Corporate social responsibility perception in business students as future managers: a multifactorial analysis

Alonso‐Almeida, María del Mar; Navarrete, Fernando Casani Fernández de; Rodríguez-Pomeda, Jesús

doi:10.1111/beer.12060

Cited by 96 publications

(87 citation statements)

References 62 publications

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“…This study will also expand on the existing research, which has shown, on the whole, that stakeholders with different individual characteristics (such as gender, age and educational level) can also experience different levels of CSR perceptions and expectations, and, more generally, CSR attitudes (e.g. Alonso‐Almeida, Fernández de Navarrete, & Rodriguez‐Pomeda, ; Burton & Hegarty, ; Lämsä, Vehkaperä, Puttonen, & Pesonen, ).…”

Section: Introductionmentioning

confidence: 89%

Employee attitudes towards corporate social responsibility: a study on gender, age and educational level differences

Rosati

Costa

Calabrese

et al. 2018

Corp Soc Responsibility Env

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Previous studies show that individual characteristics can influence stakeholder attitudes towards corporate social responsibility (CSR). This study analyses employee attitudes such as CSR demandingness, trust and satisfaction, to determine whether they vary according to differences in gender, age, and educational level. The analysis was carried out by surveying 153 employees of 11 Italian banks, and by performing a content analysis of the banks' sustainability reports. The Italian banking sector was chosen because of recent financial and CSR scandals. The findings suggest that, on average, male employees are slightly more trusting in and satisfied with CSR performance than their female counterparts. Graduates are slightly more demanding, largely more trusting, and generally more satisfied than non‐graduates. Interestingly, the difference between older and younger employees is not significant. The proposed approach can be useful in designing tailored CSR activities and communication avenues by shedding light on employees' CSR attitudes.

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Section: Introductionmentioning

confidence: 89%

Employee attitudes towards corporate social responsibility: a study on gender, age and educational level differences

Rosati

Costa

Calabrese

et al. 2018

Corp Soc Responsibility Env

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“…Females were also observed as being more likely to follow a stakeholder model than a shareholder model. Similarly, Alonso-Almeida et al (2015a) found that women place higher priority than men on CSR issues. Marz et al (2003) again showed that female respondents express a higher social responsibility than male respondents.…”

Section: Gender Difference In Ethics Business Ethics Csr and Sustaimentioning

confidence: 98%

Gender differences in customer expectations and perceptions of corporate social responsibility

Calabrese

Costa

Rosati

2016

Journal of Cleaner Production

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The literature on business ethics, corporate social responsibility and sustainability includes many studies on gender differences, however the results are often contrasting. In particular, there has not yet been full agreement on the role and significance of gender differences in customer expectations and perceptions of responsible corporate conduct. An extensive review of the research on the subject reveals that the published studies have not dealt with the substantive significance of gender differences, and as a result, the size of such differences is unknown. The current study analyses both the statistical and the substantive significance of gender differences in customer expectations and perceptions of corporate responsibility, also examining the influence of age and education. The analysis is carried out on a remarkably large sample of 908 clients, pertaining to 12 of the largest Italian banks. The overall resultsshow that there is a small substantive difference between women's and men's average expectations, with women showing higher average values than men. This result holds generally true with variation of education levels and age groups. Young females show the highest average values of expectations, and the significance of gender differences decreases with age. In contrast, the perception of corporate social responsibility does not show significant gender differences, either at the general level or when the analyses are repeated by education levels and age groups. The paper introduces the use of a standardized measure of effect size for analysing the substantive significance of gender differences in customer expectations and perceptions of corporate social responsibility. This novel approach increases results reliability and, accordingly, the effectiveness of company or policy maker strategies in designing, planning, implementing and assessing sustainability initiatives.

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“…Many research studies have shown that women are more sensitive to corporate social responsibility issues and give high importance to social issues as compared to men (Alonso‐Almeida, Fernández de Navarrete, & Rodriguez‐Pomeda, ). As women more commonly display voluntary behavior and engage in charity issues, green behavior both task related and voluntary is strongly expected of them.…”

Section: Theoretical Framework and Research Propositionsmentioning

confidence: 99%

Green Human Resource Management and Employee Green Behavior: An Empirical Analysis

Chaudhary

2019

Corp Soc Responsibility Env

368

247

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This study was conducted with an objective to understand the role of green human resource management (GHRM) in fostering environmental performance of employee. Specifically, it examines the impact of GHRM practices on employee green performance behaviors (task related and voluntary) with organizational identification as a mediator and employee personal environmental values and gender as moderators. Three hundred one employee from automobile sector in India participated in the study. Using cross‐sectional research design, the proposed research model was tested with the help of hierarchical regression analysis. GHRM was found to significantly predict both task‐related and voluntary employee green behaviors. Organizational identification significantly mediated the effect, whereas gender and environmental values failed to moderate the relationship between GHRM and employee green behaviors. The study signifies the role of HRM in achieving environmental sustainability and emphasizes on the urgent need to embed sustainability dimension into HR systems to achieve sustainable development goals.

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Corporate social responsibility perception in business students as future managers: a multifactorial analysis

Cited by 96 publications

References 62 publications

Employee attitudes towards corporate social responsibility: a study on gender, age and educational level differences

Employee attitudes towards corporate social responsibility: a study on gender, age and educational level differences

Gender differences in customer expectations and perceptions of corporate social responsibility

Green Human Resource Management and Employee Green Behavior: An Empirical Analysis

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