Corporate commitment, identification, ethical leadership and social responsibility

Zuhaira, Marwah Abdulkareem Mahmood; Tian, Yun; Azeez, Karrar Abdulelah

doi:10.3233/hsm-17151

Cited by 8 publications

(1 citation statement)

References 47 publications

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“…showing off) with activities that add value for organizational members (Pooja et al, 2016;Yang and Wei, 2018). For example, employees with a strong commitment to their organization tend to interpret the successes of organizational peers as personal successes (Meyer et al, 2004;Zuhaira et al, 2018), so they may have a particularly strong desire to direct discretionary energy, derived from their exhibitionistic tendencies, to helping efforts that increase the chances of their peers' success, even if it reduces their ability to complete their own job duties (Bolino et al, 2015;Quinn et al, 2012). Organizational commitment also can shift employees' attention, away from the potential negative outcomes for themselves and toward the opportunity to support the professional well-being of others (Happy et al, 2019;Shin et al, 2015).…”

Section: Moderating Role Of Organizational Commitmentmentioning

confidence: 99%

“Hey everyone, look at me helping you!”: A contingency view of the relationship between exhibitionism and peer-oriented helping behaviors

Clercq

Pereira

2021

Australian Journal of Management

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This research investigates how an understudied personal resource (exhibitionism) might positively connect with peer-oriented helping behavior, as well as how this connection might be invigorated by four pertinent contextual resources: two resources that speak to beliefs about fair organizational treatment (informational justice and procedural justice) and two resources that capture how employees feel about their work functioning (job satisfaction and organizational commitment). Two-wave survey data collected among banking sector employees reveal that their desire to be the center of attention is associated with an enhanced propensity to extend help to other organizational peers, voluntarily. This process also is more likely when employees (1) believe that organizational authorities provide them with sufficient information, (2) perceive organizational procedures as fair, (3) feel happy with their current job situation, and (4) experience a strong emotional bond with their employer. JEL Classification: M50

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Section: Moderating Role Of Organizational Commitmentmentioning

confidence: 99%

“Hey everyone, look at me helping you!”: A contingency view of the relationship between exhibitionism and peer-oriented helping behaviors

Clercq

Pereira

2021

Australian Journal of Management

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Synthesizing the affinity between employees' internal‐external CSR perceptions and work outcomes: A meta‐analytic investigation

Aggarwal

Singh

2022

Business Ethics Env & Resp

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This paper contains a meta‐analytic review of 140 research articles and 320 effect sizes to explore how employees' perceptions of internal and external corporate social responsibility (CSR) activities influence an array of work outcomes at three levels (emotional, attitudinal, and behavioral). We aim to discover the underlying psychological and methodological factors affecting this linkage. This study reveals that CSR is more strongly connected with employees' psychological‐emotional reactions (i.e., organizational trust and pride) and work attitude (i.e., organizational commitment) rather than work behavior (i.e., organizational citizenship behavior). Although each type of CSR's association with four work outcomes is positive and significant, wide variance exists in effect sizes reported across studies, warranting a search for substantive moderators. Meta‐regression and subgroup analyses indicate the moderating effects of specific study‐level attributes viz. CSR typology, type of organizational commitment, source & type of organizational citizenship behavior, study design, and other contextual factors. It is found that the CSR‐to‐employee outcome relationship significantly contrasts across industries, regions, and cultures. This paper enriches the extant micro‐CSR literature by emphasizing that CSR can cultivate positive employee sentiments, work attitudes, and behaviors, provided CSR is embedded and integrated innately with sustainable human resource management and core business processes while rising above legal requirements and egocentric motives. Important implications for theorists and managers and potential avenues for future research are conferred in this paper.

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A new model for evaluating the influence of social networks, social learning, and supportive policies on the desire of women for fertility

Chen

Saman

2021

HSM

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BACKGROUND: Nowadays, social networks become so famous and attract a lot of users. In recent eras, the increase of online social networks and the digitization of communication types have meant that online social networks have become a significant part of social network examination. OBJECTIVE: In this paper, we investigate the social networks to study the desire of women for fertility. The study has delivered new visions into the elements of reproductive behavior and has discussed the development of increasingly refined and realistic theories of fertility desire. METHODS: A questionnaire is intended for evaluating the elements of the model. Questionnaires were reviewed by experts with significant experiences in this domain. From 384 users of Telegram as an important social network in Iran, data are collected. For statistical examination, the SPSS 22 and SMART- PLS 3.2 software are also utilized. RESULTS: Results confirmed the validity of the model for assessing of the desire of women for fertility. The outcomes have indicated that the social network has a negative effect on the desire of women for fertility. Besides, the results have shown that the role of social networks on social learning is significant and positive. Furthermore, the role of social learning and supportive policies on the desire of women for fertility is positive and significant. CONCLUSIONS: According to findings, managers have enough precision in training women and daughters through social networks and social learning to enhance the desire for fertility. Finally, it is significant to note that since data are self-reported, they could be affected by rationalization and may not correlate with fertility behavior. In future studies, by gathering a comprehensive sample, other important elements can be considered that cause the desire of women for fertility.

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Corporate commitment, identification, ethical leadership and social responsibility

Cited by 8 publications

References 47 publications

“Hey everyone, look at me helping you!”: A contingency view of the relationship between exhibitionism and peer-oriented helping behaviors

“Hey everyone, look at me helping you!”: A contingency view of the relationship between exhibitionism and peer-oriented helping behaviors

Synthesizing the affinity between employees' internal‐external CSR perceptions and work outcomes: A meta‐analytic investigation

A new model for evaluating the influence of social networks, social learning, and supportive policies on the desire of women for fertility

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