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This paper aims to study the knowledge development and research dissemination on employee-centred CSR research through a social network approach by adopting bibliometric analysis.

By using the bibliometric data obtained from Scopus, descriptive analysis using social network analysis together with visualisation tool to examine the knowledge development and research dissemination on employee-centred CSR. The publications were identified by limiting search in Scopus database through keywords, namely, Corporate Social Responsibility, Employee and/or Internal Corporate Social Responsibility, from 2000 to 2018 in all document types and access type. The data were analysed by year, source of publication, author, country, affiliation, subject area and term analysis.

The findings reveal that the Journal of Business Ethics and Social Responsibility Journal are the two key journals publishing in employee-centred CSR. The USA and the UK are the two main countries that dominate the publication production. Most of the publications are in the area of business, management and accounting. Main publications are contributed by Andriukaitiene, R., Swaen, V. and Vveinhardt, J. The number of publication increases marginally from year to year. More focus linkages were established between employee-centred CSR with organisational commitment and firm performance in the late 2016.

The analysis and findings are only limited to data retrieved from the Scopus database from year 2000 to 2018 on 31 December 2018. Besides, the selection of the quality criteria is based on researchers’ definition of suitable empirical basis.

The findings of this paper provide insights to the researchers on the development of CSR research has expanded to internal stakeholders. It also contributes by identifying the sources of research and its development trends in employee-centred CSR research.

The findings provide a holistic picture of domino effects of CSR initiatives in organisational behaviour. It also further reinforces the awareness internal CSR being another important perspective of CSR.

The originality of this paper lies in its contribution in the bibliometric approach to study the dissemination trend of employee-centred CSR research from the Scopus database.

This study aims to develop a series of hypotheses that are tested based on a survey design methodology. Data collected from 281 knowledge workers operating in mid-level positions within knowledge-intensive firms (KIFs) operating in the information and communication technology (ICT) Tunisian sector was analysed through the partial-least square-structural equation modelling (method.

Drawing on the social identity and the social exchange theories, this study aims to examine the link between perceived corporate social responsibility (CSR) and knowledge sharing (KS) and the mediating effects of eudaimonic well-being (EWB) and hedonic well-being in this relationship.

Results indicate that perceived CSR among employees exerts a positive direct impact on KS, EWB and hedonic well-being. These two types of well-being are found to be key factors improving the willingness of employees to share their knowledge within the organization. Findings also revealed that EWB partially mediates the link between perceived CSR and KS.

This research pioneers the investigation of the mediating effects of eudaimonic and hedonic well-being between perceived CSR and KS that have never been examined. The results of this study provide practical insights for managers of KIFs regarding the CSR practices that may have a strong influence on employees’ hedonic and EWB and KS behaviour.

The purpose of this study is to investigate the influence of employees’ corporate social responsibility (CSR) perceptions on their turnover intentions. It strives to understand the underlying psychological mechanisms by proposing and testing mediation and moderation hypotheses. Specifically, employee engagement was examined as mediator and gender, belief in the importance of CSR and CSR awareness were examined as moderators of the proposed relationship between CSR and turnover intentions.

The target population for the study consisted of junior, middle and senior business professionals from both public and private sector manufacturing and service firms operating in India. The data were collected with the help of self-administered questionnaires via both personal visits to the organizations and internet-based questionnaire. Hierarchical regression analysis was used to test the study hypotheses.

The study results suggest a significant influence of employees’ CSR perceptions on their turnover intentions. Additionally, the study delineates the role of employee engagement in understanding the potential of a firm’s involvement in CSR activities in influencing employee attitudes and behaviour at work. Interestingly, significant gender variations were observed in the proposed set of relationships. Belief in the importance of CSR and CSR awareness were also found to significantly moderate the relationship between CSR and turnover intentions.

By providing persuasive evidence on tangible business benefits of CSR initiatives, this study addresses the concerns of corporate managers to prove the business potential and value engendered by their CSR efforts.

The study makes a novel contribution by not only examining the direct association between the CSR and turnover intentions, but also by going a step ahead to unfurl the underlying psychological mechanisms for better understanding of the relationships.

Drawing on signaling theory and adopting a multilevel approach, the purpose of this paper is to investigate how meso-organizational attributes interact with the macro cultural context to affect employees’ behavioral responses to internal corporate social responsibility (CSR) initiatives. This study unpacks the behavioral process through which internal CSR affects employees’ organizational citizenship behavior in an organization that has obtained SA8000 and that operates in an understudied Italian context characterized by high individualism and masculinity.

Bootstrapped multi-mediation analysis was used on a sample of 300 employees operating in one of the most important and largest Italian retail stores active in the food industry and involved in socio-environmental responsibility.

Results show that when a company obtains an internal CSR quality credential, particularly SA8000, an auditable certification standard that signals that a company goes beyond compliance standards to tailor to the well-being of its employees, it will likely attract like-minded employees that will positively react to internal CSR initiatives even when operating in a highly individualistic and masculine culture such as Italy.

While prior research has shown that internal CSR initiatives have a lower and, in some cases, an insignificant impact on employees’ behavioral outcomes in cultures characterized by individualism and masculinity, this study shows that the interaction between the cultural setting and company specific attributes can turn this effect to be significant, strong, and positive.

While some work on how employee perceptions of corporate social responsibility (CSR) affect behavioral outcomes has been examined, less work simultaneously investigates whether employee perceptions of internal and external CSR influence the behavioral outcomes of incumbent employees working in organizations. The purpose of this paper is to draw on social exchange theory arguments to investigate the direct and indirect effects of internal and external CSR practices on employee organizational citizenship behavior (OCB) and intention to quit.

An empirical study was conducted among 664 employees working in the banking sector in Kuwait. Structural equation modeling techniques were used to test the suggested hypotheses.

The results reveal that both internal and external CSR activities are positively related to OCB and OCB is negatively associated with intention to quit. Results also show that distributive justice moderates the relationship between OCB and intention to quit.

These findings extend the literature on CSR and demonstrate that organizations engaged in CSR activities (internal and external) can enhance citizenship behaviors among employees and thereby increase retention rates.

This research demonstrates the importance of CSR activities in tax-free countries, particularly, in the Gulf Cooperation Council (GCC) region. Since employees in GCC countries are increasingly concerned about the CSR behaviors of organizations, CSR activities can allow local organizations to signal that they are good corporate citizens. Hence, CSR could be considered as a particularly critical source of competitive advantage for businesses in the region.

This study aims to examine the interrelationship between the employee public service motivations (PSM), organisational corporate social responsibility (CSR) objectives and employee organisational commitment amongst accounts department staff in public service organisations.

Survey data is taken from tax accountants and accounts administration staff (n = 285) across seven South Korean state-owned enterprises involved in the provision of various public services (utilities, infrastructure, energy and housing). Structural equation modeling techniques are used to conduct mediation and moderated-mediation analysis.

Results show that both employee PSM and organisational CSR are significant in determining organisational commitment, especially where they result in value congruence. The authors also find that perceived levels of internal and external CSR are significant in moderating the impact of different dimensions of PSM.

As accounting in public service organisations faces growing professional and commercial demands to address stakeholder needs, the need for organisations to retain accounts staff with the necessary motivations is vital. The findings highlight the importance of value congruence in achieving long-term employee organisational commitment and the need for the CSR objectives of organisations to take account of both external and internal stakeholders.

Little research has examined the relationship between PSM and organisational commitment amongst accounting staff in the quasi-public/private state-owned enterprise sector. This despite the level of organisational (e.g. introduction of new public management approach) and professional change (e.g. regulatory changes) experienced over the past two decades and the importance of the sector in public service provision.

This paper aims to understand which strategies a multinational can adopt in emerging countries where it operates towards local communities, in terms of sustainability.

This paper is the result of a two‐year research, conducted through multiple case studies, with a special focus on emerging markets (Brazil, South Africa, Pakistan, India, Argentina), and the professional experience of the author as international stakeholder engagement manager in ENI.

The research identified a 2×2 matrix with four possible strategies coming from the multiple case study analysis and depending on the internal focus of CSR and the external perception of business through local communities. The research also shows how a company can adopt a portfolio of those strategies.

This paper presents a model to be adopted by multinationals both to have the picture of their situation at a certain date and to plan their interventions in emerging countries.

In the literature of CSR there is still an area to be developed, which is the application of CSR concept in emerging countries.

Purpose of This Chapter: This study explores the positive chain effects of Employee-Centered CSR (ECCSR) in harmonizing the current challenges of The Great Resignation from the perspective of employees’ well-being.

Design / Methodology / Approach: The quantitative approach was used to test the proposed research model by using a self-responded questionnaire. Purposive judgemental sampling was applied to qualify the respondents based on the criteria that they are gainfully employed now and during the pandemic. The responses gathered were analyzed using structural equation modelling (SEM).

Findings: The findings show that ECCSR significantly and positively influences employees’ well-being, specifically workplace well-being (β = 0.793), social well-being (β = 0.761), psychological well-being (β = 0.712), and subjective well-being (β = 0.611). The PLSpredict results reveal that the proposed research model possesses the predictive relevance of ECCSR in reflecting the reality of employees’ well-being.

Research Limitations: The data were collected in the post-pandemic phase to capture the employees’ state of mind. Hence, the findings may not represent the normal business cycle challenges.

Practical Implications: The empirical evidence suggests that depressing organizations to consider implementing ECCSR for employees’ well-being which in turn enables the organizations to navigate through turbulent times a little easier.

Originality: The novelty of this study is attributed to the positive and detailed findings of ECCSR in the context of employee well-being for organizational resilience.

Although corporate social responsibility (CSR) literature has been under research since its advent in the 1950s, scholars have only recently begun to examine the overly neglected Arab region along with other developing countries. As this region harbors more scholarly interest through its rising global impact and engagement in CSR, the authors seek to learn from the extant CSR literature in the West.

The authors conduct a tertiary review of 97 CSR review studies and propose five broad future research topics that scholars can examine and learn from, in their examination of CSR in general and particularly in the Arab region.

The knowledge gaps proposed for future scholarly research include (1) surveying CSR measurement tools, (2) conducting multi-level studies on CSR, (3) studying the interaction effects in CSR-performance relationship, (4) exploring CSR in service industries and (5) examining the implementation of CSR.

In reviewing the general CSR review literature, the authors provide a tertiary review on CSR that is one of the first of its kind for the topic under study. Further, the proposed future research agenda is a step forward towards advancing the less-examined CSR research in the Arab region.