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With the growing concern for environmental and sustainability issues, especially in the aftermath of the coronavirus disease 2019 (COVID-19) pandemic, organizations feel compelled to pursue green sustainability in their operations. In this regard, the active involvement of employees in pro-environmental behaviors (PEBs) is crucial for achieving organizational environmental sustainability goals (Saeed et al., 2019). To shed light on this important issue, this study aims to investigate the impact of interacting/engaging environmental corporate social responsibility (CSR) communication strategy on employees' PEBs through the mediating effects of communal relationship and employee empowerment.

A total of 443 full-time USA employees working across various industries participated in an online survey.

The interacting/engaging environmental CSR communication strategy fosters employees' perceived communal relationship with their organizations and empowers them to support their organization's environmental initiatives, which, in turn, positively influences employees' PEBs at work.

This study advances CSR and internal communication literature through the lens of relationship management and self-determination theories. The findings theoretically suggest the effectiveness of the interacting/engaging environmental CSR communication strategy in nurturing favorable employee–organization relationships (EORs), employee empowerment and PEBs at work. The practical implications of CSR communication are also elaborated.

The study reported in this chapter was designed to investigate how managers representing public relations (PR), human resources (HR), and corporate social responsibility (CSR) departments use their organizations’ CSR initiatives to attract, engage, and retain job-seeking Millennials. To direct attention to a region that has been plagued with employee attraction and retention issues, this study focused this phenomenon as experienced by organizations located in the state of Michigan. Findings identify ways PR, HR, and CSR departments work together to infuse work cultures with CSR thinking. Four main themes and 14 subthemes emerged among interview data – suggesting that employee recruitment activities should evolve to more fully consider CSR in terms of employee value propositions, organizational culture, and empowering and developing employees.

An ongoing public relations (PR) crisis resulted from the behavior of Mylan, a pharmaceutical company, regarding its well-known antianaphylaxis product, the EpiPen. Mylan’s mishandling of the EpiPen controversy widened its legitimacy gap among external stakeholder groups – as well as among its employees. Its actions conflicted with the values expressed by its corporate social responsibility (CSR) rhetoric and jeopardized stakeholders’ commitment, loyalty, and productivity. In this chapter, I argue that #EpiGate renders Mylan unable to activate the type of collective identity orientation needed among employees during a legitimacy controversy. Employing identification and storytelling as critical lenses, rhetorical analysis of Mylan’s CSR documents suggests how its contradictory messages compounded its legitimacy gap among employees. Mylan’s inability to address rising CSR expectations among employees involves both human resources (HR) and PR practitioners. Suggestions for how these functions should work together to better shore up expression of CSR values with employee expectations are provided.

Corporate social responsibility (CSR) is gaining recognition and value among researchers, academicians and business professionals. Drawing on theories of social identity and person–organisation fit, the present research propounds a model that investigates the role of CSR branding in influencing employee retention.

The paper is based on primary survey data from 348 employees working in organisations in the Indian industrial hubs. The study uses the regression and PROCESS macro model to analyse relationship among study variables.

The study indicated how CSR initiatives could help organisations handle the threat of high turnover storm all over the world, thereby retaining the employees with a high set of skills. Moreover, the paper connotes that employee retention is influenced directly by CSR branding as well as indirectly under the presence of organisational identification and person–organisation fit (mediators).

Results suggest the role of a positive identity and a mutual fit as significant predictors of employee retention. The implications for future research on CSR, employees' stay intentions, employees' identification and value congruence are further discussed in light of the findings.

The novelty of this research insists on shedding light on the indirect mechanisms linking CSR to employee retention that has been overlooked so far, particularly in the Indian setting; studies on an integrated model of organisational identification and person–organisation fit are limited.

Nearly half of the surveyed SMEs in Poland admitted that there is a very strong competition on the market where they operate. Among the neuralgic factors they point to the lack of qualified employees (PARP, 2021). Companies can use CSR policies to attract competent employees and retain valuable ones. Therefore, the purpose of this research paper is to find out whether, according to employees working in SME companies, an active CSR policy influences their employment-related decisions.

The data were collected through questionnaires received from 618 employees of 29 SMEs in Poland through questionnaires, which were analyzed with the IBM SPSS Statistics 26.0 and Microsoft Excel 2019.

The survey results provide evidence that CSR activities are an important factor in employees' decisions about potential employment and/or continued employment. In particular, the results show that almost all areas of CSR, except cooperation with the local communities, are important to employees. The survey also provides a clear answer as to which CSR initiatives benefiting employees of SME companies are the most important for them.

The conducted research fills a gap in CSR related studies on the SME sector in Poland. This is important, given the significant share of SME sector companies in the market in Poland and around the world.

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.

This study investigates how and when employees' perceived corporate social responsibility (CSR) encourages their workplace pro-environmental behavior (WPB).

Survey data were collected from 189 employees of different industries in southern China. Data were analyzed using PROCESS macro.

This study found that intrinsic motivation mediated the relationship between perceived CSR and WPB. Furthermore, self-concern strengthened the indirect perceived CSR–WPB link.

This study contributes to the existing literature of micro-CSR by highlighting intrinsic motivation as a mediating mechanism explaining how employees' perceived CSR encourages WPB. In addition, studying the moderating effects of other-orientation and self-concern enriches the understanding of when perceived CSR may or may not stimulate employees' WPB.

This study aims to empirically examine how corporate social responsibility (CSR) facilitates the employee's affective commitment in the hospitality sector.

A total of 408 questionnaires were distributed among the employees of the selected 13 hotels in Delhi-National capital region (NCR). Structural equation modeling (SEM) was employed to test the proposed hypotheses.

The study results confirm that CSR has a positive influence on the employees' affective commitment. Further, this study demonstrates that CSR facilitates work meaningfulness and trust among employees and consequently enhances employees' commitment.

This study enhances the understanding of the CSR-affective commitment link in the hospitality sector. This will add a new perspective to the literature, especially in the context of micro-foundation factors of “work meaningfulness” and “organizational trust.”

Drawing on both social identity theory and signalling theory, this paper aims to theorize and empirically examine a moderated mediation model that investigates the underlying mechanism through which perception of Corporate social responsibility (CSR) influence employee affective commitment (AC) (micro-CSR) in case of companies that are among the highest spenders on CSR initiatives targeted at external stakeholders (macro-CSR).

The hypotheses were tested on 444 employees of top five banking and four information technology Indian companies. Partial least squares structural equation modelling was used to test the measurement model, whereas moderated mediation analysis was done through Hayes PROCESS Macro (v.4).

Findings suggest that employees develop a positive attitudinal disposition towards organisations CSR activities even when targeted only at external stakeholders. The research findings support advancement of CSR literature by suggesting that expenditure on CSR initiatives of business sends strong signals to employees of the care and empathy it has for stakeholders and due to prestige, that comes along with it, their self-concept gets accentuated. Lack of influence of employee volunteering (EV) on CSR outcomes highlights the need of integration of CSR initiatives with CSR strategy and human resource policies.

Results indicate that perception about CSR is directly related to AC, but its influence improves if it is routed through perceived organisational support and organisational trust in that order. Furthermore, the serial mediation of the model is not moderated by EV.

Corporate social responsibility (CSR) is becoming a standard for family firms as the challenges facing organizations today are pervasive. In this context, employees’ perceptions of CSR are a novel research field. This study aims to address human components of business operations as it aims to understand how employees perceive CSR activities and determine their role for employees’ identification and commitment in family firms.

This study uses a mixed-method design combining samples of employees of family firms in a quantitative (N = 168) and qualitative phase (N = 18).

In summary, the findings show that employee-directed CSR is most effective to influence employees’ identification and commitment. Detailed mediation analyses further support the path from community-oriented CSR toward identification-commitment and performance. Findings from employee interviews show that identification is particularly pronounced in CSR perceptions and that mechanisms of identification occur across three interfaces: the firm, the firm in the region and the firm in a globalized world impacting commitment and performance.

Family firms engage in various CSR activities. The authors show that existing efforts can be empirically supported but that there is room for improving the strategic selection and engagement of activities. In a nutshell, the findings emphasize the importance of human components for businesses. In this context, understanding how CSR activities build identification and affect organizational commitment has important implications for family firms boosting CSR activities. In particular, the contribution emphasizes family firms’ need to stay engaged in community-directed CSR while increasing awareness for environment-related activities and diversifying employee-related activities to enable identification.