Purpose
The purpose of this paper is to provide insight into the emotional or affective mechanisms that underlie the relationship between employees’ perceptions of corporate social responsibility (CSR) and employee attitudes and behaviors. Drawing on affective events theory (AET), this study examines a sequential mediation model in which CSR perceptions influence positive affect (PA) at work which leads to employee engagement in the creative process that, in turn, affects employee creative behaviors.
Design/methodology/approach
Two-wave data were collected from a sample of employees working in the telecommunication sector in Egypt (N=208). The collected data were analyzed using structural equation modeling.
Findings
The study found a positive association between CSR perceptions and employee creative behaviors. The results also showed that CSR perceptions have induced PA, which, in turn, led to greater level of engagement in the creative process and eventually led employees to exhibit creative behaviors.
Originality/value
This is one of the first studies to use AET as a conceptual framework to explain the positive association between CSR and employee positive work outcomes (i.e. creativity). By integrating AET with CSR and employee outcomes literatures, this study contributes to the available knowledge regarding the affective or emotional mechanisms through which CSR perceptions could affect employee work behaviors.
This study examines the mediating influence of academic self-efficacy on the link between perceived academic climate and academic performance among university students. The participants in the study consist of 272 undergraduate students at the University of Assiut, Assiut, Egypt. A scale to measure perceived academic climate, was developed. To ensure this scale was both reliable and valid we used Crombach's alpha test. We relied on Landry's category "self-efficacy for academic achievement" from The College Student Self-Efficacy Scale (CSSES) to assess academic self-efficacy. Participants' GPAs were used as a measure of academic performance. Descriptive statistics, (Person Product Moment Correlation, T-test as well as simple and multiple regressions) were used to analyze the data. The results demonstrated that perceived academic climate and academic self-efficacy significantly correlated with students' academic performance. The mediating effect of academic self-efficacy on the relationship between perceived academic climate and students' academic performance was also established. It is worth mentioning that academic self-efficacy mediated the relationship between perceived academic climate and academic performance in the theoretical schools sample (full mediation), male and female samples (partial mediation). In contrast, it could not mediate this relationship in the practical schools sample. On the basis of the findings, it was recommended that academic self-efficacy should be enhanced using counseling strategies.
Purpose
The purpose of this study is to examine the relationship between leader-signaled knowledge-hiding behavior (LSKH) and employee organizational identification (OI) with self-interest climate perceptions (SIC) as a mediator. This study also takes into consideration the impact of individual differences (i.e. employee trait of agreeableness) in shaping these relationships.
Design/methodology/approach
Two-wave data were collected from a sample of employees working in service industry companies in Egypt (N = 305). The mediation model (model 4) and the moderated mediation model (model 14) were tested using the statistical package for the social sciences PROCESS macro. The indirect effect of LSKH behavior on employee OI was examined using the bootstrapping approach (n = 5,000) with 95% confidence intervals (CI) for the indices.
Findings
Findings show that LSKH behavior has a negative impact on employee OI through SIC perceptions. Additionally, a moderation analysis indicates that the employee trait agreeableness strengthens the negative relationship between SIC and OI as well as the indirect relationship between LSKH behavior and employee OI.
Originality/value
While previous studies mainly focused on employee knowledge-hiding behavior, this study extends this nascent stream of literature by investigating the impact of this behavior at the leader’s level in the Egyptian cultural context. The results provide insights into the consequences of this type of behavior on important outcomes, namely, SIC and OI.
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