Corporate social responsibility and work engagement: Evidence from the hotel industry

Hotel employees' corporate social responsibility perception and organizational citizenship behavior: Perceived external prestige and pride in organization as serial mediators

“…Working in a business with high reputation contributes to employees' positioning themselves in a good place in their social environment, and it rises employees' self‐esteem (Rodrigo, Aqueveque, & Duran, 2019). Supporting those theoretical arguments, previous studies indicated that companies' CSR practices positively affect employees' external prestige perception (De Roeck & Delobbe, 2012; Gürlek & Tuna, 2019).…”

“…The current study contributes to elimination of this shortcoming in the literature. Lastly, the studies in recent years have tried to reveal the mediator variables via the research models developed to investigate employees' responses to CSR; however, it is reported that the number of studies is still insufficient (Gürlek & Tuna, 2019; Youn, Lee, & Lee, 2018). The current study investigated both single mediator and serial mediator roles of perceived external prestige and pride in organization in the relationship between perceived CSR and OCB.…”

“…Within micro level CSR studies, mostly customers (García de Leaniz & Del Bosque Rodríguez, 2015; González‐Rodríguez & Díaz‐Fernández, 2020; Swimberghe & Wooldridge, 2014; Yin, Du, & Chen, 2020), qualified prospective employees (Boğan & Dedeoğlu, 2019a; Horng, Hsu, & Tsai, 2019), local people (Su et al, 2017; Lee, Kim, & Kim, 2018; Gursoy, Boğan, Dedeoğlu, & Çalışkan, 2019) and incumbent employees' responses to CSR practices are investigated. Extant studies have shown a positive relationship between hospitality employees' CSR perceptions and various employee outcomes such as affective organizational commitment (Wong & Gao, 2014), organizational identification (Cheema, Afsar, Al‐Ghazali, & Maqsoom, 2020; Park & Levy, 2014), employee volunteerism (Afridi et al, 2020), work engagement (Gürlek & Tuna, 2019), job satisfaction (Appiah, 2019; Boğan, Türkay, & Dedeoğlu, 2018), authenticity (Afridi et al, 2020), organizational citizenship behavior (Hur, Moon, & Choi, 2019; Kim, Rhou, Uysal, & Kwon, 2017), trust in organization (Boğan & Dedeoğlu, 2019b) pro‐environmental behavior (Cheema et al, 2020), job crafting (Hur et al, 2019), and innovative work behavior (Afridi et al, 2020). However, it is stated that employees' perceptions of CSR is “still an under‐researched area” in hospitality industry (Ko, Chan, & Wong, 2019, p. 1879).…”

The link among board characteristics, corporate social responsibility performance, and financial performance: Evidence from the hospitality and tourism industry

“…A stream of papers have analyzed the impact of CSR practices on various aspects of H&T firms' organizational performance, such as customer loyalty (Gürlek, Düzgün, & Meydan Uygur, 2017), employees' work engagement (Gürlek & Tuna, 2019), organization citizenship behavior (He, Zhang, & Morrison, 2019), reputation (Ghaderi et al, 2019), and productivity (Ghaderi et al, 2019). Nevertheless, a limited number of studies have examined the impact of CSR practices on firms' financial performance in the H&T industry (Benavides-Velasco et al, 2014;Franco et al, 2019;González-Rodríguez et al, 2019;Kang et al, 2010;Singal, 2014;Theodoulidis et al, 2017) 3 .…”

İşveren Markası İşe Adanmayı Nasıl Etkiler? Duygusal Emeğin Aracılık Rolü

“…Diğer yandan sosyal kimlik teorisi bireylerin genellikle kendilerini olumlu bir sosyal kimliğe ve sosyal kabule sahip olan örgütler ile tanımlamak istediklerini vurgulamaktadır (Tajfel ve Turner, 1979). Örgütleri hakkında olumlu bir sosyal kimlik algılayan çalışanlar örgütleri için daha fazla çaba göstermek için motive olmaktadırlar (Gürlek ve Tuna, 2019a). İşveren markası örgüte benzersiz ve çekici bir kimlik sunmaktadır.…”