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Using three samples aggregating over 1,000 working adults, we developed and tested a measure of Substantive and Symbolic Corporate Social Responsibility (CSR‐SS). The resultant 14‐item CSR‐SS scale is a reliable and parsimonious measure that is best represented by two broad and distinctive factors—substantive and symbolic attributions of CSR. Our findings provide evidence of a solid nomological network and criterion validity, supporting predictions that when employees attribute CSR as substantive, greater benefits accrue to the individual and the organisation as a whole than when CSR is attributed as symbolic. This measure contributes a valid and reliable tool toward the advancement of micro CSR research on both negative and positive consequences of organisations’ CSR proclaimed initiatives.

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The current study explored the mediating effect of perceived work team cohesion and organizational fairness on the link between adult attachment and job burnout in a sample of 393 Israeli employees. Structural equation modeling revealed that attachment anxiety and avoidance were related to more job burnout, that the link between avoidance and burnout was fully mediated by lower appraisals of organizational fairness, and that the link between anxiety and burnout was partially mediated by lower appraisals of team cohesion. Thus, attachment insecurities were associated with negative perceptions of team cohesion and organizational fairness which, in turn, contributed to job burnout. Results were discussed based on attachment theory while emphasizing the need for further research examining the generalizability of the findings.

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