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The micro-level research investigating employees' attitudinal, behavioral and psychological reactions to corporate social responsibility (CSR) has recently been expanded within CSR literature. Based on two interrelated social psychological theories, such as the theory of social information processing and the theory of social learning, this study examines the impact of perceived CSR–community (PCSRc; a micro-CSR area) on societal behavior (SB; a micro-level social work) at the employee level of analysis.

This study recruited 440 bank employees of Bangladesh through a survey method and ran structural equation modeling to test the proposed measurement model and structural relationships in AMOS.

The study's outcomes report that PCSRc is positively related to SB and CSR engagement (CSRe). CSRe is also positively related to SB, and CSRe mediates the association of PCSRc and SB. CSR positivity (CSRp) moderates the direct relationship between PCSRc and CSRe and the indirect connection between PCSRc and SB via CSRe such that these relationships are significant when CSRp is high as compared to low.

This study focuses on highly educated employees' perception of micro-CSR initiative on micro-level social behavior in a newly emerging market context such as Bangladesh only.

This study's outcomes guide policymakers to adopt CSR policy and its implementation strategies, accordingly, to employees' attitudinal, behavioral and psychological reactions to CSR.

This research can be used to steer the behavior of employees within society. It will eventually also have a positive influence on the perception of society toward the organization.

This study's originality is to find CSRe as a new intervening mechanism and CSRp as a new boundary condition of organizational CSR and employees' behavioral outcomes in the micro-CSR literature. The first study investigates the connections of three micro-constructs together, such as a micro (individual)-level analysis, a micro-CSR area and a micro-level social work setting.

Religion is a significant force in the lives of many people, however; its role in fashion clothing consumption is still unclear. To expand the knowledge on this issue, the present study seeks to understand the role of religiosity in affecting status consumption and fashion consciousness (FC) among Generation Y Muslim consumers, specifically focussing on Iran.

A survey was designed and administered in Iran to a sample of 300 young adults aged between 18 and 24.

The findings of research show an inverse association between status consumption and religiosity, where individual's FC is contingent upon the degree to which they are status conscious or religious. The other major finding of the present study is the importance of brand status in mediating the relationship between FC and willingness to pay (WTP) a price premium for fashion clothing brands.

The originality of the study rests on exploring the moderating role of religiosity on the relationship between status consumption and fashion conscious among Iranian Generation Y Muslim consumers. Further, contrary to the belief that fashion conscious customers are willing to pay extra to obtain fashion brands, this relationship is not direct. New fashion conscious consumers pay extra provided that the new fashion brand enhances their status. Thus, the importance of status is in acknowledging the relationship between FC and WTP a price premium.

This study aims to investigate the significant role of the Shariah Board (SB) in the innovation of digital finance products through SBs’ interaction with financial technology (FinTech).

By using semi-structured interviews, the paper examines 34 views and experiences of scholars and other practitioners from the FinTech and Islamic banking industries to gain an in-depth understanding of SBs’ Shariah compliance roles in FinTech inclusion in Malaysian Islamic banks (IBs).

Taking advantage of Malaysia’s comprehensive Shariah Governance Framework for IBs, the study highlighted the importance of SBs to better address the opportunities and challenges of financial innovation for the development of IBs with the inclusion of FinTech. The authors found that digital solutions and tools, such as Robo Advisory system and blockchain, enhance SBs’ roles by providing more effective and timely Shariah assurance regardless of the volume of data information and storage.

Given SBs significant roles in conforming to the Shariah, the study contributed significantly to assisting the regulatory and policy promulgation that enhance SBs’ integrity and credibility in response to the growth of IB infrastructures and financial innovation.

To the best of the authors’ knowledge, this is the first study to investigate the significant role of SBs in the innovation of digital finance products through their interaction with FinTech, while prior studies focused on the characteristics and structure of Islamic digital financial products.

The aim of this chapter is to examine and challenge the fairness rhetoric used by many US lawmakers to prevent trans girls and women from participating in school sports. Legislators embrace faulty scientific claims to assert unfairness based on physiology and many sport philosophers work from the premise that the first priority of sport is to be competitively fair. We argue that this is a misguided notion and that sport must be just before it can be fair. Using Iris Marion Young's framework of justice, we contend that excluding trans athletes from school sport is an injustice. We propose that focusing on the eradication of injustice is the ethical path forward for the inclusion and full participation of trans people in sport.

This chapter aims to consider workplace spirituality from a cross-cultural perspective. The terms workplace spirituality and culture are so intangible, and both start with the attitude and behavior of humans but are meaningful in a community. Because of the constraint of understanding these abstract settings, it is necessary to define and specify the dimensions of both concepts to achieve the aim of this chapter. In this regard, the section starts with the conceptuality of workplace spirituality and the dimensions of the term, which cumulate at individual, group, and organizational levels. It goes with the part of cultural dimensions in the light of Hofstede's (2001) direction, Chhokar, Brodbeck, and House's (2007) extension, and Sharma's (2010) derivation of cultural dimensions for national, organizational, and individual levels, respectively. After joining the dots, the chapter focuses on one of the most sacred research areas for academic literature, cross-cultural differences, and workplace spirituality. The last part of the chapter is the conclusion to point to final notes about the concepts and help guide future studies.

Discusses the increase in interest (both managerial and theoretical) in the field of corporate culture. Drawing on research in the financial services, points to the critical role of branch managers (middle managers) in the role of corporate culture change. While top leadership was important in providing a catalyst for change, employees’ perceptions of such leadership was vague. Branch managers were seen as the leaders on the ground, decoding and indeed reinterpreting corporate messages.

This study aims to examine the role of talent management (TM) in improving organizational sustainability (OS). The study also investigates employees’ sustainable behaviour (SB) in achieving three-dimensional sustainability goals (i.e. economic, social and environmental).

This study focused on medium and large-scale manufacturing firms, whereas the sample size was 196 firms. Data was collected through close-ended questionnaires using the cluster sampling technique. The partial least square-structural equation modelling was used to estimate the modelled relationships.

Results show a significant direct impact of TM on OS. Likewise, the results also show a substantial impact of all three dimensions of TM (acquisition, development and retention) on OS. Results confirm that employees’ SB positively mediates between TM and OS.

The study focuses on the manufacturing sector of Pakistan. The study’s findings imply that TM strategies are an indispensable source of sustainability to attract, develop and retain talented employees in the situation of talent shortage. Moreover, sustainable employees’ behaviour is also depicted as a positive role between TM and OS because sustainable success is not only required the expertize of employees, but it also needs the dedication of employees.

This study enhances the understanding of TM’s role in improving the OS. The findings imply that a firm should consider TM as the apex strategy for elevating the performance. Findings also reveal the need to adopt a comprehensive strategy or system to manage the talent of an organization.

Linking the TM with OS and SB is the novelty of the study.

The purpose of this paper is to propose a research model to identify the key determinants and examine their impact towards online pro-brand and anti-brand community citizenship behaviours (CCBs).

A survey based on the research model is used to collect empirical data from 260 and 200 members of online pro-brand communities (OBCs) and online anti-brand communities (OABCs), respectively. A two-stage approach employing fuzzy-set qualitative comparative analysis and artificial neural network (ANN) is first applied to uncover new observations.

Moral identity and positive brand emotion (BE) are the two most influential factors driving both online pro-brand and anti-brand CCBs. A higher level of internalisation might be required to exhibit online anti-brand CCB as opposed to online pro-brand CCB. This contradicts the current understanding that anti-brand behaviours are less morally restricted given the virtuality and anonymity of online communities. OABC members may need to better justify themselves internally to overcome positive BE when exercising anti-brand action. Also, brand identification, brand dis-identification and BE would be used to identify two types of OABC members.

The effect of motives other than pro-social remains unclear on online pro-brand and anti-brand CCBs.

This is the first paper to develop two new dimensions which provide a more complete definition of CCB. Also, some new observations are uncovered by comparing the effect of different key determinants on online pro-brand CCB against that of online anti-brand CCB. The research model can be used to define and improve member (or brand) engagement which would enhance the management of OBCs and OABCs.