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Article
Publication date: 24 April 2023

Sabeen Hussain Bhatti, Rabia Irshad, Nazia Shehzad and Gabriele Santoro

This study aims to explore the underlying mechanisms of the less studied relationship between perceived corporate social responsibility (CSR) (both internal and external) and…

Abstract

Purpose

This study aims to explore the underlying mechanisms of the less studied relationship between perceived corporate social responsibility (CSR) (both internal and external) and creative deviance (CD). Based on the signalling and social capital (SC) theories, this study proposes that the relationship between CSR and CD is mediated by both the prosocial motivation and SC of the employees.

Design/methodology/approach

This study conducted a survey approach to gathering data and implemented a structural equation modelling technique for analysis.

Findings

Data collected from telecom employees supported the sequential mediation of both SC and prosocial motivation on the relationship between internally and externally perceived corporate social responsibility and CD.

Research limitations/implications

The in-depth analysis of the similarities and differences in the internal and external dimensions of CSR is valuable for understanding the antecedents of CD.

Practical implications

The in-depth analysis of the similarities and differences in the internal and external dimensions of CSR is valuable for understanding the antecedents of CD. Managers can use this knowledge to improve their performance by following better CSR practices that in turn foster SC and CD. By supporting SC, companies will be able to increase their intellectual capital (IC), which is necessary to compete in today's markets.

Originality/value

The present literature is mostly silent on the differences and similarities between perceived CSR and employee creative behaviour: CD. The present study fills this gap by investigating this important relationship and testing its underlying mechanisms for internally and externally perceived CSR separately. The paper puts forward the key role of SC, which is part of IC, in reinforcing the relationship between CSR and CD.

Details

Journal of Intellectual Capital, vol. 24 no. 5
Type: Research Article
ISSN: 1469-1930

Keywords

Article
Publication date: 29 November 2024

Ozlem Topcan, Bulent Uluturk, Ekin Kaynak Iltar and Rabia Akcoru

Drawing on conservation of resources, social cognitive and self-verification theories, the current study endeavors to extend our comprehension of the mechanisms linking Islamic…

Abstract

Purpose

Drawing on conservation of resources, social cognitive and self-verification theories, the current study endeavors to extend our comprehension of the mechanisms linking Islamic work ethics (IWE) to employee ethical behavior. More specifically, the current study investigates the potential impact of IWE on employees’ ethical behavior through the serial mediating roles of moral identity and felt obligation.

Design/methodology/approach

By utilizing two-wave data collected from 513 employee-co-worker dyads in the education sector in Turkey, we employed AMOS to conduct a confirmatory analysis and the PROCESS macro for SPSS to test the hypothesized relationships.

Findings

The results provide evidence for our hypothesized model. Our results indicate that employees with higher levels of IWE are more likely to exhibit higher levels of ethical behavior. Our results also reveal that IWE has a significant and positive impact on employees’ moral identity and sense of obligation, which in turn enhances their ethical behavior.

Originality/value

By integrating multiple theories, the current research addresses a dearth in the literature and provides a nomological network from Islamic work ethics to ethical employee behavior through the serial mediating role of moral identity and felt obligation. This study adds value to the literature on human resource management and work ethics by examining how IWE affects the attitudes and behaviors of employees in both the public and private sectors. Accordingly, organizations can strengthen their workforce’s moral identities and instill a sense of obligation to behave morally by incorporating workplace ethics into HRM processes.

Details

Personnel Review, vol. 54 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

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