Exploring the Relationships Between Employees' Perception of Corporate Social Responsibility, Personality,JobSatisfaction, and Organizational Commitment PDF Download

Author: 何明虹
Publisher:
ISBN:
Category :
Languages : en
Pages : 81

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Author: Ante Glavas
Publisher: Frontiers Media SA
ISBN: 2889451992
Category :
Languages : en
Pages : 154

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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 in this edited volume as a research topic collection in Frontiers in Psychology (Organizational Psychology Specialty Section) titled “Corporate social responsibility and organizational psychology: Quid pro quo.”

Author: H. Kent Baker
Publisher: John Wiley & Sons
ISBN: 1118237013
Category : Business & Economics
Languages : en
Pages : 528

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A detailed look at the role of social responsibility in finance and investing The concept of socially responsible finance and investing continues to grow, especially in the wake of one of the most devastating financial crises in history. This includes responsibility from the corporate side (corporate social responsibility) as well as the investor side (socially responsible investing) of the capital markets. Filled with in-depth insights and practical advice, Socially Responsible Finance and Investing offers an important basis of knowledge regarding both the theory and practice of this ever-evolving area of finance. As part of the Robert W. Kolb Series in Finance, this book showcases contributed chapters from professionals and academics with extensive expertise on this particular subject. It provides a comprehensive view of socially responsible foundations and their applications to finance and investing as determined by the current state of research. Discusses many important issues associated with socially responsible finance and investing, like moral hazard and the concept of "too big to fail" Contains contributed chapters from numerous thought-leaders in the field of finance Presents comprehensive coverage starting with the basics and bringing you through to cutting-edge, current theory and practice Now more than ever, we need to be mindful of the social responsibilities of all investment practices. The recent financial crisis and recession has changed the financial landscape for years to come and Socially Responsible Finance and Investing is a timely guide to help us navigate this difficult terrain.

Author: Maricris De Mesa
Publisher:
ISBN:
Category :
Languages : en
Pages : 130

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Author: Cheng, Xi
Publisher:
ISBN:
Category : Corporate culture
Languages : en
Pages : 110

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The purpose of this study is to empirically investigate the impact of perceived CSR (Corporate Social Responsibility) on job satisfaction, and to test the moderating role of organizational commitment within the relationship between perceived CSR and job satisfaction.

Author: Priscila Alfaro-Barrantes
Publisher:
ISBN:
Category : Sports
Languages : en
Pages :

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ABSTRACT: There was a time when the most powerful organizations were those linked to religion. Then that power shifted toward governmental institutions. Today, some of the most powerful entities are businesses (Cohen & Greenfield, 1997), but with power comes responsibility. According to Davis (1973), organizations that do not use power in ways that society considers responsible will tend to lose it. Hence, it is not uncommon for organizations to integrate social initiatives that attend to society's needs and demands into their operations. Taking on social initiatives is referred to as corporate social responsibility (CSR). The importance of CSR has been documented (e.g., Carroll, 1979; Turban & Greening, 1996). From a marketing perspective, CSR activities have been found to have a positive influence on consumers' patronage intentions. From a management perspective, CSR initiatives have been found to influence organizational attractiveness, organizational citizenship behaviors, and employees' attitudes. However, most scholarly work in the area of management has been of a conceptual nature and has not analyzed in depth the extent to which employees' perceptions of CSR initiatives influence important attitude-related outcomes such as organizational identification. Therefore, the researcher conducted a study that attempted to fill in this gap. Specifically, the researcher developed and empirically tested a model that examined the relationship between employees' perceptions of CSR initiatives, organizational identification, employees' attitudes toward CSR, and two behavioral variables. The study was composed of a pilot study and a main study. The results of the pilot study demonstrated that some changes needed to be made to the scale in order to improve its psychometric properties. The changes consisted of adding items and changing the wording of other items. All changes were made before the main study was conducted. Two samples were collected for the main study. The idea behind collecting two samples (sport and non-sport) was to test if the results varied by organizational context. The results led the researcher to conclude there were no significant differences among employees working for sport organizations and non-sport organizations. Regarding hypothesis testing, the results were mixed. Although the structural model provided an acceptable fit to the data, several of the hypotheses were not supported. The hypotheses that were supported provide evidence that employees' perceptions of CSR motivation have a positive impact on their organizational identification. Furthermore, organizational identification was found to be a positive predictor of organizational citizenship behaviors and personal social action. This study is an initial attempt to test the model proposed by the researcher. This study contributes to the advancement of the study of CSR and its impact on employees. Furthermore, because organizational studies are very limited within the field of sport management (Wolfe, Weick, Usher, Terborg, Poppo, Murrell, Dukerich, Crown Core, Dickson, & Jourdan, 2005), it also contributes to the advancement of such type of studies within the sport realm.

Author: Karissa Moris
Publisher: Socialy Press
ISBN: 9781681177328
Category :
Languages : en
Pages : 324

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Human resource professionals have an important role to play to assist an organisation attain its CSR goals. Employee involvement is a vigorous success factor for CSR performance. Human resource managers have the tools and the opportunity to influence employee responsibility to, and commitment in, the firms CSR strategy. Human resource managers are well positioned to play an influential role in helping their organisation accomplish its goals of becoming a socially and environmentally responsible organisation. Further, human resource (HR) professionals in organisations that perceive successful corporate social responsibility (CSR) as a key driver of their financial performance, can be influential in realising on that objective. Human resource management can play a significant role so that CSR can become the way we do things around here. HR can be the key organisational partner to ensure that what the organisation is saying publicly aligns with how people are treated within the organisation. HR is in the enviable position of being able to provide the tools and framework for the executive team and CEO to embed CSR ethic and culture into the brand and the strategic framework of the organisation. Despite a significant increase in research and practice relating corporate social responsibility (CSR) and human resource management (HRM), a comprehensive examination of the relationship between these two constructs has yet to be undertaken. Scholars associating CSR and HRM rarely explicate their understanding of the connection between CSR and HRM or the assumptions they make when exploring this relationship.

Author: J. D. Ngo Ndjama
Publisher:
ISBN:
Category : Dissertations, Academic
Languages : en
Pages : 292

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Author:
Publisher:
ISBN:
Category :
Languages : en
Pages : 122

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There has been a considerable amount of research on CSR in various fields, because of the importance it has in today's society. However, very few researchers have touched upon the relationship between CSR and the stakeholder group, employees. Employees are a vital part of an organization and will therefore be influenced by CSR activities in some way because they are essentially the ones who observe and evaluate the CSR activities carried out. This thesis aims to explore the relationship between employee perceptions of CSR activities and the effects. The a1ms of this present study were to explore employee perceptions towards Nationwide Building Society's Corporate Social Responsibility programs. The study also sought to identify how the CSR activities affected employee engagement, commitment, intent to stay and other performance factors. Participants consisted of 12 employees, 6 from each of the 2 Nationwide retail branches. A qualitative research design was employed with the use of semi-structured interviews data collection method. Interviews were conducted in person in an office environment. Interviews were recorded to allow analysis and were later transcribed accurately. The results of the study indicate that there is a link between employee's perception of CSR activities and employee engagement and commitment.

Author: Mariam Farooq
Publisher:
ISBN:
Category :
Languages : en
Pages : 222

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The main objective of this dissertation is to examine the reciprocal relationship between corporate social responsibility (CSR) and employees' attitudes and behaviors. Firstly, it explores the underpinning alternative mechanisms through which CSR affects employees and classifies the employees into homogenous groups on the basis of their use of these differential mechanisms. Secondly, it identifies the boundary conditions in which CSR optimally influences the employees' attitudes and behaviors. Finally, the dissertation investigates the reciprocal influence of employees on the CSR strategy of the firm and explores the human resource practices that facilitate the firm to improve its CSR. To achieve these objectives, three empirical studies were conducted in South Asia. Data were collected in a series of employee surveys with using time lag design. The results show that CSR has a positive impact on employees' attitudes and behaviors through multiple mechanisms. Findings suggest the heterogeneity among employees in their use of these mechanisms and emphasize the classification of employees depending upon their personal orientations and individual cultural values to better understand this phenomenon. Using three wave penal data, it was also found that employees influence the CSR strategy of the firm. However, it depends upon the level of their participation in decision making and extent of their identification with their organization.