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The involvement of employees in a company’s corporate social responsibility (CSR program) is one of the key factors for its success. Hence, it is important to understand employees’ reactions to participatory CSR activities. The purpose of this paper is to examine what kinds of benefits employees perceive from participating in CSR, to identify varying levels of participation and to discuss the reciprocal relationship between the perception of benefits and participation.

Based on semi-structured interviews with employees, the structuring content analysis resulted in a differentiated examination of perceived benefit clusters (classified as functional, emotional and meaning and morality) and in a clustered exploration of varying levels of participation (cognitive and behavioral).

The findings reveal that employees perceived all three clusters of benefits in relation to no/low, passive, active and enthusiastic levels of participation. The data provide insights into the relationship between perceived benefits and varying levels of participation, with a balanced and differentiated perception of benefits seeming to relate to higher levels of participation. However, employees may also benefit without a behavioral form of participation, for instance, from an improved team spirit.

Due to its methodological approach, this empirical study provides a rich picture of employees’ benefits according to varying levels of participation. The paper contributes to current CSR literature by examining self-oriented benefits, through identifying differing levels of participation, and by discussing their reciprocal relation. These findings contribute to research and practice through the implications for promoting sustainability approaches within companies.

The goal of this paper is twofold: (1) to investigate how relatedness-supportive corporate social responsibility (CSR) initiatives influence brand happiness among retail bank customers through a mediating mechanism of customer participation in brand CSR movements; and (2) to analyze how relatedness-supportive CSR initiatives’ effect may be moderated by cause choice and customer-brand goal congruence.

Data were collected from 379 retail bank customers via a paper-and-pencil survey. The hypothesized moderated-mediation effects were tested using Hayes’ (2013) PROCESS (Model 3, Model 4 and Model 7).

Results show that relatedness-supportive CSR initiatives increase brand happiness among retail bank customers through increasing their participation in brand CSR movements. Furthermore, the use of customer determination in the choice of cause enhances the positive effect of relatedness-supportive CSR initiatives on customer participation in brand CSR movements. Similarly, when customers choose the cause and the customer-brand goal is congruent, the effect of relatedness-supportive CSR initiatives on brand happiness is stronger than when the customer-brand goal is incongruent and cause choice is not aligned.

This research is grounded on the relationship motivation theory (RMT), basic psychological needs theory and self-congruity theory to unpack the relationship between relatedness-supportive CSR programs on brand happiness. Integrating three research streams (i.e. CSR, brand management and retail banking), this study proposes customer participation in brand CSR movements as a novel mechanism and sheds light on how relatedness-supportive CSR interplays with cause choice/customer-brand goal congruence to affect brand happiness among retail bank customers in emerging markets.

The purpose of this study is to analyze how hospitality industry employees’ perceptions of corporate social responsibility (CSR) and participation in CSR activities influence their well-being and loyalty boosterism.

Using the positive psychology approach of well-being (hedonic and eudaimonic dimensions) and the affect theory of social exchange, a survey of hospitality employees was conducted to test the theoretical model.

Employees’ perceptions of CSR significantly influenced their participation in CSR activities. CSR participation positively influenced employees’ hedonic and eudaimonic well-being, which in turn influenced their loyalty boosterism. The mediation effects of well-being and the sequential mediation effects of CSR activity participation and well-being were also significant in the relationships mentioned above.

While panel data offer many advantages, they also have limitations. The authors, therefore, suggest future studies replicate their conceptual model and empirically test it through firms well known for their CSR. In addition, future studies may cover the whole hospitality industry to enhance generalizability.

By exploring the connection between employees’ CSR perceptions and participation, this research can help hospitality practitioners develop more engaging CSR strategies and activities, which in turn can foster employees’ well-being and enhance their loyalty boosterism.

This study is among the first to empirically demonstrate the effect of CSR in both hedonic and eudaimonic well-being and to explore the connection between employee perceptions of CSR and participation in CSR activities.

The chapter aims to explore the corporate social responsibility (CSR) policy domain at EU decision-making level, aiming to understand the nature of the participation shaping the CSR policy agenda co-design.

Building on a conceptual framework of participation, the chapter highlights the literature and policy views around the importance of EU CSR policy and how EU envisage the framework of the CSR policy co-design. By highlighting conceptual dimensions of the participatory governance, different levels of participation that shape the policy are evidenced. In particular, a case analysis emphasising the predominant role of the consultation approach in the decision-making process of the CSR policy is undertaken.

The findings shed light on the shift from the traditional passive participation in EU CSR policy decision making, based on purely communications towards consultation and multi-stakeholders participation. From the multi-stakeholder perspective, the EU Multi-Stakeholder Forum’s strategic relevance is observed, however, with no clear mechanisms to enforce its aims. Although the CSR policy is a core priority on the policy agenda, its voluntary approach justifies its early stages of implementation and fragmented use.

The research is qualitative, based on literature review and policy view. Further research directions could enrich the chapter.

The research contributes to the theoretical discussion around participation in a supranational context. Our insights shed light on the levels of participation and CSR policy goals and call for a critical debate on the EU policy co-design processes. Furthermore, through the lens of a case analysis, it sheds light on how EU CSR forum fits in with the current EU structure and its ‘principle of subsidiarity’, which states that decisions must be taken close to its citizens.

Public participation is essential for mitigating local resistance faced by the environmentally stigmatized facilities. The purpose of this study is to investigate public participation intention in the decision-making of waste incineration power (WIP) projects by examining the role of perceived corporate social responsibility (PCSR) and public knowledge (PK) based on the theory of planned behavior (TPB).

A theoretical model correlating PCSR with public participation intention was developed by using the constructs of TPB as the mediators and PK as the moderator. Drawing on structural equation modeling (SEM), the data collected from 485 local residents of the WIP projects in Jiangsu, China were analyzed to test the model.

Companies' CSR practice went through public attitude, subjective norm and personal norm as mediating steps towards promoting participation intention. PK positively moderated the indirect relationships between PCSR and participation intention. Moreover, attitude, subjective norm and personal norm were found to have a positive effect on participation intention.

This study advances the understanding of public participation intention and enriches the literature relating to CSR and TPB involved in infrastructure development. In order to improve public participation intention, companies should take strategic social responsibility actions and present the benefits and moral values of the activities to the public, and as well make effort to diffuse WIP-related knowledge through interactive activities with the public. Authorities should establish social and personal value systems that praise public participation and improve their expectations of participation outcomes.

This research aims to develop a moderated mediation model to examine the relationships among participants' motivation, organizational identification and participation loyalty with perceived business practice corporate social responsibility (CSR) in philanthropic road-running events.

The data come from a questionnaire survey that was administered to a sample of 236 participants as runners at philanthropic road-running events. All hypotheses are tested using Statistical Product and Service Solutions (SPSS) and structural equation modeling (SEM)–Analysis of Moment Structures (AMOS) with a bootstrapping technique.

The results reveal that perceived business practice CSR moderates the relationship between extrinsic motivation and organizational identification and then influences the mediating effect of organizational identification on the relationship between extrinsic motivation and participation loyalty. This highlights the important role of perceived business practice CSR to participants' attitude and behavior when supporting philanthropic road-running events.

This research scrutinizes the role of perceived business practice CSR on philanthropic road-running events through an empirical study and resultant evidence. One recommendation is that when a firm intends to host a philanthropic road-running event, the firm must implement the reality of sound CSR in the firm's business practice.

Corporate social responsibility (CSR) practices frequently result in increased costs for Chinese international contractors (CICs), where profitability is the primary objective; therefore, internal corporate drivers and external pressures play a crucial role in encouraging them to engage in sustainable CSR practices. This study systematically examines the dynamic impact of internal and external stakeholders on the CSR practices of CICs.

This study adopted a structural equation model (SEM) to identify and validate a correlation between stakeholders and CSR practices. Standardized causal coefficients estimated in SEM were used to construct a fuzzy cognitive map (FCM) model to illustrate the effect of stakeholders on CSR practices with linkage direction and weights. Predictive, diagnostic, and hybrid analyses were performed to dynamically model the variation in stakeholders on the evolution of CSR practices.

The empirical results demonstrate that (1) employee participation in CSR has the greatest impact on CSR practices, followed by CSR strategies, partner and customer expectations, and finally government regulations. (2) In the early stage of CSR fulfillment, CSR strategies have the greatest influence on CSR practices; in the later stage of CSR fulfillment, employee participation in CSR has the greatest influence on CSR practices. (3) In the long run, the most effective and economical integrated interventions are those that address employee participation in CSR, partner expectations and customer expectations, and intervention in CSR strategies is needed if the level of CSR practice needs to be improved in the short term.

This study contributes to the research on the influence mechanisms of CSR practices of CICs and systematically analyzes their dynamic influence on CSR practices of CICs from the perspective of stakeholders.

Amidst the growing awareness regarding the social accountability of corporates, the study has attempted to investigate how firm characteristics like size and performance influence corporate social responsibility (CSR) activities in India.

236 Indian firms listed on the National Stock Exchange (Nifty 500 index) have been selected for the empirical analysis. The independent variable firm size has been defined through total assets, operation scale and resource access. Another important factor, firm's performance, is also considered as the independent variable. CSR, the dependent variable, has been measured using Bloomberg's Environmental, Social and Governance (ESG) disclosure scores.

Findings of the dynamic panel data analysis have revealed an inversed U-shape relationship between companies' size and CSR, i.e. CSR participation is positively related with small-sized firms, but as the firms become larger in size, their relationship with CSR becomes negative. A negative relationship has also been found between firm performance and CSR, while the age of the firm exhibits a positive association with CSR participation.

Poor performance of the larger firms suggests that government regulatory bodies need to take strict steps to enhance supervision. Clear regulations are required to be framed and enforced upon large companies to promote consistent participation in CSR. The present study has endeavoured to offer a distinct viewpoint by considering firm size and CSR to be related in a non-linear manner and has brought forward relevant information from the perspective of an emerging economy like India.

Drawing 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.

A longitudinal survey of 196 employees was conducted and structural equation modeling (SEM) was employed to assess the relationship between ECSR and employee CSR engagement.

The 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).

When 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.

This study advances the authors' theoretical understanding of why, and when, organizational CSR initiatives generate greater CSR engagement among employees.

The paper aims to investigate how perceived psychological benefits from employee participation in corporate social responsibility activities affect organizational citizenship behavior across two Asia–Pacific countries with different national cultures.

A stakeholder relationship model, based on social exchange theory, underpinned the investigation that also tested the mediating role of organizational pride. In a cross-cultural context, data were collected from 319 full-time employees in Thailand and the US and analyzed with SEM-PLS.

Anticipated psychological benefits of hedonic value and perceived community value were found to be significant antecedents of organizational citizenship behaviors, operationalized as customer-directed CSR advocacy. Organizational pride played a partial mediating role.

This study addresses a lack of micro-level CSR research into the relationship between psychological benefits of employee participation in CSR and organizational citizenship behavior. Specifically, this is the first study to link CSR drivers with customer-directed employee advocacy of the firms CSR activities. The study is also the first to compare relationships between an Asian and Western context for CSR drivers of organizational citizenship behaviors.