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1 – 10 of 844Vui-Yee Koon and Yuka Fujimoto
Organizations that prioritize humanistic responsibility create an environment of value for their employees as the most important stakeholders. However, despite the numerous…
Abstract
Purpose
Organizations that prioritize humanistic responsibility create an environment of value for their employees as the most important stakeholders. However, despite the numerous corporate social responsibility (CSR) models and research highlighting stakeholder considerations, the long-standing “social” aspect of CSR has inhibited its humanism responsibility. In response, this study proposes to move beyond the antecedents and outcomes of CSR to explore how perceived CSR can promote its humanistic responsibility both inside and outside of organizations.
Design/methodology/approach
The authors followed Sendjaya et al. (2008) ’s methodology for developing and validating the perceived corporate humanistic responsibility (CHR) scale. Study 1 validated the CHR's content. Study 2 established the measure’ reliability, internal consistency, unidimensionality and discriminant validity. The authors describe each of the studies in the forthcoming sections.
Findings
This research has produced a comprehensive set of perceived CHR items for business leaders based on earlier CHR/humanism concepts. Through the deconstruction of CHR theory, the granular conceptualization provides employee-centric workplaces, healthy internal communication, holistic compensation, CSR-committed behaviors and holistic training and development, equipped to assess how their CHR fosters humanistic workplaces that encourage socially responsible behaviors. This, in turn, would have an immense impact on employee well-being that, in turn, flourishes societal well-being.
Research limitations/implications
Although the perceived CHR scale's psychometric properties were confirmed using multiple tests ranging from qualitative to quantitative studies, this newly developed scale requires further investigation to explore whether internal or external relevance factors affect organizations' humanistic responsibility.
Practical implications
CSR is about caring for humans and the planet. The authors have unpacked what and how the human side of CSR operates for business leaders to advance their CHR practices and responsible management learning. The perceived CHR dimensions can guide business leaders to promote multidimensional humanistic behaviors inside and outside workplaces that transcend how to strengthen the humanistic responsibility behaviors of corporations to promote CHR by articulating how the “Social” aspect of CSR ought to function for employee well-being first.
Social implications
This study responds to Sustainable Development Goals (SDGs) most aligned with the SDG 3 (good health and well-being) and SDG 8 (decent work and economic growth) by promoting humanistic workplaces with implications for United Nation's Principles for Responsible Management that encourages universities to educate students on humanism concepts in business management.
Originality/value
The originality lies in the empirical study of CHR. By incorporating the original concepts of humanism/humanistic management and CHR, the authors empirically articulate how CHR may be practically implemented as an elaborated humanistic synthesis for corporations.
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Corporate social responsibility (CSR) is gaining recognition and value among researchers, academicians and business professionals. Drawing on theories of social identity and…
Abstract
Purpose
Corporate social responsibility (CSR) is gaining recognition and value among researchers, academicians and business professionals. Drawing on theories of social identity and person–organisation fit, the present research propounds a model that investigates the role of CSR branding in influencing employee retention.
Design/methodology/approach
The paper is based on primary survey data from 348 employees working in organisations in the Indian industrial hubs. The study uses the regression and PROCESS macro model to analyse relationship among study variables.
Findings
The study indicated how CSR initiatives could help organisations handle the threat of high turnover storm all over the world, thereby retaining the employees with a high set of skills. Moreover, the paper connotes that employee retention is influenced directly by CSR branding as well as indirectly under the presence of organisational identification and person–organisation fit (mediators).
Practical implications
Results suggest the role of a positive identity and a mutual fit as significant predictors of employee retention. The implications for future research on CSR, employees' stay intentions, employees' identification and value congruence are further discussed in light of the findings.
Originality/value
The novelty of this research insists on shedding light on the indirect mechanisms linking CSR to employee retention that has been overlooked so far, particularly in the Indian setting; studies on an integrated model of organisational identification and person–organisation fit are limited.
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Margarida Seara, Teresa Proença and Marisa R. Ferreira
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…
Abstract
Purpose
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.
Design/methodology/approach
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.
Findings
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.
Originality/value
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.
目的
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。
设计/方法论
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。
发现
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。
原创性
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。
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Avinash Chopra, Gokulananda Patel and Chandan Kumar Sahoo
One of the most decisive objectives of human resource management (HRM), essential for business performance, is to attract, maintain and engage a qualified workforce. This study…
Abstract
Purpose
One of the most decisive objectives of human resource management (HRM), essential for business performance, is to attract, maintain and engage a qualified workforce. This study aims to identify and prioritize the antecedents of employer branding, which are considered extremely important by potential applicants when they choose to join a particular employer.
Design/methodology/approach
The authors have adopted a popular multicriteria decision-making technique fuzzy analytical hierarchy process, to prioritize the identified antecedents. The modified Delphi techniques with the 22 experts have been conducted to validate the identified antecedents. Structured questionnaires were discussed, and their reliability was assessed using the expert’s opinion.
Findings
Results of this study indicate that potential applicants consider career advancement opportunities as the most important enabler that persuades them to join a particular employer. Future employees are also motivated to join if they are offered attractive compensation packages, which are distinct from competitors. Furthermore, corporate social responsibility is evolving as an antecedent of employer branding as potential candidates are attracted to employers who are socially responsible.
Practical implications
Employer branding can serve as a strategic HRM technique for any business seeking to attract, recruit, retain and involve outstanding employees, as the success of the organization is determined by how its image is built, communicated and promoted. This study provides insights for HR managers and practitioners who can think of developing an effective employer brand communication that offers a distinct and in-imitable image and reputation as an employer of choice.
Originality/value
This study is unique, as it offers meaningful visions to HR practitioners and experts for designing employer branding strategies for attracting potential applicants to join their organizations.
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T.S. Nanjundeswaraswamy, Sindu Bharath and P. Nagesh
This paper aims to design, develop and validate an instrument to measure employer branding by considering existing employee perceptions.
Abstract
Purpose
This paper aims to design, develop and validate an instrument to measure employer branding by considering existing employee perceptions.
Design/methodology/approach
In this systematic research, the predominant factors of employer branding are identified through Pareto analysis; using structured questionnaire information and data collected from 423 employees. The number of items and dimensions was reduced by conducting exploratory factor analysis (EFA) and validated extracted dimensions using confirmatory factor analysis (CFA) using statistical software (SPSS-21). The designed scale was verified by applying relevant statistical techniques, including a multicollinearity test, construct validity, content validity, divergent validity, convergent validity and reliability test. Structural equation modeling (SEM) was performed using AMOS, to explore the interrelationship between the dimensions of the scale.
Findings
Considering the perception of existing employees, seven factors along with 24 items scale were designed and developed to measure the employer branding. The identified seven factors are; career development opportunities; compensation and benefits; corporate social responsibility; training and development; work environment; organizational culture; and work-life balance. The proposed model explains a total variance of 70.35% and the model fit indices are within the acceptable range, validity and statistical reliability are established for seven dimensions of employer branding.
Research limitations/implications
Employer branding is studied from existing employee perspective by collecting responses from the employees of the IT sector only.
Practical implications
This validated scale is valuable for practitioners and academicians. The proposed dimensions in the scale may help practitioners explore the impact on the outcomes of organizations such as employee commitment, employee retention, employee satisfaction and total productivity. This novel instrument helps to measure employees' perception of their employers. Further, the authors identify the gaps and accordingly plan strategies to attract and retain the talented workforce.
Originality/value
The authors believe that this novel measuring instrument is comprehensive and the first of its kind. Employer branding has been modeled using SEM analysis by considering the perceptions of the present employees.
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Juhari Noor Faezah, M.Y. Yusliza, T. Ramayah, Adriano Alves Teixeira and Abdur Rachman Alkaf
The present work investigated the effect of corporate social responsibility and top management support on employee ecological behaviour (EEB) with the mediating role of green…
Abstract
Purpose
The present work investigated the effect of corporate social responsibility and top management support on employee ecological behaviour (EEB) with the mediating role of green culture and green commitment. Social identity theory (SIT) was used to describe the association between green culture, green commitment and EEB. Further, a conceptual model that summarises the interaction between perceived corporate social responsibility, top management support, green commitment, green culture and the adoption of ecological behaviour was developed.
Design/methodology/approach
The paper opted for a quantitative design using convenience sampling by collecting the data through a structured questionnaire gathered from 308 academics working in five Malaysian higher education institutions.
Findings
Corporate social responsibility and top management support positively influence green culture and commitment. Moreover, green commitment positively influenced EEB and fully mediated the relationship between corporate social responsibility and EEB and between top management support and EEB.
Research limitations/implications
The academic staff of universities was the target population of this research. Nevertheless, universities have a diverse population with complex activities that can affect the implementation of a sustainable workplace within the campus. Future research should also examine non-academic staff, including administrative, technical and operational staff, due to different employees' perceptions.
Originality/value
As far as the authors know, this is the first study to assign the mediator role to green culture in a relationship between top management support and EEB amongst academic staff in the Malaysian context. Future research should consider other intervening variables that influence adopting ecological behaviour.
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Avinash Chopra, Gokulananda Patel and Chandan Kumar Sahoo
This study aims to explore and validate the antecedents of employer branding (EB) and assess their impact on EB measures taken by Indian information technology firms while…
Abstract
Purpose
This study aims to explore and validate the antecedents of employer branding (EB) and assess their impact on EB measures taken by Indian information technology firms while promoting themselves as an employer of choice.
Design/methodology/approach
Through the method of content analysis of the EB literature published between 2010 and 2020, a total of 77 research articles that were published in various eminent sources, including papers 11 papers from Elsevier, 28 from Emerald, 12 from Taylor and Francis, 8 each from Wiley and Sage and finally 10 from Springer, were chosen for the final analysis. The results were confirmed through confirmatory factor analysis using structural equation modelling.
Findings
The analysis revealed the significant themes of the content: the primary antecedents of the EB, i.e. compensation and benefits, career opportunities, work–life balance, work environment and corporate social responsibility. The findings proposed that the employees working in the IT firms are more concerned about the compensation package, work–life balance and work environment. The study also suggested that employees love to work for organizations that benefit society and the environment.
Originality/value
The study emphasized the identification of the antecedents which are vital in impacting the organization’s EB strategy. The study suggested that corporate social responsibility, compensation and benefits and work–life balance are a few of the important antecedents that play a crucial role in engaging and retaining the existing talented employees in IT firms. Through the EB strategy, the firms can differentiate themselves from their competitors.
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Alan Bandeira Pinheiro, Marcelle Colares Oliveira and Maria Belen Lozano
The purpose of this research is to investigate the effect of characteristics of capitalism on environmental performance.
Abstract
Purpose
The purpose of this research is to investigate the effect of characteristics of capitalism on environmental performance.
Design/methodology/approach
The authors analyzed a sample of 6,257 companies, based in 55 countries and 8 typologies of capitalism. The independent variables are the characteristics of capitalism, measured through five indicators: cooperation between employees and employers, index of economic freedom, local competition between industries, human development index (HDI) and quality of the governance environment. To measure environmental performance, the authors created an index composed of 20 indicators. Data were analyzed using panel data regression and dynamic panel of the generalized method of moments.
Findings
The results indicate that the characteristics of capitalism can shape the environmental behavior of companies. The authors find that in countries with better cooperation between employees and employers, more economic freedom, and competition between firms, in addition to better HDI and national governance, companies have higher environmental performance. When they are in more developed countries, companies have a greater environmental performance.
Practical implications
Managers must consider the country's characteristics of capitalism when making their environmental decisions and strategies. The findings invite governments to incorporate into their regulations mechanisms to protect other interest groups, not just shareholders.
Originality/value
Few studies have examined environmental performance, which is less susceptible to greenwashing. The metric for environmental performance measures the company's concrete effort in relation to environmental issues and not just the disclosure of information. Additionally, the authors examine characteristics of capitalism supported by Varieties of Capitalism, an approach still little explored in the environmental management.
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Ataul Karim Patwary, S. Mostafa Rasoolimanesh, Mohd Hafiz Hanafiah, Roslizawati Che Aziz, Ahmad Edwin Mohamed, Muhammad Umair Ashraf and Nor Rabiatul Adawiyah Nor Azam
This research examines the role of green, inclusive leadership, corporate social responsibility, and pro-environmental attitudes on proactive pro-environmental behaviour among…
Abstract
Purpose
This research examines the role of green, inclusive leadership, corporate social responsibility, and pro-environmental attitudes on proactive pro-environmental behaviour among hotel employees. It further examines the indirect effects of pro-environmental attitudes between green inclusive leadership, corporate social responsibility, and proactive pro-environmental behaviour, as well as the moderating role of psychological contract breach between pro-environmental attitudes and proactive pro-environmental behaviour.
Design/methodology/approach
The participants of this cross-sectional study were employees in the Malaysian hotel industry, and 374 usable questionnaires were used for data analysis. The data were analysed using Partial Least Squares – Structural Equation Modelling.
Findings
This study found that green, inclusive leadership, corporate social responsibility, and pro-environmental attitudes significantly influence proactive pro-environmental behaviour. For mediating effects, pro-environmental attitudes have been found to mediate the relationship between corporate social responsibility, green inclusive leadership and proactive pro-environmental behaviour.
Research limitations/implications
The research proposes actionable measures to encourage environmentally friendly practices in the hotel sector. For companies to succeed, they must integrate green initiatives with their societal objectives. Pro-environmental mindsets are essential for implementing effective environmental policies, which in turn impact recruitment approaches. The advantages of fostering pro-environmental conduct encompass financial savings, enhanced standing, adherence to regulations, increased innovative thinking and improved workplace well-being.
Originality/value
Over time, environmental degradation has been contributed by individual behaviours and the combined actions of businesses and organisations. This study significantly contributed to a new model underpinned by the Self-determination Theory by including new constructs influencing proactive pro-environmental behaviour.
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Barbora Holubová, Marta Kahancová, Lucia Kováčová, Lucia Mýtna Kureková, Adam Šumichrast and Steffen Torp
Studies on the work integration of persons with disabilities (PwD) and the role of social dialogue therein are scarce. The study examines how the different systems of workers’…
Abstract
Purpose
Studies on the work integration of persons with disabilities (PwD) and the role of social dialogue therein are scarce. The study examines how the different systems of workers’ representation and industrial relations in Slovakia and Norway facilitate PwD work integration. Taking a social ecosystem perspective, we acknowledge the role of various stakeholders and their interactions in supporting PwD work integration. The paper’s conceptual contribution lies in including social dialogue actors in this ecosystem.
Design/methodology/approach
Evidence was collected via desk research, 35 semi-structured in-depth interviews with 51 respondents and stakeholder workshops in 2019–2020.
Findings
The findings from Norway confirm the expected coordination of unions and employers in PwD work integration. Evidence from Slovakia shows that in decentralised industrial relations systems, institutional constraints beyond the workplace determine employers’ and worker representatives’ approaches in PwD integration. Most policy-level outcomes are contested, as integration occurs predominantly via sheltered workplaces without interest representation.
Social implications
This paper identifies the primary sources of variation in the work integration of PwD. It also highlights opportunities for social partners across both situations to exercise agency and engagement to improve PwD work integration.
Originality/value
By integrating two streams of literature – social policy and welfare state and industrial relations – this paper examines PwD work integration from a social ecosystem perspective. Empirically, it offers novel qualitative comparative evidence on trade unions’ and employers’ roles in Slovakia and Norway.
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