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The purpose of this study is to understand the impact that Corporate Social Responsibility (CSR) practices have on the perceived attractiveness of companies in the eyes of their employees and potential candidates. Moreover, this study assesses the mediation role that Extrinsic (EA) and Intrinsic Attributions (IA) about Corporate Volunteering (CV) have on this relationship.

Three hundred and five responses were collected in an online questionnaire and a Structural Equation Modelling model was designed to explain the proposed relationships of the variables under study.

The authors found that the IA that employees/candidates make about CV programs have a direct and positive impact on the company’s attractiveness; it was not possible to conclude the same about EA.

Unlike studies already existing in the area of corporate attractiveness that focus on the perspective of companies and customers, with a high focus on the organizational implementation of CSR and organizational benefits, this study has adopted a different perspective that focuses on the opinion of company employees, as well as the perspective of possible candidates. By not limiting participation to anyone, it covers a wide range of participants, allowing a broader knowledge of the labor market.

本研究的目的是理解“公司社会责任实践项目”(CSR)对员工及潜在员工构成的公司吸引力的影响。其次, 本研究评估“公司志愿服务”(CV)外在归因(EA)与内在归因(IA)在此关系上的中介作用。

线上问卷收集了305份回复, 并设计了一个结构方程模型来解释研究中变量之间的所设想的关系。

我们发现员工或潜在员工对公司志愿服务项目的内在归因对公司吸引力有直接、积极的影响; 外在归因则不可能。

与之前在公司吸引力领域已经存在的研究不同, 之前的研究专注于公司和顾客的角度, 尤其关注“公司社会责任实践项目”的组织实施和组织效益。本研究采用了一个不同的角度, 聚焦于公司员工以及未来的员工的看法。本研究不限制任何人的参与, 覆盖了大范围的参与者, 因此有助于对劳动力市场更广泛的了解。

No systematic review has previously been dedicated to comprehensively investigate predictors of well-being and ill-being in working contexts. Empirical studies have vastly associated well-being as the result of autonomous motivation and basic psychological needs satisfaction, while frustration results in ill-being. The purpose of this study is to integrate the variables identified in empirical studies associated with the occurrence of the phenomena, individual/organizational features and consequences associated with workers' well-being/ill-being.

This systematic review includes 44 empirical studies published up to February 2021. Findings are summarized based on quantitative analysis of the evidence.

Results reinforce the role of self-determined motivation and needs satisfaction in promoting well-being, while amotivation and needs frustration led to ill-being. Besides, they indicate that ill-being can both lead to negative consequences and diminish positive work outcomes. Findings also revealed that: integrated motivation does not seem to be empirically distinct from intrinsic and identified motivation in promoting well-being; introjected motivated behaviors may be less harmful to psychological health than externally oriented ones; the relationship between external motivation and well-being/ill-being requires prospective investigations; and amotivation seems to have a detrimental effect in workers' psychological health.

Results provide practical information for HRM practitioners to design work environments and practices that promote employees' psychological health.

An unprecedented framework that aggregates empirical findings regarding the antecedents, predictors and consequences of ill-being/well-being in working contexts is presented.

The self-initiated nature of migration by self-initiated expatriates (SIEs) may make them more susceptible to the impact of the national context within which their adjustment takes place. Consequently, the failure or success of the expatriation depends on an SIE's ability to adapt to this national context. The paper aims to contribute to the adjustment theory literature by using the contextual angle and examining the impact of historical, legal, employment and hiring contexts on adjustment.

The paper uses data from a qualitative study of 42 in-depth interviews with German SIEs. The study used semi-structured in-depth interviews in order to collect a wide range of information on adjustment experiences, circumstances and expectations, enabling comparative analysis. All participants have self-initiated their move to Britain and relocated without organisational support, held university diplomas, worked according to their qualifications and relocated following a job offer.

Among the study's main findings is impact of national context on adjustment experience, especially the historical relations between the countries involved. German SIEs have enjoyed easy adaptation in their new workplaces due to structurally favourable positions within the local hierarchies of prejudice, which can be attributed to the complex historical relations between Germany and Britain. Furthermore, this study draws the attention to the particularities of the nationally constructed hiring practices. In particular, the speedy recruitment in Britain presented additional challenges in adjustment for some participants, while facilitating it for others.

This study focuses on a specific population, and further research is needed to determine whether the findings can be generalised to other groups of SIEs in Britain and elsewhere. Another limitation of the study is the homogeneous nature of the sample in terms of education level and participant employment status (educated at a university level and found employment before relocation). Future research avenues include applying a comparative approach and focusing on the intersection between national context, employment circumstances, educational level and SIE adjustment.

The study documents the complex effects of the hiring context on SIE adjustment and suggests that communicating the nationally constructed recruitment practices will align the expectations of both parties. This may increase the effectiveness of hiring and placing within the company and have a positive impact on the adjustment and work performance of the SIE. Furthermore, understating the particularities of each national context can enable international human resources management (IHRM) professionals to assess the specificity of each potential employee and can provide well-considered suggestions concerning the effect of country-specific legal and historical context on their adjustment and hence provide SIEs with tailored support.

Although the adjustment of SIEs has attracted considerable research interest in recent years, it is often limited compared to the attention focused on assigned expatriates. This paper adds several original contributions to the IHRM literature. First, it expands knowledge on SIEs adjustment from a single country of origin living in a specific host country. Second, it enables a deep examination of the impact of the specific national context on SIEs adjustment as informed by certain historical and legal relations, as well as locally constructed hiring and employment practices.

This study aims to analyze the effect of female top management and female dominant owner on whether firms experience obstacles to obtaining external finance in 136 medium- and low-income countries during 2006–2019. The analysis controls for the role of corporate governance and other firm-specific characteristics, as well as for the impact of national institutions.

The analysis elucidates the economic and non-economic factors driving female corporate leadership. Further, in order to capture the causal effect, the analysis uses univariate tests, multivariate regression analysis, disaggregation testing, sensitivity and endogeneity analysis to confirm the quality of the estimates. The analysis controls for various additional country-level factors.

The results show that female top management and female ownership are broadly significant determinants of firms' access to external finance, especially in relatively larger and more developed countries. The role of controlling shareholders is significant and mediates the gender effect. The latter appears more pronounced in smaller and medium-size firms, operating in the manufacturing and services sectors as well as in the countries with higher levels of development. This also varies with the countries' macroeconomic conditions and institutions governing gender development and equality as well as institutional governance effectiveness.

The results suggest that firms wishing to improve the firms' access to external finance should consider the role of gender in both top management and corporate ownership coupled with the effect of the specific characteristics of firms and the conditioning role of national institutions.

The study examines the gender effects of top management and dominant ownership for the external financing decisions of firms in low- and middle-income countries, which are underresearched. These gender effects are mitigated in various ways by the specific characteristics of firms and especially on national institutions.

This paper explores the collaborative dynamics and dimensions within a virtual multi-cultural and interdisciplinary workplace. The study focusses on the use of online communication technologies to enhance social inclusion and networking within academia.

This study uses an autoethnographic approach to draw on the personal experiences of a team of four scholars, including three early-career researchers and a senior scholar. Their reflections on their academic positionality and the institutional constraints reveal both the strengths and vulnerabilities of collaborating in a virtual workplace.

The findings offer insights into the complexities of navigating social dynamics, such as delegating responsibilities, organising meetings across various time zones and encouraging continuous collaboration, inclusivity and effective communication during an extensive timeline. As a result, their experiences revealed that a virtual workplace culture with similar and different attributes to a “normal” workplace emerged.

The paper demonstrates how to create an effective and inclusive virtual workplace by exemplifying best practices in academia and providing practical guidance for individuals and institutions based on honest, co-produced autoethnographic reflections of the authors’ lived experiences.

The paper proposes a research method to verify the perception bias of consumers on the freshness preservation effects of vacuum packaging (VP) and modified atmosphere packaging (MAP) chilled pork packages, the influence of “sensory experience” on correcting consumers' perception bias of packaging performance and willingness-to-pay (WTP) enhancement channels.

Using data from 458 and 188 participants who completed the contingent valuation method (CVM) and auction experiment, respectively, the study aimed to uncover consumers' packing quality perception bias and WTP, and investigated the societal factors that contribute to variations in WTP.

The CVM experiment revealed that although consumers' high perception bias rate toward MAP to maintain freshness, as compared to lab test results, came along with low WTP premium to cost rate with sensory experience in the auction experiment, the proportion of consumers with quality perception bias decreased from 49.85% to 34.46%, while the WTP premium to cost rate for MAP increased largely by 36.7%. Perceptive embedding has a positive effect on chilled pork packaging WTP, while normative embedding decreases WTP.

The findings emphasize the need of public policies to promote positive consumption attitudes, while whittling the negative consumption norms, to increase the WTP for packaged child pork and promote the chilled pork market formation.