are consistent with research findings linking organizational engagement in CSR to a number of valuable attitudinal and behavioral employee outcomes (Rupp and Mallory 2015). For example, there is evidence Carol-Ann Tetrault Sirsly: In Memoriam The third author, Carol-Ann Tetrault Sirsly passed away while the work on this paper was in progress. We wish to dedicate this paper to her loving family; in particular her husband Tony, and daughters Dominique and Francesca. Dearly missed, our dear friend and exemplary colleague continues to impact us.
Frontiers in psychology, 2017
Researchers, corporate leaders, and other stakeholders have shown increasing interest in Corporate Social Responsibility (CSR)-a company's discretionary actions and policies that appear to advance societal well-being beyond its immediate financial interests and legal requirements. Spanning decades of research activity, the scholarly literature on CSR has been dominated by meso- and macro-level perspectives, such as studies within corporate strategy that examine relationships between firm-level indicators of social/environmental performance and corporate financial performance. In recent years, however, there has been an explosion of micro-oriented CSR research conducted at the individual level of analysis, especially with respect to studies on how and why job seekers and employees perceive and react to CSR practices. This micro-level focus is reflected in 12 articles published as a Research Topic collection in Frontiers in Psychology (Organizational Psychology Specialty Section) ...
Embedded Versus Peripheral Corporate Social Responsibility: Psychological Foundations
Industrial and Organizational Psychology, 2013
We propose a new conceptualization to make sense of the vast and diverse body of work regarding corporate social responsibility (CSR): (a) embedded CSR and (b) peripheral CSR. This distinction relies on psychological foundations originating primarily in industrial-organizational psychology and related fields (i.e., organizational behavior, human resource management) and allows for a better understanding of when and why CSR is likely to lead to positive outcomes for employees, organizations, and society. Embedded CSR involves an organization's core competencies and integrates CSR within a firm's strategy, routines, and operations, and therefore affects all employees. In contrast, peripheral CSR focuses on activities that are not integrated into an organization's strategy, routines, and operations (e.g., philanthropy, volunteering). We use our conceptualization to explain the success of CSR initiatives at GE, IBM, and Intel, and to reinterpret the scholarly CSR literature in the fields of marketing, corporate governance and legal studies, and economics. We also describe how our conceptualization can help bridge the much lamented micro-macro and science-practice gaps and helps guide future CSR research as well as organizational interventions.
Journal of Business Ethics, 2018
This editorial outlines the articles included in the special thematic symposium on corporate social responsibility and employees and highlights their contributions to the literature. In doing so, it highlights the novel theoretical and empirical insights provided by the articles, how the articles inform and expand the methods and research designs researchers can use to study phenomena in this area, and identifies promising directions for future research. Keywords Corporate social responsibility • Employees • Research design As if responding on cue at the turn of the century, an increasing number of studies began to emerge in the early 2000s, which marked the start of what would become an explosion of employee-focused research on corporate social responsibility (CSR; Glavas 2016). In the time since, well over 200 published articles have provided insights about how CSR practices influence, and are influenced by, organizational members (Gond et al. 2017). Most of this work is 'micro-CSR research' conducted at the individual level and guided by a person-centric focus grounded in applied psychology (Rupp and Mallory 2015). The present moment is
As global concern about sustainability, food waste, and poverty increases, there is an urgent need to understand what motivates businesses to adopt pro-social and pro-environmental behaviours. This paper suggests that food redistribution organisations hold both pro-social and pro-environmental aims, due to their concern with reducing food surplus and food insecurity. To achieve this, they must motivate food businesses to donate their surplus food. However, little is known about the values, attitudes, and motives of food industry donors. The purpose of this paper is to provide a theoretical and conceptual overview to set out principles from which empirical data on food redistribution will be analysed or critiqued. Specifically, it explores pro-social and pro-environmental literature, as these fields have examined the motivations behind donations and reducing environmental impact. This review highlights that charitable giving of food is different to other inorganic material, such as money. Thus, future research is needed to capture the unique temporal, emotional, social, and environmental factors that motivate food donations. This information may contribute to the development of strategies that target and motivate people from the food industry to become food donors. Alternatively, it may reveal concerns about food donations, and highlight the need for other approaches to food waste and food insecurity.