Purpose The purpose of this paper is to examine the relationship between corporate social responsibility (CSR) and employees’ affective commitment. Three underlying mechanisms are used to explain the relationship between CSR and commitment, namely, deontic justice, social identity theory and social exchange theory. Design/methodology/approach Data were collected through survey questionnaires. The sample consisted of 161 employees who work in private and public organizations in Tunisia. Regression analysis was conducted using a multiple mediation model. Findings The results reveal a positive and significant relationship between CSR and employees’ affective commitment. The perception of person–organization fit, organizational identification and perceived organizational support mediates the relationship between CSR and affective commitment. Originality/value With regard to CSR, past studies have never deal with deontic values in analyzing work behaviors. Furthermore, most previous studies have considered a direct effect between CSR perceptions and affective commitment. This study extends the literature by conceptualizing the indirect mechanisms linking CSR to employees’ affective commitment.

Purpose Prior research has conceptualized perceived organizational support (POS) as a stable variable over time varying from one individual to another. Nevertheless, it can be assumed that POS fluctuates within the same person over the course of several weeks due to different experiences lived at work. The authors suggested in the present study that weekly POS is predictive of employees’ weekly subjective well-being at work (i.e. increased positive affect toward the organization, and decreased negative affect toward the organization and psychological strains at work). In addition, the purpose of this paper is to examine the mediating role played by weekly work engagement in these relationships. Design/methodology/approach In total, 20 employees completed a first general questionnaire and then completed an online questionnaire during 12 consecutive weeks. Findings Results of hierarchical linear models indicated that weekly POS positively predicts weekly employees’ work engagement which, in turn, positively predicts weekly employees’ well-being (i.e. increasing positive affect toward the organization and decreasing negative affect toward the organization and psychological strains at work). Research limitations/implications Overall, these findings contribute to the POS and work engagement literatures. It shows that POS fluctuates within person over the course of several weeks and is a predictor of weekly employees’ well-being through its effects on weekly work engagement. Originality/value To the authors’ knowledge, this is the first study to examine within-person weekly variations in POS as a predictor of employees’ weekly work engagement and its subsequent consequences.

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This paper provides an empirical examination of the effects of co-workers' procedural justice, defined as the individual's perception of how procedural justice is displayed towards him/her by the group. Drawing on the social exchange literature, it is confirmed that team affective commitment mediates the relationship between team voice -a form of co-workers' procedural justice -and team citizenship behaviors. The study also tests whether this positive indirect effect is moderated by neuroticism and intrinsic motivation.The results from a survey of 154 dyads consisting of employees and their current supervisor generally support the hypotheses. Team voice is a strong and consistent predictor of team citizenship behaviors, and the effect is mediated by team affective commitment only when intrinsic motivation is low and/or neuroticism is low. This study extends knowledge of the different sources of justice. Specifically, it shows that team voice and the boundary conditions of its effects are crucial to understanding attitudes and behaviors directed towards the team. This finding highlights the necessity of carefully taking into account the ability to express one's opinion inside teams.

Developing country firms and the challenge of corruption: do company commitments mirror the quality of nationallevel institutions? Article (Accepted Version) http://sro.sussex.ac.uk Barkemeyer, Ralf, Preuss, Lutz and Ohana, Marc (2018) Developing country firms and the challenge of corruption: do company commitments mirror the quality of national-level institutions?

Purpose – The purpose of this paper is to examine the moderating role of organizational size and individual tenure on the relationship between organizational justice and organizational affective commitment. Based on the literature on organizational justice and justice climate, this paper tests whether the role of justice climate, measured at the organizational level, is affected by these organizational and individual characteristics in determining individual organizational affective commitment. Design/methodology/approach – Data on 20,936 employees from 1,496 companies that were included in the 2004 Workplace Employment Relationships Survey were used. Findings – Hierarchical linear modeling analysis shows that the importance of the justice climate extends beyond its effect on individual perceptions. Moreover, whereas the organization size does not influence the justice climate – affective commitment relationship, organizational tenure moderates it. Originality/value – This study shows the impact of justice climate on affective commitment beyond the effect of individual justice. It also examines organizational (organization size) and individual characteristics (tenure) as possible moderators, constructs rarely considered in studies on justice climate.

Purpose The purpose of this paper is to study pay referents that may have an effect on employee organizational affective commitment. It explores existing connections between distributive justice – stemming from individual, external, and internal referents – and organizational affective commitment. This enables an exploration of the effects of distributive justice (Sweeney and McFarlin, 2005). Design/methodology/approach This study uses a quantitative analysis of 198 French nonprofit employees in health and social services. Findings Results show that only individual distributive justice relates to organizational affective commitment and that this relationship is mediated by person-organization fit. Originality/value This study is the first to analyze pay referents in nonprofit organization. It also explains the distributive justice – organizational affective commitment in terms of person-organization fit.

Corporate Social Responsibility (CSR) has mainly been studied at a macro level through its impact on the financial performance of the company. However, individuals’ perceptions of CSR influence various attitudes and behaviors at work, including employees’ affective commitment. Whereas the relationship between perceptions of CSR and employees’ affective commitment has already been shown in the literature, less is known about its underlying mechanisms. This research seeks to specifically explain this relationship in order to understand how perceptions of CSR influence individuals’ affective commitment at work. We present two studies (Study 1, N = 181; Study 2, N = 145) to test a theoretical model that introduces person-organization fit (PO fit) as a mediator of this relationship and the need to belong as a moderator of the relationship between CSR and PO fit. The results of the moderated mediation model (using PLS-SEM) are developed and a discussion is provided.