The role of business in society is extremely important. Business responds to urgent problems and falls under socio-political influence. As a result, conceptual approaches to corporate social responsibility are dynamic, lively and actively developed under the influence of many factors, including public expectations. The article considers the development of corporate social responsibility concept in the period from the 1950s to the present. The theoretical analysis provided an opportunity to single out the differences in the target orientation of corporate social responsibility in the conceptual approaches of outstanding scientists to this issue. The study uses a chronological systematic approach to the evolution of conceptual approaches to corporate social responsibility. Due to the dynamism of the corporate social responsibility conсept, the study of its features at different stages is extremely relevant. The concept of corporate social responsibility is associated with a wide range of issues: motivation of companies to be socially responsible, groups of stakeholders on which companies are guided, incorporation of social responsibility into company strategies, performance of socially responsible initiatives, regulation of responsible behavior by society («soft») and by the state, etc. The obtained results allow to make conclusion that the scope of social responsibility has expanded over time: from the overwhelming focus on the company’s employees to a wider group of internal and external stakeholders and even the planet in general. Because global problems make the sufficient impact on the modern approach to the corporate social responsibility.
The article examines the problems of changing priorities in staff motivation during the crisis and post-crisis period, as a complex socio-psychological phenomenon that can be explained with the help of behavioral economics. On the basis of a theoretical analysis, the main “side” effect, the transformation of motivational priorities, was investigated, which consists in a decrease in the level of job satisfaction with an increase in the level of remuneration, as noted in empirical studies conducted over a very long period of time. PANAS-C was chosen as the tools for empirical study of this phenomenon – a test of an active life position, a survey regarding the degree of satisfaction and significance of the WAMI work, as well as a test to identify the motivational type of Gerchikov. On a representative sample of employees of enterprises belonging to various fields of activity, having different sizes and forms of ownership, we tested and verified the proposed approach to explain the main effect of the transformation of motivational priorities, which consists in the fact that a decrease in the level of employee satisfaction with the growth of material incentives can be compensate with a positive attitude. A hypothesis has been formulated and confirmed regarding the desire of the staff to hide the true, purely material motivation, trying to give “socially justified” answers to questions regarding the motives of activity. The identified feature of behavior manifests itself almost regardless of the form of ownership, size and scope of the company. The authors proposed a phenomenological model that describes the dynamics of the process of changing priorities between external and internal motivation, which manifests itself through a significant decrease in the rate of growth in the efficiency of personnel activities while a significant increase in the level of material incentives continues. A simple approach is proposed to determine the moment of changing priorities between external and internal motivation, which can significantly increase the efficiency of the use of material resources when paying for labor. A kind of “conservation law” for material and non-material incentives (intrinsic and extrinsic motivation) was formulated in the following form: the cumulative result of the influence of material and non-material incentives on the efficiency of the enterprise is a constant value that is preserved for this enterprise or its individual division while ensuring a negligible staff turnover. Using the mathematical interpretation of the most probable law describing the relationship between job satisfaction and efficiency, it was possible to explain many empirical effects that had been identified over a fairly long period. At the same time, the assumption about the existence of a stratification of respondents’ reactions according to different hierarchical levels of the organization did not find adequate confirmation.
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