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Article
Publication date: 23 May 2019

Richa Chaudhary

The primary research question addressed through this paper is whether and how corporate social responsibility (CSR) can create business value for organizations as measured through…

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Abstract

Purpose

The primary research question addressed through this paper is whether and how corporate social responsibility (CSR) can create business value for organizations as measured through employee attitudes and behaviours. Specifically, this study aims to examine the impact of CSR on employee engagement through its influence on psychological meaningfulness, safety and availability.

Design/methodology/approach

In total, 187 business professionals working for a wide variety of organizations in India constituted the study sample. Regression analysis was used to test the proposed hypotheses.

Findings

CSR positively predicted employee engagement. Psychological conditions of meaningfulness, safety and availability fully mediated the relationship of CSR with employee engagement.

Practical implications

The study establishes CSR as an important talent management tool in the hands of management to cultivate an engaged workforce. The results provide corporate managers with the necessary evidence to justify their investment in CSR initiatives.

Originality/value

The study by establishing CSR as a determinant of employee engagement addresses the need for micro-level CSR research, and, hence, bridges the macro-micro gap in the CSR literature. In addition, the application of micro-level theories helped to establish the psychological processes defining CSR and employee engagement relationship. In doing so, the study empirically tests Khan’s theory of engagement and the underlying mechanisms of engagement.

Details

Corporate Governance: The International Journal of Business in Society, vol. 19 no. 4
Type: Research Article
ISSN: 1472-0701

Keywords

Article
Publication date: 28 February 2024

Juhari Noor Faezah, Mohd Yusoff Yusliza, Richa Chaudhary, T. Ramayah and Olawole Fawehinmi

This study aims to investigate the influence of green human resource management (Green HRM) on employee ecological behaviour (EEB) using the mediating role of green commitment.

Abstract

Purpose

This study aims to investigate the influence of green human resource management (Green HRM) on employee ecological behaviour (EEB) using the mediating role of green commitment.

Design/methodology/approach

Data were gathered using convenience sampling by surveying 308 academicians in five public research universities across Malaysia. Partial least squares structural equation modelling (PLS-SEM) tested the hypothesised model.

Findings

The results offered support for the hypotheses. Green HRM was related positively to EEB, and Green HRM influenced EEB indirectly via green commitment.

Practical implications

This study has significant implications for policymaking regarding higher education institutions that maintain an eco-friendly environment in Malaysia. The study offers guidelines to decision makers for enhancing EEB and environmental commitment in the workplace.

Originality/value

This study contributes to the current literature on green behaviour and Green HRM by examining these relationships and testing the mediation effect of green commitment from the developing economy of Malaysia. It also offers guidelines for policymakers and HR practitioners to promote environmental friendliness at work and create an environmentally friendly organisational culture.

Details

Social Responsibility Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1747-1117

Keywords

Article
Publication date: 24 October 2018

Richa Chaudhary and Anuja Akhouri

This study aims to explore how corporate social responsibility (CSR) perceptions foster employee creativity. Specifically, an attempt is made to investigate the intervening role…

2943

Abstract

Purpose

This study aims to explore how corporate social responsibility (CSR) perceptions foster employee creativity. Specifically, an attempt is made to investigate the intervening role of meaningfulness and work engagement to explain the above linkage.

Design/methodology/approach

The study sample consisted of 316 employees from different information technology firms in India. Ordinary least square regression procedures were used to test the study hypotheses with the help of SPSS Process macro.

Findings

Employees’ perceptions of CSR were found to show both direct and indirect effect on their creativity. Work engagement was found to partially mediate the relationship of perceived CSR and creativity. In addition, results supported the serial mediation model where CSR was found to exercise its influence on creativity via meaningfulness and work engagement in a sequential manner.

Practical implications

The findings suggest that being a good corporate citizen can pay employers in terms of enhanced employee engagement and creativity, which can provide competitive advantage to the organizations in this highly competitive business environment.

Originality/value

This study contributes to the understanding of micro-foundations of CSR by showing whether and how employees’ perceptions of CSR relate to various workplace outcomes. Further, by investigating the complex serial mediation process, it contributes to the extant literature by advancing the understanding of the underlying mechanisms through which CSR influences employee creativity.

Details

Social Responsibility Journal, vol. 15 no. 1
Type: Research Article
ISSN: 1747-1117

Keywords

Article
Publication date: 19 February 2020

Richa Chaudhary

This study aims to examine whether, how, and when authentic leadership shapes followers' perceptions of meaningfulness at work. Using authentic leadership theory, we posit that…

2743

Abstract

Purpose

This study aims to examine whether, how, and when authentic leadership shapes followers' perceptions of meaningfulness at work. Using authentic leadership theory, we posit that authentic leadership leads to more favorable perceptions of Corporate Social Responsibility (CSR), which, in turn, results in enhanced experiences of meaningfulness at work. In addition to studying authentic leadership as a driver of CSR perceptions, and hence meaningfulness, we also examine if followers' attributions of self-centered motives to organizational engagement in CSR moderates the above relationship.

Design/methodology/approach

In all, 368 employees from Indian IT industry participated in the survey. Data were analyzed using Process (Hayes 2013) in SPSS.

Findings

Results supported the hypothesized moderated mediation model by revealing that attribution of self-centered motives undermines the positive impact of authentic leadership on CSR perceptions, and, subsequently, meaningfulness.

Practical implications

By presenting CSR as a source of meaningfulness at work, this study establishes CSR as an important tool for fostering employee well-being. The internal corporate communication should emphasize how CSR activities of the organization represent core organizational values and organization’s genuine concern for the society.

Originality/value

The study adds to the leadership literature and integrates it with a divergent discipline of CSR by signifying the role of authentic leadership in the CSR process. By presenting a refined analysis of CSR in a developing country, this research expands the understanding of the expression of CSR in markets outside the developed core.

Details

Management Decision, vol. 59 no. 8
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 5 June 2017

Richa Chaudhary

This paper aims to examine the influence of employees’ corporate social responsibility (CSR) perceptions on their engagement level at work. In addition, the study looks into the…

4992

Abstract

Purpose

This paper aims to examine the influence of employees’ corporate social responsibility (CSR) perceptions on their engagement level at work. In addition, the study looks into the contingencies of the relationship by proposing and examining gender as moderator of the proposed relationship.

Design/methodology/approach

The study sample consisted of 187 business professionals from both public and private sector manufacturing and service firms operating in India. The study uses a non-experimental correlational field study design. The data were collected with the help of self-administered questionnaires via both personal visits to the organizations and internet-based questionnaire using snowball sampling. Hierarchical linear regression analysis was used to test the study hypotheses.

Findings

The study results clearly underscore the potential of firm’s involvement in CSR activities in influencing the employee attitude and behaviour at work. However, the study findings failed to show any significant effect of interaction between CSR and gender on employee engagement.

Practical implications

Given the positive association of CSR with employee engagement irrespective of gender differences as reflected in the study results, CSR can actually be used across the organizations as tool for talent management.

Originality/value

The study bridges the macro-micro divide and addresses to the need for micro level research in CSR stream by examining the influence of CSR perceptions on work engagement level of employees. The study advances existing body of knowledge beyond developed Western economies by exploring the strategic value of CSR in India, which presents a unique cultural context to look at.

Details

Social Responsibility Journal, vol. 13 no. 2
Type: Research Article
ISSN: 1747-1117

Keywords

Article
Publication date: 19 November 2018

Richa Chaudhary and Chinmay Panda

The purpose of this paper is to develop and test a conceptual model which explains whether and how authentic leadership, through psychological meaningfulness, safety and work…

3412

Abstract

Purpose

The purpose of this paper is to develop and test a conceptual model which explains whether and how authentic leadership, through psychological meaningfulness, safety and work engagement, influences employee creativity. The authors delineate two pathways from authentic leadership to work engagement, which in turn foster creativity. The first pathway illuminates how authentic leadership generates psychological meaningfulness which enhances work engagement and creativity subsequently, while the second elucidates the indirect impact of authentic leadership on creativity via psychological safety and work engagement.

Design/methodology/approach

Data were collected from 300 employees working in heavy engineering and automobile industry in India. Regression analysis was used to analyze data with the help of SPSS 24. Serial mediation effects were tested with the help of bootstrapping procedures using SPSS process macro (Hayes, 2013).

Findings

Psychological meaningfulness and work engagement were found to mediate the relationship of authentic leadership with creativity both independently and in series. Psychological safety failed to transfer the effect of authentic leadership on both work engagement and creativity.

Practical implications

Organizations may reap the benefits of a creative and engaged workforce by selecting, nurturing and developing authentic leaders.

Originality/value

The study contributes to theory building in the area of authentic leadership by enriching the understanding of the processes carrying the effect of authentic leadership on desirable workplace outcomes. In doing so, the study also explicates the less understood nature of relationship between leadership and creativity.

Details

International Journal of Productivity and Performance Management, vol. 67 no. 9
Type: Research Article
ISSN: 1741-0401

Keywords

Article
Publication date: 7 August 2017

Richa Chaudhary

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…

1466

Abstract

Purpose

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.

Design/methodology/approach

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.

Findings

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.

Practical implications

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.

Originality/value

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.

Details

Social Responsibility Journal, vol. 13 no. 3
Type: Research Article
ISSN: 1747-1117

Keywords

Article
Publication date: 2 November 2023

Rimsha Iqbal, Khurram Shahzad and Richa Chaudhary

Drawing on affective events theory (AET), this study aims to examine how green human resource management (GHRM) practices influence employees' environmental commitment (EEC) and…

Abstract

Purpose

Drawing on affective events theory (AET), this study aims to examine how green human resource management (GHRM) practices influence employees' environmental commitment (EEC) and organizational citizenship behavior for the environment (OCBE) through the mediating role of harmonious environmental passion (HEP).

Design/methodology/approach

Time-lagged and multisource data were collected from employee–coworker dyads (n = 231) working in manufacturing companies. The data were analyzed using the partial least squares (PLS) structural equation modeling (SEM) technique.

Findings

Results revealed that GHRM practices predicted both EEC and OCBE significantly. Further, HEP partially mediated the relationship of GHRM practices with EEC and OCBE.

Originality/value

This study provides new insights towards the unattended affective processes that underlie the link between GHRM practices and green employee outcomes through a coherent theoretical lens of AET. It spotlights that implementing GHRM practices as a strategic choice helps evoke HEP among employees, which is an essential determinant of employees' eco-friendly attitude and behavior.

Article
Publication date: 16 August 2019

Richa Chaudhary

The purpose of this paper is to examine organizational attractiveness as a mechanism through which adoption of green human resource management (GHRM) practices affects potential…

2117

Abstract

Purpose

The purpose of this paper is to examine organizational attractiveness as a mechanism through which adoption of green human resource management (GHRM) practices affects potential employees’ intent to pursue career in an organization. Specifically, an integrative moderated mediation model with employees’ personal environmental orientation as moderator of the above-stated relationship was proposed.

Design/methodology/approach

The sample comprised 172 final-year engineering students registered in a four-year undergraduate program in one of the top higher education institutes in India. SPSS 24 was used to test the moderated mediation model with the help of hierarchical regression procedures.

Findings

Results provided support for the moderated mediation model in which the indirect effect of GHRM on job pursuit intention through organizational attractiveness was moderated by environmental orientation of prospective applicants.

Practical implications

Results highlight the potential of GHRM in turning the organizations into talent magnets. This knowledge will motivate practitioners to effectively integrate GHRM with human resource policies, practices and employee initiatives for attracting quality applicants.

Originality/value

This research by presenting the positive outcomes of GHRM for the organizations contributes to scant academic literature on sustainable human resource management which is deficient with regard to knowledge around its consequences.

Details

International Journal of Productivity and Performance Management, vol. 70 no. 1
Type: Research Article
ISSN: 1741-0401

Keywords

Article
Publication date: 23 August 2021

Richa Chaudhary and Chandan Kumar

This paper aims to analyze the contribution of the diffusion of innovation framework to eco-sustainability. It examines the interplay of organizational environment, innovation and…

Abstract

Purpose

This paper aims to analyze the contribution of the diffusion of innovation framework to eco-sustainability. It examines the interplay of organizational environment, innovation and innovation adopters’ characteristics on the diffusion of environmental sustainability.

Design/methodology/approach

The data for empirical validation were obtained through an offline survey from the hospitals. The proposed conceptual framework was tested using the hierarchical regression analysis technique.

Findings

The results show that diffusion of innovation characteristics and organizational environment significantly influence the environmental sustainability index. The adopters’ characteristics do not have any direct effect on the environmental sustainability but this effect becomes significant in the presence of a favorable organizational environment.

Practical implications

Focusing on innovations that offer an advantage over the existing processes, are compatible with the existing system, are uncomplicated and simple to implement and can be experimented before full implementation may greatly accelerate the adoption of eco-innovations in hospitals. Fostering an organizational environment where employees are encouraged and rewarded for contributing to sustainable innovations can play a substantial role in the implementation of environmental sustainability innovations.

Originality/value

This study is an original contribution as it advances the limited understanding of the predictors and moderators of environmental sustainability in hospitals.

Details

Social Responsibility Journal, vol. 18 no. 6
Type: Research Article
ISSN: 1747-1117

Keywords

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